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Drawing from social system theory, social identity theory, and social exchange theory, this study examines how safety management practices are linked with employee safety performance through safety consciousness and safety climate. Furthermore, responsible leadership is introduced as a boundary condition in the safety consciousness-safety performance and safety climate-safety performance relationships. Data were collected from employees belonging to pharmaceutical firms located in different industrial zones of Lahore, Pakistan. The support is found for full mediation of safety consciousness and safety climate for the safety management and safety performance relationships. Responsible leadership moderates the safety consciousness-safety performance and safety climate-safety performance relationships so that when the safety climate is weak or the safety consciousness is low, a high level of responsible leadership enhances safety performance.

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]

Aim: The aim of the study was to develop recommendations for creating a healthy work environment based on current literature for nurses working within the US Military Health System (MHS). However, our findings would likely benefit other nursing populations and environments as well. Design: Systematic literature review. Data Sources: We conducted a systematic literature search for articles published between January 2010 until January 2024 from five databases: PubMed, Joanna Briggs, Embase, CINAHL and Scopus. Methods: Articles were screened, selected and extracted using Covidence software. Article findings were synthesized to create recommendations for the development, implementation and measurement of healthy work environments. Results: Ultimately, a total of 110 articles met the criteria for inclusion in this review. The articles informed 13 recommendations for creating a healthy work environment. The recommendations included ensuring teamwork, mentorship, job satisfaction, supportive leadership, nurse recognition and adequate staffing and resources. Additionally, we identified strategies for implementing and measuring these recommendations. Conclusions: This thorough systematic review created actionable recommendations for the creation of a healthy work environment. Based on available evidence, implementation of these recommendations could improve nursing work environments. Impact: This study identifies methods for implementing and measuring aspects of a healthy work environment. Nurse leaders or others can implement the recommendations provided here to develop healthy work environments in their hospitals, clinics or other facilities where nurses practice. Reporting Method: PRISMA 2020 guidelines. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Introduction: The COVID-19 pandemic has significantly stretched global healthcare provisions since its commencement in 2019. From the outset, ambulance services in the UK had to adapt and change their working practices to meet distancing requirements, to increase staff numbers and to ease the effects of staff becoming unavailable for work due to self-isolation and illness. One strategy was moving clinicians from emergency operation centres (EOCs) to working from home. Like many international services, UK ambulance services use paramedics and nurses to undertake telephone and video assessments of patients calling the 999 emergency services line in a model known as virtual care or remote clinical decision making. Virtual care is any interaction between a patient and a clinician or clinicians, occurring remotely via information technologies. Increasing evidence is becoming available to suggest that the pandemic caused harm to the wellbeing of healthcare workers, primarily due to the severe stress of regular exposure to death and human suffering. However, there remains a dearth of literature focusing on the well-being of remote and virtual clinicians, especially those who moved from working in EOCs to working at home during the COVID-19 pandemic. Therefore, this study reports the findings of a qualitative analysis of these effects from the clinician's perspective. The authors hope that the findings from this study will inform the operating, well-being and leadership practices of those delivering such services. Methods: A convenience sample of telephone nurses and paramedics from one UK ambulance service where home working had been implemented were contacted. Fifteen clinicians with recent home-working experience responded to the invitation to participate out of a possible 31 (48%). All participants had previously practised remote assessment from within an EOC. Semi-structured interviews took place via video-conferencing software and were recorded, transcribed and thematically analysed. An inductive approach was taken to generating codes, and both researchers separately read the transcripts before re-reading them, assigning initial themes and determining frequency. Results: Five main themes were discovered, with further associated sub-themes. The main themes were: safety; financial implications; working relationships; home-working environment; and anxiety. Conclusions: Few studies explore remote clinicians' health and well-being. This study identified that home-working clinicians felt that there had been no detrimental impact on their health and well-being because of working from home during the initial phase of the COVID-19 pandemic. While some concerns were raised, these were mitigated through the support that clinicians received at home from family members, as well as from colleagues, some of whom had developed new working relationships. Financial implications appeared to have contributed to some concerns for participants initially, but these had been alleviated quickly despite requiring further exploration of the true financial impact of working from home. [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]

Drawing on social exchange theory, we proposed a dual-stage moderated mediation framework to examine the impact of abusive supervision on employee safety behavior in high-risk industries. We conducted a survey of 652 frontline employees from 32 chemical establishments in southwest China using scales assessing abusive supervision, burnout, employee safety behavior, and trait mindfulness. Our results revealed that abusive supervision had detrimental effects on employee safety behavior, with burnout partially mediating this relationship. Trait mindfulness emerged as a mitigating factor that attenuated the negative influence of abusive supervision and subsequent burnout on employee safety behavior. The findings shed light on the harmful consequences of abusive supervision within the transitional Chinese chemical industry landscape and provide valuable insights for enhancing leadership quality and promoting mindfulness-based employee initiatives. [ABSTRACT FROM AUTHOR]

Recently, there have been reports of children without placement (CWOP) in foster care, often resulting in youth sleeping in hotels or child protective service offices. This study explored perspectives of the current crisis among child welfare practitioners who managed CWOP cases. We conducted interviews with 11 child welfare practitioners who had graduated from two universities in a Southern state. Themes aligned with the trauma-informed framework and highlighted challenges related to organizational climate, workforce development, and trauma-informed services. Implications include strategies for cross-sector collaboration, specific training, and continued research to support a healthy, trauma-informed workforce that can better meet youth needs. [ABSTRACT FROM AUTHOR]

Leader affective presence, the tendency of leaders to consistently evoke feelings in team members, has gained prominence in the context of leadership and teamwork. However, prior research lacks a comprehensive theoretical framework, focuses on limited team processes, and relies mainly on cross sectional designs to study this construct. Building upon theories of the social functions of affect, this study examines the relationship between leaders' affective presence and team member behaviour, specifically focusing on team proactive problem prevention and examining whether this relationship is mediated by team psychological safety. Using a two‐wave panel model with 504 professionals in 134 teams, our findings revealed that positive leader affective presence, characterized by instilling enthusiasm, joy and inspiration among team members, was positively associated with perceptions of team psychological safety. In turn, team psychological safety was positively related to leaders' assessments of proactive problem prevention. Interestingly, negative leader affective presence, which triggers worry, tension and stress, was not related to team psychological safety but was positively associated with team proactive problem prevention. These results highlight the importance of leader affective presence in shaping emergent team states and team member behaviour. Researchers and practitioners should thus consider these insights when assessing and intervening in leadership and teamwork processes in organizations. [ABSTRACT FROM AUTHOR]

Background Tuberculosis (TB) is a highly transmissible infectious disease killing millions of people yearly, particularly in low-income countries. TB is most likely to be transmitted in healthcare settings with poor infection control practices. Implementing TB infection prevention and control (TB-IPC) is pivotal to preventing TB transmission in healthcare settings. This study investigated diverse stakeholders' perspectives relating to barriers and strategies for TB-IPC in rural hospitals in Papua New Guinea. Methods Multiple qualitative case studies were conducted with 32 key stakeholders with experience in TB services. Data collection drew on three primary sources to triangulate data: semi-structured interviews, document reviews and field notes. The data were analyzed using hybrid deductive-inductive thematic analysis. Results Our results reveal that key stakeholders perceive multiple interdependent factors that affect TB-IPC practice. The key emerging themes include strategic planning for and prioritizing TB-IPC guidelines; governance, leadership and accountability at the provincial level; community attitudes towards TB control; institutional capacity to deliver TB care, healthcare workers' safety, and long-term partnership and integration of TB-IPC programmes into the broad IPC programme. Conclusions The evidence suggests that a multi-perspective approach is crucial for TB-IPC guidelines in healthcare institutions. Interventions focusing on addressing health systems strengthening may improve the implementation of TB-IPC guidelines. [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]

Purpose: The impact of transformative leadership on the atmosphere of safety in projects is the focus of this research. In the high-risk textile business, the safety climate is crucial. Design/methodology/approach: Questionnaires were used to gather information from 270 people working in the textile industry. These people were asked about their experiences with machinery used in different textile plants. Using moderated mediation, the data were evaluated. Findings: According to the findings, transformational leadership is an important factor in ensuring a safe climates for projects. The findings reveal that transformational leadership had an effect on project safety climate, but that attitude towards safety completely moderated that effect, and that safety compliance mediated the relationship between the two. Project safety climate was shown to be positively correlated with safety-specific transformational leadership. Practical implications: Frontline supervisors may use the study's results to better manage safety on the job and ensure the safety of their employees. Originality/value: There has been little research on how different leadership styles among project managers affect final results, but this study fills that gap. In particular, we shed light on how a transformational leadership style that is safety-specific may improve the project safety climate as a crucial border condition. The scope of social exchange theory's applicability to project settings is further expanded upon. [ABSTRACT FROM AUTHOR]

To better understand the current status of nephrology nursing in the United States, nephrology nurse leaders from the American Nephrology Nurses Association and the leading nephrology care provider organizations were asked their perceptions of pressing issues facing nephrology nurses. Each described their experiences and how they are handling the challenges and opportunities in their respective organizations. [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]

Purpose: The role of healthcare leaders is becoming increasingly complex, and carries great responsibility for patients, employees, and the quality of service delivery. This study explored the barriers and enablers that department leaders in nursing homes encounter when managing the dual responsibilities in Health, Safety and Environment (HSE) and Quality and Patient Safety (QPS). Methodology: Case study design with data collected through semi structured interviews with 16 department leaders in five Norwegian municipalities. We analyzed the data using qualitative content analysis. Results: Data analysis resulted in four themes explaining what department leaders in nursing homes experience as barriers and enablers when handling the dual responsibility of HSE and QPS: Temporal capacity: The importance of having enough time to create a health-promoting work environment that ensures patient safety. Relational capacity: Relationships have an impact on work process and outcomes. Professional competence: Competence affects patient safety and leadership strategies. Organizational structure: Organizational frameworks influence how the dual responsibilities are handled. Conclusion: Evidence from this study showed that external contextual factors (eg, legislations and finances) and internal factors (eg, relationships and expectations) are experienced as barriers and enablers when department leaders are enacting the dual responsibility of HSE and QPS. Of these, relationships were found to be the most significant contributor. [ABSTRACT FROM AUTHOR]

Research shows that CEOs who are sensitive to maximizing gains (promotion focus) engage in more socially oriented initiatives, while CEOs who are sensitive to avoiding losses or harm (prevention focus) attend more to shareholder concerns. Our point of departure, however, is that many social initiatives are of the "do no harm" type that involve efforts to avoid burdening stakeholders with social and economic costs. Integrating research on strategic leadership and regulatory focus, we develop a framework for understanding the relevance of CEO regulatory focus for workplace safety. We argue that firms with prevention-focused CEOs have fewer employee injuries than firms with promotion-focused CEOs as these latter CEOs impose aggressive workloads on employees. Drawing on regulatory fit theory, we further identify two contextual factors that attenuate or accentuate CEO motivation to pursue harm-reducing or growth-maximizing goals. Whereas analyst downgrades mitigate the influence of prevention focus by motivating CEOs to avoid missing their obligations to shareholders, environmental munificence strengthens the influence of promotion focus on injuries by motivating CEOs to take advantage of growth opportunities in the environment. Based on a sample of S&P 500 firms and injury data from the Occupational Safety and Health Administration (OSHA) from 2002 to 2011, we find support for our predictions. The results illustrate the unforeseen consequences of CEO regulatory focus on employee interests. [ABSTRACT FROM AUTHOR]

The time for a nursing revolution is now. To ensure a bright future for generations, we must demonstrate by showing up with courage, letting go of our baggage as we know it, continuously inspiring others to join the movement, demonstrating an innovative spirit, and taking more risks to ensure a safe environment for all. [J Contin Educ Nurs. 2024;55(8):372–374.] [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: Suicide, especially by firearm, remains a leading cause of death in military populations in the USA. Reducing access to firearms, especially during high risk times, may help prevent suicide and other forms of violence. The purpose of this study was to adapt a promising existing lethal means safety intervention (Project Safe Guard, PSG) for cross-cutting violence prevention and peer support in active-duty service communities using community engagement methods. Methods: A two-pronged community-engaged research approach was employed, including the Community Translation (CT) process that engaged 15 Service Members from one installation to help adapt PSG successfully. In addition, qualitative data was collected from 40 active-duty service members and military violence prevention specialists through in-depth interviews and focus group discussions. Results: Qualitative data and CT feedback led to site-specific PSG adaptations. Participants emphasized the importance of peer-to-peer discussions and highlighted resource allocation, leadership support, and stigma on firearm ownership as potential implementation challenges. Conclusions: Findings demonstrate the feasibility of community-engaged research to adapt lethal means safety interventions within military populations. PSG implementation should consider resource allocation, leadership support, and addressing stigma. This study has implications for future policies and standards for performing research on sensitive topics, particularly among military populations. [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]

Current evidence suggests understaffing is related to poor quality and missed care in a global context, but this relationship is complex. There is also a research gap for quality in mental health care in the United Kingdom that includes a wider set of patient outcomes. This paper aims to investigate RMN's perception of quality of care on their last shift, their self‐reported reasons for compromised care and potential impact on patient outcomes. A mixed methods approach, we used descriptive statistics to create a framework within which to qualitatively analyse data from the 2017 Royal College of Nursing (RCN) employment survey to consider the complex relationship between understaffing and care quality. We established three themes: 'Understaffing', 'Professional Code Expectations and Moral Distress' and 'Management'. In line with the current evidence; lack of resources and understaffing were consistently present throughout. Nurses also felt pressure from the Nursing and Midwifery Council (NMC) code of conduct which in turn instilled shame and fear for their registration when they were unable to achieve the standards expected. This was further exacerbated by poor management and supervision; leading nurses to reflect on poor outcomes for patients which compromised not only legal rights but safety of patients and staff alike. We conclude that focusing on staffing numbers alone is unlikely to improve care quality. [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]

The article announces winners of the 2023 Pathway Nurse of the Year Award which includes Holly Weaver, and Rebekah Mitchell.

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]

COVID-19 presents unique and complex challenges to the Scottish National Health Service (NHS). As COVID-19 preventative measures are effective at reducing disease spread, promoting staff adherence in high-risk workplaces is vital. The present research explored the role of identity leadership on (a) staff's appraisals of leadership and (b) staff's adherence to and attitudes towards COVID-19 guidance. Semi-structured interviews (N = 25) were conducted with NHS staff across two Scottish hospitals. Using Reflexive Thematic Analysis, two over-arching themes were generated: leadership presence and approachable leadership who act on group concerns, where both created positive appraisals of leadership and were seen to facilitate adherence. Guidance from present leaders was perceived as both practical and applicable. Approachable leaders were viewed to facilitate information sharing, clarify guidance, and allow staff to raise concerns. Leaders who were seen to act on group concerns provided resources or updated guidance to promote adherence. The present study provides theoretical and practical advancements to (a) expand the known role of identity leadership in promoting safety in workplaces and (b) facilitate routes for adherence to safety guidance beyond COVID-19. [ABSTRACT FROM AUTHOR]

Purpose: To assess the potential of workplace support to protect public health equity workers against job burnout and to identify key workplace support components. Description: This mixed-methods, explanatory sequential study analyzed survey and interview data collected between August 2020 and June 2021. Participants included governmental and non-governmental public health employees whose programs largely focus on Maternal and Child Health populations and who reported that their jobs involved working to reduce health inequities ("equity work"). Regression analysis tested the effect of emotional labor on job burnout, and whether workplace support modified that effect. Qualitative analysis of interview transcripts explored possible components of needed workplace support. Assessment: Emotional labor was positively associated with job burnout (p <.001), and there was a significant negative interaction between emotional labor and workplace support, meaning workplace support appeared to reduce the effect of emotional labor on burnout (p =.036). Qualitative analysis identified four support components: peer-to-peer mentoring connections, workplace accommodations, engaged and empathetic supervision, and mental health resources. Conclusion: Workplace support is associated with reduced job burnout for public health equity workers, especially those whose jobs involve high levels of emotional labor. Few public health employers are providing needed emotional supports for their equity workers, but certain supports appear to be helpful in reducing job burnout. Significance: Stressful work environments can impact emotional well-being and lead to job burnout. Since the 1980s, research has explored emotional labor (i.e., self-management of emotions for effective job performance) as a contributor to burnout, including new studies in the healthcare and public health sectors. The recent focus of MCH on equity requires workers to address emotion-laden topics with partners and the public. Past research had not focused on the public health sector and had emphasized personal coping strategies. Our study adds to the literature by examining emotional labor in MCH equity work and considering the protective potential of workplace supports. [ABSTRACT FROM AUTHOR]

This research aims to analyze the influence of leadership on occupational safety and health (K3), the influence of the work environment on occupational safety and health (K3), the influence of work discipline on occupational safety and health (K3) and the influence of leadership, work environment and work discipline collectively on occupational safety and health (K3). A quantitative approach is used in this type of research. The population in this study is the project workforce at PT Haleyora Power, with 26,215 workers and a sample size of 1,207 workers. The sampling technique used proportional random sampling. The data collection method uses a questionnaire with data analysis through multiple linear analysis. Based on the research results, it was found that the influence of leadership on occupational safety and health was 0.418, the influence of the work environment on occupational safety and health was 0.432, the influence of work discipline on occupational safety and health was 0.418, and the influence of leadership, work environment and work discipline had a simultaneous coefficient on occupational safety and health of 0.910. [ABSTRACT FROM AUTHOR]

Leaders who do not learn new aspects of doing business in terms of positive safety culture shall be automatically rendered out of business by their world competitors and they would learn in a hard and expensive ways to adapt to a new order of safe work culture. Understanding the core principles of positive safety culture as a behavioural science intervention, the president operations of a group of chemical plants felt and urged all leaders in a meeting that they must relook and review the company HSE policy. While the director operations responded that he would convince his board of directors in this direction, and be very supportive to all plants for the resources required in terms of manpower, finance or infrastructure, etc. This article discusses the challenges and solutions to sustain leadership inspiration in supportive safety culture for grass-root changes. The recommendations are made based on the field visits to 10 site locations and interactions with 257 managers and 250 contractors workmen. Major conclusions are: a) Indian employers have to aim high to be global in safety standards and culture to be global in business. b) Safety culture board team need to be a solution provider at the ground. c) Corporate leadership looks at the larger sociofamilial context of their own employees that no one gets injured on any single working day. d) Leadership visible presence on the ground for inspiring positive safety culture. e) The finer role of corporate leadership is to seek inspiration from grassroots leadership and also support for change. f) Human errors often hurdle the safety culture which can be managed by the concept implementation of a totally safe organisation. In a safety culture, human errors are not punished, as they are seen as opportunities to improve and learn from underlying system problems. A sustained safety culture is not only behaviour-based, but also value-based, a corporate value which is a long-term intervention. [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: This study examines the role of psychological safety as an antecedent to meaningful work and as a mediator between transformational leadership (TFL) and meaningful work. Additionally, it explores customer incivility as a precursor to psychological safety and as a moderator in the relationship between psychological safety and meaningful work. Design/methodology/approach: Data from 368 hotel employees in Bangladesh were purposively sampled and analyzed using SmartPLS. Findings: Psychological safety positively predicted meaningful work and served as a mediator in the nexus between TFL and meaningful work. Additionally, customer incivility was identified as a negative predictor of safety and acted as a moderator, reversing the association between psychological safety and meaningful work. Practical implications: TFL exhibits mixed correlations, being negatively associated with meaningful work but positively linked to psychological safety. Therefore, workplaces should prioritize cultivating a psychologically safe environment and minimizing customer incivility to increase meaningful work. Originality/value: The results add value to the conservation of resources and self-concept theories by examining the mediating role of psychological safety and the moderating influence of customer incivility from the perspective of hotel employees. [ABSTRACT FROM AUTHOR]

Over the span of decades, sustained research efforts have been dedicated to the realm of occupational safety and health practices within high-hazard work environments. This focus stems from the alarming frequency of accidents and injuries occurring within these settings. Recent research findings have consistently underscored the pivotal role of human factors - encompassing individual perspectives, communication, attitudes, and behaviors - as the chief catalysts behind such unfortunate incidents in high-risk workplaces. Nevertheless, the trajectory of these accidents and injuries can be altered, and the toll mitigated, by scrutinizing the safety commitment of employees. This commitment, crucial for ensuring safer work environments, can be cultivated through consistent interaction and communication with leaders. This interaction serves to enhance employees' knowledge and awareness concerning safety practices. In this context, the current article delves into the profound impact of leadership communication on employees' safety commitment within the oil and gas industry. Employing a quantitative approach, the study relied on survey-type questionnaires to fulfill its objectives. From maintenance and operation departments, a random selection of 260 technical employees participated as respondents. The findings convincingly establish that leadership communication exerts a substantial and significant influence on employees' safety commitment. [ABSTRACT FROM AUTHOR]

Objectives: The aim of this research is to understand the importance of female career mentors, research mentors, co-residents, and program directors/chairs to current female otolaryngology residents when applying to residency. The importance of safety in the workplace was also investigated. Methods: Surveys were sent via electronic mail to 119 programs, and program directors were asked to distribute them to female residents. Using the Likert scale, participants ranked the importance of various factors when creating a rank list, in particular, importance of safety in the workplace and importance of female mentors in various leadership positions. Demographic information, geographic location, LGBTQ identification, and fellowship plans were also collected. Results: There were 62 participants nationally. Eighty-seven percent (n = 54) of participants stated that having at least 1 female attending and having female co-residents was "very important" or "important" when ranking programs. A number of respondents replied that having a female career development mentor (38.7% [n = 24] and 43.5% [n = 27]), female program director or chair (4.8% [n = 3] and 16.1% [n = 10]), and female research mentor (12.9% [n = 8] and 29% [n = 18]) was "very important" or "important," respectively. Ninety-three percent (n = 58) replied that feeling safe in their training environment was "very important" or "important." Conclusion: Having female mentors as well as safety in the workplace in residency is important to a vast majority of residents and applicants when creating a rank list. Programs with women in these roles may gain a disproportionate number of female residents because they may be more desirable places than those without women in these roles. [ABSTRACT FROM AUTHOR]

Workplace violence in healthcare settings is alarmingly common and represents significant financial and human cost. The aim of this scoping review was to identify and summarize evidence on strategies to prevent and/or manage workplace violence in healthcare settings. Searches were limited to evidence-based clinical practice guidelines and systematic reviews published between 2015 and 2021. Multiple databases were searched and screened. Quality of the included guidelines and reviews was also assessed. Three guidelines and 33 systematic reviews were included. Both the Occupational Safety and Health Administration 2015 and Registered Nurses' Association of Ontario 2019 guidelines provided useful recommendations for building a comprehensive prevention program. Evidence-based risk assessment, prevention and management, and education and training are all central components. Regular reassessment and adjustment is required. Included reviews (n = 33) were grouped into five main categories: violence toward nurses (n = 10); violence toward healthcare workers in general (n = 8); violence in the emergency department (n = 5); violence related to mental health (n = 5); and measurement related to workplace violence (n = 5). Multicomponent interventions were often more effective than those applied in isolation. We found consistent support for certain strategies including education and training, post-incident debriefing, multidisciplinary rapid response teams, and environmental modifications; however, the strength of evidence and certainty of conclusions were limited across reviews. This scoping review found that strong leadership that cultivates and enforces a culture of inclusivity, support, and respect is a prerequisite for a successful workplace violence prevention program. Rigorous comparative effectiveness research testing interventions are needed. [ABSTRACT FROM AUTHOR]

The study investigates the association among leadership styles, employee well-being and employee's safety behavior of healthcare workers. The study used social learning theory (SLT) for examining the relationship between leadership styles and employee safety behavior. Moreover, social exchange theory (SET) has been incorporated to narrate the moderating effect of employee well-being on the relationship between leadership styles and employee safety behavior. Data have been collected with the help of questionnaires from 515 healthcare workers working in the public hospitals of Punjab, Pakistan. Structural equation modeling has been utilized to test the study hypothesis. Findings indicate that both transactional and transformational leaderships have significant and positive relationship with employee safety behavior. Interestingly, employee well-being negatively moderates the relationship between transformational leadership and employee safety behavior. Furthermore, no moderation was found on the relationship between transactional leadership and employee safety behavior. The findings propose that healthcare management should invest to aware employees regarding their well-being. The findings also suggest that leaders should influence their followers to adopt safety measures at workplace. Furthermore, leaders must be role models in order to attain a competitive advantage and make a balance between management and workers. [ABSTRACT FROM AUTHOR]

Miners' unsafe behavior has always been a key issue in coal mine safety management. Numerous studies have shown that leadership is an important factor influencing miners' unsafe behavior. A cross-level structural model was constructed based on social cognitive theory, using psychological safety and safety climate as intermediary variables, to analyze the effect of empowering leadership on miners' unsafe behavior. Data were gathered from 272 coal miners on 59 working teams. Multilevel regression analysis and the Monte Carlo method were employed to analyze the influence of the empowering leadership on miners' unsafe behavior. The results showed that empowering leadership was negatively related to miners' unsafe behavior. Psychological safety and safety climate mediated the relationship between empowering leadership and miners' unsafe behavior, and also jointly mediated in the chain. These findings enrich existing research results on miners' unsafe behavior and provide a beneficial enlightenment to coal mine safety management. [ABSTRACT FROM AUTHOR]

Individuals' unsafe behavior is identified as one of the important reasons leading to construction industry accidents. The purpose of the present study is to explore the mechanism of role stressors' impact on unsafe behavior, the mediating role of psychological strain and the moderating role of empowering leadership among construction workers. The sample used for the analyses in this study includes 600 employees from 10 different construction companies in China. Bootstrap analysis was performed to explore the mediating role of psychology strain, and hierarchical linear regression analysis was performed to explore the moderating role of empowering leadership. The results showed that role stressors were positively related to unsafe behavior; psychology strain mediates the relationship between role stressors and unsafe behavior; and empowering leadership moderates the relationship between psychological strain and unsafe behavior. The findings indicate that empowering leadership can decrease unsafe behavior. [ABSTRACT FROM AUTHOR]

Objectives. This article aims to prompt first-line workers to go beyond regular job roles and engage in more discretionary safety behavior-safety participation in the Chinese construction industry. The construction industry is a high-risk industry, and first-line workers are more likely to be exposed to workplace hazards. Once accidents happen, the negative consequences would come out. Therefore, employee voluntary safety behavior is focused on in this research. Methods. The present research framework examines the roles of safety leadership and safety management practices from the group and organizational perspectives in predicting the voluntary safety behavior (safety participation) of first-line workers in the Chinese construction industry through casual-chain mediators (safety climate and job satisfaction). In this study, partial least squares structural equation modeling (PLS-SEM) is adopted for data analysis and hypotheses testing. Results. After data analysis, the results show that safety leadership and safety management practices are significantly and positively associated with safety participation of first-line workers through safety climate and job satisfaction. Moreover, safety management practices have a more statistical effect on safety climate compared to safety leadership. Conclusions. These results provide some practical implications for facilitating the workers to conduct safety participation in the construction industry. [ABSTRACT FROM AUTHOR]

Objectives. Frequent occurrence of workplace accidents may be caused by a lack of attention by team members to safety behaviors on the spiritual level. It is very important to investigate the incentive mechanism of spirit factor on team safety performance. Methods. Based on social cognition theory and social interaction theory, this study analyzed matching data from 717 employees across 173 teams, and verified the mechanism underlying team-level spiritual leadership on team safety performance. Results. Spiritual leadership not only helped improved a team's safety performance, but also affected it through team reflexivity. Meanwhile, work interdependence positively moderated the positive relationship between team reflexivity and team safety performance, as well as the mediating role of team reflexivity. Conclusions. The findings expanded the research scope of leadership style-safety performance at the team level, and provided guidelines for managers to promote safety and healthy development of a team in practice. [ABSTRACT FROM AUTHOR]

AIM: The purpose of this article is to describe how regional community assessment survey data specific to healthcare workers' (HCWs') attitudes and actions related to workplace violence (WPV) from 1 participating urban tertiary hospital was compared with current evidence to identify evidence-based interventions to promote a safer work environment. The regional survey assessed real-time data regarding the state of WPV and its impact on HCWs, and to drive proposed interventions to prevent and reduce WPV in the healthcare community. BACKGROUND: Incidents of WPV in healthcare continue to increase, resulting in calls for action from staff, leadership, and regulatory organizations. METHODS: Data were collected from the HCWs who completed the survey. Experiences with WPV were analyzed. Qualitative data were evaluated for themes. A review of external evidence was conducted to identify best practices in preparing proposed next steps for the organization. RESULTS: Healthcare worker attitudes and practices related to WPV were described as unreported and not addressed. Violence was more readily perceived as a part of the job. External evidence indicated that education and training alone seemed to have minimal effect on preventing WPV. Evidence from best practices and staff feedback were recommended to be incorporated into plans for the organization. [ABSTRACT FROM AUTHOR]

Background: Nursing practice environment has impact on the quality of nursing care and on patients' and nurses' outcomes, namely better performances of these healthcare workers. Improving the nursing practice environment is a low-cost organizational strategy to achieve better patients' outcomes and retain qualified nurses, thus improving nursing care of units, healthcare organizations and healthcare system. This study aims to analyse the relationship between nursing practice environment and the nurses' perception of quality of care, patient safety, and safety culture in Primary Health Care in Portugal. Methods: We conducted a descriptive, analytical, and cross-sectional study using data from RN4CAST Portugal. The sample was composed of 1059 nurses from 55 Health Center Groups of the mainland Portugal, 15 Health Centers of the Autonomous Region of Madeira and 6 Health Centers of the Autonomous Region of the Azores. Multivariate analysis and correlation analysis methods were used for data processing. Results: Nurses consider that, in the Portuguese Primary Health Care, there is a mixed and unfavourable nursing practice environment, with a perception of a good quality of care, and both acceptable patients' safety and safety culture. The Collegial Nurse-Physician Relations and Nursing Foundations for Quality of Care dimensions to have the best ratings. The perception of Primary Health Care nurses on the dimension Nurse Participation in Organization Affairs was the one that showed the lowest score, followed by Staffing and Resource Adequacy and Nurse Manager Ability, Leadership, and Support of Nurses. Based on perception of nurses, the relationship between the nursing practice environment and the safety culture is higher, followed by the quality of care and patients' safety. Conclusions: The perception of Primary Health Care nurses is that there is an unfavourable and mixed nursing practice environment, with good quality of care, and acceptable patient safety and safety culture. The quality of the nursing practice environments is associated to better quality and safety of care. Thus, improving the nursing practice environments in healthcare organizations is a low-cost organizational strategy to achieve greater patients and nurses' outcomes, improving the quality of nursing care to patients in the Primary Health Care units. [ABSTRACT FROM AUTHOR]

The article describes how a collaborative, interdisciplinary leadership team within the hospital designed and implemented a Behavioral Emergency Response Team (BERT) to continue efforts toward the goal of zero employee and patient harm, and its impact, utilization, and successes. Topics discussed include healthcare worker incidence rate of nonfatal workplace violence from 2011 to 2018, reasons for BERT activations, and benefits of BERT to patients.

BACKGROUND: Trucking companies may be key partners for workplace health promotion programs to improve heavy and tractor-trailer drivers' health and wellbeing. OBJECTIVE: To identify barriers and facilitators to implementing workplace health promotion programs among Louisiana trucking companies' leadership and staff. METHODS: A case study approach following an explanatory sequential mixed method research design was used. A quantitative survey, based on the Theoretical Domains Framework (TDF), was adapted and distributed online to a convenience sample. Survey respondents were recruited for an interview to gain additional insight on multi-level barriers to implementing workplace health promotion programs. Quantitative data was analyzed using descriptive statistics to describe barriers and facilitators following TDF constructs. Qualitative data were independently coded among two researchers following the TDF and the Consolidated Framework for Implementation Research (CFIR) to determine themes. RESULTS: Eleven workplace leaders or staff took the survey. Two engaged in a follow-up interview. Regarding the quantitative results, most (82%) believed workplace health promotion programs would save their company money, although were not offering them. No TDF constructs were indicated as barriers given mixed results; however, several were facilitators: Social/Professional Role and Identity; Emotion; Action Planning; Knowledge; Motivation and Goals; and Beliefs about Consequences. Qualitative results captured several Inner (e.g., time, money) and Outer Setting contextual (e.g., truckers' needs and resources) factors considered important to trucking companies' implementation of health promotion programs. CONCLUSION: Results suggest leadership and staff of Louisiana trucking companies value workplace health promotion programs, although are challenged by limited resources and the broader trucking environment. [ABSTRACT FROM AUTHOR]

Background: Public safety workers (PSWs), including correctional officers (COs), law enforcement, firefighters, emergency medical service, and military personnel, are at risk of organizational stress and burnout. Exposure to traumatic events, job hazards, injuries, fatalities, and work-related stressors such as work overload, irregular shift assignments, and lack of administrative support can negatively impact PSWs' mental health. Peer support programs (PSPs) have been cited as an intervention to address the mental health of PSWs. Purpose: The purpose of this review is to explore the use, including facilitators and barriers, of PSPs to reduce organizational stress and trauma for PSWs. Implications for COs will be discussed. Method: A scoping review was conducted using the Arksey and O'Malley methodology. A search was conducted for articles published between 1996 and 2021 using six databases. Selected articles described, implemented, or evaluated peer support as an intervention to reduce PSW organizational stress and trauma. Findings: Thirteen articles met eligibility criteria. Organizational support, including policies, practices, and peer leadership training, contributed to the sustainability of PSPs. Confidentiality, trust, and shared lived experience were also essential to PSP. Stigma was identified as the primary barrier to participation. Public safety workers found PSP helpful in normalizing experiences, increasing hope, and decreasing stigma. Peer support programs also serve to bridge the gap in mental health services use. Conclusions: Peer support programs are a potential mental health intervention to reduce organizational stress and trauma for COs. Awareness of the facilitators and barriers to PSPs is the first step in developing such programs. [ABSTRACT FROM AUTHOR]

Background: With the onset of the COVID-19 pandemic, a large urban academic hospital responded by creating the temporary role of a "Safety Officer (SO)." The key task of the SO role was to supervise staff donning and doffing personal protective equipment (PPE) and provide real-time feedback on their performance. The support for safe donning and doffing would contribute to staff well-being by reducing their fear of infection transmission. Methods: A Collaborative Change Leadership (CCL) approach was used to facilitate the development, implementation, and evaluation of the role. This included an iterative feedback process with clinicians and safety officers to continually refine the role. Findings: Feedback indicated value in the initiative as increasing staff confidence about preventing virus transmission, as well as their sense of safety at work. Areas for future improvement included additional communication strategies for interprofessional teams and external partners, as well as planning around logistics to better support the safety officers in performing this new, temporary role. Conclusions/Application to Practice: The Safety Officer role was able to help alleviate concerns regarding potential infection transmission and contribute positively to staff well-being. [ABSTRACT FROM AUTHOR]

BACKGROUND: Since 2018, NOM-035-STPS-2018 has been applied in Mexico, focused on measuring psychosocial risk factors (PRFs) in workers and the Reference Guide III (RGIII) has been presented, however, research focused on its validation has been scarce, in very specific sectors and with small samples. OBJECTIVE: Determine the levels of PRFs of five work centers and reliability and validity aspects of RGIII. METHOD: The RGIII was applied to 1458 workers (806 women and 652 men) from five workplace in the industrial sector of Ensenada (Mexico), and the level of risk of the PRFs was analyzed, as well as their reliability and validity through Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). RESULTS: The PRFs with medium, high and very high-risk levels are Workload, Lack of control over work and Workday. The RGIII presents adequate reliability with Cronbach's α, Alpha ordinal RHO and Omega of 0.93, 0.95 and 0.95, respectively. The EFA shows all five subscales maintain factor loadings greater than 0.43, although Leadership and relationships at work has better saturation values, and Work environment ended with only three items. The CFA indicates Leadership and work relationships with a Root Mean Square Error of Approximation (RMSEA) goodness of fit index of 0.072. CONCLUSION: The RGIII allows the identification and evaluation of the level of risk of PRFs. It complies with sufficient internal consistency. It does not have a clear factorial structure, because it does not meet the minimum values of goodness-of-fit indexes that would allow confirming the structure proposed in RGIII. [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.