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This study addresses the psychological mechanisms that lead to compliance with safe work practices among electrical workers. Compliance with safe work practices can be challenging as it involves substantive cognitive effort and often takes place in the presence of multiple competing demands and situational constraints. Guided by expectancy-value theory, we advance theorizing on compliance by conceptualizing it as a task choice. Our key proposition is that compliance is motivated by the unique and interactive effects of "can-do" (i.e., self-efficacy) and "reason-to" (i.e., perceived usefulness and perceived low cost) psychological states. Distal individual (i.e., safety knowledge and sensation seeking personality) and organizational (i.e., psychological safety climate) antecedents also were considered. Data from a sample of 386 Australian electrical workers in which the focal variables were assessed at Time 1 and compliance with safe work practices was assessed three months later at Time 2 confirmed the hypothesized relationships. A compensating interactive effect between self-efficacy and perceived usefulness also was found. When self-efficacy was high, perceived usefulness no longer had a significant positive relationship with compliance. Overall, this study demonstrates that expectancy-value theory provides a meaningful explanation for the underlying psychological mechanisms that lead to safety compliance. Managers and safety practitioners should focus on cultivating self-efficacy and utility perceptions when enforcing compliance with safe work practices. Practitioner points: This research examined psychological states of a cognitive nature that encourage electricians’ compliance with safe work practices. Self-efficacy was found to have the strongest positive association with compliance, and to a lesser extent, perceived usefulness. When feelings of confidence in being compliant were high, perceived usefulness no longer had a significant positive relationship w

Objective:To examine the role of employee, supervisor, and organizational support in the prediction of employee participation in wellness programs.Methods:Data were collected at two-time points (T1 and T2) from 194 Australian employees.Results:Hierarchical binary logistic regressions revealed that higher levels of employee and supervisor support for wellness at T1 each predicted T2 participation, and high supervisor support was more effective when organizational support was high and did not compensate for when organizational support was low. Employees with higher perceptions of T1 poor general health had a lower likelihood of T2 participation, and higher levels of T1 supervisor support was a further deterrent to participation.Conclusions:Different sources of support for wellness predict employee attendance at wellness programs and it is important to ensure that supervisor and organizational support are aligned.

Despite abundant literature from beyond the conservation sector on learning from failure, few studies examine conservation professionals, their teams, and their organizations. Using the Theory of Planned Behavior to investigate the drivers of conservation professionals' intentions to engage in learning from failure behaviors, we found that conservation professionals who intend to participate in learning from failure activities are influenced by perceptions of social norms. Higher levels of psychological safety were found to strengthen the positive relationship between self-efficacy and intentions to engage in learning from failure behaviors with a higher degree of interpersonal risk, whereas lower levels of psychological safety undermined high levels of self-efficacy. Organizations seeking to empower those who are confident they can learn from failure must recognize the key role that psychological safety plays in supporting such individuals, implement team training to foster psychological safety, and ensure leaders promote, by their own example, learning from failure as an opportunity to more effectively, cost-efficiently, and equitably deliver conservation outcomes.

Drawing on conservation of resources theory and self-determination theory, coworker support and work motivation were investigated as resources that should buffer or mitigate the negative consequences of career insecurity for professional musicians. We surveyed 200 professional musicians. Analyses revealed that only those musicians with low career insecurity and better-quality motivation (i.e., either high autonomous or low controlled) were less prone to problem drinking. Importantly, the combination of high coworker support and high autonomous motivation was associated with less emotional exhaustion from career insecurity. These resources were not simply stress-buffers of career insecurity, but helped well-resourced musicians thrive on career insecurity. Additionally, it was found that career insecurity was associated with greater intentions to leave the profession for all musicians, except for those with high controlled motivation when they also had access to high coworker support. For these musicians, having access to supportive coworkers was important for persisting with their music career despite the insecurity.