Occupational Health and Safety Management and Turnover Intention in the Ghanaian Mining Sector

Occupational Safety & Health Management and Corporate Sustainability: The Mediating Role of Affective Commitment

Background

Occupational safety & health management (OSH) has garnered greater attention for its significance in promoting corporate sustainability for organizations in recent decades. The construction industry, in particular, is a major contributor to Malaysia's thirst for corporate sustainability in order to provide long-term support for the country. Thus, the main tenet of this study is to examine the mediating effect of employee affective commitment on the relationship between OSH and corporate sustainability.

Methods

A questionnaire was administered to 273 full-time employees of listed construction companies in Malaysia. Smart PLS software version 3 was used to test the proposed model and hypotheses. Both the measurement model and the structural model were evaluated.

Results

According to the findings, OSH and its dimensions are positively related to employee affective commitment. Employee affective commitment, on the other hand, has been found to be significantly related to corporate sustainability and its dimensions: economic, social, and environmental sustainability. Apart from this, the prominent results reveal that employee affective commitment partially mediates the relationship between OSH and corporate sustainability and its dimensions: economic, social, and environmental sustainability.

Conclusion

This empirical finding adds to the existing literature in explaining how OSH and affective commitment led to corporate sustainability. Several implications are offered to various stakeholders, such as construction companies, policymakers, and relevant regulators.

Statistical analysis of the severity of occupational accidents in the mining sector

INTRODUCTION

The aim of this paper is to understand the causes of occupational accidents in Spain's mining sector in order to propose action plans and improve future accident rates.

METHOD

This research analyzed a pool of data on 15,032 accidents occurring in the mining sector and reported to authorities between 2013 and 2018. Accidents are divided into three levels of severity: light, serious, and fatal. We study the influence of 12 variables on the accident severity rate in our sample.

RESULTS

The results show that accident severity is related to age, gender, nationality, length of service, economic activity, company size, accident location, days of injury leave, day of the week, deviation, injury, and specific Spanish region. This sector produces a high rate of serious accidents compared to all other sectors; has a male-dominated, older and experienced workforce; and employs mainly Spanish workers. Its activity is concentrated in larger companies and the work involves the use of heavy machinery and dangerous materials. We offer conclusions and future lines of research to help regulators, companies and workers to improve worker safety.

Identifying occupational health and safety risks among environmental health officers in Australia and New Zealand through an online survey

To identify the occupational health and safety (OHS) risks among environmental health officers (EHOs) in Australia and New Zealand. The objectives were to profile and compare OHS experiences from different countries and regions to gain a regional perspective on OHS hazards that impact EHOs. An online hazard exposure survey was conducted among 339 EHOs (Australia: n = 301, 88.8%; New Zealand: n = 38, 11.2%). The Mann-Whitney U test was used to compare 2 ordinal data groups, the Kruskal-Wallis H test was used for more than 2 ordinal groups, and the independent samples t test was used to compare the means of 2 independent groups where the dependent variables were normally distributed. Multiple regression techniques were used to analyze workplace incidents and age groups. A high degree of similarity in the types of workplace exposures and risk perceptions as well as concerns with organizational OHS management commitment were observed among EHOs from the 2 countries. Workplace violence and physical and psychosocial demands were the most commonly reported OHS hazards. Employer type, sex, and age group were significantly related to workplace exposure and OHS experience among EHOs in both countries. This study provides a profile of workplace exposure in the environmental health profession in the 2 countries and offers recommendations for the implementation of preventive action.

Systematic Literature Review on Variables Impacting Organization’s Zero Accident Vision in Occupational Safety and Health Perspectives

The zero-accident vision has sparked debate in the fields of occupational safety and health. While many organizations and policymakers have successfully implemented the zero-accident vision, numerous notable occupational safety and health scholars from various backgrounds argue against its use and success in theory and practice. This article aimed to analyze the existing literature on the variables impacting an organization’s zero-accident vision. A systematic review of the Scopus and Web of Science databases revealed 25 related studies using the PRISMA statement (preferred reporting items for systematic reviews and meta-analyses) review method. Following a thorough review of these articles, seven main themes emerged: the occupational safety and health management system, organizational leadership, safety culture, training, communication, risk, and legislation. These seven themes resulted in a total of 28 sub-themes. Several recommendations are emphasized, including the use of a specific and standard systematic review method to guide research synthesis in the frame of reference of variables impacting the organization’s zero-accident vision and to practice complementary searching techniques, such as citation tracking, reference searching, snowballing, and contacting experts.

Social and psychological resources moderate the relation between anxiety, fatigue, compliance and turnover intention during the COVID-19 pandemic

Purpose

The workplace health management lessons to be learned from the pandemic are important. However, few studies have examined the relationship between workplace anxiety, resources and behaviors during the pandemic. Therefore, this paper aims to investigate the relationship between anxiety, fatigue, compliance, turnover intention and social and psychological resources during the COVID-19 pandemic by applying the conservation of resources (COR) theory.

Design/methodology/approach

Path analysis was carried out using data obtained from a questionnaire survey conducted on 2,973 Chinese employees of Japanese companies in China.

Findings

The analysis showed that anxiety had a positive correlation with compliance, but simultaneously had a positive correlation with fatigue and turnover intention; psychological resources moderated to weaken the relationships between anxiety and compliance/fatigue; social resources moderated to strengthen the negative correlation between compliance and willingness to leave.

Research limitations/implications

This study targeted employees of Japanese companies in China. Therefore, in the future, it is necessary to verify generalizability as to whether it applies to employees of companies of other nationalities in other countries. Also, the authors used newly developed scales instead of the general psychological scales. Therefore, it is necessary to verify the reproducibility using a more general scale.

Practical implications

Anxiety encourages compliance practices but also increases fatigue and willingness to leave. Therefore, a method of inciting anxiety and making employees follow rules reduces the strength of an organization. To overcome this dilemma, managers need to provide psychological and social resources.

Originality/value

This study is the first to show how effective social and psychological resources are in the management of anxiety and fatigue in achieving high performance during the COVID-19 pandemic. This study was conducted in the very early days of the COVID-19 pandemic with the cooperation of employees working for Japanese companies in China. However, the importance of utilizing resources in a crisis revealed by this study can be applied to all kinds of disasters.

Highlights:

-The current study is the result of a survey conducted on employees of Japanese companies in China in the early days of the COVID-19 pandemic.

-Anxiety had a positive effect of promoting compliance and a negative effect of increasing fatigue and willingness to leave the job.

-Psychological resources mitigated these effects of anxiety and, as a result, reduced fatigue and willingness to leave.

-Social resources enhanced the effect of compliance on reducing willingness to leave.

-Workplace health problems caused by the COVID-19 pandemic should be addressed by increasing employee resources on a regular basis, rather than aggravating anxiety.

Institutional Investor Activism and Employee Safety: The Role of Activist and Board Political Ideology

Although prior research on shareholder activism has highlighted how such activism can economically benefit the shareholders of targeted firms, recent studies also suggest that shareholder activism can economically disadvantage nonshareholder stakeholders, notably employees. Our study extends this research by exploring whether shareholder activism by institutional investors (i.e., institutional investor activism) can adversely affect employee health and safety through increased workplace injury and illness. Furthermore, deviating from the assumption that financially motivated institutional investor activists are homogeneous in their goals and preferences, we investigate whether the influence of institutional investor activism on employee health and safety hinges on the political ideology of the shareholder activist and of the board of the targeted firm. Using establishment-level data, we find that institutional investor activism adversely influences workplace injury and illness at targeted firms and that this influence is stronger for nonliberal shareholder activists and for firms with a nonliberal board. Our study contributes to shareholder activism research by highlighting how the political ideology of shareholder activists and boards affects the impact of shareholder activism on stakeholders and how shareholder activism can adversely affect the health and safety of employees. Furthermore, our paper also contributes to research on workplace safety and the management of employee relations and human capital resources by highlighting the detrimental effect of a firm’s ownership by investor activists on its employees and how the board’s political ideology may enable a firm to reduce this risk.

Safety Climate in MT Mining: A Case Study

A safety climate case study was carried out at a surface metal mine where investigators administered the Liberty Mutual Short Scale Safety Climate Survey to 365–368 miners to measure safety climate in consecutive years. Following the baseline safety climate survey in 2019, Foundations for Safety Leadership (FSL) training was conducted with 81 middle to upper management employees at the mine site. Investigators found statistically significant differences in the pre vs. posttraining FSL assessment scores of the middle to upper management employees who attended the training. The follow-up safety climate evaluation was compared to baseline scores and revealed no significant improvement. The overall baseline company safety climate score of 76.38 increased minimally to 76.50 (p-value = 0.616). Investigators also evaluated differences in safety climate between the company’s three major divisions (operations, maintenance, and administration). Both years administration had the highest mean score and operations had the lowest mean score. The authors attributed the statistically significant differences found among the three major divisions to various dissimilarities in their work environments.

Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector

BACKGROUND

The purpose of this study is to analyse the impact that occupational health and safety policies have on employees' work and organisational commitment and, in turn, on their intention to leave the company.

METHODS

For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software.

RESULTS

From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees' work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees' work and organisational commitment and their turnover intention.

CONCLUSIONS

Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.

Safety climate and employees' voluntary work behaviours: the moderating role of employees' voice

Purpose

This study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.

Design/methodology/approach

Using the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.

Findings

Results showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.

Research limitations/implications

Data was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.

Originality/value

This paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.

Perspective on the Influence of Leadership on Job Satisfaction and Lower Employee Turnover in the Mineral Industry

A lower employee turnover rate depends on job satisfaction, working conditions, organizational commitment, and leadership factors. Unfortunately, the employee turnover rate is still higher in the mineral industry than in other industries in China. Although there are many research papers on employee turnover, there is little research investigating leadership factors and their influence on employee turnover. This research paper aims to explore the influence of leadership on job satisfaction and its effect on employee turnover in the mining industry. This paper evaluates those factors through the structural equation model (SEM), including a confirmatory factor analysis (CFA) and a path analysis of the model to test the hypotheses. The results of a survey with 368 respondents indicated that the influence of good leadership had positive effects on both job satisfaction and employee turnover, while fair working conditions had positive mediation effects on both leadership and job satisfaction. Organizational commitment had strong effects on employee turnover (estimate values β = 0.572, p < 0.001). However, organizational commitment was not a qualified mediator with both leadership and employee turnover (β = 0.312, p < 0.001). Consequently, the working conditions variable in the work environment was an important independent variable and also one of the key factors for job satisfaction. The higher estimate value (β = 0.541, p < 0.001) of leadership to employee turnover means that it indicated good leadership was a key factor in lowering employee turnover. The results of this study will offer the mining industry a future reference for sustainability and for the field of academic research in the future.

"Digging Deeper" into the Relationship Between Safety Climate and Turnover Intention Among Stone, Sand and Gravel Mine Workers: Job Satisfaction as a Mediator

Employee turnover has been linked to negative business performance outcomes, increased costs, and disruptions to operations. Research to explore predictors of turnover intention is important to the mining industry, including the stone, sand, and gravel mining (SSGM) industry. Safety climate has been linked to job satisfaction and reductions in turnover intention in other fields, but investigation within SSGM has virtually been non-existent, creating a knowledge gap. This research seeks to address this dearth of information. Cross-sectional data from 452 workers in the SSGM industry were analyzed to assess the influence of safety climate on turnover intention through job satisfaction. Mediation analyses showed that job satisfaction significantly mediated the relationship between safety climate and turnover intention. The implications of these novel findings are important for SSGM administrators. It suggests that bolstering safety programs and increasing safety climate perceptions will help increase job satisfaction and reduce turnover intention among workers in the SSGM industry.

Occupational Health and Safety and Turnover Intention in the Ghanaian Power Industry: The Mediating Effect of Organizational Commitment

This study aimed at investigating the effect of occupational health and safety (OHS) on employee's turnover intention (TI) with the mediating effect of organizational commitment (OC) in the Ghanaian power industry. Methods. With stratified sampling technique, 350 participants were selected to participate in the study with standardized quantitative questionnaires to measure the variables involved in the study and SmartPLS 3-structural equation modeling technique to analyze the data. Results. The results showed that (1) occupational health and safety and turnover intention are negatively related (β = 0.245, p < 0.05); (2) there exists a positive relationship between occupational health and safety and organizational commitment (β = 0.820, p < 0.05); (3) organizational commitment and turnover intention are negatively related (β = 0.640, p < 0.05); and (4) organizational commitment significantly mediates the relationship between occupational health and safety and turnover intention (indirect effect = -0.53 and direct effect = -0.25, p < 0.05). Conclusion. Employees satisfied with the health and safety system of their organization tend to be committed to their organization and have low turnover intention, and vice versa.

Analysis of Injuries in the Ghanaian Mining Industry and Priority Areas for Research

BACKGROUND

Despite improvements in safety performance, the number and severity of mining-related injuries remain high and unacceptable, indicating that further reduction can be achieved. This study examines occupational accident statistics of the Ghanaian mining industry and identifies priority areas, warranting intervention measures and further investigations.

METHODS

A total of 202 fatal and nonfatal injury reports over a 10-year period were obtained from five mines and the Inspectorate Division of the Minerals Commission of Ghana, and they were analyzed.

RESULTS

Results of the analyses show that the involvement of mining equipment, the task being performed, the injury type, and the mechanism of injury remain as priorities. For instance, mining equipment was associated with 85% of all injuries and 90% of all fatalities, with mobile equipment, component/part, and hand tools being the leading equipment types. In addition, mechanics/repairmen, truck operators, and laborers were the most affected ones, and the most dangerous activities included maintenance, operating mobile equipment, and clean up/clearing.

CONCLUSION

Results of this analysis will enable authorities of mines to develop targeted interventions to improve their safety performance. To improve the safety of the mines, further research and prevention efforts are recommended.

Investigating the Maturity of Incident Investigations of the Ghanaian Mining Industry and Its Effect on Safety Performance

Effective incident investigations have been recognised as a vital means of improving safety. Nevertheless, there has been little attempt to link incident investigations to actual safety performance. In this study, a framework for assessing the maturity of incident investigations and identifying areas for improvements is described. The framework was developed based on a literature review and interviews with 41 investigators across five large-scale Ghanaian gold mines. The framework consists of 20 elements across four dimensions and five maturity levels. The dimensions (investigator competencies, system of investigation, stages of investigation and post-investigation findings) consider the most relevant aspects of practical investigation and for each dimension, elements that are more specific were defined across five maturity levels. Mapping the interview data collected from five mines into a maturity framework highlighted that the mines occupied different positions on the framework. Some occupied the advanced levels consistently and others consistently occupied the lower levels. Applying the interview data to the framework also identified priority areas for improvement. Finally, the maturity scores derived from mapping interview data onto the framework were correlated with the incidence rates of the mines to determine if any relationship existed between the two variables. The low incidence rate mines had higher maturity scores and the high incidence rate mines had lower maturity scores. It was found that the method was effective in practice, giving clear indications of areas where improvements are needed.