1
|
Cakir MS, Wardman JK, Trautrims A. Ethical leadership supports safety voice by increasing risk perception and reducing ethical ambiguity: Evidence from the COVID-19 pandemic. RISK ANALYSIS : AN OFFICIAL PUBLICATION OF THE SOCIETY FOR RISK ANALYSIS 2023; 43:1902-1916. [PMID: 36261397 PMCID: PMC9874882 DOI: 10.1111/risa.14053] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 07/08/2021] [Revised: 09/07/2022] [Accepted: 09/16/2022] [Indexed: 06/16/2023]
Abstract
Misconduct by business and political leaders during the pandemic is feared to have impacted people's adherence to protective measures that would help to safeguard against the spread of COVID-19. Addressing this concern, this article theorizes and tests a model linking ethical leadership with workplace risk communication-a practice referred to as 'safety voice' in the research literature. Our study, conducted with 511 employees from UK companies, revealed that ethical leadership is positively associated with greater intention to engage in safety voice regarding COVID-19. We also find that this association is mediated by relations with the perceived health risk of COVID-19 and ambiguity about ethical decision making in the workplace. These findings therefore underscore the importance of good ethical conduct by leaders for ensuring that health and safety risks are well understood and communicated effectively by organizational members particularly during crises. We discuss the theoretical and practical implications of our study and highlight further opportunities for future research to address the ethical dimensions of leadership, risk management, and organizational risk communication.
Collapse
Affiliation(s)
- M. Selim Cakir
- University of Bristol Business SchoolUniversity of BristolBristolUK
| | - Jamie K. Wardman
- Nottingham University Business SchoolUniversity of NottinghamNottinghamUK
| | | |
Collapse
|
2
|
Turner N, Deng C, Granger S, Dueck PM. How does subjective invulnerability impact young workers' safety voice? JOURNAL OF SAFETY RESEARCH 2023; 85:129-139. [PMID: 37330862 DOI: 10.1016/j.jsr.2023.01.012] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/10/2021] [Revised: 09/07/2022] [Accepted: 01/26/2023] [Indexed: 06/19/2023]
Abstract
INTRODUCTION Young workers are at risk of workplace injuries for numerous reasons. One contentious yet untested theory is that subjective invulnerability to danger-a sense of indestructability in the face of physical hazards-can affect some young workers' reactions to workplace hazards. This study contends that subjective invulnerability can affect these reactions in two ways: (a) perceptions of physical hazards at work generate less fear of injury among those who perceive themselves as more invulnerable and/or; (b) fear of injury does not motivate speaking up about safety concerns (safety voice) among those who perceive themselves as more invulnerable. METHOD This paper tests a moderated mediation model in which higher perceptions of physical hazards at work are related to higher safety voice intentions via higher fear of injury, but that subjective invulnerability reduces the extent to which: (a) perceptions of physical hazards at work are associated with fear of injury and/or; (b) fear of injury is associated with safety voice. This model is tested in two studies of young workers (Study 1 on-line experiment: N = 114, M age = 20.67, SD = 1.79; range = 18-24 years; Study 2 field study using three waves of data collected at monthly intervals: N = 80, M age = 17.13, SD = 1.08, range = 15-20 years). RESULTS Contrary to expectations, the results showed that young workers who feel more invulnerable to danger are more likely to speak up about safety when experiencing higher fear of injury, and that perceptions of physical hazards-safety voice relationship is mediated by fear of injury for those who perceive themselves to be more invulnerable to danger. Conclusions/Practical Applications: Rather than subjective invulnerability silencing safety voice as predicted, the current data suggest that subjective invulnerability may serve to accelerate how fear of injury motivates safety voice.
Collapse
Affiliation(s)
- Nick Turner
- Haskayne School of Business, University of Calgary, Canada.
| | - Connie Deng
- Haskayne School of Business, University of Calgary, Canada
| | - Steve Granger
- John Molson School of Business, Concordia University, Canada
| | - Paul M Dueck
- Asper School of Business, University of Manitoba, Canada
| |
Collapse
|
3
|
Sun Y, Chen J, Qian C, Luo X, Wu X. The Influence Mechanism of Political Skill on Safety Voice Behavior in High-Risk Industries: The Mediating Role of Voice Efficacy. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:16162. [PMID: 36498238 PMCID: PMC9738412 DOI: 10.3390/ijerph192316162] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/08/2022] [Revised: 11/27/2022] [Accepted: 12/01/2022] [Indexed: 06/17/2023]
Abstract
As an important indicator to measure the adaptability and development potential of individuals in an organization, political skill is rarely considered as an antecedent variable in the field of safety voice. This study is based on impression management theory and social cognitive theory. From the perspective of employee self-service-oriented safety voice motivation, we took political skill as a predictor of safety voice behavior and introduced voice efficacy as an intermediary variable to construct a theoretical model of the relationship between political skill, voice efficacy, and safety voice behavior. We used the method of questionnaire to collect data from employees in high-risk industries. SPSS and AMOS software were used as analysis tools to examine the relationship between political skill, voice efficacy, and safety voice behavior. The study results show that: (1) political skill has a significant positive impact on safety voice behavior; and (2) voice efficacy plays a mediating role in the relationship between political skill and safety voice behavior. In this study, a new predictor of safety voice behavior and its mediation mechanism were obtained. Political skill can not only reflect the psychological cognitive ability of individuals in dangerous work environments, but it is also an important manifestation of the social exchanges between employees and organizations. In the special organizational context where China generally values "guanxi", political skill has a stronger ability to predict and explain safety voice behavior. This research can help organizations obtain safety-related suggestions from employees in a timely manner and realize the sustainable development of safety management.
Collapse
Affiliation(s)
- Yunfeng Sun
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Jianwu Chen
- Institute of Occupational Hazards, China Academy of Safety Science and Technology, Beijing 100012, China
| | - Chongyang Qian
- Institute of Urban Safety and Environmental Science, Beijing Academy of Science and Technology, Beijing 100054, China
| | - Xiaowei Luo
- Department of Architecture and Civil Engineering, City University of Hong Kong, Hong Kong 999077, China
| | - Xiang Wu
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| |
Collapse
|
4
|
Turner N, Deng C, Granger S, Wingate TG, Shafqat R, Dueck PM. Young workers and safety: A critical review and future research agenda. JOURNAL OF SAFETY RESEARCH 2022; 83:79-95. [PMID: 36481039 DOI: 10.1016/j.jsr.2022.08.006] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/15/2021] [Revised: 12/31/2021] [Accepted: 08/08/2022] [Indexed: 06/17/2023]
Abstract
INTRODUCTION Research on young worker safety often relies on inconsistent definitions of young workers and poorly delineated indicators of occupational safety. This review aims to reconcile these fundamental issues by critically integrating research across disciplines and providing clear directions for future research on young worker safety. METHOD We critically review the extant research on young worker safety. RESULTS We first reconcile the inconsistent definitions of young workers and specify the indicators of occupational safety used in young worker safety research. We next describe the prevalence of workplace injuries and population-level predictors of these injuries among young workers and then outline other factors that increase young workers' susceptibility to workplace injuries. Finally, we discuss the convergence of many of these issues on family farms-a context commonly studied in young worker safety research. CONCLUSIONS Clearer definitions of young workers and indicators of occupational safety can improve the interpretation and comparability of extant research findings. Furthermore, the prevalence of workplace injuries and population-level predictors of injury among young workers are subject to the interactions among age, gender, minority status, and job characteristics. Other factors that increase young workers' susceptibility to injury include young workers' responses to hazardous work, individual differences stemming from young workers' biological and psychological development, managerial attitudes about young workers, and the limited safety training young workers are thus provided, the types of work that young workers typically perform, and the range of social influences on young workers. PRACTICAL APPLICATIONS Safety campaigns and safety training should consider interactions among young workers' age, gender, minority status, and job characteristics, rather than considering these features independently.
Collapse
Affiliation(s)
- Nick Turner
- Haskayne School of Business, University of Calgary, Canada.
| | - Connie Deng
- Haskayne School of Business, University of Calgary, Canada
| | - Steve Granger
- Haskayne School of Business, University of Calgary, Canada
| | - Timothy G Wingate
- Haskayne School of Business, University of Calgary, Canada; Department of Psychology, University of Calgary, Canada
| | - Rabeel Shafqat
- Haskayne School of Business, University of Calgary, Canada
| | - Paul M Dueck
- Asper School of Business, University of Manitoba, Canada
| |
Collapse
|
5
|
Sun Y, Yang H, Wu X, Jiang Y, Qian C. How Safety Climate Impacts Safety Voice-Investigating the Mediating Role of Psychological Safety from a Social Cognitive Perspective. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11867. [PMID: 36231165 PMCID: PMC9565307 DOI: 10.3390/ijerph191911867] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/03/2022] [Revised: 09/15/2022] [Accepted: 09/17/2022] [Indexed: 06/16/2023]
Abstract
Safety voice has become a popular research topic in the organizational safety field because it helps to prevent accidents. A good safety climate and psychological safety can motivate employees to actively express their ideas about safety, but the specific mechanisms of safety climate and psychological safety, on safety voice, are not yet clear. Based on the "environment-subject cognition-behavior" triadic interaction model of social cognitive theory, this paper explores the relationship between safety climate and safety voice, and the mediating role of psychological safety. We collected questionnaires and conducted data analysis of the valid questionnaires using analytical methods such as hierarchical regression, stepwise regression, and the bootstrap sampling method. We found that safety climate significantly and positively influenced safety voice, and psychological safety played a mediating role between safety climate and safety voice, which strengthened the positive relationship between them. From the research results, it was clear that to stimulate employees to express safety voice behavior, organizations should strive to create a good safety climate and pay attention to building employees' psychological safety. The findings of this paper provide useful insights for the management of employee safety voice behavior in enterprises.
Collapse
Affiliation(s)
- Yunfeng Sun
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Hao Yang
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Xiang Wu
- School of Engineering and Technology, China University of Geosciences (Beijing), Beijing 100083, China
| | - Yifeng Jiang
- China Electric Power Research Institute, Beijing 100192, China
| | - Chongyang Qian
- Institute of Urban Safety and Environmental Science, Beijing Academy of Science and Technology, Beijing 100054, China
| |
Collapse
|
6
|
Development and validation of employee safety voice scale in the Chinese organizational context. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2022.73] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
Abstract
Safety voice helps organizations to identify safety issues timely and is critical to the long-term growth of the organization. Safety voice has become a hot research topic in organizational safety, and different scales have been developed. However, the unique cultural context in China has led to the need to redevelop safety voice measurement tools. In this paper, we developed an initial scale of safety voice for employees in Chinese organizational contexts fusing in-depth interviews and mature scales. The initial scale based on two samples (n1 = 205, n2 = 420) was revised and validated using item analysis, exploratory factor analysis, confirmatory factor analysis, and reliability analysis to finalize the final scale. We finally found that the safety voice scale in Chinese organizational contexts contains two dimensions: promotive safety voice and prohibitive safety voice. The scale developed in this paper is a reliable tool to measure safety voice behavior of Chinese employees.
Collapse
|
7
|
Voice Endorsement and Employee Safety Voice Behavior in Construction Projects: The Mediating Role of Leader-Member Exchange. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19063374. [PMID: 35329062 PMCID: PMC8954015 DOI: 10.3390/ijerph19063374] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/07/2022] [Revised: 03/04/2022] [Accepted: 03/08/2022] [Indexed: 02/01/2023]
Abstract
Employee safety voice refers to publishing opinions and suggestions related to workplace safety issues. In recent years, it has gradually become a hot topic in the field of organizational safety management research. Voice endorsement is the leader’s positive feedback to employees, and it is a necessary condition and key link for employees to achieve the purpose of voicing. Although there are many types of research on employee safety voice behavior and voice endorsement, few studies have explored the relationship between the two. Therefore, through a paired questionnaire survey of 214 leaders and 344 employees in construction projects, drawing on social exchange theory, using leader-member exchange (LMX) as a mediating variable, we discuss the mechanism of voice endorsement on employee safety voice behavior. The results show that in construction projects, voice endorsement negatively affects employee safety voice behavior and LMX, and LMX positively affects employee safety voice behavior. LMX has a mediating role in the relationship between voice endorsement and employee safety voice behavior. The results of this study can provide useful guidance for improving employee safety voice behavior management.
Collapse
|
8
|
Itzchakov G, Weinstein N, Cheshin A. Learning to listen: Downstream effects of listening training on employees' relatedness, burnout, and turnover intentions. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22103] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/12/2023]
Affiliation(s)
- Guy Itzchakov
- Department of Human Services University of Haifa Haifa Israel
| | | | - Arik Cheshin
- Department of Human Services University of Haifa Haifa Israel
| |
Collapse
|
9
|
Kluger AN, Itzchakov G. The Power of Listening at Work. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2022. [DOI: 10.1146/annurev-orgpsych-012420-091013] [Citation(s) in RCA: 13] [Impact Index Per Article: 6.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Listening is associated with and a likely cause of desired organizational outcomes in numerous areas, including job performance, leadership, quality of relationships (e.g., trust), job knowledge, job attitudes, and well-being. To advance understanding of the powerful effects of listening on organizational outcomes, we review the construct of listening, its measurement and experimental manipulations, and its outcomes, antecedents, and moderators. We suggest that listening is a dyadic phenomenon that benefits both the listener and the speaker, including supervisor-subordinate and salesperson-customer dyads. To explain previous findings and generate novel and testable hypotheses, we propose the episodic listening theory: listening can lead to a fleeting state of togetherness, in which dyad members undergo a mutual creative thought process. This process yields clarity, facilitates the generation of novel plans, increases well-being, and strengthens attachment to the conversation partner.
Collapse
Affiliation(s)
- Avraham N. Kluger
- Jerusalem School of Business Administration, Hebrew University of Jerusalem, Jerusalem, Israel
| | - Guy Itzchakov
- Department of Human Services, University of Haifa, Haifa, Israel
| |
Collapse
|
10
|
Talking shop: An exploration of how talking about work affects our initial interactions. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2022. [DOI: 10.1016/j.obhdp.2021.104104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
|
11
|
Emotional intelligence, voice and flow: a team-level study of work teams. TEAM PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/tpm-12-2020-0110] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to investigate how emotional intelligence and voice climate interact with flow in work teams.
Design/methodology/approach
The authors used multilevel structural equation modeling to analyze the nested data (individuals within teams). A total of 42 work teams (166 full-time employees) from the service industry participated in this research.
Findings
The results showed that emotional intelligence and voice behavior are positively associated with flow experience at the individual level. It was also demonstrated that emotional intelligence exerts partial influence on flow via individual voice behavior. At the team level, the authors only found a positive relationship between emotional intelligence and flow.
Originality/value
This research fills the knowledge gap of flow’s antecedents in teams. Members who are emotional intelligent and active in making suggestions to teams are more likely to experience flow in teams. Practitioners should be able to facilitate flow in the workplace through implementing training modules related to emotion appraisal/regulation and effective voice behavior.
Collapse
|
12
|
Turner N, Barling J, Dawson JF, Deng C, Parker SK, Patterson MG, Stride CB. Human resource management practices and organizational injury rates. JOURNAL OF SAFETY RESEARCH 2021; 78:69-79. [PMID: 34399933 DOI: 10.1016/j.jsr.2021.06.003] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/03/2020] [Revised: 01/17/2021] [Accepted: 06/03/2021] [Indexed: 06/13/2023]
Abstract
INTRODUCTION This study investigated the extent to which five human resource management (HRM) practices-systematic selection, extensive training, performance appraisal, high relative compensation, and empowerment-simultaneously predicted later organizational-level injury rates. METHODS Specifically, the association between these HRM practices (assessed via on-site audits by independent observers) with organizational injury rates collected by a national regulatory agency one and two years later were modeled. RESULTS Results from 49 single-site UK organizations indicated that, after controlling for industry-level risk, organization size, and the other four HRM practices, only empowerment predicted lower subsequent organizational-level injury rates. Practical Applications: Findings from the current study have important implications for the design of HRM systems and for organizational-level policies and practices associated with better employee safety.
Collapse
Affiliation(s)
- Nick Turner
- Haskayne School of Business, University of Calgary, Canada.
| | | | - Jeremy F Dawson
- Sheffield University Management School, University of Sheffield, UK
| | - Connie Deng
- Haskayne School of Business, University of Calgary, Canada
| | | | | | - Chris B Stride
- Sheffield University Management School, University of Sheffield, UK
| |
Collapse
|
13
|
Newnam S, Stephens A, Muir C, Bruce S, Austin T, Mazzeo T. Safety outcomes for incident responders operating on high speed roads: An analysis of the relationship with behaviour, motivation and role clarity. PLoS One 2021; 16:e0247095. [PMID: 33657171 PMCID: PMC7928505 DOI: 10.1371/journal.pone.0247095] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2020] [Accepted: 01/04/2021] [Indexed: 12/02/2022] Open
Abstract
High-speed roads present a considerable level of risk for frontline workers operating in these environments. To optimise safety, prevention activities need to target the key skills required to mitigate risk. The aim of this research was to explore the behavioural (compliance, participation, voice), motivational (safety motivation) and work demand (role clarity) factors that influence safety outcomes for incident responders working on high-speed roads. Safety outcomes included secondary incidents and near misses with passing vehicles. A total of 295 complete survey responses were received from six emergency service and incident response agencies in one Australian state. Data were analysed using structural equation modelling. The results showed that higher levels of safety voice, safety motivation and, role clarity were significantly associated with safer self-reported safety outcomes after controlling for the number of incidents attended. The findings from this study will be used to guide the development of a training program to improve the cognitive, behavioural and perceptual skills of incident responders operating on high-speed roads. Some insight into the structure and format of this program is provided.
Collapse
Affiliation(s)
- Sharon Newnam
- Monash University Accident Research Centre, Monash University, Clayton, VIC, Australia
- * E-mail:
| | - Amanda Stephens
- Monash University Accident Research Centre, Monash University, Clayton, VIC, Australia
| | - Carlyn Muir
- Monash University Accident Research Centre, Monash University, Clayton, VIC, Australia
| | - Simon Bruce
- Holmesglen Institute, Melbourne, Victoria, Australia
| | - Tim Austin
- Visual Learning Design, Victoria, Australia
| | - Tony Mazzeo
- Broadspectrum, Transport ANZ, Victoria, Australia
| |
Collapse
|
14
|
Doo E, Kim M. Effects of hospital nurses' internalized dominant values, organizational silence, horizontal violence, and organizational communication on patient safety. Res Nurs Health 2020; 43:499-510. [DOI: 10.1002/nur.22067] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/26/2019] [Accepted: 08/08/2020] [Indexed: 01/01/2023]
Affiliation(s)
- Eun‐Young Doo
- Department of Nursing Myongji Hospital Goyang‐si Gyeonggi‐do Republic of Korea
| | - Miyoung Kim
- College of Nursing Ewha Womans University Seoul Republic of Korea
| |
Collapse
|
15
|
Shafique I, Kalyar MN, Rani T. Examining the impact of ethical leadership on safety and task performance: a safety-critical context. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2020. [DOI: 10.1108/lodj-07-2019-0335] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeAiming at understanding the effectiveness of leadership styles on workers' outcomes in safety-critical context, this study explores the impact of ethical leadership on safety and task performance under contingent effects of two safety-critical factors (i.e. perceived accident likelihood and perceived hazard exposure).Design/methodology/approachThe study is cross-sectional in nature and survey questionnaire was used for data collection. Data were collected from 397 workers from ten organizations producing chemical products. Multiple hierarchical regression was performed to test the hypothesized relationships.FindingsResults show that ethical leadership has positive association with workers' safety performance, safety attitude and task performance. Further, perceived accident likelihood moderated the influence of ethical leadership on workers' safety performance and attitude in such a way the association is strong when accident likelihood is high. Perceived hazard exposure moderated the link between ethical leadership and task performance such that higher hazard exposure decreases the effectiveness of ethical leadership.Practical implicationsFindings imply that managers can optimize employee safety for jobs associated with high safety-critical context through demonstration of ethical leadership behaviors. The study suggests that ethical leadership can prove to be important tool to improve workers' occupational safety well-being, which in turn helps them to improve their health and general well-being.Originality/valueContextualization of ethical leadership in safety-critical context is novelty of the study.
Collapse
|
16
|
Engemann KN, Scott CW. Voice in safety-oriented organizations: Examining the intersection of hierarchical and mindful social contexts. HUMAN RESOURCE MANAGEMENT REVIEW 2020. [DOI: 10.1016/j.hrmr.2018.05.002] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/16/2022]
|
17
|
Turner N, Tucker S, Deng C. Revisiting vulnerability: Comparing young and adult workers' safety voice intentions under different supervisory conditions. ACCIDENT; ANALYSIS AND PREVENTION 2020; 135:105372. [PMID: 31790968 DOI: 10.1016/j.aap.2019.105372] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/28/2019] [Revised: 11/03/2019] [Accepted: 11/18/2019] [Indexed: 06/10/2023]
Abstract
In this study, we test the widely held belief that young workers (aged 15-24) are less likely than adults (aged 25 and over) to speak up about safety concerns. Counter to this belief, and in line with age-related resource selectivity theory, we hypothesized that older workers would actually be less likely than younger workers to speak up about workplace safety concerns ("safety voice intentions") when their supervisors are unclear about their own commitment to safety. To test this, we created two realistic scenarios in which we manipulated clarity of supervisor commitment to safety: (1) it is clear the supervisor clearly cares about/is open to hearing suggestions about safety (the "clear commitment" condition) and (2) it is unclear whether the supervisor cares about/is open to hearing suggestions about safety (the "unclear commitment" condition). We randomly assigned participants (N = 80; 58 % women; 40 % over the age of 24) to one of the two scenarios and measured their safety voice intentions. In the face of clear supervisor commitment to safety, younger and adult workers did not differ on their safety voice intentions. However, compared to younger workers, adult workers were less likely to speak up about safety in the face of unclear signals about the supervisor's commitment to safety. These findings have implications for our understanding of young and adult worker safety voice, and the importance of how supervisors signal commitment to safety.
Collapse
Affiliation(s)
- Nick Turner
- Haskayne School of Business, University of Calgary, T2N 1N4, Calgary, Canada.
| | - Sean Tucker
- Faculty of Business Administration, University of Regina, S4S 0A2, Regina, Canada.
| | - Connie Deng
- Haskayne School of Business, University of Calgary, T2N 1N4, Calgary, Canada.
| |
Collapse
|
18
|
Civility and voice: From “civility wars” to constructive engagement. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2019. [DOI: 10.1017/iop.2019.68] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
|
19
|
Fan D, Zhu CJ, Timming AR, Su Y, Huang X, Lu Y. Using the past to map out the future of occupational health and safety research: where do we go from here? INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2019. [DOI: 10.1080/09585192.2019.1657167] [Citation(s) in RCA: 18] [Impact Index Per Article: 3.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/08/2023]
Affiliation(s)
- Di Fan
- UWA Business School, University of Western, Perth, Australia
| | | | | | - Yiyi Su
- School of Economics and Management, Tongji University, Shanghai, China
| | - Xinli Huang
- UWA Business School, University of Western, Perth, Australia
| | - Ying Lu
- Macquarie Business School, Macquarie University, Sydney, Australia
| |
Collapse
|
20
|
Black KJ, Munc A, Sinclair RR, Cheung JH. Stigma at work: The psychological costs and benefits of the pressure to work safely. JOURNAL OF SAFETY RESEARCH 2019; 70:181-191. [PMID: 31847993 DOI: 10.1016/j.jsr.2019.07.007] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/20/2018] [Revised: 05/17/2019] [Accepted: 07/11/2019] [Indexed: 06/10/2023]
Abstract
INTRODUCTION Workplace accidents and injuries can be quite costly to both individual employees and their organizations. While safety climate (i.e., perceptions of policies and procedures related to safety that should reflect an organization's value of safety) has been established as a predictor of safety behaviors, less research has considered the possible negative pressures that could result from an environment that emphasizes safety. Though organizations may intend to create a positive safety climate, concerns about being treated differently if an employee were to be involved in a safety incident may result in unintended, but detrimental safety and health outcomes. METHOD This study investigated the stigma associated with being involved in a safety-related incident in relation to self-reported safety behaviors and psychological health outcomes. The data were acquired through a two-wave prospective design, surveying workers from Amazon Mechanical Turk (MTurk; N = 528) who indicated they were exposed to at least one physical work stressor (e.g., heavy lifting; air quality; standing for extended periods) a few times each month or more. RESULTS When controlling for safety climate, safety stigma was related to decreased safety compliance and poorer psychological health. There was a marginally significant interaction between safety stigma and safety motivation in relation to safety compliance. CONCLUSIONS These findings suggest that experiencing pressure to work safely, for fear of being evaluated negatively, may actually come at the cost of employees' safety compliance and psychological health. Practical applications: These results may be useful in assessing and intervening to improve an organization's safety climate. Organizations should closely examine the climate for safety to ensure that positive aspects of safety are not undermined by a stigmatizing pressure associated with safety in the work environment.
Collapse
Affiliation(s)
| | - Alec Munc
- Square, Inc., San Francisco, CA, United States.
| | | | | |
Collapse
|
21
|
Bushuven S, Juenger J, Moeltner A, Dettenkofer M. Overconfidence in infection control proficiency. Am J Infect Control 2019; 47:545-550. [PMID: 30528170 DOI: 10.1016/j.ajic.2018.10.022] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2018] [Revised: 10/18/2018] [Accepted: 10/19/2018] [Indexed: 01/29/2023]
Abstract
BACKGROUND Infection control partially depends on hygiene and communication skills. Unfortunately, motivation for continuous training is lower than desired. Many health care providers (HCPs) do not recognize the need for training but express this need for others. This is attributable to heuristic errors, such as the overconfidence effect. The aim of this study was to quantify the flawed self-assessment in infection-control. METHODS In this cross-sectional multicenter study, 255 HCPs of different specialties participated in the 29-item, 5-point Likert scale questionnaire, assessing perceived proficiency in hand hygiene and communication skills for both themselves and others (colleagues, trainees, and supervisors of their own specialty and HCPs of others). RESULTS 222 of 255 surveys could be analyzed. Respondents rated themselves to be better trained in handhygiene (P < .001) than trainees, colleagues, and supervisors; the same was seen for feedback skills (P < .001). HCPs of other specialties were consistently rated worse in all aspects (P < .001). CONCLUSION Results show an overplacement effect in infection prevention skills. The belief of being well educated creates a subjective conviction that no further education in hand hygiene is needed. Thus, HCPs may face motivation barriers that require specialized programs to overcome these beliefs.
Collapse
|
22
|
Parker SK, Wang Y, Liao J. When Is Proactivity Wise? A Review of Factors That Influence the Individual Outcomes of Proactive Behavior. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2019. [DOI: 10.1146/annurev-orgpsych-012218-015302] [Citation(s) in RCA: 89] [Impact Index Per Article: 17.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
There is solid evidence that proactivity, defined as self-initiated and future-focused action to change oneself or the situation, can positively benefit individuals and organizations. However, this way of behaving can sometimes be ineffective or have negative consequences. We seek to understand what factors shape the effect of proactivity on individual-level outcomes. On the basis of a review of 95 articles, we identify three categories of factors that mitigate or exacerbate the effectiveness of proactive behavior: task and strategic considerations (e.g., situational judgment), social and relational considerations (e.g., having an open leader), and self-regulatory considerations (e.g., learning orientation). We then extrapolate from this review, and draw on psychological theories of wisdom, to suggest that individuals can be more or less “wise” in the proactive goals they set, and in how they pursue those goals. In closing, we identify further research directions that flow from the notion of wise proactivity.
Collapse
Affiliation(s)
- Sharon K. Parker
- Centre for Transformative Work Design, Curtin University, Perth, Western Australia 6000, Australia
| | - Ying Wang
- School of Management, RMIT University, Melbourne, Victoria VIC 3000, Australia
| | - Jenny Liao
- Business School, University of Western Australia, Perth, Western Australia 6009, Australia
| |
Collapse
|
23
|
The role of managers in addressing employees with musculoskeletal pain: a mixed methods study. Int Arch Occup Environ Health 2017; 91:361-372. [PMID: 29264650 PMCID: PMC5845062 DOI: 10.1007/s00420-017-1284-1] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2016] [Accepted: 12/01/2017] [Indexed: 12/01/2022]
Abstract
Purpose This study investigates management awareness of employee musculoskeletal pain and conditions that shape managers’ handling of employees with pain. Methods We used a mixed methods design including data from a questionnaire survey and focus group sessions. All employees and managers from seven nursing homes were invited to participate in the questionnaire survey and 327 employees (81%) and 31 managers (82%) responded. Employees were asked about their worst pain intensity the past month and managers were asked to estimate the percentage of their employees who had experienced pain. Thirty-eight managers (93%) participated in focus group sessions addressing the culture for handling pain at the workplace. A multiple case study approach allowed for an integrated interpretation of the empirical findings. Results Results indicate limited manager awareness of employee pain. We identified four conditions that shape managers’ handling of employees with pain: (1) Employee handling of—and communication about—pain, (2) the collegial culture for handling pain, (3) managers’ perception of their role towards employees with pain and (4) procedures and informal approaches for handling employees with pain. Across these conditions various degrees of openness characterized the nursing homes. Conclusions The degree of openness towards communicating about—and handling pain—in the organization (individual, collegial and managerial levels) influences how managers handle employees with pain. Awareness about employee health is a prerequisite for management to initiate relevant action towards supporting employees. Future workplace initiatives are likely to benefit from addressing openness in the organization to increase awareness and support employees with pain.
Collapse
|
24
|
Pek S, Turner N, Tucker S, Kelloway EK, Morrish J. Injunctive safety norms, young worker risk-taking behaviors, and workplace injuries. ACCIDENT; ANALYSIS AND PREVENTION 2017; 106:202-210. [PMID: 28641090 DOI: 10.1016/j.aap.2017.06.007] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/23/2016] [Revised: 06/07/2017] [Accepted: 06/08/2017] [Indexed: 05/27/2023]
Abstract
Injunctive safety norms (ISNs) refer to perceptions of others' expectations of one's safety-related conduct. Drawing on a sample of Canadian young workers (n=11,986;M age=17.90years; 55% males), we study the relationships among four sources of non-work-related (i.e., parents, siblings, friends, teachers), two sources of work-related (i.e., supervisors, co-workers) ISNs, young workers' self-reported work-related risk-taking behaviors, and workplace injuries. Structural equation modeling suggests that ISNs from parents, supervisors, and co-workers were related to less frequent work-related risk-taking behaviors, and with fewer workplace injuries via less frequent work-related risk-taking behaviors. In addition, ISNs from supervisors were directly associated with fewer workplace injuries. In contrast, ISNs from teachers and siblings were not associated with work-related risk-taking behaviors, but ISNs from siblings were associated with fewer work injuries. Finally, ISNs from friends were associated with more frequent work-related risk-taking and more frequent work injuries via more frequent work-related risk-taking. This study draws attention to the relative roles of non-work sources of social influence and provides some evidence of how ISNs might be related to young workers' work-related risk-taking behaviors and their workplace injuries. It also contributes to practice by suggesting specific interventions that parents, supervisors, and co-workers could undertake to reduce young workers' work-related risk-taking and workplace injuries, namely encouraging youth to be safe at work.
Collapse
Affiliation(s)
- Simon Pek
- Beedie School of Business, Simon Fraser University, Canada.
| | - Nick Turner
- Haskayne School of Business, University of Calgary, Canada
| | - Sean Tucker
- Faculty of Business Administration, University of Regina, Canada
| | | | - Jayne Morrish
- Jack and Nora Walker Canadian Centre for Lifespan Development Research, Brock University, Canada
| |
Collapse
|
25
|
Speaking up behaviours (safety voices) of healthcare workers: A metasynthesis of qualitative research studies. Int J Nurs Stud 2016; 64:42-51. [PMID: 27684321 DOI: 10.1016/j.ijnurstu.2016.09.014] [Citation(s) in RCA: 97] [Impact Index Per Article: 12.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/23/2016] [Revised: 09/14/2016] [Accepted: 09/19/2016] [Indexed: 11/21/2022]
Abstract
BACKGROUND A critical characteristic of effective teams in any setting is when each member is willing to speak up to share thoughts and ideas to improve processes. In spite of attempts by healthcare systems to encourage employees to speak up, employee silence remains a common cause of communication breakdowns, contributing to errors and suboptimal care delivery. Nurses in particular have reported low confidence in their communication abilities, and cite the belief that speaking up will not make a difference. OBJECTIVE To develop an understanding of how nurses and other healthcare workers relate to safety voice behaviors and how this might influence clinical practice. DATA SOURCES A search of the PubMed, CINAHL, and Academic Search Premier databases was conducted using keywords employee, nurse, qualitative, speak up, silence, safety, voice, and safety voice identified 372 articles with 11 retained after a review of the abstracts. Studies took place in Australia, Bulgaria, Canada, Hong Kong, East Africa, Ireland, Korea, New Zealand, Sweden, Switzerland, and the United States representing 504 healthcare workers including 354 nurses. METHODS This interpretive meta-synthesis of 11 qualitative articles published from 2005 to 2015 was conducted using a social constructivist approach with thematic analysis. RESULTS The four themes identified are: 1) hierarchies and power dynamics negatively affect safety voice, 2) open communication is unsafe and ineffective, 3) embedded expectations of nurse behavior affect safety voice, and 4) nurse managers have a powerful positive or negative affect on safety voice. CONCLUSIONS Healthcare workers worldwide report multiple social and hierarchy related fears surrounding the utilization of safety voice behaviors. Hesitance to speak up is pervasive among nurses, as is low self-efficacy related to safety voice. The presence of caring leaders, peer support, and an organizational commitment to safe, open cultures, may improve safety voice utilization among nurses and other healthcare workers.
Collapse
|
26
|
Griffin MA, Curcuruto M. Safety Climate in Organizations. ANNUAL REVIEW OF ORGANIZATIONAL PSYCHOLOGY AND ORGANIZATIONAL BEHAVIOR 2016. [DOI: 10.1146/annurev-orgpsych-041015-062414] [Citation(s) in RCA: 104] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Mark A. Griffin
- School of Psychology, University of Western Australia, Perth 6009, Australia;
| | - Matteo Curcuruto
- School of Social, Psychological and Communication Sciences, Leeds Beckett University, Leeds LS1 3HE, United Kingdom;
| |
Collapse
|