Safety Climate as Moderator on the Relationship between Risk Perception and Job-satisfaction

2010 ◽  
Author(s):  
M. B. Nielsen ◽  
K. Mearns ◽  
S. B. Matthiesen ◽  
J. Eid
Keyword(s):  
Job Satisfaction ◽  
Risk Perception ◽  
Safety Climate ◽  
The Relationship

IMPACT OF SAFETY CLIMATE ON JOB PERFORMANCE AND JOB SATISFACTION WITH MODERATING ROLE OF PSYCHOLOGICAL CAPITAL

2019 ◽  
Vol 9 (1) ◽  
pp. 365-381
Author(s):  
Muhammad Saqib Khan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Safety Climate ◽  
Oil And Gas ◽  
Psychological Capital ◽  
Oil And Gas Industry ◽  
Research Area ◽  
Gas Industry ◽  
The Relationship ◽  
Moderating Role

The current research investigated the effect of safety climate on job satisfaction and job performance with psychological capital as a moderator between safety climate and job satisfaction as well as job performance. This research fills the gap by collecting empirical evidence from the emerging organizations of Pakistan. Conservation of resource theory (COR) is relevant to the research area. Data were collected from 300 employees from different Organizations. The current study is empirical and quantitative-based study is used to conducted research. Data were collected by convenient non-probability sampling techniques to be used and collected from employees working in the reputed organization; Chemical, Cement, Petroleum, Oil and Gas industry of Islamabad and Rawalpindi. Confirmatory Factor analysis was done through AMOS and hypotheses were tested through SPSS regression analysis process of Hayes model. To test the moderation effects, the process of Hayes model 1 was also performed. Safety climate has a positive relationship with the two DVs which are job performance and job satisfaction. Moreover, Psychological Capital played a significant moderating role between safety climate and job satisfaction as well as job performance. When Psychological capital was high, the relationship between safety climate and job performance as well as the relationship between safety climate and job satisfaction were stronger. These results are important for future studies. This research recommended top management and responsible authorities to promote safety climate activates between their organization in order to enhance their employees satisfy and high performed. Moreover, this research strongly recommends psychological capital amongst organization looking for highly satisfied and effective employees. Further implications for practice were discussed in detail.

ARE “GOOD SOLDIERS” SAFETY CONSCIOUS? AN EXAMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIORS AND PERCEPTION OF WORKPLACE SAFETY

2005 ◽  
Vol 33 (8) ◽  
pp. 805-820 ◽  
Author(s):  
Seth Ayim Gyekye ◽  
Simo Salminen
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Safety Climate ◽  
Safety Management ◽  
Positive Association ◽  
Workplace Safety ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Involvement Rate ◽  
The Relationship

This study examined the relationship between safety climate and organizational citizenship behaviors (OCB). It involved a comparative analysis between workers active in citizenship behaviors and their colleagues who were passive or inactive regarding OCBs. Additional analyses also compared job satisfaction, compliance with safe work policies, and accident frequency between the two groups. T-tests were used in these comparative analyses. A positive association was found between safety perception and OCBs: workers who actively engaged in citizenship behaviors had positive perceptions of safety in their workplaces, and vice versa. Additionally, the group active in OCBs expressed more job satisfaction, were more compliant with safety management policies, and subsequently had a relatively lower accident involvement rate. The implications of these findings in the work environment are discussed.

Effects of Occupational Drivers’ Traffic Accident History on Risk Perception, Work Attitudes, and Unstable Driving

2021 ◽  
pp. 036119812110126
Author(s):  
Eun Kyoung Chung ◽  
So Young Park ◽  
Young Woo Sohn
Keyword(s):  
Job Satisfaction ◽  
Risk Perception ◽  
Job Stress ◽  
Traffic Accident ◽  
Work Attitudes ◽  
Driving Behavior ◽  
Safe Driving ◽  
Professional Pride ◽  
The Relationship ◽  
Occupational Drivers

In previous studies the risk perception of future accidents was the main variable likely to affect safe driving. However, findings on the relationship between traffic accident history and risk perception of future accidents have been inconsistent. Moreover, in the case of occupational drivers, work attitudes could be the main factor affecting safe driving. However, no research has been conducted on the direct relationship between traffic accident history and work attitudes. Therefore, present study examined the effect of occupational drivers’ traffic accident history on their risk perception, work attitudes, and unstable driving. Data analysis was based on a self-reported survey of Korean occupational drivers (n = 388) and their official traffic accident records. Results show that traffic accident history was associated significantly with professional pride, job satisfaction, and aggressive driving but not with risk perception of future accidents or job stress. Moreover, all variables measuring unstable driving behavior were significantly related to professional pride, job satisfaction, and job stress. Furthermore, professional pride turned out to mediate the relationship between traffic accident history and current unstable driving. The major finding is that there is no significant relationship between traffic accident history and risk perception of future accidents. Furthermore, traffic accident history has a significant effect on positive variables such as professional pride and job satisfaction but not on negative variables such as job stress. In addition, the significant mediator in the relationship between traffic accident history and current unstable driving behavior was only professional pride.

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

2020 ◽  
Vol 17 (6) ◽  
pp. 1925 ◽  
Author(s):  
Abdulrazak O. Balogun ◽  
Stephanie A. Andel ◽  
Todd D. Smith
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Business Performance ◽  
Safety Climate ◽  
Mining Industry ◽  
Performance Outcomes ◽  
Cross Sectional ◽  
Gravel Mining ◽  
Sand And Gravel ◽  
The Relationship

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.

scholarly journals How to Mitigate the Negative Effect of Emotional Exhaustion among Healthcare Workers: The Role of Safety Climate and Compensation

2021 ◽  
Vol 18 (12) ◽  
pp. 6641
Author(s):  
Mavis Agyemang Opoku ◽  
Hyejung Yoon ◽  
Seung-Wan Kang ◽  
Myoungsoon You
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Public Hospital ◽  
Safety Climate ◽  
Negative Effects ◽  
Future Directions ◽  
Moderating Variables ◽  
Negative Effect ◽  
The Relationship

This study examines the relationship between emotional exhaustion and job satisfaction. We further propose a safety climate and compensation as contextual variables that weaken the effect of emotional exhaustion. Survey data collected from 694 employees of a public hospital provided support for the hypothesized research model. The hierarchical multiple regression results reveal that high emotional exhaustion is negatively related to job satisfaction. In addition, the results suggest that compensation and a safety climate are moderating variables that mitigate the negative effects of emotional exhaustion. The theoretical implications and future directions are discussed.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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