The effect of organizational commitment on safety behaviors

The purpose of this study was to examine the effects of organizational commitment on safety behavior and to explore moderating effect of safety climate between organizational commitment and safety behaviors. 215 workers were asked to respond to the questionnaires that measured various demographic variables, organizational commitment, safety climate and safety behaviors. A hierarchical regression was conducted to identify variables that had significant relationships with safety behaviors and to examine moderating effect of safety climate between organizational commitment and safety behaviors. Results indicated that the emotional commitment significantly predicted both safety compliance and participation behavior and the normative commitment significantly predicted safety compliance behavior. It was found that the safety climate was also a significant predictor for both safety compliance and participation behavior. In addition, safety climate had a moderating effect on the relation between emotional commitment and safety compliance behavior and normative commitment and safety compliance and participation behavior. Based on these results, the implications of this study and suggestions for future research were discussed.

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The relationship between physical environment and safety behavior

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v26i4.555-577 ◽

2013 ◽

Vol 26 (4) ◽

pp. 555-577

Author(s):

BeomJin Lee ◽

SeaYoung Park

Keyword(s):

Organizational Commitment ◽

Physical Environment ◽

Structural Equation ◽

Safety Climate ◽

Equation Model ◽

Moderating Effect ◽

Mediating Effect ◽

Future Research ◽

Safety Behavior ◽

The Relationship

The purposes of this study were to examine the influence of physical environment on both organizational commitment and safety behavior, the mediating effect of organizational commitment in the relationship between physical environment and safety behavior, and the moderating effect of safety climate in the relationship organizational commitment and safety behavior. Date were gathered from 281 employees who were working in manufacturing organization in Korea. The collected data were statistically analyzed though t-test, correlation analysis and Structural Equation Model(SEM) with SPSS 18.0, AMOS 18.0. The results showed that physical environment, organizational commitment, and safety climate had positive relationships with safety behavior. And Organizational commitment partially mediated the relationship between physical environment and safety behavior. But, safety climate hadn't a moderating effect between organizational commitment and safety behavior. Finally, implication of result and future research task were discussed with limitations.

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Examination of Safety Climate, Affective Organizational Commitment, and Safety Behavior Outcomes Among Fire Service Personnel

Disaster Medicine and Public Health Preparedness ◽

10.1017/dmp.2019.117 ◽

2019 ◽

Vol 14 (5) ◽

pp. 559-562

Author(s):

Todd D. Smith

Keyword(s):

Organizational Commitment ◽

Emergency Response ◽

Safety Climate ◽

Equation Modeling ◽

Safety Behaviors ◽

Affective Organizational Commitment ◽

Safety Behavior ◽

The Public ◽

Behavior Outcomes ◽

The Impact

ABSTRACTObjectives:This research aims to provide guidance on means to bolster safe and effective emergency response. Safe and effective performance among firefighters is key to protecting firefighters, to ensure mission completion, and to protect the public during emergency response situations. Although some studies have shown the impact of safety climate on firefighter performance, few studies have explored the impact of safety climate on affective organizational commitment and safety behaviors among firefighters, which are critical to more effective emergency response.Methods:Data collected from 349 career firefighters in the southern United States were analyzed by means of structural equation modeling to assess posited relationships in the proposed model.Results:This study confirmed a model that describes the relationships between safety climate, affective organizational commitment, and safety behaviors. Safety climate significantly predicted affective organizational commitment (P < 0.001) and affective organizational commitment was positively associated with both safety compliance (P < 0.001) and safety participation (P < 0.001).Conclusions:This study has implications for researchers and practitioners. Firefighters exhibit positive affective organizational commitment as a result of positive safety climate perceptions. This commitment is then associated with positive safety behavior outcomes, which bolsters personal safety and enhances the likelihood of safe and effective mission completion to protect the public.

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Authentic leadership, person-organization fit and collectivistic orientation: a moderated-mediated model of workplace safety

Leadership & Organization Development Journal ◽

10.1108/lodj-03-2020-0080 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Shuzhen Liu ◽

Fulei Chu ◽

Ming Guo ◽

Yuanyuan Liu

Keyword(s):

High Speed ◽

Authentic Leadership ◽

Positive Impact ◽

Workplace Safety ◽

Safety Behaviors ◽

Safety Behavior ◽

Content Type ◽

Safety Compliance ◽

Person Organization Fit ◽

The Relationship

PurposeWorkplace safety has been a persistent issue for safety-critical organizations. Based on self-verification theory, this study investigates how authentic leadership affects safety behaviors in a collectivistic context.Design/methodology/approachThis research collected 259 matching questionnaires for high-speed railway (HSR) drivers and their supervisors in China. Specifically, HSR drivers were invited to fill in their general perceived authentic leadership, person-organization fit and collectivistic orientation. In addition, their direct supervisors were invited to assess their safety behaviors.FindingsAuthentic leadership exhibits a significant positive impact on safety compliance and safety participation, implying that authentic leadership positively impacts safety behavior. The person-organization fit partially mediated the relationship between authentic leadership and safety behavior (safety compliance and participation). Furthermore, collectivistic orientation moderates the relationship between authentic leadership and person-organization fit.Originality/valueThe findings of this study provide important insights into authentic leadership and person-organization fit for developing effective strategies to improve workplace safety.

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Internal and external networking behavior

Career Development International ◽

10.1108/cdi-08-2013-0101 ◽

2014 ◽

Vol 19 (5) ◽

pp. 595-614 ◽

Cited By ~ 18

Author(s):

Shelly Y. McCallum ◽

Monica L. Forret ◽

Hans-Georg Wolff

Keyword(s):

Organizational Commitment ◽

Affective Commitment ◽

Single Point ◽

Negative Relationship ◽

Future Research ◽

Normative Commitment ◽

Continuance Commitment ◽

Content Type ◽

External Networking ◽

Networking Behavior

Purpose – The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach – Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings – The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications – Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications – Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value – Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment.

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Procedural Fairness, Public Service Motives, and Employee Work Outcomes: Evidence From Pakistani Public Service Organizations

Review of Public Personnel Administration ◽

10.1177/0734371x17718029 ◽

2017 ◽

Vol 39 (2) ◽

pp. 276-299 ◽

Cited By ~ 5

Author(s):

Samina Quratulain ◽

Abdul Karim Khan ◽

Meghna Sabharwal

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Public Service ◽

Procedural Fairness ◽

Moderating Effect ◽

Service Organizations ◽

Work Outcomes ◽

Future Research ◽

Public Service Organizations ◽

The Relationship

Studies in public administration hypothesize the direct effect of public service motivation (PSM) on employee attitudes and behavior. We examine the relationship between public employees’ perceptions of procedural fairness on job satisfaction and organizational commitment, and propose the moderating effect of PSM dimensions on the aforementioned relationships. Using a sample of 232 respondents drawn from multiple public service organizations, our findings indicate a positive relationship between procedural fairness perceptions and employee work outcomes (job satisfaction and organizational commitment). PSM dimensions of attraction to policy making (rational motive) and public interest (normative motive) moderate the relationship between procedural fairness and employee outcomes. However, their effect was significant only for individuals who experienced low levels of these motivations. The moderating effect of compassion (affective motive) was significant for individuals possessing high level of compassion. The implications and future research directions are discussed.

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The effect of behavior based safety(BBS) program on safety climate and safety behaviors

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v25i2.349-372 ◽

2012 ◽

Vol 25 (2) ◽

pp. 349-372 ◽

Cited By ~ 1

Author(s):

Kwangsu Moon ◽

Kyehoon Lee ◽

Jaehee Lee ◽

Shezeen Oah

Keyword(s):

Goal Setting ◽

Safety Climate ◽

Future Research ◽

Safety Behaviors ◽

Construction Sites ◽

Steel Manufacturing ◽

Dependent Variables ◽

The Mean ◽

Behavior Based ◽

The One

This study examined the effectiveness of behavior-based safety(BBS) program in improving safe behaviors and safety climate of organization. BBS program was applied to the steel manufacturing and construction sites. The dependent variables were measured by the percentage of employees’ safe behaviors observed and perceived safe behaviors and safety climate of employees. BBS program consisted of goal-setting, feedback, and incentive. The one group pretest-posttest design was adopted for perceived safe behaviors and safety climate. Observed safe behaviors were measured during the baseline and intervention phases(AB design). The results indicated that the mean percentage of employees’ safe behaviors observed increased after introducing BBS program. Also, the mean scores of perceived safe behaviors and safety climate of employees significantly increased. Based on these results, the implications of this study and suggestions for future research were discussed.

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The Relationship between Physical Environment and Safety Behavior:The Mediating Effect of Organizational Commitment and Moderating Effect of Safety Climate

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/ksiop.26.4.201311.555 ◽

2013 ◽

Vol 26 (4) ◽

pp. 555-577 ◽

Cited By ~ 1

Author(s):

이범진 ◽

박세영

Keyword(s):

Organizational Commitment ◽

Physical Environment ◽

Safety Climate ◽

Moderating Effect ◽

Mediating Effect ◽

The Relationship

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The influence of safety-specific transformational leadership on the safety behaviors

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v28i2.249-274 ◽

2015 ◽

Vol 28 (2) ◽

pp. 249-274

Author(s):

HaJin Jung ◽

Suran Lee ◽

YoungWoo Sohn

Keyword(s):

Transformational Leadership ◽

Safety Climate ◽

Moderating Effect ◽

Safety Behaviors ◽

Group Level ◽

The Relationship ◽

Identified Regulation ◽

Intrinsic Safety ◽

Trust In Leader ◽

Safety Motivation

This study examined the influence of safety-specific leadership style (transformational, passive) on safety motivation and safety behaviors. Specifically, the study examined the sequential mediating effect of group-level safety climate and autonomous safety motivations (intrinsic, identified regulation) on the relationship between safety-specific transformational leadership (SSTL) and safety behaviors (participation, compliance) by using structural equation modeling. The study also investigated the moderating effect of trust in leader on the relationship of safety-specific leadership and group-level safety climate. Survey data were gathered from 440 military personnel in the Republic of Korea Navy. Results showed that SSTL predicted both safety participation and compliance through the sequential effect of group-level safety climate and intrinsic safety motivation. However, the path to the safety participation was not significant when identified regulation safety motivation was mediated. Safety-specific passive leadership (SSPL) also predicted safety behaviors through safety climate and motivation by the identical process of SSTL, but the effect was negative. Also, on the relationship between safety climate and safety motivation, group-level safety climate had more effect on intrinsic safety motivation than identified regulation safety motivation. On the relationship between safety motivation and safety behavior, intrinsic motivation had more effect on safety participation than compliance. Trust in leader had a moderating effect on the link between SSTL and group-level safety climate. However, the moderating effect was not significant on the association between SSPL and group-level safety climate. Based on these results, the implications and directions for future research were discussed.

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