scholarly journals PSYCHOSOCIAL FACTORS THAT PREDICT SAFETY CLIMATE OF ORGANIZATION IN AGRICULTURAL INDUSTRY

2018 ◽  
Vol 40 (2) ◽  
pp. 254-262
Author(s):  
Aurelija Stelmokienė ◽  
Loreta Gustainienė ◽  
Kristina Kovalčikienė
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Health And Safety ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Organizational Safety ◽  
Agricultural Industry ◽  
Employee Trust ◽  
Trust In Management ◽  
Copenhagen Psychosocial Questionnaire

Successful functioning of an organization, especially agricultural one, implies the necessity for a properly organized system of employee health and safety. The system will function properly only when employees perceive organizational safety processes and procedures as a part of their behavior at work. The purpose of this study with reference to scientific literature and empirical research to determine the main factors that predict higher safety climate in organization. 961 employees from a large Lithuanian company of agricultural industry participated in the survey. The study was conducted using Sexton’s Safety Climate Questionnaire and two scales from Copenhagen Psychosocial Questionnaire. The analysis of data via Structural Equation Modeling confirmed the theoretical model of psychosocial safety climate antecedents. The findings of the study showed that employee trust in management had higher predictive value as compared to workplace commitment, and that the leader’s role in promoting safety in an organization is more important than employee attitudes or declared safety-related orders and procedures in the organization.

scholarly journals Effect of the practice environment of nurses on job outcomes and safety climate

2018 ◽  
Vol 26 (0) ◽  
Author(s):  
Gisele Hespanhol Dorigan ◽  
Edinêis de Brito Guirardello
Keyword(s):  
Job Satisfaction ◽  
Theoretical Model ◽  
Structural Equation ◽  
Safety Climate ◽  
Burnout Syndrome ◽  
Equation Modeling ◽  
Strong Impact ◽  
Practice Environment ◽  
Intention To Stay ◽  
Manage Care

ABSTRACT Objective: to propose and analyze a theoretical model to measure the effect of nurses’ perceptions about the practice environment on safety climate, job satisfaction, intention to stay employed and in the profession, and burnout syndrome. Method: correlational study with probabilistic sample of 465 nurses. In the theoretical model, the dimensions of the nursing practice environment were considered as independent variables and job satisfaction, safety climate, intention to stay employed and in the profession, and burnout were considered the outcome variables. Structural Equation Modeling was the method used in the analysis. Results: small adjustments were made in the model and the dimensions of practice environment predicted job satisfaction (R2 = 43%), safety climate (R2 = 42%) and burnout (R2 = 36%), as well as the intention to stay in the job (R2 = 22%) and in the profession (R2 = 17%). Conclusion: the practice environment showed a strong impact on job satisfaction, safety climate and burnout, with a moderate impact on the intention to stay in the institution and in the profession. The findings can be used to manage care in health institutions, focusing on promoting nurse retention and improving the safety climate.

scholarly journals Theory of Reasoned Action dan Literasi Teknologi terhadap Adaptasi Perubahan Teknologi

2021 ◽  
Vol 11 (1) ◽  
pp. 51-61
Author(s):  
Amelia Setiawan ◽  
Hamfri Djajadikerta ◽  
Haryanto Haryanto ◽  
Samuel Wirawan
Keyword(s):  
Information Technology ◽  
Structural Equation ◽  
Theory Of Reasoned Action ◽  
Reasoned Action ◽  
Human Life ◽  
Employee Attitudes ◽  
Technology Literacy ◽  
Equation Modeling ◽  
Reasoned Action Approach ◽  
Older Employees

One of the company's goals is business continuity. Companies can maintain their survival if supported by human resources who are also ready to follow the demands of changes in their environment. The COVID-19 pandemic is bringing very significant changes in human life today. This study aims to identify the influence of employee profiles and attitudes, subjective norms and information technology literacy on the willingness to adapt to the necessity of using information technology, especially during this pandemic time. This study uses the Theory of Reasoned Action approach as a theoretical basis, electronic questionnaires as a data collection method, and structural equation modeling to observe causal relationships between variables. The results of this study found that the model in this study had met the criteria for the model-fit test, and the only variable affecting employee attitudes was age. Subjective norm variables and information technology literacy have affected employees' intentions to adapt to information technology. The results of this study can be used by companies to design training programs that aim to improve information technology literacy and skills, especially for older employees.

scholarly journals Understanding Workplace Interpersonal Mistreatment in the NZ Military: Structure, Antecedents and Consquences

2021 ◽  
Author(s):  
◽  
Kimberley Eve Ballantyne
Keyword(s):  
Structural Equation ◽  
Safety Climate ◽  
Complex Structure ◽  
Health And Safety ◽  
Future Research ◽  
Plausible Model ◽  
Two Samples ◽  
Climate And Health ◽  
Antecedents And Consequences ◽  
Military Structure

<p>This thesis describes the development and testing of a theoretically plausible model of antecedents and consequences of workplace interpersonal mistreatment using archival data (n = 10697) of civilian and military employees. The sample was split into calibration and validation samples. Principle component and confirmatory factor analysis revealed a complex structure for the workplace interpersonal mistreatment construct across three types of behaviour, and across observed and experienced mistreatment. Furthermore, a total of 17 robust factors were identified in the survey, of which a subset of eight factors was used for developing the model of antecedents and consequences of WIM. The model was tested and refined using regression and structural equation modelling in two samples and validated in a third sample. Individual (seniority), workplace (directive leadership, equity and diversity climate, and health and safety climate) and organisational features (aligned-cohesive culture, service culture) all predict mistreatment. Outcomes of mistreatment include stress, organisational commitment, job satisfaction and leaving intentions. The model showed good fit in the validation sample and is therefore likely to generalise to the population. Implications for organisations and recommendations for future research are discussed.</p>

Linking employee perceptions and employee attitudes through their levels of organizational identification: a field investigation in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Organizational Identification ◽  
Latent Variable ◽  
Structural Equation ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Full Time ◽  
Variable Model ◽  
Content Type

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.

Participatory HRM and firm performance

2019 ◽  
Vol 41 (5) ◽  
pp. 1098-1119 ◽  
Author(s):  
Neha Gahlawat ◽  
Subhash C. Kundu
Keyword(s):  
Firm Performance ◽  
Organizational Climate ◽  
Structural Equation ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Employee Attitudes ◽  
Primary Data ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between participatory HRM and firm performance through a series of mediators. Design/methodology/approach Primary data were collected from 569 respondents belonging to 207 organizations operating in India. Structural equation modeling and bootstrapping via PROCESS were used to analyze the hypothesized relationships between participatory HRM and firm performance. Findings The study has highlighted that participatory HRM in the form of self-managed teams, flexible work arrangements and empowerment results in better organizational climate, heightened affective commitment, reduced intention to leave and enhanced firm performance. Furthermore, it has been established that organizational climate, affective commitment and intention to leave serially mediate the relationship between participatory HRM and firm performance. Practical implications The study gives strong indications that adopting bundle of participatory HRM practices is beneficial for generating positive organizational climate, enhanced employee attitudes and superior firm performance. Originality/value By establishing serial mediation through organizational climate, affective commitment and employees’ intention to leave, this study brings new insights into the interpretation of underlying mechanism existing between participatory HRM and firm performance, thus uniquely contributes to the HRM and OB literature.

scholarly journals The Evaluation of Organizational Well-Being in An Italian Teaching Hospital Using the ANAC Questionnaire

2019 ◽  
Vol 16 (6) ◽  
pp. 1056
Author(s):  
Claudio Cortese ◽  
Federica Emanuel ◽  
Lara Colombo ◽  
Marco Bonaudo ◽  
Gianfranco Politano ◽  
...  
Keyword(s):  
Sense Of Belonging ◽  
Structural Equation ◽  
Health And Safety ◽  
Well Being ◽  
Clinical Staff ◽  
Self Report ◽  
Equation Modeling ◽  
Public Agencies ◽  
Organizational Goals ◽  
The Relationship

In Italy, the Italian National Anti-Corruption Authority (Autorità Nazionale Anti-corruzione—ANAC) has developed a questionnaire to assess the organizational well-being of employees within public agencies. The study aimed to explore the relationship among variables in the ANAC questionnaire: Several job resources (lack of discrimination, fairness, career and professional development, job autonomy, and organizational goals’ sharing) and outcomes of well-being at work, such as health and safety at work and sense of belonging. The research was carried out among workers in an Italian hospital in Northwest Italy (N = 1170), through an online self-report questionnaire. Data were grouped into two job categories: Clinical staff (N = 939) and non-clinical staff (N = 231). The hypothesized model was tested across the two groups through multi-group structural equation modeling. Results showed that health and safety at work and sense of belonging had significant positive relationships with the other variables; some differences emerged between the determinants of the two outcomes and among groups. The study aims to identify some reflections and suggestions regarding the assessment of well-being in the health care sector; implications for practice are identified to promote organizational well-being and health in organizations.

Exploring the impact of being perceived as a socially responsible organization on employee creativity

2018 ◽  
Vol 56 (11) ◽  
pp. 2325-2340 ◽  
Author(s):  
Moustafa Abdelmotaleb ◽  
Abdelmoneim Bahy Eldin Mohamed Metwally ◽  
Sudhir K. Saha
Keyword(s):  
Employee Engagement ◽  
Creative Process ◽  
Structural Equation ◽  
Positive Association ◽  
Employee Attitudes ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Telecommunication Sector ◽  
Content Type ◽  
The Impact

PurposeThe purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social responsibility (CSR) and employee attitudes and behaviors. Drawing on affective events theory (AET), this study examines a sequential mediation model in which CSR perceptions influence positive affect (PA) at work which leads to employee engagement in the creative process that, in turn, affects employee creative behaviors.Design/methodology/approachTwo-wave data were collected from a sample of employees working in the telecommunication sector in Egypt (N=208). The collected data were analyzed using structural equation modeling.FindingsThe study found a positive association between CSR perceptions and employee creative behaviors. The results also showed that CSR perceptions have induced PA, which, in turn, led to greater level of engagement in the creative process and eventually led employees to exhibit creative behaviors.Originality/valueThis is one of the first studies to use AET as a conceptual framework to explain the positive association between CSR and employee positive work outcomes (i.e. creativity). By integrating AET with CSR and employee outcomes literatures, this study contributes to the available knowledge regarding the affective or emotional mechanisms through which CSR perceptions could affect employee work behaviors.

scholarly journals High-performance HR practices, positive affect and employee outcomes

2017 ◽  
Vol 32 (2) ◽  
pp. 163-176 ◽  
Author(s):  
Ahmed Mohammed Sayed Mostafa
Keyword(s):  
Job Satisfaction ◽  
Positive Affect ◽  
Structural Equation ◽  
High Performance ◽  
Employee Attitudes ◽  
Equation Modeling ◽  
Content Type ◽  
Hr Practices ◽  
Study Results ◽  
The Relationship

Purpose The purpose of this paper is to provide insight into the affective or emotional mechanisms that underlie the relationship between high-performance HR practices (HPHRP) and employee attitudes and behaviours. Drawing on affective events theory, this paper examines a mediation model in which HPHRP influence positive affect which in turn affects job satisfaction and organizational citizenship behaviours (OCBs). Design/methodology/approach Two-wave data were collected from a sample of local government workers in Wales (n=362). HPHRP were measured together with job satisfaction and OCBs at Time 1 and six months later, job satisfaction and OCBs were measured again together with positive affect. Structural equation modeling was used to test the study hypotheses. Findings The results revealed that HPHRP induced positive affect which, in turn, led to increased job satisfaction and OCBs. Furthermore, positive affect fully mediated the relationships between HPHRP and both job satisfaction and OCBs. Research limitations/implications All data were collected from public sector employees in the Government of Wales, which makes the generalizability of the findings unknown. More work is needed using different samples to determine whether the study results are replicable. Practical implications Managers should endeavour to ensure that enough resources are assigned to the implementation of HPHRP and other work features that help evoke affective reactions, as these reactions are an important determinant of employees’ attitudes and behaviours. Originality/value This is one of the first studies to empirically examine the mediating role of positive affect on the relationship between HPHRP and employee attitudes and behaviours.

STRUCTURAL EQUATION MODELING ANALYSIS USING SMART PLS TO ASSESS THE OCCUPATIONAL HEALTH AND SAFETY (OHS) FACTORS ON WORKERS’BEHAVIOR

2017 ◽  
Vol 5 (2) ◽  
pp. 88-97 ◽  
Author(s):  
Viswanadham Silaparasetti ◽  
G.V.R. Srinivasarao ◽  
Firdouse Rahman Khan
Keyword(s):  
Structural Equation Modeling ◽  
Occupational Health ◽  
Structural Equation ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Construction Workers ◽  
Equation Modeling ◽  
Safety Behavior ◽  
Management Communication ◽  
The Impact

Purpose: The study aims to examine and evaluate the impact of five Occupational Health and Safety (OHS) factors, i.e., Commitment of management, Communication, Training & Education, Health Care and Policies in predicting construction workers’ behavior in construction projects of Oman.Design/methodology/approach: A questionnaire was designed, and data was collectedon arandom sampling basis. Two hundred and fifty-twosamples were collected, and the data was analyzed using Smart PLS -Structural Equation Modeling (SEM) technique.Findings: The study shows thatCommitment of management, Communication, and Training &Educationplays a pivotal role in inspiring the construction workers to improve their perception towards Health and Safety behavior. These factors help in theclear-cut understanding of safety issues and aid in skills development and increase capabilities. All the factors influence the sustainable positive OHS results. Research limitations/Implications: The present study covers only the construction workers. Entire stakeholdersinvolved in construction project (contractors, clients, and consultants) canbe includedfor further studies. Social Implications: The study will help to improve the Health and Safety practices in the construction industry and expected to bring in more awareness among workers, which will inevitably bring in a culture of safe behavior. The ultimate result will be asubstantial reduction or elimination in safety-relatedincidents, which helps all the stakeholders (Contractors, Clients and Consultants).Originality/Value: Only a very few have examined the impact of Occupational Health and Safety factors on the workers’ behavior, and usage of SmartPLS is a novel idea, and it is a first-hand study of its kind.

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