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The present research aims to assess the influence of supervisor and colleague support on employee safety voice based on the social exchange theory and the effect of employee safety voice on employees' satisfaction towards the organization. The data were collected from 302 bus drivers in Java, Indonesia. The data were then processed using a multiple regression analysis technique. The results indicate that supervisors have a significant negative effect on the action of voicing safety concerns by employees, while coworkers do not have any significant effect in relation to employees voicing their safety concerns. Furthermore, employee safety voice has also been found to have a significant negative effect on employee satisfaction towards their company.

The Oil & Gas Employee Safety Handbook increases awareness of the hazards employees could be exposed to in the oil and gas drilling and servicing industry. It is designed specifically for employees working in the oil and gas industry, covers the critical training topics oil and gas field workers need to understand. This handbook reviews key worker safety and health topics, identifies common workplace hazards to help prevent accidents and injuries. It includes chapter quizzes to test employee understanding of topics

Abstract Purpose The purpose of this paper is to target on individual perceptions of BIM practice in terms of BIM benefits, critical success factors (CSFs) and challenges in Chongqing which represented the less BIM-developed metropolitan cities in China. Design/methodology/approach Adopting a questionnaire-survey approach followed by statistical analysis, the study further divided the survey population from Chongqing into subgroups according to their employer types and organization sizes. A further subgroup analysis adopting statistical approach was conducted to investigate the effects of employer type and organization size on individual perceptions. Findings Subgroup analysis revealed that governmental employees held more conservative and neutral perceptions toward several items in BIM benefit, CSFs and challenges. It was inferred that smaller organizations with fewer than 100 full-time employees perceived more benefits of BIM in recruiting and retaining employees, and considered more critical of involving companies with BIM knowledge in their projects. Originality/value This study contributed to the body of knowledge in managerial BIM in terms that: it extended the research of individual perceptions toward BIM implementation by focusing on less BIM-mature regions; it contributed to previous studies of influencing factors to BIM practice-based perceptions by introducing factors related to organization type and sizes; and it would lead to future research in establishing BIM climate and culture which address perceptions and behaviors in BIM adoption at both individual and organizational levels. Keywords

We explored the influence of transactional leadership on employees' safety behavior, and investigated the impact of safety climate and psychological empowerment on this influence. By surveying 260 employees in the construction industry, we obtained the following results: First,
transactional leadership negatively predicted safety climate, psychological empowerment, and employees' safety behavior. Second, safety climate and psychological empowerment positively predicted employees' safety behavior. Third, safety climate and psychological empowerment played
a mediating role in the relationship between transactional leadership and employee safety behavior. Practical and theoretical implications of the findings are discussed.

This study examines the effect of leader influence tactics on employee safety participation in a U.K.‐based manufacturing organization, examining the role of safety climate as a mediator. Structural equation modeling showed that leader influence tactics associated with a transformational leadership style had significant relationships with safety participation that were partially mediated by the safety climate (consultation) or fully mediated by the safety climate (inspirational appeals). In addition, leader influence tactics associated with a transactional leadership style had significant relationships with safety participation: rational persuasion (partially mediated by safety climate) and coalition tactics (direct effect). Thus, leaders may encourage safety participation using a combination of influence tactics, based on rational arguments, involvement in decision making, and generating enthusiasm for safety. The influence of building trust in managers is discussed as an underlying mechanism in this relationship. Practical implications are highlighted, including the design of leadership development programs, which may be particularly suited to high‐reliability organizations.

PurposeThe purpose of this study is to examine the effects of leader mindfulness on employee safety behaviors by focusing on the mediating role of employee resilience and the moderating role of perceived environmental uncertainty.Design/methodology/approachThe authors surveyed 248 employees in the high speed railway company of China in three waves with a two-week interval. Hierarchical regression analysis was used to test the hypotheses. The mediating effects and the moderated mediation effects are further tested with bias-corrected bootstrapping method.FindingsLeader mindfulness positively affects employee safety compliance and safety participation, and these relationships were mediated by employee resilience. Perceived environmental uncertainty moderated the effects of leader mindfulness on employee resilience and the indirect effects of leader mindfulness on safety behaviors via employee resilience.Originality/valueThe findings elucidate the significance of leader mindfulness in promoting employee safety behaviors in the workplace.

This study analyses the range of problems of the enterprises that integrate disabled persons into the labour market, evaluating the capacity of their staff to deal with the emerging problems of employees' safety from psychological violence in the cultural context. Attention is drawn to the fact that social enterprises implementing governmental programmes for the employment of persons with disabilities are oriented only to the guarantees of the physical working conditions, but the issues of psychological safety, psychological well-being, and social exclusion are not dealt with. The latter questions are not discussed neither in the government programme nor in policies of the enterprises; therefore, they are dealt with depending on the established business management culture. The management personnel of companies with the status of social enterprises perceives the function of the enterprise as a certain niche in the market, receiving the state aid for the implemented requirements to employ disabled persons and adapt the physical environment for them. This approach highlights such side effects as unaddressed (suppressed) discriminatory attitude towards employees with disabilities in enterprises, organisational weakness in dealing with interpersonal conflicts, the lack of competence of the managerial staff and the lack of systematic knowledge on work with personnel. In this case, there is a debatable question of whether the efforts of the state will reach the desired goal, i.e. the fully-fledged work and social integration of the people who the investments are intended for, or continue the traditions of silent social segregation? This study shows that it is necessary to critically evaluate the selected model for fostering businesses to integrate into the labour market, in which the issues of psycho-social welfare and social initiative of enterprises are underestimated.

Background: In Switzerland, occupational risks for pregnant workers are covered by specific maternity protection legislation (MPL); however, studies show significant shortcomings in the implementation of these policies among companies. Aims: Analyse the gaps between the provisions of Switzerland's MPL, the protective measures companies plan to take and actual protection practices. We also aim to understand how employees develop their own strategies in order to make up for the shortcomings or contradictions of companies' measures. Methods: Interviews with 46 different stakeholders from organisations in the healthcare sector and the food industry were transcribed and analysed thematically. Results: Some of the organisations used procedures apparently in line with legislation, while others planned more informal approaches to managing on a case-by-case basis. Normative safety measures within the framework of national legislation served as resources for both managers and their employees. However, implementing these measures ran up against real-world workplace constraints, which sometimes rendered them impracticable. Employees adapted some measures considered insufficient or developed their own strategies to reconcile work and pregnancy. Conclusions: Being pregnant is challenging to represent in occupational settings; it is not a disease, but it involves important physical and biopsychosocial changes, which affect women's occupational life. The multidimensional, evolving, and yet temporary nature of pregnancy represents a significant challenge to the implementation of MPL within companies. Linking the normative safety measures stipulated in the legislation with pregnant employees' needs-and their job-related knowledge and skills-could be an interesting pathway towards improving maternity protection at work.