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Transport industry is one of the leading accident causing industries all around the world. Personal attributes like educational qualification, work experience, marital status, consumption of alcohol, hours of work of bus drivers are known to influence such accidents. In the present study, the mediating effects of Workplace spirituality (WS) among bus drivers between the personal attributes and job performance variables like self-reported accidents, punishments and appraisals are carried out.

A mediation analysis of WS between personal attributes and job performances of bus drivers is conducted in the present study. Since there is scarcity of studies measuring the effects of WS of bus drivers, new scale to measure WS was developed. The study was carried out in the government-owned road transport corporation in the state of Kerala, India. Responses were obtained from 617 male drivers.

Using exploratory factor analysis, four factors were identified, namely Meaningful work, Sense of Community, Mindfulness and Compassion. Confirmatory factory analysis provided good fit. The intercorrelations of personal attributes of drivers (independent variables) between WS factors (mediating variables) and job performance variables (dependent variables) were found out. Mediation analysis showed complete mediation of WS factors between marital status, alcohol consumption, hours of work and job performances like number of self-reported accidents, punishments and appraisals. The WS levels of drivers decrease significantly as working hours per goes beyond the legally allowed working hours.

Psychological attributes like Mindfulness, Sense of community, compassion etc. which are collectively known as WS influence the job performances of employees in other industries. Yet it is not studied in the transport industry. Hence, in the present study, the levels of WS are studied among bus drivers of government-owned road transport corporation in the State of Kerala, India.

The purpose of this study was to investigate the personnel attributes perception on reliable and valid health and safety (H&S) practices within small- and medium-sized construction enterprises (SMEs) in South Africa. It explores whether these valid and reliable H&S practices could be implemented based on the demographic attributes, namely, years of experience in the construction industry, number of years working in the current organisation and educational level.

A mixed method approach was used to conduct this research, namely, Delphi and questionnaire survey. A structured questionnaire consisting of 31 H&S practices categorised into five major H&S practices was developed from extensive literature review and the participation of 20 purposive sampled H&S experts. Sixteen H&S experts completed four iterations. A convenient sample of 1,450 SMEs was obtained. In total, 228 questionnaires were returned, of which 216 responses were useable for analysis. The data were analysed using exploratory factor analysis and confirmatory factor analysis to determine the validity, reliability and acceptability of the H&S practices. Finally, one-way ANOVA and t-test were conducted to determine personnel attributes perception on the implementation of the H&S practices.

The five major H&S practices (constructs), namely, upper management commitment and involvement in H&S, employee involvement and empowerment in H&S, project supervision, project H&S planning and communication in H&S and H&S resources and training, were retained as reliable and valid practices of H&S within construction SMEs at project level. One-way ANOVA established no statistical significant difference on the respondents’ perception of the H&S practices. However, t-test revealed statistically significant difference on the respondents’ perception on, upper management commitment and involvement in H&S and H&S resources and training. The respondents with post-matric qualification strongly agreed that upper management are committed and involved in H&S.

The findings may help construction SMEs to use these H&S practices to manage H&S in their projects. The SMEs may also consider the level of education of their personnel when implementing H&S practices of upper management and H&S resources and training.

This study employed a questionnaire survey to understand the safety attitudes, focusing on safety motivation and risk tolerance as well as safety management practices, including safety training and safety incentives, among construction site employees, including both managerial personnel and frontline workers. The objective was to explore the relationship between safety management practices and safety attitudes within both the managerial and frontline worker groups.

This study was conducted among 1,026 construction workers and 256 managerial personnel at 53 construction sites across 12 provinces in China. A t-test was used to compare the differences in safety-related scores between managerial personnel and frontline workers, and a structural equation model was used to explore the relationship between safety attitudes and safety management.

This study found that the scores of managerial personnel for safety motivation, safety training and safety incentives were significantly higher than construction workers, while their scores for risk tolerance were significantly lower than construction workers. Managerial personnel’s safety motivation has a significant positive impact on both safety training and safety incentives, while their risk tolerance has a significant negative impact on safety incentives. Safety training has a significant positive effect on construction workers’ safety motivation, whereas safety incentives have a significant negative impact on construction workers’ risk tolerance.

This study is one of the few that have investigated construction safety by conducting surveys targeting both site managerial personnel and frontline workers, employing an empirical approach to validate the role of safety management in transmitting safety attitudes from site managerial personnel to frontline workers.

The severity of global competition and vast hostile challenges is compelling the information and communications technology (ICT) industry to focus on internal organizational factors to excel in performance. This study investigates the influence of shared responsibility, perceived identifiability and workplace spirituality on employees’ performance through work engagement. In addition, the moderating influence of work orientation on the relationships between shared responsibility, perceived identifiability and workplace spirituality with employee performance was also investigated.

Time-lagged and multisource data were acquired from 267 followers and their 69 immediate supervisors/managers of ICT firms. Structural equation modeling was employed to analyze the data.

The findings reveal that the impact of shared responsibilities, perceived identifiability and workplace spirituality on performance (e.g. extra-role and in-role) is mediated by work engagement. Additionally, the positive association of perceived identifiability and workplace spirituality with work engagement is more pronounced when work orientation is high, indicating a positive moderation of work orientation.

This is among the initial studies that examine the impact of shared responsibility, perceived identifiability and workplace spirituality on overall employee performance through work engagement. The moderation of work orientation in these proposed relationships has not been previously examined. This study suggests novel theoretical and managerial implications for the ICT industry based on the results.

Amid challenges posed by the COVID-19 pandemic, fostering employee creativity has become paramount for organizations. However, there is a scarcity of research on digitalization of the workplace and its implications for implementing high involvement work systems (HIWSs) in organizations, particularly in relation to their impact on employee outcomes, such as creativity and job satisfaction. Additionally, limited attention has been given to the role of job level and organizational type in driving change during times of adversity. This study aims to examine the factors within the HIWSs model using the PIRK model – power (P), information sharing (I), rewards (R) and knowledge (K) to explore how HIWSs shape the extent of power individuals have over their employment, the sharing of information, the types of rewards that engage and motivate employees and the knowledge required to fulfil employees’ responsibilities effectively, both individually and collectively.

Using a qualitative research methodology, this study uses thematic analysis for data collection, analysis and interpretation. Semi-structured interviews (n = 48) served as the primary data collection method. Using the theoretical lenses of high-involvement practices and employee perceptions of PIRK, the effect on employee creativity and job satisfaction is analysed.

The findings of this study reveal that employee creativity is significantly influenced by how employees perceive power, information, rewards and knowledge. Moreover, the study highlights the role of transformational and transactional leadership in shaping employee perceptions of power, information and knowledge within HIWSs. A high perception of PIRK is found to positively impact employee job satisfaction.

This study offers valuable insights for human resource management (HRM) professionals seeking to make informed decisions regarding best practices and initiatives for enhancing employee outcomes in the post-COVID era. By recognizing the pivotal role of HIWSs and their influence on employee perceptions, organizations can strategically implement HIWSs to foster creativity and job satisfaction. Furthermore, this research contributes to the existing literature by examining the interplay between HIWSs and the PIRK model in the context of workplace digitalization, emphasizing the importance of adapting HRM practices to address the evolving needs of the modern workforce.

This study will help HRM professionals in making informed decisions on the best practices and initiatives to enhance employee outcomes in the post-COVID era. This paper adds to the existing literature on HIWS and PIRK in the context of workplace digitalization.

The purpose of this paper is to examine employees’ safety behaviours (ESBs) within the beverage manufacturing industry. It also assessed employees’ perception of their own safety behaviours. It further investigated the impact of organisational culture (OC) on ESBs. Finally, the study identified the likely determinants of ESBs.

A survey methodology was employed as an appropriate approach. In total, 197 valid questionnaires were retrieved from employees working in the beverage manufacturing industry. The questionnaires were processed for quantitative analyses to test the hypotheses. A simple regression analysis was carried out to assess employees’ perception of their own safety behaviours and to investigate the impact of OC on ESBs. Descriptive frequencies and percentages were used to identify the determinants of ESBs.

The results suggest that employees’ perception of their own safety behaviour was positive. OC was reported to have a strong positive impact on ESBs. Safe working conditions, job satisfaction and organisational leadership were identified as the key organisational determinants of safety behaviours among the employees.

Interpreting these findings must be done with caution as the sample size was relatively small and solely obtained from four beverage manufacturing firms. Generalising the findings from this study must also be carefully done as the study is industry-specific and country-specific.

Besides the loss of talents through unsafe behaviours, accidents can hurt work performance, productivity and profitability of an organisation. Industry organisations and their managers can therefore implement perceptual, organisational and cultural interventions that reinforce appropriate safety behaviours among employees at the workplace.

Understanding these cultural, perceptual and organisational perspectives on ESBs is not only a significant input for safety behavioural analysis and interventions but can also reduce the socioeconomic cost of unsafe and risk behaviours among employees at the firm, industry, national and global levels.

The empirical tests of employees’ perception of their own safety behaviours are heavily biased towards data originating from the developed country industry settings which suggest that the dynamics of ESBs in the less developed economies are likely to be unknown. This study is first to examine ESBs in a developing country beverage manufacturing industry setting.

The purpose of this paper is to identify the facilities maintenance employees’ priority on safety management practices and relationship to safety performance. The study aims to increase the safety performance among the facilities maintenance contractor by implementing safety management practices.

The data were collected by distributing questionnaire forms to the employees of selected facilities maintenance contractors representing general workers, technicians and executive- and the management-level employees. Data were analysed using descriptive statistics, t-test, one-way analysis of variance, Pearson correlation and multiple regressions.

The descriptive results revealed that the employee priority on safety management practices is fairly “low”. The correlation and regression analyses tested and satisfied that management commitment, workers involvement in safety, safety training, safety communication and feedback, safety rules and procedures, and safety promotion policies significantly and strongly correlate with the degree and level of satisfaction to the safety performance.

This research focuses only on facilities maintenance contractors working in the Klang Valley, Malaysia. It is possible that respondents from other areas or states may allow comparisons across different locations.

There are many factors affecting safety performance. By implementing safety management practices, high safety performance can be achieved in the facilities maintenance organisations in Malaysia.

This paper presents empirical findings on the relationship between employee priority on safety management practices elements and safety performance.

We sought to examine the effect of responsible leadership on employee safety in the workplace both directly and indirectly through mediation effects of safety motivation and safety culture in the oil and gas industry in Ghana.

We employed a quantitative approach (survey) to collect data from 226 pump attendants of the fuel stations in the Accra Metropolis. This study used PLS-SEM to test the research hypotheses in the study.

Our findings show that leaders’ responsible behaviours had a positive and significant impact on both their employees’ wellbeing and safety as well as their motivation to adhere to safety standards and also imbibe a sense of safety culture in the workplace. Furthermore, the inclusion of safety motivation and safety culture as mediating variables reveal that leaders’ ability to achieve a robust workplace safety through responsible leadership was partially contingent on these organisational factors.

We highlight that leaders should continuously improve their responsible leadership behaviours and also the management of oil and gas companies should encourage managers to focus on day-to-day interactions with employees on safety-related matters (e.g. effectively inspiring and motivating employees to adhere to safety standards and procedures and applying sanctions when necessary).

This study answers the recent calls for a contingency perspective on the relationship between leadership styles and organisational/employee level outcomes by providing empirical support for our conceptual model which identifies safety motivation and safety culture as important organisational factors by which responsible leaders can positively influence workplace safety.

Management commitments (MCs) have a prominent effect to create a safe work environment in the industries. Though there have been various studies on the prevalence and associated factors of OHS in Ethiopian manufacturing industries, the role of MCs in improving workplace safety, however, has not been studied so far. The purpose of this paper is, therefore, to investigate the role of MCs on improving OHS in iron, steel and metal manufacturing industries (ISMMI) in Addis Ababa.

This paper used a close-ended questionnaire to collect primary data from 89 ISMMI and fitted the data in structural equation modelling (SEM) techniques using SPSS and AMOS.

The major findings of the study showed that directly or indirectly there are good MCs in Ethiopian ISMMI. To some extent, MCs have also resulted in reducing risk and diseases causing factors, which subsequently reduced occupational risks and disease. However, the study showed that MCs are not strategically supported.

Due to the limited scope of data collection, the research results may not be equally implemented outside Addis Ababa and other sectors.

The findings of the research may help policymakers and managers to strictly control MCs and follow up implementation of OHS policies.

This paper is the first of its kind in developing the conceptual framework model and attempting to assess MCs using structural equation model towards improving OHS in ISMMI.

The main purpose of the present study is to develop appropriate construct to benchmark occupational health and safety performance in industrial setting so that deficiencies can be highlighted and possible strategies can be evolved to improve the performance.

Data envelopment analysis (DEA), being a robust mathematical tool, has been employed to evaluate the safety performance of industries. DEA, basically, takes into account the input and output components of a decision‐making unit (DMU) to calculate technical efficiency (TE). TE is treated as an indicator for safety performance of DMUs and comparison has been made among them.

A total of 30 Indian organizations under three industrial categories such as construction, refractory and steel are chosen for comparison purpose. It has been observed that safety performance of construction industries is consistently low as compared to other categories of industries. TE has been calculated using two types of models of DEA such as constant return to scale (CRS) and variable return to scale (VRS). A paired two‐sample t‐test indicates that TEs obtained using two models are significantly different. Mean efficiency of 30 samples is found as 0.898 using CRS model whereas same is calculated as 0.942 using VRS.

The limitations may be number of input and output components considered for each DMU. If different set of inputs and outputs may be considered, the results may be different. Another limitation may be the number of industrial sectors considered in the study.

The method, being a generic one, can be adopted by the managers to assess present safety performance and find a suitable peer to which, it should follow to improve own TE followed by in what respect it has to improve. Industrial safety and occupational health concerns in industries is not only important from government regulation point of view but also essential for enhancing productivity and profitability to become competitive in the marketplace. The practical limitation may be collection data quantitatively from various DMUs because many a time the DMUs are unwilling to share data.

This work proposes use of simple mathematical tool like DEA for benchmarking based on safety performance in Indian industries. In Indian context, safety performance of industrial settings has hardly been assessed. The study provides a simple but comprehensive methodology for improving safety performance. The study also outlines comparative evaluation of safety practices in different industries.