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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.

This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China.

This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias.

Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased.

This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

The growing literature does not highlight the impact of high-performance work systems (HPWSs) on employee psychological well-being. This study aimed to test this influence by exploring the mediation of psychosocial safety and the moderation of supervisor support to overcome knowledge gaps in optimizing productivity in an increasingly dynamic workplace.

This study involved 395 service employees in Indonesia. Data were analyzed using the PROCESS macro approach.

The research findings indicate that while HPWS are perceived as organizational investments by employees, they do not directly impact employees’ psychological well-being in the service sector in Indonesia. Despite previous literature suggesting a positive relationship, this study emphasizes the importance of considering factors such as psychosocial safety and supervisor support in influencing employee perceptions.

This study extends the existing literature on the mechanisms of HPWS in promoting psychological well-being in the workplace. Furthermore, Psychological safety has also been identified as a strategic approach to reduce workplace bullying.

Organizations should prioritize creating a work environment that considers psychosocial safety and provides adequate supervisor support to enhance employees’ psychological well-being. Understanding the unique needs and perceptions of employees, including factors such as age and gender, is crucial in designing effective HPWS that foster a positive workplace culture and mitigate potential negative impacts.

The authors seek to explore the not yet fully understood relationship between HPWS, psychosocial safety, and supervisor support in promoting employee psychological well-being. This research also provides a broader view of how to prevent employees from feeling pressured and stressed in the workplace.

This study aims to examine the mediation effect of safety climate (SC) on the relationship between ethical leadership and employee health and safety in the oil and gas downstream sector in Ghana.

This study used a quantitative approach (survey) to collect data from 215 pump attendants at the fuel stations in the Accra Metropolis. The authors used PLS structural equation modelling (PLS-SEM) to test the research hypotheses in this study.

The results show that leaders’ adherence to ethical practices had a significant and positive effect on both their employees’ health and safety and SC in the workplace. Furthermore, the ability of leaders to use ethical practices to achieve a healthy and safe work environment was also contingent on the presence of a safe work climate.

This study highlights the need for leaders to pay specific attention to adhering to ethical rules and regulations and also promoting a safe climate in the workplace to guarantee the health and safety of employees.

This study presents a novel contribution to the literature by empirically demonstrating the contingency importance of SC in the quest of leaders leveraging ethical practices to promote the health and safety of employees in the workplace, which has not been discussed by previous studies.

Construction workers’ safety behavior has been proven to be crucial in preventing occupational injuries and improving workplace safety, and organizational safety support provides essential resources to promote such behavior. However, the specific mechanisms of how organizational safety support affects safety behavior have not been thoroughly explored. Therefore, this study explored the relationship between workers’ perceived organizational safety support (perceived supervisor/coworker safety support) and safety behavior (safety task/contextual behavior), while considering the mediating effects of safety motivation, emotional exhaustion, and the moderating effect of psychosocial safety climate.

Based on the quantitative research method, the hypothesis was tested. The data were collected from 500 construction workers using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the path coefficient of fitted model was then analyzed including the associated mediating and moderating effects.

The study found that (1) safety support from both supervisors and coworkers directly forecasted both types of safety behavior, (2) safety motivation was primarily predicted by perceived supervisor safety support, and perceived coworker safety support better predicted emotional exhaustion. Safety motivation mediated the relationship between perceived supervisor safety support and safety contextual behavior, and emotional exhaustion mediated the relationship between both types of safety support and both types of safety behavior, (3) psychosocial safety climate moderated the pathway relationships mediated by safety motivation and emotional exhaustion, respectively.

The samples of this study were mostly immersed in eastern culture and the construction industry, and the cultural and industry diversity of the samples deserves further consideration to enhance the universality of the results. The cross-sectional approach may have some impact on the accuracy of the results. In addition, other potential mediating variables deserve to be explored in future studies.

This study provides a new basis for extending current theoretical frameworks of organizational safety support and safety behavior by using a moderated mediation model. Some practical insights on construction safety management have also been proposed based on the research findings. It is recommended that practitioners should further raise awareness of the critical role of supervisor-worker and worker-coworker relationships, as high levels of safety support from the supervisor/worker respectively effectively encourage safety motivation, alleviate emotional exhaustion, and thus improve workers’ safety performance. Meanwhile, the psychosocial health conditions of workers should also receive further attention.

The study aims to investigate the impact of anxiety and depression (dimensions of mental health) on mineworkers' safety behaviors (safety compliance and safety participation) while examining the moderating role of safety climate on these relationships.

A quantitative research approach with an explanatory cross-sectional survey research design was adopted. A total of 274 purposively selected mineworkers participated in the study. Responses were obtained from participants through a structured questionnaire which was analyzed using the partial least square structural equation modeling.

Anxiety had a significant negative effect on safety compliance but not participation. However, depression was found to have a significant negative effect on both mineworkers' safety compliance and participation behaviors. The findings of the study also show that safety climate moderates the relationships between the dimensions of mental health and mineworkers' safety behavior except for the relationship between anxiety and mineworkers' safety participation behavior.

The study offers an account of the negative effect of mental health on mineworkers' safety behavior whiles highlighting that safety climate is an important construct to mitigate the negative effects of mental illness on the safety behaviors of mineworkers.

This study aims to develop workplace well-being indexes for construction sites of different project types (infrastructure, high-rise and low-rise). Accordingly, the study objectives are to identify the critical factors that affect workplace well-being at construction sites, compare the critical factors between different project types, categorize the critical factors into subgroups and compute indexes for the critical factors and subgroups.

Data from a systematic literature review and semi-structured interviews with construction industry professionals were used to extract 19 potential factors that affect workplace well-being. Then, a structured questionnaire survey was distributed, and 169 valid responses were collected. Finally, the data were analyzed using normalized mean analysis, agreement analysis, factor analysis and fuzzy synthetic evaluation.

The study findings revealed that there are 11, 11, 8 and 12 critical factors across overall infrastructure, high-rise and low-rise construction projects. Out of those, six critical factors are overlapping across project types, including “general safety and health monitoring,” “salary package,” “timeline of salary payment,” “working hours,” “communication between workers” and “planning of the project.” Accordingly, the critical factors can be categorized into two subgroups within each project type. Finally, the development of indexes shows that infrastructure construction projects have the greatest index compared to other project types.

This study contributes to filling the current knowledge gap by developing workplace well-being indexes at construction sites across different project types. The indexes would assist decision-makers in understanding the current state of workplace well-being. This increases the commitment and recognition of well-being across different construction project types.

This study aims to explore the “psychological contract of safety” (PCS), a key factor in the safety climate (SC), which relies on the behavioral safety actions of workers at construction sites. While numerous factors have been identified in various sectors across different countries, there is a consensus among researchers that there is a dearth of common assessment factors specifically for the Indian construction industry (ICI). Therefore, this study undertakes a systematic review of existing literature to identify the factors that determine PCS in construction and to ascertain the relative importance index (RII) of these variables and their interrelationships using structural equation modelling (SEM).

A structured survey was conducted among 420 professionals in the ICI to collect data. This data was then analyzed using descriptive and inferential statistical methods to derive results.

The findings of the study indicate that PCS factors have a significant impact on the construction industry (CI). The inferential analysis ranks “Safety System” as the top factor with the highest RII value. The chi-square results highlight two key SC factors that enhance and regulate an organization’s safety performance. The SEM results reveal that SC factors contribute to the improvement of PCS and influence worker safety behavior.

The outcomes of this study will be beneficial for stakeholders aiming to improve safety at construction sites and enhance safety performance by fulfilling the mutual safety obligations of employers and employees and by improving safety norms, procedures and policy-making. This paper also provides a theoretical framework for scholars to reassess the results in various contexts.

This paper proposes an analysis of occupational accidents in Italy at the regional level. For this purpose, our panel is composed of 20 regions over the 2010–2019 time span.

We apply different econometric estimation techniques (pooled OLS model, panel fixed and random effects models and semiparametric fixed model) using INAIL and ISTAT data. Our models investigate workplace accidents at the regional level by accounting for socioeconomic, labour market and productive system variables and controlling for possible underreporting bias.

Overall results reveal the existence of a relevant under-notification phenomenon of accidents at work with respect to moderate accidents, that is higher especially for the southern regions of Italy. However, when considering as outcome variable an alternative set of more severe workplace accidents our model specification remains highly jointly statistically significant. Among our main findings, the analysis shows that worker skills (blue collar) strongly affect the regional pattern of workplace accidents, i.e. an increase of 1% of low paid employees generates about an increase of 1.8 severe workplace accidents per thousand workers. Moreover, we provide evidence that the size of the firm is inversely related to the occupational accident rates. Finally, our results highlight a nonlinear relationship between GDP and occupational accidents for the Italian regional context, confirmed by the high statistical significance of the quadratic term in all the estimated linear models and by the semi-parametric analysis.

A first element of originality of our study consists of investigating the macro determinants of occupation accidents at a regional Italian level. Second, the empirical literature (Boone and Van Ours, 2006) highlights the possible bias of underreporting behaviours on nonfatal accidents in contrast to fatal accidents that are always reported. From this perspective, we have identified a few analyses (namely, Boone et al., 2011) considering different accident sets characterised by different severity degrees. Thus, this paper contributes to the literature considering five alternative subsets of accidents stratified by degree of severity (i.e. moderate, severe, moderate plus severe, severe plus fatal and total accident rates) to test for possible underreporting bias affecting our econometric model.

Provisions for the minimisation of human error are essential through governance structures such as recruitment, human resource allocation and education/training. As predictors of safety attitudes/behaviours, employees’ personality traits (e.g. conscientiousness, sensation-seeking, agreeableness, etc.) have been examined in relation to human error and safety education.

This review aimed to explore research activity on the safety attitudes of healthcare staff and their relationship with the different types of personalities, compared to other complex and highly regulated industries. A scoping review was conducted on five electronic databases on all industrial/work areas from 2001 to July 2023. A total of 60 studies were included in this review.

Studies were categorised as driving/traffic and industrial to draw useful comparisons between healthcare. Certain employees’ personality traits were matched to positive and negative relationships with safety attitudes/behaviours. Results are proposed to be used as a baseline when conducting further relevant research in healthcare.

Only two studies were identified in the healthcare sector.

The necessity for additional research in healthcare and for comparisons to other complex and highly regulated industries has been established. Safety will be enhanced through healthcare governance through personality-based recruitment, human resource allocation and education/training.