title: Influence of employee well-being on workplace injuries: A study of safety climate as a potential mediator

authors: Sim, Mabelene

subjects: Employee Well-Being

abstract: Being at work constitutes a considerable part of our lives and research on employee well-being and safety-related outcomes at the workplace can help to improve people’s work lives. This study examined the work-related employee well-being and individual workplace injuries relationship and how safety climate potentially mediates the association. The current research sets out to (1) examine the connection of employee well-being with workplace injuries, and the influence of safety climate on this relationship, and (2) assesses the level of employee well-being, safety climate and its association with injuries in a global city country in South East Asia, Singapore.
This study adopted a cross-sectional design utilising self-reported data from 147 participants aged 21 to 69 with work experience ranging from 6 months to 37 years across various industries within the manufacturing sector. Results of the current study illustrate that when employee well-being increases, safety climate also increases. In addition, when employee well-being and safety climate improves, individual workplace injury reduces. Among employee well-being and safety climate dimensions, having meaning and positive emotions at work and management’s attitude, behaviour and actions profoundly influence injuries in the workplace. Long working hours negatively affect safety climate and workplace injuries. Age and experience have a small to medium effect on injuries at the workplace, with employees aged between 45-49 years old and those with work experience between 16-25 years reporting more injuries. Management staff reported better employee well-being and lower injuries, while shift workers indicated weaker safety climate. Respondents also indicated that approximately 50% of workplace injuries were unreported, but when employees display appropriate behaviour in reporting workplace injuries, they experience higher employee well-being and safety climate. Mediation analysis indicated that safety climate did act as a mediator between employee well-being and workplace injuries. The mediation model including four control variables age, tenure, hierarchy and work hours, accounted for approximately 20% of the variance in individual injuries at the workplace.
Practically, utilising established employee well-being and safety climate construct, together with commonly available demographic variables, organisations can combat workplace injuries. Theoretically, this these findings from Singapore contribute to the literature of employee well-being from a positive psychology perspective and extend the safety climate literature in an Asian context. Moreover, this study suggests cross-cultural applicability for the relevant measures, having utilised a Hungarian employee well-being measure and a Norwegian safety climate instrument for an Asian sample. Overall, to tackle safety-related outcomes, employers must first take care of employee’s well-being at work and management-related factors towards safety perception.

text: Influence of employee well-being on workplace injuries: A study of safety climate as a potential mediator Being at work constitutes a considerable part of our lives and research on employee well-being and safety-related outcomes at the workplace can help to improve people’s work lives. This study examined the work-related employee well-being and individual workplace injuries relationship and how safety climate potentially mediates the association. The current research sets out to (1) examine the connection of employee well-being with workplace injuries, and the influence of safety climate on this relationship, and (2) assesses the level of employee well-being, safety climate and its association with injuries in a global city country in South East Asia, Singapore.
This study adopted a cross-sectional design utilising self-reported data from 147 participants aged 21 to 69 with work experience ranging from 6 months to 37 years across various industries within the manufacturing sector. Results of the current study illustrate that when employee well-being increases, safety climate also increases. In addition, when employee well-being and safety climate improves, individual workplace injury reduces. Among employee well-being and safety climate dimensions, having meaning and positive emotions at work and management’s attitude, behaviour and actions profoundly influence injuries in the workplace. Long working hours negatively affect safety climate and workplace injuries. Age and experience have a small to medium effect on injuries at the workplace, with employees aged between 45-49 years old and those with work experience between 16-25 years reporting more injuries. Management staff reported better employee well-being and lower injuries, while shift workers indicated weaker safety climate. Respondents also indicated that approximately 50% of workplace injuries were unreported, but when employees display appropriate behaviour in reporting workplace injuries, they experience higher employee well-being and safety climate. Mediation analysis indicated that safety climate did act as a mediator between employee well-being and workplace injuries. The mediation model including four control variables age, tenure, hierarchy and work hours, accounted for approximately 20% of the variance in individual injuries at the workplace.
Practically, utilising established employee well-being and safety climate construct, together with commonly available demographic variables, organisations can combat workplace injuries. Theoretically, this these findings from Singapore contribute to the literature of employee well-being from a positive psychology perspective and extend the safety climate literature in an Asian context. Moreover, this study suggests cross-cultural applicability for the relevant measures, having utilised a Hungarian employee well-being measure and a Norwegian safety climate instrument for an Asian sample. Overall, to tackle safety-related outcomes, employers must first take care of employee’s well-being at work and management-related factors towards safety perception.

year: 2019

title: Ethics research: An accounting educator's perspective

authors: Van Peursem, Karen A.

subjects: accounting education

abstract: This review of ethics education in accounting shows the contributions of, and gaps in, existing work. The investigation can contribute directly to an ethics educational program, while shedding light on topics that could be usefully extended. The paper is structured uniquely for educational interests by forming primary categories around the needs of the educational manager and the classroom educator; subcategories are drawn from the literature itself. The analysis anchors on McDonald and Donleavy's (1995) review and looks to studies published in the decade between 1995 and early 2005.

text: Ethics research: An accounting educator's perspective This review of ethics education in accounting shows the contributions of, and gaps in, existing work. The investigation can contribute directly to an ethics educational program, while shedding light on topics that could be usefully extended. The paper is structured uniquely for educational interests by forming primary categories around the needs of the educational manager and the classroom educator; subcategories are drawn from the literature itself. The analysis anchors on McDonald and Donleavy's (1995) review and looks to studies published in the decade between 1995 and early 2005.

year: 2006

title: What do we know about the intersection of being blind and being Māori in Aotearoa New Zealand? Taking an applied community psychology approach to a systematic review of the published literature

authors: Graham, Rebekah Sarah

subjects: Disability

abstract: Self-determination and dignity are guaranteed rights for disabled persons under the United Nations Convention on the Rights of Persons with Disabilities. However, such rights have been slow to eventuate for Maori (Indigenous people of Aotearoa New Zealand). This paper brings together systematic fashion publications that currently exist regarding blindness and Maori, centring throughout Maori understandings of disability and blindness. We employed a structured approach alongside PRISMA protocols and reflexive dialogue. Included publications were quantitative data reviews, surveys, qualitative studies, literature reviews, and works of fiction. For our analysis, we formulated a matrix that drew from Kaupapa Maori, applied community psychology, and disability rights literature. This meant we made explicit where research practices included—and excluded—self-determination, democratic participation, and inclusion of both disabled and Maori. Our review highlights inconsistency across disciplines regarding self-determination and democratic participation by both Maori and disabled key stakeholders. Our approach can be utilised across disciplines as a tool for considering the ways in which researchers uphold Indigenous self-determination, disability rights, and data sovereignty. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.

text: What do we know about the intersection of being blind and being Māori in Aotearoa New Zealand? Taking an applied community psychology approach to a systematic review of the published literature Self-determination and dignity are guaranteed rights for disabled persons under the United Nations Convention on the Rights of Persons with Disabilities. However, such rights have been slow to eventuate for Maori (Indigenous people of Aotearoa New Zealand). This paper brings together systematic fashion publications that currently exist regarding blindness and Maori, centring throughout Maori understandings of disability and blindness. We employed a structured approach alongside PRISMA protocols and reflexive dialogue. Included publications were quantitative data reviews, surveys, qualitative studies, literature reviews, and works of fiction. For our analysis, we formulated a matrix that drew from Kaupapa Maori, applied community psychology, and disability rights literature. This meant we made explicit where research practices included—and excluded—self-determination, democratic participation, and inclusion of both disabled and Maori. Our review highlights inconsistency across disciplines regarding self-determination and democratic participation by both Maori and disabled key stakeholders. Our approach can be utilised across disciplines as a tool for considering the ways in which researchers uphold Indigenous self-determination, disability rights, and data sovereignty. Please refer to the Supplementary Material section to find this article's Community and Social Impact Statement.

year: 2023