# The Impact of Job Insecurity on Miner Safety Behavior--A Study Based on SEM and fsQCA
## 5 Conclusions and Recommendations  
From the above data analysis, it can be seen that the SEM and fsQCA methods used in this article not only verified the correlation between various factors and miners' safety behavior but also identified the primary and secondary factors related to safety \begin{table}
\begin{tabular}{c c c c c c c c} \hline \hline  & \multicolumn{3}{c}{**High Miner Safety Behavior**} & \multicolumn{3}{c}{**Non-High Miner Safety Behavior**} \\ \cline{2-9}  & **S1** & **S2** & **S3** & **NS1** & **NS2** & **NS3** & **Y20** \\ \hline Job loss insecurity & & & & & & & & \\ Job insecurity & & & & & & & & \\ Interpersonal insecurity & & & & & & & & \\ Psychological resilience & & & & & & & & \\ Team safety climate & & & & & & & \\ Original coverage & 0.562 & 0.527 & 0.514 & 0.590 & 0.552 & 0.535 & 0.525 \\ Real coverage & 0.092 & 0.056 & 0.044 & 0.051 & 0.005 & 0.047 & 0.045 \\ Consistency & 0.902 & 0.890 & 0.917 & 0.912 & 0.928 & 0.926 & 0.919 \\ Overall solution coverage & 0.662 & & & & 0.695 & & \\ Consistency of the overall solution & 0.881 & & & & & & \\ \hline \hline \end{tabular} Note. \(\bullet\) indicates the presence of core conditions, \(\blacksquare\) indicates the presence of marginal conditions, \(\bigcirc\) indicates the absence of core conditions, \(\bigcirc\) indicates the absence of core conditions, \(\bigcirc\) indicates the absence of marginal conditions. High miner safety behavior (case threshold = 5; original consistency threshold (raw) = 0.80, inconsistency threshold (PRI) = 0.60); non-high miner safety behavior (case threshold = 5; original consistency threshold (raw) = 0.80, inconsistency threshold (PRI) = 0.65).  
\end{table} 
Table 9: Configuration adequacy inspection. behavior. Compared with other methods, it can more accurately analyze the factors related to miners' safety behavior. So this article discusses the actual situation of enterprise security management and puts forward the following suggestions:  
1. The job insecurity of miners and its various dimensions (job loss insecurity, job performance insecurity, interpersonal insecurity) are significantly negatively correlated with security behavior. In other words, the more intense the sense of job insecurity among miners is, the greater the likelihood that they will engage in unsafe behaviors. Compared with research on other miners' job insecurities, the loss of insecurity and interpersonal insecurity of miners is more prominent, reflecting that after entering a new stage of intelligent coal mining, miners' job insecurity has not decreased. On the contrary, it has been exacerbated by psychological insecurity caused by changes in personnel and functions. Therefore, coal mining enterprises should strengthen the establishment of effective feedback mechanisms so that team members can receive feedback timely, provide more detailed and systematic training on miner functions, improve work transparency, and enhance communication effectiveness so that miners can trust the company from multiple aspects, and improve the resistance of miners' sense of insecurity, thereby reducing the risk of bad behaviors for miners. 2. Psychological resilience plays a mediating role between job insecurity and safety behavior among miners. Among the current frontline miners, those with high levels of psychological resilience are more likely to regulate and recover from negative emotions or unexpected situations through self-control, which manifests as calmness while facing adversity and ultimately reduces the occurrence of coal mining accidents. The results indicate that in coal mine safety, management should pay attention to the cultivation of miners' psychological resilience, strengthen communication with miners, improve miners' psychological resilience level by providing training and psychological counseling, and thereby alleviate the adverse effects of job insecurity on miner safety behavior. 3. The regulatory role of team safety climate.