{"title":"Workplace safety behaviors in the context of selected employee and organizational factors: a latent profile analysis.","authors":"Łukasz Kapica, Andrzej Najmiec, Witold Sygocki","doi":"10.13075/mp.5893.01652","DOIUrl":null,"url":null,"abstract":"<p><strong>Background: </strong>This study aimed to identify distinct employee and organizational profiles influencing workplace safety behaviors (compliance and participation) using latent profile analysis (LPA), focusing on psychological need satisfaction, work performance, and organizational safety culture.</p><p><strong>Material and methods: </strong>A cross-sectional survey of 1293 Polish employees across diverse sectors (industry, transportation, construction, agriculture) assessed individual factors (personal safety culture, basic psychological needs, task/contextual performance, counterproductive behaviors) and organizational factors (safety values, leadership commitment, training quality, psychosocial climate). Validated scales, including the <i>Basic Psychological Need Satisfaction and Frustration Scale at Work</i>, <i>Individual Work Performance Questionnaire</i>, individual safety culture questionnaire (<i>Kultura bezpieczeństwa jednostki</i>), and organizational safety culture questionnaire (<i>Kultura bezpieczeństwa zakładu</i>), were administered via computer-assisted web interview. Separate LPAs identified employee and organizational profiles; non-parametric tests compared safety outcomes across profiles.</p><p><strong>Results: </strong>Five latent profiles emerged for both employees and organizations. Employees with high basic need satisfaction, strong personal safety values, and high performance exhibited the highest safety compliance and participation. Conversely, those with unmet needs despite strong safety values showed the lowest level of safety behaviors. Organizations with holistic safety cultures (leadership commitment, tailored training, psychosocial support) achieved superior safety outcomes, while those neglecting systemic safety investments performed the poorest.</p><p><strong>Conclusions: </strong>Workplace safety behaviors are shaped by interactions between various individual and organizational variables. The study highlighted the importance of both organizational factors, such as safety climate, and individual factors, including need satisfaction, performance, and counterproductive behaviors. Med Pr Work Health Saf. 2025;76(6):435-447.</p>","PeriodicalId":101460,"journal":{"name":"Medycyna pracy","volume":" ","pages":"435-447"},"PeriodicalIF":0.9000,"publicationDate":"2025-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Medycyna pracy","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.13075/mp.5893.01652","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"2025/11/12 0:00:00","PubModel":"Epub","JCR":"","JCRName":"","Score":null,"Total":0}
引用次数: 0
Abstract
Background: This study aimed to identify distinct employee and organizational profiles influencing workplace safety behaviors (compliance and participation) using latent profile analysis (LPA), focusing on psychological need satisfaction, work performance, and organizational safety culture.
Material and methods: A cross-sectional survey of 1293 Polish employees across diverse sectors (industry, transportation, construction, agriculture) assessed individual factors (personal safety culture, basic psychological needs, task/contextual performance, counterproductive behaviors) and organizational factors (safety values, leadership commitment, training quality, psychosocial climate). Validated scales, including the Basic Psychological Need Satisfaction and Frustration Scale at Work, Individual Work Performance Questionnaire, individual safety culture questionnaire (Kultura bezpieczeństwa jednostki), and organizational safety culture questionnaire (Kultura bezpieczeństwa zakładu), were administered via computer-assisted web interview. Separate LPAs identified employee and organizational profiles; non-parametric tests compared safety outcomes across profiles.
Results: Five latent profiles emerged for both employees and organizations. Employees with high basic need satisfaction, strong personal safety values, and high performance exhibited the highest safety compliance and participation. Conversely, those with unmet needs despite strong safety values showed the lowest level of safety behaviors. Organizations with holistic safety cultures (leadership commitment, tailored training, psychosocial support) achieved superior safety outcomes, while those neglecting systemic safety investments performed the poorest.
Conclusions: Workplace safety behaviors are shaped by interactions between various individual and organizational variables. The study highlighted the importance of both organizational factors, such as safety climate, and individual factors, including need satisfaction, performance, and counterproductive behaviors. Med Pr Work Health Saf. 2025;76(6):435-447.
背景：本研究旨在利用潜在特征分析（LPA）找出影响工作场所安全行为（合规和参与）的不同员工和组织特征，重点关注心理需求满足、工作绩效和组织安全文化。材料和方法：对来自不同部门（工业、交通、建筑、农业）的1293名波兰员工进行了横断面调查，评估了个人因素（个人安全文化、基本心理需求、任务/情境表现、反生产行为）和组织因素（安全价值观、领导承诺、培训质量、社会心理气候）。本研究采用计算机辅助网络访谈的方法，对工作中基本心理需求满意度和挫败感量表、个人工作绩效问卷、个人安全文化问卷（Kultura bezpieczeństwa jednoski）和组织安全文化问卷（Kultura bezpieczeństwa zakładu）进行了验证。独立的lpa确定了员工和组织概况；非参数测试比较了不同剖面的安全结果。结果：在员工和组织中都出现了五种潜在的特征。基本需求满意度高、个人安全价值观强、工作绩效高的员工安全依从性和参与程度最高。相反，那些安全观较强但需求未得到满足的人，其安全行为水平最低。拥有整体安全文化（领导承诺、量身定制的培训、社会心理支持）的组织取得了卓越的安全成果，而那些忽视系统性安全投资的组织表现最差。结论：工作场所安全行为是由各种个体和组织变量之间的相互作用形成的。该研究强调了组织因素（如安全气候）和个人因素（包括需求满足、绩效和反生产行为）的重要性。医学Pr工作卫生安全，2025;76(6)。
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