El estudio del comportamiento humano de seguridad en organizaciones de alta fiabilidad: el caso de la industria nuclear / Human safety performance in high reliability organizations: the case of the nuclear industry

En las últimas décadas, el estudio de la seguridad en organizaciones de alta fiabilidad no ha prestado la suficiente atención al papel de las personas y su contribución a una operación fiable. Debido a ello, la literatura sobre comportamiento humano de seguridad es escasa e inconexa. El presente trabajo integra el conocimiento existente sobre las personas y su comportamiento de seguridad en industrias de alta fiabilidad, más específicamente en la industria nuclear. Para tal fin, se proporciona una revisión de la literatura donde se acota y clarifica el concepto de "desempeño de seguridad", y al mismo tiempo se presentan las últimas investigaciones y modelos sobre el mismo

Over the last few decades, the study of safety in high reliability organizations has not paid enough attention to the human role and its contribution to a reliable operation. Therefore, the literature about human safety performance is scarce and disjointed. The present paper integrates the existing knowledge on workers' safety performance in high risk industries, specifically in the nuclear industry. In order to do this, we provide a literature review in which the concept of "safety performance" is clarified, and at the same time, we present the most recent research studies and models on this concept

Validation of the group nuclear safety climate questionnaire.

INTRODUCTION: Group safety climate is a leading indicator of safety performance in high reliability organizations. Zohar and Luria (2005) developed a Group Safety Climate scale (ZGSC) and found it to have a single factor. METHOD: The ZGSC scale was used as a basis in this study with the researchers rewording almost half of the items on this scale, changing the referents from the leader to the group, and trying to validate a two-factor scale. The sample was composed of 566 employees in 50 groups from a Spanish nuclear power plant. Item analysis, reliability, correlations, aggregation indexes and CFA were performed. RESULTS: Results revealed that the construct was shared by each unit, and our reworded Group Safety Climate (GSC) scale showed a one-factor structure and correlated to organizational safety climate, formalized procedures, safety behavior, and time pressure. IMPACT ON INDUSTRY: This validation of the one-factor structure of the Zohar and Luria (2005) scale could strengthen and spread this scale and measure group safety climate more effectively.

Efectos moduladores de la autoeficacia en el estrés laboral / No disponible

Este trabajo analiza el rol modulador de las creencias de eficacia en el proceso de estrés laboral. En concreto se pretende estudiar la complementariedad entre dos medidas de autoeficacia: una generalizada y otra específica para el ámbito laboral. La hipótesis de partida es que la autoeficacia específica modulará más relaciones del estrés laboral y sus consecuencias que la autoeficacia generalizada. A partir de los datos obtenidos de 140 trabajadores que utilizan nuevas tecnologías en sus puestos, se constata que, en general, la autoeficacia modula las relaciones entre los estresores y sus consecuencias, en el sentido de que bajos niveles de autoeficacia están asociados a mayores niveles de estrés experimentado. Los resultados de los análisis de regresión múltiple jerárquica señalan que, aunque encontramos más efectos de interacción en el caso de la autoeficacia profesional, ambos tipos de autoeficacia son complementarias en cuanto a su rol modulador en los procesos de estrés, dependiendo su modulación del tipo de estresor y de la consecuencia de estrés específica considerada. En concreto encontramos que los trabajadores bajos en autoeficacia generalizada manifiestan mayor agotamiento emocional cuando la autonomía laboral es mayor; mientras que (..) (AU)

This paper analyses the self-efficacy as a moderator in the occupational stress process. Specifically it is analyzing the complementarily between two self-efficacy measures: the generalised and the specific at work. The initial hypothesis is that specific self-efficacy will moderate more stress-strain relationship than the generalised self-efficacy. Based on data collected from 140 workers, who use new technology in their jobs, we have found that the self-efficacy moderales the relationship stress-strain in general. in the sense that low levels of self-efficacy are related to high levels of occupational stress. The results of hierarchical multiple regression analyses show that both general and professional self-efficacy are complementary as a moderators in the stress processes, depending on the specific strain studied. However, it is found (..) (AU)

Consecuencias de la inseguridad laboral. El papel modulador del apoyo organizacional desde una perspectiva multinivel / Consequences of job insecurity. The moderator role of organizational support from a multilevel perspective

Para muchos trabajadores la inseguridad laboral es uno de sus principales estresores. Por ello, es importante identificar aquellos factores que puedan mitigar sus efectos negativos. En este sentido, el presente trabajo analiza el papel modulador del apoyo organizacional, entendido como un factor contextual, en la relación entre la inseguridad laboral y sus consecuencias. La muestra utilizada se compuso por 859 trabajadores de 42 organizaciones españolas. Los resultados mostraron cómo el apoyo organizacional modulaba la relación de inseguridad laboral y las reacciones de los empleados (por ejemplo: satisfacción laboral, salud psicológica e intención de abandono de la organización). Estos resultados evidencian la necesidad de considerar los factores contextuales, como es el apoyo organizacional, en el estudio e intervención de la inseguridad laboral (AU)

Job insecurity is one of the main stressors for many employees. Hence, it is important to identify factors that can ameliorate its detrimental effects. In this respect, the present study examines the moderator role of organizational support, understood as a contextual factor in the relationship between job insecurity and its consequences. The sample comprised 859 employees from 42 Spanish organizations. Results showed that organizational support modulated the relationship between job insecurity and employees’ reactions (i.e., job satisfaction, psychological health and intention to leave the organization). These results reveal the need to consider contextual factors such as organizational support in the study and intervention of job insecurity (AU)

[Consequences of job insecurity. The moderator role of organizational support from a multilevel perspective]. / Consecuencias de la inseguridad laboral. El papel modulador del apoyo organizacional desde una perspectiva multinivel.

Job insecurity is one of the main stressors for many employees. Hence, it is important to identify factors that can ameliorate its detrimental effects. In this respect, the present study examines the moderator role of organizational support, understood as a contextual factor in the relationship between job insecurity and its consequences. The sample comprised 859 employees from 42 Spanish organizations. Results showed that organizational support modulated the relationship between job insecurity and employees' reactions (i.e., job satisfaction, psychological health and intention to leave the organization). These results reveal the need to consider contextual factors such as organizational support in the study and intervention of job insecurity.