טכניון מכון טכנולוגי לישראל
הטכניון מכון טכנולוגי לישראל - בית הספר ללימודי מוסמכים  
Ph.D Thesis
Ph.D StudentLuria Gil
SubjectA Multi-Level Safety Climate Measurement and the Moderating
Variables between Levels
DepartmentDepartment of Industrial Engineering and Management
Supervisor Professor Emeritus Dov Zohar


Abstract

The present dissertation explores multi-level effects in organizational climate, using safety climate as an example.

The first study tests a multilevel model of safety climate that includes two levels of analysis. Results indicate that there is alignment between organization-level and group-level climates, and that group-climate level fully mediates the effect of organization climate on safety behavior. The data additionally indicate that there can be substantial group-level variation within a single organization, which can be attributed to supervisory discretion in implementing formal procedures.

The second study test the principles of the multi-level model described above in three cross-level intervention studies. In this study supervisory monitoring and rewarding practices were modified in order to influence subordinates’ safety performance. During the intervention, management members encouraged supervisors to increase their safety interactions with workers. This behavior was decreased workers’ safety violations and increased safety climate scores.

The third study aims to improve our understanding of the conditions under which cross-level interventions are likely to be effective. Specifically, the paper evaluates the role of visibility, i.e. the supervisors’ ability to reliably observe workers’ behavior, and its influence on commitment to safety. Clarifying the relationship between worker visibility and commitment to safety is important because various theoretical explanations have lead to somewhat contradictory conclusions about these relationships. This particular study highlights and compares these contradictions.  The present intervention examined safety-related behavior in six factories. Results support a positive reinforcement cycle: high visibility facilitates workers’ reaction to the supervisory effort, which is conducive to increased supervisor commitment over time.