The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company The influance of corporate culture to safety management at binh son refining and petrochemical joint stock company
INTRODUCTION
Research Background
Labor safety is one of the most important goals in the stage of production Labor insecurity not only causes the damages to people and assets but also affects the quality, progress and cost of the company
Unlike most of the other operations in a company, the safety effort is part of nearly every program, activity and department in the organization Its success is directly influenced by the corporate culture of the organization Therefore, it only makes sense to use an integrated systems approach that includes organizational factors, such as direct expressions of the corporate culture, to improve safety program effectiveness (JA Erickson, 2000).
Assessing corporate culture as a means of increasing safety performance is gaining in acceptance and popularity This was underscored by the Baker Commission Report, which presented an exhaustive analysis of the causal factors in the BP Texas City, TX, refinery explosion Research indicates that the key ingredient to high safety performance is the company’s culture or management philosophy (BP U.S Refineries Independent Safety Review Panel, 2007).
Besides the study of the reasons of the technical factors influencing directly to labor safety, it is necessary to study the influence of other factors in the fields of management, working environment such as human resources management, fields, company culture, etc (Huyen TL Nguyen, 2014)
Nowadays, in Vietnam, there are not many studies on the factors of the company's culture affecting how to manage labor safety Therefore, the study of the influence of the company culture to the management of labor safety will help businesses and managers propose solutions for the construction, development of the company culture, safety culture which are suitable with the reality to enhance more the effective of managing labor safety, contribute to promote the development of enterprises in particular and Vietnam economy in general.
Binh Son Refining and Petrochemical Company is a company producing and trading in the fields of oil and gas, the issue of labor safety is one of the very important issue toward the company Over the years, the management of labor safety is relatively good However, to get the policies to maintain and prevent the risks of labor safety during operation and production effectively and permanently, the managing department of labor safety should identify the factors affecting the management of labor safety at the company.
As a staff of Binh Son Refining and Petrochemical Company, I always give the question: Is there a relationship between the company culture and the management of labor safety in the Binh Son Refining and Petrochemical Company? To answer this question, I choose the topic " The influence of Corporate culture to Safety management at Binh Son Refining and Petrochemical Company" to carry out research in order to contribute a part of my ideas on the overall development of the company
Research Objectives
This study has been conducted to the following main objectives:
Analyze and explore the main factors of the corporate culture that affect the safety management performance at Binh Son Refining and Petrochemical Company.
Proposing policy suggestions to improve labor safety management efficiency atBinh Son Refining and Petrochemical Company
Research Questions
To realize these objectives, four research questions have been developed:
What are the factors of Corporate Culture affecting the Safety Management Performance at Binh Son Refining and Petrochemical Company?
How do the factors of Corporate Culture affect the Safety Management Performance at Binh Son Refining and Petrochemical Company?
Is there a difference in the level of assessment of Safety ManagementPerformance at Binh Son Refining and Petrochemical Company according to the personal characteristics of employees?
LITERATURE REVIEW
Corporate culture
The concept “Corporate culture” began to emerge in the 1930s as part of the study of human relationships (Robyn R.M et al, 2004) By the 1980s and especially in the 1990s, this concept was widespread So far, there are a lot of different concepts and they also have some adjustments and adaptations to suit each type of organization and depending on the research environment of each author.
Corporate culture is a form of fundamental hypothesis, invented, explored and developed by a group of people as they learn how to deal with issues related to adaptation to the outside and integration with the inside; is considered effective and therefore communicated to new members (Schein E H, 1990).
Corporate culture is conceived as a belief and shared values in organizations, help determine the pattern of employee behavior (Kotter and Heskett, 1992).
When it comes to corporate culture, people often talk about a set of values and beliefs that are understood and shared by the members of the organization These values and beliefs are specific to each organization and to distinguish one organization from another The culture of an organization helps to identify and shape the attitudes and behaviors of its members (Ricardo and Jolly, 1997).
Corporate culture can be called a set of values, beliefs and behaviors that form the core identity of a business, helping businesses in determining the behavior of employees (Ooi KB and Veeri A, 2006).
Corporate culture is a system of shared meaning, helps members understand how to behave It can be considered as a model that includes beliefs, rituals, practices, and imaginations that develop over a period of time The aspects of corporate culture affect the overall behavior of individuals in the organization (Syed Z et al, 2011).
Thus, the concept "Corporate culture" is understood and defined in different ways for different authors; however, we can provide a common definition acceptable to many The corporate culture as “the system of values and beliefs that are understood and shared by members of an organization, corporate culture helps shape and define the behavior of members as well as the company's policies and strategies” (Recaro and Jolly, 1997) This is also the definition of corporate culture used by the author in this study.
2.1.2 The role of corporate culture
Researchers believe that there is a strong connection between organizational culture and corporate performance (Xiaoming C, 2012) At the same time, scholars consider culture to be an important factor in the success of an organization.
Corporate culture is a "glue" that binds individuals in the organization together Culture represents the existence of the surrounding, or the consciousness that prevails in the individual's head, so corporate culture influences the thinking, feeling and behavior of each member of the organization (Cameron & Ettington, 1988).
Corporate culture contribute an important role in the organization, regulating the behavior of each member of the organization, even the behavior of the whole organization (Katarzyna S, 2014).
Thus, it can be seen that corporate culture influences business performance not only through general belief and behavior, but also through corporate value systems, management strategies, employee communication and relationships, work environment, attitudes, leadership style of the manager
According to Recardo and Jolly (1997), Corporate culture of an enterprise is measured based on the following eight components:
Communication in organization can be understood as the communication between superiors and subordinates, between colleagues in the same company It can be understood that this is a process in which people interact in different ways and in different areas to achieve organizational goals Communicating organizational goals to employees will play an important role in motivating employees to work effectively, and greatly increase commitment Here we are interested in the number and types of communication systems in the organization. How the information in the organization is communicated, how the communication directions are: from top to bottom, from bottom to top, … Is this communication system open or not,
The success of the organization depends greatly on learning and acquiring new skills The key indicator for assessing this factor is the organization's commitment to providing development opportunities for employees, which is how the organization applies skills, enabling skills or new activities to apply to work In addition, another indicator is important to consider whether the leaders of the organization focus on education Specifically, the way the leader focuses on training for current and future employees to help employees in the organization develop the necessary skills for themselves
Here we consider rewarded behaviors and the types of rewards used People are rewarded in individual or group form, and what are the criteria for promotion?
In addition, other standards include measuring the extent to which employees are involved in developing performance measurement standards, and the extent to which organizations provide feedback on performance or level finish the job
(4) The effective of decision making
Decision making is the choice of the best solution to the problem Effective decision making is one of the ways to succeed a business Here, the decision maker can be a leader or an employee, but most of the decision-making power belongs to leadership Effective decision making is also considered a key leadership skill that helps leaders control the work activities within the organization This factor refers to how decisions are made and how conflicts in the organization are resolved. Decisions made fast or slow? In an organization, decisions are made in a decentralized or focused way?
Innovation is a way to survive and develop businesses In other words, innovation is an expression of development An organization with many innovations depends not only on the creativity of the leader, but also on the entire staff of the organization Does this factor show that administrators encourage their employees to do their jobs with different methods than people used to do? Because this will help motivate the creativity of employees Each organization needs to consider this creation as the property of the business However, not all creativity can be successful Creativity also comes with many risks and challenges And to encourage employees' creative contribution, businesses are willing to take risks or punish employees
Future orientations and plans are tools to help businesses develop sustainably.
To be able to navigate, business leaders need to have a vision for the organization's development And all activities and development orientation of enterprises must follow this vision The objectives of each period can be changed, but the vision and principles of enterprises must be long-term and must be widely disseminated throughout the company so that each member understands, is proud and whole- hearted, whole done This factor demonstrates how corporate strategies, goals and vision are shared with employees, how plans are disseminated to employees, commitment of the whole employees at each level to achieve the organization's goals and strategies
Occupational safety
Occupational safety is one of the most important goals in production and construction Therefore, occupational safety has been strictly regulated in legal documents and compulsory in the production process Loss of labor safety not only cause damage to people, but also affects quality, progress and cost.
In this study, the concept of occupational safety is used as defined in the current legal documents of Viet Nam, specifically:
Occupational safety is a system of organizational and managerial measures to improve working conditions and prevent occupational accidents in the production and construction process.
(1) Technical and labor organization factors
Include issues related to machines, equipment, tools, workshops, energy, raw materials, labor objects, employers, placement of labor, methods of operation , working, resting, working shift, working time,
Technical and organizational factors directly related to the production operation When advanced technical and organizational factors will have a positive impact on labor safety On the other hand, backward technical and organizational will adversely affect labor safety.
The economic and social factors affecting the labor safety situation such as the high growth rate of the domestic economic sector increase the number of investment projects and attract more laborers to join in, a large number of unskilled workers do not know the safety techniques and easily cause labor accidents In addition, social factors such as immigration, population structure, education level,
… also affect the division of labor and perceptions of occupational safety.
Natural factors such as topography, geology, weather, climate have a direct influence on working environment, working time and habits of workers Research on occupational accidents in the past time shows that natural factors such as rainstorms and geological complexity are the cause of many occupational accidents in Vietnam.
Culture in general and company culture in particular are values, norms, perceptions, human behavior in a specific condition In particular, safety culture is an integral part of culture, which is the whole set of values and norms of human behavior on labor safety
According to the definition of the International Labor Organization, the culture of workplace safety is a culture in which the right to a safe and healthy working environment of workers is respected at all levels Governments, employers and workers are actively involved in ensuring a safe and healthy working environment through a system of defined rights, responsibilities and obligations In particular, the precautionary principle is placed in the top priority Thus, the culture in general and the culture of safety in particular are the attitudes, perceptions and behaviors of enterprises and workers towards labor safety.
(5) Labor psychophysiological and labor characteristics factors
Labor psychopharmacology includes issues directly related to labor such as physical burden, mental stress, psychophysiological problems, … Serious psycho- physical problems can cause stress to the worker This can lead to distraction and lead to errors that lead to insecurity The characteristics of labor such as labor intensity, labor regime, inappropriate labor posture will also lead to insecurity.
Labor environment factors include: microclimate, noise and vibration, radiation and radiation, illumination is not reasonable, dust, toxic chemicals, harmful microorganisms will also causing unsafe in production.
Safety management
According to The Construction Extension to PMBOK Guide of Project Management Institute (PMI), the safety management process includes all activities of the project stakeholders including the definition of safety policies, the stakeholders and the responsibilities of the each party to the project is planned and implemented without the occurrence of accidents affecting people and property inside and outside the project According to the above document, occupational safety management consists of three main steps:
- Safety Planning: Develop detailed safety plans in detail, set up construction measures, check-lists, response plans with emergency situations, etc.
- Perform Safety Assurance: Develop change plans (to ensure safety for the project), recommendations for corrective actions, develop corrective project management plans, to measure the safety of the project, the plan for deployment and safety control, the required safety equipment for each specific task, etc.
- Perform Safety Control: Measure the safety control process, confirm corrective defects (recommended), control the implementation of the plan to ensure occupational safety of all participants in the project.
The Safety Management performance in enterprises is expressed through the following criteria: (a) Compliance with labor safety works of the enterprise; (b) Number of violations of the regulations on labor safety on the site; (c) The level of reduction of occupational accidents has occurred on the site (Huyen TL Nguyen, 2014).
It can be said that occupational safety management is the activity of all project stakeholders, in order to establish safety plans, implement safety assurance and safety control The ultimate goal of occupational safety management is for the construction project to be implemented as planned without accidents affecting the people and property of all participants, as well as the community of residents around the project Occupational safety management has been strictly regulated in the legal documents
The relationship between Corporate Culture and Safety Management Performance
Manufacturing companies that adopt group culture or hierarchical culture are more likely to demonstrate safety compliance and safety participation. Manufacturing companies that adopt rational culture or developmental culture are less likely to demonstrate safety compliance and safety participation Given that organizational culture has become an important topic in enhancing safety performance, this paper provides prepositions that will guide future research and offers suggestions to manufacturing managers to improve their company safety performance (Ong Choon Hee, Lim Lee Ping, 2014).
In addition, in the study “The Impact of Organizational Culture on Safety management in a South African Thermal Coal Mining Operations” has shown that three components of corporate culture that greatly influence the safety management of mining in South Africa are: (1) communication within the organization; (2) share values and (3) training and development (Howard D.J Pyoos, 2008).
In Viet Nam, in the study “Impact of corporate culture on labor safety in construction enterprises in Ho Chi Minh City” shows that there are four components of corporate culture that affect the occupational safety of construction enterprises, ranked in decreasing order of influence, are: (1) Self – management of individuals; (2) communication in organization; (3) training and development; and
(4) planning orientation From the research results, the authors also proposed solutions to improve labor safety in enterprises by building and improving corporate culture (Huyen T L Nguyen, 2014).
Thus, many previous studies have shown the relationship between some elements of the corporate culture affecting occupational safety management in enterprises This is also an important basis for the study “The influance ofCorporate Culture to Safety Management at Binh Son Refining and PetrochemicalCompany”.
RESEARCH MODEL AND HYPOTHESES
Research Model
Based on the theory presented in Chapter 2, author used the scale of Organizational Culture by Recardo and Jolly (1997) consisted of 08 components, including: (1) Communication in the organization; (2) Training and development;
(3) Reward and recognition; (4) Style of decision making; (5) Risk acceptance; (6) Orientation and Planning; (7) Cooperation of individuals; and (8) Fairness and consistency in policies.
The scale of Safety Management Performance including is inherited fromHoward D J Pyoos (2008) and Huyen T.L Nguyen (2014).
Hypotheses
With the proposed research model (Figure 3.1), there are eight proposed hypotheses and these hypotheses are as follows:
Fairness and consistency in policies management performance.
H2: Training and development has a positive influence on Safety management performance.
H3: Reward and recognition has a positive influence on Safety management performance.
H4: Style of decision making has a positive influence on Safety management performance.
H5: Risk acceptance has a negative influence on Safety management performance.
H6: Orientation and planning has a positive influence on Safety management performance.
H7: Cooperation of individuals has a positive influence on Safety management performance.
H8: Fairness and consistency in policies has a positive influence Safety management performance.
To test the difference in safety management performance assessment at BSR according to employee's individual characteristics, the author proposes the following hypotheses:
H9: There is a difference in Safety management performance assessment according to work experience of employees
H10: There is a difference in Safety managemnet performance assessment according to the job position of employees
Factor Definition Adapted from Questionnaires
This feature describes the types of communicatio n and is widely accepted in the company, the amount of communicatio n, the frequency and the information communicated between members in the organization
1 The Company's labor safety policies are explicitly announced to all employees.
2 Difficulties, obstacles, recommendations related to labor safety are resolved thoroughly and timely.
3 The exchange of information between individuals and between departments is easy, convenient and highly supported.
4 Hazards, insecurity, and warning information on occupational safety are all communicated to all workers.
The way the leader focuses on training for current and future employees to help employees in the organization develop the necessary skills for themselves
1 Workers are trained on skills and techniques of labor safety.
2 Occupational safety training programs are maintained annually.
3 Training and development programs are effective and practical for employees.
As commendable acts and types of rewards used; criteria to reward; and the degree to which organizations provide feedback on performance or job completion
1 The results of the work of the staff are reviewed by the supervisor, evaluated and responded promptly.
2 Employees in the company often receive praise or criticism from supervisors about work-related behaviors.
3 The company often applies the form of reward or penalty for violations of company rules, internal rules of labor safety.
4 Employees are well aware of the company's reward and punishment policies related to occupational safety
This feature refers to how the decisions made in the company, whether quick or slow, in the opinion of the individual or group, focus or decentralizatio n, conflicts in the company how to solve.
1 Staff are allowed to contribute ideas in the process of making important decisions about occupational safety.
2 Decisions on occupational safety are made promptly, timely and in time.
3 The company regularly collects information on occupational safety before making a decision.
To encourage employees' creative contribution, businesses are willing to take risks or punish employees.
1 Employees of the company often have creative and innovative in working
2 The company always encourages employees to be creative and innovative in working
3 The company always accepts the risks with the employees' creativity and improvement in working
This factor demonstrates how corporate strategies, goals and vision are shared with employees, how plans are disseminated to employees, commitment of the whole employees at each level to achieve the organization's goals and strategies
1 The company has full occupational safety management plan for all projects
2 Work safety plan is very detailed, clear and regularly updated.
3 Plans, schedules and plans for dealing with risk situations are clearly and fully prepared.
4 Employees feel confident in the company's work safety plans.
5 The company's labor safety goals are shared, clearly disseminated to all employees.
It includes the effectiveness of cooperation between different departments, trust between functional departments; and the level of support for the work process.
1 The cooperation between members in the process of performing the work is always effective for the purpose of labor safety
2 The members of the company always have mutual trust in occupational safety during the process of carrying out the work.
3 The members of the company always have mutual support in the process of carrying out work for the purpose of occupational safety
4 Individuals are attached and united for the purpose of labor safety.
Fairness and consistency in policies
This factor measures the fairness and consistency of policies implemented, the influence of management style on employees, the level of managers providing a safe work environment.
1 The company's labor safety policies are always regular and guaranteed
2 The policy of reward or punishment related to occupational safety is fair and strict.
3 Employees feel the consistency in the management of the company's leadership on occupational safety
4 Policies on occupational safety, toxic support, etc are always fully implemented as committed.
Expressed through the following criteria: compliance with the occupational safety work of the enterprise; the number of violations of occupational safety regulations; the extent of the occupational accident reduction
1 Employees always follow the labor safety procedures.
2 Number of violations of regulations on occupational safety at the company is minimized
3 Number of occupational accidents occurring at the company is minimized
4 The level of labor safety assurance at the company's projects is satisfactory
DATA ANALYSIS
Descriptive statistic of research samples
By direct survey method and online survey for employees of Factory Production division at BSR Company The author collected 300 votes, of which
280 valid votes (93.33%) were used as data for research In order to show more clearly the structure of survey samples, the author conducts statistical analysis describing the sample structure according to each department, working time and position of employees as follows:
[Table 4-1] The descriptive statistics of research samples
The structure of survey samples according to departments is completely consistent with the personnel structure of the Production Division at BSR, because these departments have the highest percentage of direct employees operating and producing in the company.
The number of survey samples according to the working experience of employees is consistent with the working time of employees of the Production Division at BSR Company
The number of survey samples according to employees' positions represents the job position structure of employees of the Production Division at BSRCompany
Cronbach Alpha analysis results of the scales of Corporate Culture and Safety Management Performance scale are presented in the following table:
Cronbach's Alpha if Item Deleted
8 Fairness and consistency in policies 0.855
SAFE4 0.609 0.803 Cronbach’s alpha coefficient analysis shows that: Corrected Item-Total Correlation coefficient of PLA2 and PLA3 belongs to Orientation and Planning scale respectively 0.019 and 0.288 ( 0.3; cronbach’s alpha coefficients of 9 variables > 0.6; should be satisfactory and continue to Exploratory Factor Analysis(EFA).
Exploring Factor Analysis (EFA)
4.3.1 Exploring Factor Analysis of independent variables
The results of EFA analysis of the component scales of Corporate culture are presented as follows:
[Table 4-3] KMO and Bartlett's Test of independent variables
Kaiser-Meyer-Olkin Measure of Sampling Adequacy 0.794
KMO coefficient = 0.794> 0.5; items are correlated in overall (Sig = 0.000
50%), so EFA analysis is appropriate.
[Table 4-5] Rotated Component Matrixa of independent variables
After rotating the factor by PCA method with varimax rotation there are 8 factors extracted EFA results show that all 28 items have Factor loading coefficients > 0.5, should be satisfactory The number of factors extracted is consistent with the original components of the corporate culture scale, as follows:
- Factor 1 includes 4 items (COM1, COM2, COM3, COM4) belonging to the concept of Communication in organization;
- Factor 2 includes 4 items (POL1, POL2, POL3, POL4) belonging to the concept of Fairness and consistency in policies;
- Factor 3 includes 4 items (COO1, COO2, COO3, COO4) belonging to the concept of Cooperation of individuals;
- Factor 4 includes 4 items (REW1, REW2, REW3, REW4) belonging to the concept of Reward and recognition;
- Factor 5 includes 3 items (TRD1, TRD2, TRD3) belonging to the concept of Training and development;
- Factor 6 includes 3 items (PLA1, PLA4, PLA5) belonging to the concept of Orientation and Planning;
- Factor 7 includes 3 items (RIA1, RIA2, RIA3) belonging to the concept of Risk acceptance;
- Factor 8 includes 3 items (DEC1, DEC2, DEC3) belonging to the concept ofStyle of decision making. that all these items are in the scale components in the proposed research model. Therefore, in terms of factors, these scales are appropriate
4.3.2 Exploring Factor Analysis of dependent variables
Results of EFA analysis of the dependent variable Safety Management Performance is presented as follows:
[Table 4-6] KMO and Bartlett's Test of dependent variables
Kaiser-Meyer-Olkin Measure of Sampling Adequacy .802
Table 4.8 shows: KMO coefficient = 0.802> 0.5; items are correlated in overall (Sig = 0.000 50%), so EFA analysis is appropriate.
[Table 4-8] Rotated Component Matrixa of dependent variables
Table 4-8 shows that all 4 items have Factor loading > 0.5; the dependent variable of the model is measured by 1 factor with 4 items; EFA analysis has grouped the items of the concept of Safety Management Performance into a factor,which should be satisfacory.
Regression Analysis
Model R R Square Adjusted R Square Std Error of the
Adjusted R 2 = 0.701 (F test, sig ≤ 0.05) shows that 70.10% of the changes in Safety Management Performance are explained by 5 independent variables. Durbin-Watson statistics value is 1.824 with observation number 280; parameter number (k-1) = 8; significance level 0.01 (99%); look in Durbin-Watson statistics table: dL = 1.592 and dU = 1,757; thus dU < d < (4- dU) so there is no autocorrelation phenomenon.
Model Sum of Squares df Mean Square F Sig.
ANOVA analysis table shows that the statistical quantity F = 83.308 calculated from R 2 has a very small Sig value (Sig = 0.000); this proves that the construction regression model is consistent with the data set with 99% confidence (Sig 0.05); (2) Risk acceptance (sig = 0.205> 0.05); and (3) Orientation and planning (sig = 0.953> 0.05) Thus, the analysis results reject hypotheses: H4, H5, and H6
Regression model has the standardized coefficient as follows:
SAFETY = 0.662×COMUNICATION + 0.185×TRAINNING +0.142×COOPERATION + 0.129×REWARD + 0.077×POLICY
[Figure 4-3] Results of Regression analysis
ANOVA Analysis
To test the difference in safety management performance assessment at BSR according to employee's individual characteristics, the author tests the hypotheses H9 and H10 as follows:
Fairness and consistency in policies
H9: There is a difference in Safety management performance assessment according to employees' working time
H10: There is a difference in Safety managemnet performance assessment according to the position of employees
[Table 4-12] Test of Homogeneity of Variances according to work experience of employees
Levene Statistic df1 df2 Sig.
The results in Table 4-12 show, with the significance of sig = 0.087> 0.05, so the variance of the assessment of "Safety management performance" between staff members according to work experience of employees is not significantly different. Therefore, ANOVA analysis results can be used well.
[Table 4-13] ANOVA according to work experience of employees
Sum of Squares df Mean Square F Sig.
The results in Table 4-13 show, with the significance of observation sig 0.095, it can be concluded that there is no difference in the assessment of "Safety management performance" according to work experience of employees Thus, H9 hypothesis is rejected.
[Table 4-14] Test of Homogeneity of Variances according to the position of employees
Levene Statistic df1 df2 Sig.
The results in Table 4-14 show, with the significance of sig = 0.558> 0.05, so the variance of the assessment of "Safety management performance" between staff members according to the position is not significantly different Therefore, ANOVA analysis results can be used well.
[Table 4-15] ANOVA according to the position of employees
The results in Table 4.15 show, with the significance of observation sig 0.513, it can be concluded that there is no difference in the assessment of "Safety management performance" according to the position of employees Thus, H10 hypothesis is rejected.
CONCLUSION
Conclusion
The author gives the following conclusions:
(1) The research objectives of the topic have been achieved, specifically:
- Systematizing the theoretical basis of Corporate Culture and Safety management performance at enterprises.
- Proposing a research model and building a scale of "Corporate culture" and a scale of "Safety management performance" at Binh Son Refinery and Petrochemical Company;
- Test the relationship between Corporate culture and Safety management performance at Binh Son Refinery and Petrochemical Company
- This study uses quantitative research methods The method used is suitable to achieve the research objectives set out The author used methods and data analysis tools such as Cronbach alpha, EFA analysis, multiple regression analysis, andANOVA analysis These methods and analytical tools are perfectly suited to testing scales, testing hypotheses and research models to achieve the proposed research objectives.
[Table 5-1] Summary of results of testing hypotheses
Communication in organization has a positive influence on Safety management performance at BSR
H2 Training and development has a positive influence on
Safety management performance at BSR Company Accept
H3 Reward and recognition has a positive influence on
Safety management performance at BSR Company Accept
H4 Style of decision making has a positive influence on
Safety management performance at BSR Company Reject
H5 Risk acceptance has a negative influence on Safety management performance at BSR Reject
H6 Orientation and planning has a positive influence on
Safety management performance at BSR Company Reject
Cooperation of individuals has a positive influence on Safety management performance at BSR
Fairness and consistency in policies has a positive influence Safety management performance at BSR
There is a difference in Safety management performance assessment according to work experience of employees
There is a difference in Safety managemnet performance assessment according to the job position of employees
First, the results of assessing scales in the study through Cronbach alpha coefficients and exploratory factor analysis (EFA) show that scales achieve reliability and value.
Secondly, the results of testing the research model: The results of the regression model analysis showed that the model is suitable (R2 adjusted = 70.1%). The research has identified 5 main factors affecting the Safety management performance at BSR Company, which are: (1) Communication in organization with β = 0.662; (2) Training and development with β = 0.185; (3) Cooperation of individuals with β = 0.142; (4) Rewards and recognition with β = 0.129; and
(5) Fairness and consistency in policies with β = 0.077
In addition, the study also showed that there is no difference in assessing theSafety management performance at BSR Company according to work experience and job position of employees.
Implications
From the research results, the author proposes a number of recommendations to improve the Safety management performance at BSR Company as follows:
5.2.1 Implication related to Communication in organization
(1) Installing safety information boards at each construction site, all information related to labor safety situation is monitored, statistically updated and updated weekly to communicate to all employees;
(2) Organize the dissemination of labor safety on a weekly basis on a fixed day of the week to both educate workers on safety awareness, and disseminate techniques to ensure labor safety;
(3) Organize contests to learn about labor safety, fire and explosion prevention and environmental hygiene regularly every year;
(4) Organize seminars to disseminate periodic occupational safety knowledge (monthly, quarterly) to all employees of the company.
(5) Developing effective communication plans: In the field of occupational safety, enterprises need to develop detailed and specific communication plans to convey requirements, regulations, sanctions, directions and safety reminders for each employee The communication plan should clearly specify the contents to be communicated and the frequency of communication to employees in each week,month, and quarter.
5.2.2 Implication related to Training and development
(1) Develop an annual training plan with priority funding sources and ongoing maintenance Training results must be measured, evaluated and summarized for annual improvement;
(2) Organize occupational safety training for all employees working at construction sites Training results must be certified to complete training programs on occupational safety Only qualified individuals after these training courses can participate in the work
(3) Have a regular and appropriate training plan for each group of employees: training plan for direct employees, training plans for new employees, former employees, low-level management positions, middle, high, etc.
(4) Encouraging and supporting costs for employees to attend professional training courses to improve themselves.
(5) The objectives of the training programs must be achieved: To improve the professional qualifications of workers in parallel with a professional sense of labor safety techniques
5.2.3 Implication related to Cooperation of individuals
(1) The company needs to develop and maintain internal training programs.
Accordingly, the departments of the company will present in-depth specialized topics in the field they are in charge so that all employees of the company learn, participate in discussions and draw experience This training method both creates cohesion among employees, both motivates work and low cost.
(2) Arrange to use people reasonably, in accordance with the qualifications and skills of workers.
(3) Assign clear tasks in the work of safety, dissemination to ensure each employee is aware of their tasks in working relationships with other employees
5.2.4 Implication related to Rewards and recognition
(1) The company should use the work safety assurance results at the project in assessing staff capacity
(2) Employees who ensure good occupational safety must be commended, rewarded, considered for salary increase or prioritized for promotion of higher positions.
5.2.5 Implication related to Fairness and consistency in policies
(1) Develop regulations and policies on occupational safety based on the unity and commitment of all employees in the company.
(2) Develop regulations on reward and punishment for violations of labor safety and strictly, consistently implement this regulation.
(3) All employees must be fully equipped with personal labor and fully used when working The fitted workwear must be uniform in design, specifications, material, brand name and unit logo Employees must feel protected during the working time.
(4) The company must fully implement policies for employees: social insurance, health insurance, unemployment insurance, injury insurance, labor protection, organize periodic health check for workers.
Limitations and Future Research
About the criteria and scale of evaluation of the topic are given from the theoretical basis and previous studies Therefore, the following studies need to continue to carry out qualitative research, preliminary research according to expert methods, group discussions in order to make the scale more complete and more realistic.
Work safety is a new research topic, not many previous studies, so it can be applied to other fields such as construction, steel production, etc
1 Cameron S.K and Deborah R E (1988), “The conceptual foundations of organizational culture”, The University of Michigan
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My name is Nguyen Van Xa I am a student of Master's degree in Business Administration - Soongsil University in Korea Currently, I am working on the topic "Effect of corporate culture on labor safety management at Public Binh Son petrochemical company ".
Hope you can spend some time contributing to this survey We hereby declare that we will only use the results from the survey for scientific research purposes and keep your personal information strictly confidential Sincerely thank.
1 What is your current position?
2 Working time at BSR up to the present time?
Less than 5 years From 5 to 10 years Over 10 years
3 Department where you are working:
You need to review the statements below and respond to your comments by selecting them (circle one box corresponding to numbers 1 to 5)
3- Don't know or have no idea;
No Statements The level of agreement
1.1 The Company's labor safety policies are explicitly announced to all employees 1 2 3 4 51.2 Difficulties, obstacles, recommendations 1 2 3 4 5
No Statements The level of agreement thoroughly and timely.
1.3 The exchange of information between individuals and between departments is easy, convenient and highly supported.
1.4 Hazards, insecurity, and warning information on occupational safety are all communicated to all workers.
2.1 Workers are trained on skills and techniques of labor safety 1 2 3 4 5
2.2 Occupational safety training programs are maintained annually 1 2 3 4 5
2.3 Training and development programs are effective and practical for employees 1 2 3 4 5
3.1 The results of the work of the staff are reviewed by the supervisor, evaluated and responded promptly.
3.2 Employees in the company often receive praise or criticism from supervisors about work-related behaviors.
3.3 The company often applies the form of reward or penalty for violations of company rules, internal rules of labor safety.
3.4 Employees are well aware of the company's reward and punishment policies related to occupational safety.
4.1 Staff are allowed to contribute ideas in the 1 2 3 4 5
No Statements The level of agreement process of making important decisions about occupational safety.
4.2 Decisions on occupational safety are made promptly, timely and in time 1 2 3 4 5
4.3 The company regularly collects information on occupational safety before making a decision.
5.1 Employees of the company often have creative and innovative in working 1 2 3 4 5
5.2 The company always encourages employees to be creative and innovative in working 1 2 3 4 5
5.3 The company always accepts the risks with the employees' creativity and improvement in working
6.1 The company has full occupational safety management plan for all projects 1 2 3 4 5
6.2 Work safety plan is very detailed, clear and regularly updated 1 2 3 4 5
6.3 Plans, schedules and plans for dealing with risk situations are clearly and fully prepared 1 2 3 4 5
6.4 Employees feel confident in the company's work safety plans 1 2 3 4 5
6.5 The company's labor safety goals are shared, clearly disseminated to all employees 1 2 3 4 5
7.1 The cooperation between members in the 1 2 3 4 5
No Statements The level of agreement process of performing the work is always effective for the purpose of labor safety
7.2 The members of the company always have mutual trust in occupational safety during the process of carrying out the work.
7.3 The members of the company always have mutual support in the process of carrying out work for the purpose of occupational safety
7.4 Individuals are attached and united for the purpose of labor safety 1 2 3 4 5
8 Fairness and consistency in policies
8.1 The company's labor safety policies are always regular and guaranteed 1 2 3 4 5
8.2 The policy of reward or punishment related to occupational safety is fair and strict 1 2 3 4 5
8.3 Employees feel the consistency in the management of the company's leadership on occupational safety.
8.4 Policies on occupational safety, toxic support, etc are always fully implemented as committed.
9.1 Employees always follow the labor safety procedures 1 2 3 4 5
9.2 Number of violations of regulations on occupational safety at the company is minimized
9.3 Number of occupational accidents occurring at the company is minimized 1 2 3 4 5