Linking Safety Climate and Safety Citizenship Behaviour in the Bangladeshi Garment Industry: Role of Employees’ Prosocial Motivation

IF 1.4 Q3 MANAGEMENT South Asian Journal of Human Resource Management Pub Date : 2022-11-10 DOI:10.1177/23220937221125551

M. Rahaman, Md. Shamsul Arefin

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引用次数: 1

Abstract

Drawing on the self-determination theory, this study aimed to examine whether perceived safety climate influenced prosocial motivation, consequently affecting two types of safety citizenship behaviours: prosocial and proactive. Two-wave time-lagged data were collected from 334 readymade garment employees in Bangladesh. Hypothesised relationships were examined using analysis of moment structures (AMOS) and statistical package for the social sciences (SPSS). This study revealed that the perceived safety climate positively influenced prosocial motivation among garment employees. In addition, perceived safety climate is related to both types of safety citizenship behaviours. Moreover, this study found that the relationship between perceived safety climate and safety citizenship behaviours was mediated by prosocial motivation. This study is a pioneer in investigating the motivating mechanism of perceived safety climate to stimulate garment employees’ citizenship behaviours. These findings provide significant evidence and guidance for garment manufacturers and managers to bolster garment employees’ prosocial and proactive safety behaviours.

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孟加拉国服装业的安全气候与安全公民行为:员工亲社会动机的作用

基于自我决定理论，本研究旨在探讨感知安全气候是否影响亲社会动机，从而影响两种类型的安全公民行为:亲社会行为和主动性行为。从孟加拉国的334名成衣员工中收集了两波滞后数据。使用力矩结构分析(AMOS)和社会科学统计软件包(SPSS)对假设关系进行了检验。本研究发现，安全气候感知对服装员工的亲社会动机有正向影响。此外，感知安全气候与两种类型的安全公民行为相关。此外，本研究还发现，感知安全气候与安全公民行为之间的关系受亲社会动机的中介作用。本研究是探索安全感知气候对服装员工公民行为的激励机制的先驱。这些研究结果为服装生产企业和管理者加强服装员工的亲社会和主动安全行为提供了重要的依据和指导。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.