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Existing research has found heterogeneity in the implementation of Lean and its outcomes in terms of employee involvement across countries. This article explores the potential role of labour–management relations. It relies on in-depth company case studies carried out in the aerospace industry in France and Sweden. The study finds significant variations in employee involvement – higher in the Swedish than in the French cases. Managerial orientations did play a role, as the ‘technocratic’ form of Lean in France echoed a more unilateral top-down conception of management, while Swedish managers appeared more receptive to the ‘involvement-enhancing’ paradigm. But the attitudes and behaviours of unions were also a crucial factor, as Swedish unions were very effective in impinging on the implementation of Lean at workplace level, while their French counterparts, often divided, adopted a more defensive stance, lacking expertise and implication in the promotion of high-involvement work organisations.

This paper compares responses to crises through analysis of labour market policy in Sweden and the UK between the Global Financial Crises to the COVID-19 pandemic. In drawing on 'restructuring regimes' we offer insights into the dynamics of change in the two countries, focussing on the development of short-time working schemes. We argue that Sweden learned lessons from the GFC that helped prepare for future crises, whereas the UK's muted response left it ill-prepared for the COVID-19 crisis. The paper contributes to debates around restructuring regimes through an analysis of the journey between two crises in which we characterise Sweden's approach as proactive and pre-emptive and the UK's as reactive and ad hoc. By locating analysis in traditions of self-regulation and voluntarism in Sweden and the UK, respectively, we expand upon the role that industrial relations play in maintaining the stability, or not, of national restructuring regimes. 

Denna studie fokuserar på de lokala partsrelationernas betydelse för utvecklingen av den organisatoriska flexibiliteten under en större hotellkoncerns omställningar under covid-19-krisen 2020–2021. Studien bygger på 26 semistrukturerade intervjuer med representanter för arbetsgivarorganisationer och fackliga organisationer på branschnivå, samt chefer och fackliga företrädare på koncern- och hotellnivå. Intervjuerna transkriberades och tematiserades med hjälp av NVivo 12. I ljuset av en dramatisk nedgång i kundunderlaget mer än halverades antalet anställda: tillsvidareanställda sades upp och kontrakten för tillfälligt anställda blev inte förlängda. Vid sidan av ”tillfälligt anställda” tillkom en ny form av numerisk flexibilitet, korttidspermitterade, baserad på lagen om stöd vid korttidsarbete från 2013. Samtidigt genomfördes omfattande organisationsförändringar: avdelningar slogs samman, antalet chefer reducerades och i stort sett samtliga yrkestitlar förändrades. Anställda skulle arbeta i ”service team”, chefer skulle vara ”service lead” och andra, t ex receptionister, kockar, bartenders och städare, skulle tituleras ”hosts”. De fackliga organisationerna menade att denna form av funktionell flexibilitet, att ”alla skulle kunna allt”, ledde till ett allt stressigare jobb och var ett hot mot yrkesstoltheten. 

I syfte att analysera de lokala partsrelationernas betydelse för utvecklingen av den organisatoriska flexibiliteten tar vi avstamp i tidigare forskning om lokala partsrelationer. Den tidigare forskningen har till stor del handlat om parternas förhållningssätt till varandra när de arbetat för att nå lösningar och resultat i olika avseenden, hur intressen och maktresurser mobiliseras, förhandlingsstrategier och den fackliga organiseringens betydelse för den fackliga styrkan. Det finns begränsat med forskning om de lokala partsrelationers roll när det gäller organisationsförändringar med bäring på organisatorisk flexibilitet. I den här artikeln fokuserar vi på de lokala parternas betydelse för utvecklingen av den organisatoriska flexibiliteten med hänsyn tagen till de institutionella förutsättningar som rådde under pandemin

The purpose of the study is to create an understanding of HR personnel's psychosocial work environment with a focus on the factors that promote their well-being and efficiency as well as the challenges they face. Analyzing eight semi-structured interviews from four different organizations, spanning both public and private sectors, the study identifies both promoting factors and challenges for HR personnel's well-being and psychosocial work environment. Promoting factors include the integration of HR into the management group, which provides HR personnel with increased status and clarity within the organization, as well as the opportunity to actively participate in strategic decisions. Additionally, the importance of continuous appreciation and support from immediate supervisors is emphasized, along with cooperation and open communication with colleagues to create a positive psychosocial work environment for HR personnel. Challenges to HR personnel's psychosocial work environment include a lack of clarity in role definitions, varying expectations from line managers, and a sense of loneliness in certain job roles. Improvements in communication, clarity in responsibility distribution, and promotion of collaboration can contribute to creating a more favorable psychosocial work environment for HR personnel. In conclusion, the integration of HR into the management group, clear guidance and support from immediate supervisors, as well as cooperation and open communication with colleagues, are crucial for creating a healthy psychosocial work environment for HR personnel in Swedish organizations. This study contributes to an increased understanding of the factors that affect HR personnel's psychosocial work environment and highlights important areas for future research and improvements in the field.

Onboarding of new employees is the process that involves integrating new employees into the organization to increase the organization's productivity. Through onboarding the organization can, among other things, instruct newly hired employees their new tasks, educate them about the organization's norms and values and helping the employees to become part of the working group and the organization. The use of digital onboarding took off at the start of the Covid-19 pandemic in 2019 and came to affect how organizations handled their onboarding in the future. As the use of digital onboarding is relatively a new phenomenon that has gained momentum since the start of the pandemic, knowledge is needed about how digital onboarding can contribute to new employees experiencing the feeling of belonging. The purpose of the study is therefore to gain a deeper understanding on how new employees’ sense of belonging is affected during digital onboarding. The study's chosen method is qualitative method and it has been inspired by a phenomenological approach. Eight semi-structured interviews were held with respondents from the selected organization. The empirical material has been analyzed with inspiration from a phenomenological analysis method and has been carried out in five steps. The result show that information, feedback, a present manager and the opportunity for digital relationship building can contribute to newly hired employees experiencing the feeling of belonging during digital onboarding.The result indicates how organizations can create better conditions for new employees during digital onboarding.

This thesis considers the nature of lifestyle-oriented work, i.e. making a livelihood based on leisure interest or personal lifestyle, and focuses on the perspective of employees within the Swedish equine sector. The purpose was to gain an increased understanding of the characteristics of lifestyle-oriented work and the consequences for health and well-being. 

The thesis has a case study research design with two embedded units, riding schools and trotting stables, and a mixed methodological approach based on questionnaires and interviews. 

The findings show that employees experienced their work as both important and attractive with loyalty, relations, and stimulation being important factors for work attractiveness (Paper I). The employees found their work meaningful and worked primarily to achieve self-realization and quality of life. Person–environment fit, task significance, and occupational culture emerged as important factors for meaningfulness. However, the work had an inherent duality as the same factors both promoted and challenged the experiences of work attractiveness and meaningfulness (Paper II). The safety climate was found to be relatively good, despite some risk acceptance (Paper III), although the results indicated shortcomings regarding occupational health and safety management (OHSM) (Papers III and IV). Moreover, motivation, management, occupational culture, and resources affect both participation and compliance in OHSM (Paper IV).

Lifestyle-oriented work within the equine sector can be described as double-sided, i.e. both satisfying and demanding. The work is characterized by attraction, meaningfulness, prosocial behavior, and a strong occupational culture but also an acceptance of challenging working conditions, overwork and deficient conditions for OHSM. A systematic OHSM, where both health-promoting factors and risk factors are considered, is necessary to enhance employee health and well-being and to create attractive and sustainable employment.

Abstract: Meaningful work is related to a range of positive outcomes, but also negative effects. Research regarding meaningful work and lifestyle-oriented work; i.e., when making a livelihood based on a leisure interest and personal lifestyle, is deficient. The aim of this qualitative study is therefore to explore factors that promote and challenge meaningful work in a lifestyle-oriented setting. The study focuses on the perspective of employees within the Swedish equine sector, and is based on individual interviews. The results show that person–environment fit, task significance, and occupational culture seem to be important factors in the promotion of meaningful work. In addition, the analysis also illustrates how the nature of meaningful work has an inherent duality, constructed by a balancing act between doing good for oneself and for others. The tension is reinforced by the fact that the same factors can both promote meaningful work and challenge meaningfulness. This study shows that meaningful work not only comes with satisfaction, enjoyment, and fulfillment, but also an acceptance of challenging working conditions, which may lead to sacrifices and exhaustion.The double-sided nature of meaningful work can therefore affect the employees’ well-being, and challenge the willingness and ability to remain in the occupation.

By exploring the perceptions of cooperation between technostructure experts and middle line managers of different departments in three Swedish municipalities in a qualitative study, this paper contributes to an understanding of how gendered norms inscribed in type of work influence expectations on cooperation. Theories of principal-agent, stewardship, and partnership, and a gender perspective are used. The comparative analysis shows that despite changes in work roles under the influence of NPM, traditional norms about gender appear to be reproduced in the expectations of cooperation. The results illustrate how cooperation is shaped in contexts associated with feminine respective masculine work. © 2024 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group.

Previous research suggests that different leadership styles can lead to varying outcomes in, among other things, organizational performance, the emergence of employee conflicts, and the strategies used for conflict resolution. The subject of this thesis is leadership and conflicts. The purpose is to gain a deeper understanding of leaders' experiences of how leadership styles, such as transformational, transactional, and laissez-faire, impact conflict management styles. The study is limited to leaders within the private sector and within a Western context. The selection was made through convenience sampling and snowball sampling, resulting in ten respondents from three different industries: manufacturing, service, and non-profit. By using semi-structured interviews and thematically analyzing the empirical data, a result was achieved which provided deeper insights into how leaders adapt both leadership styles and conflict management styles to the situation. In the discussion of the results, it was highlighted that despite the theory pointing to the developmental properties of conflicts, few leaders utilize the potential of conflict. One of the conclusions of the study is that the communicative role of leaders was crucial in reducing and managing conflicts. The thesis contributes to the field of organizations through the depth of the qualitative method and understanding of the purpose, in a field otherwise characterized by quantitative research. It also contributes modern empirical evidence within a Western context where Asian research has otherwise been dominant in recent years.

The study aims to investigate how work-related factors and personal circumstances affect sickness presenteeism among store managers within one of Sweden's leading fashion companies. To answer the purpose of the study, a quantitative cross-sectional study was conducted with the following questions: "Is there covariation between work-related factors and sickness presenteeism?” and “Is there covariation between personal circumstances and sickness presenteeism?”. The questionnaire was designed based on Aronsson and Gustafsson's (2005) questionnaire. The question regarding sickness presenteeism was reformulated into a yes and no question. Background questions regarding gender, age and state of health were excluded and two questions regarding social support were included. The survey went out to 172 store managers, a reminder was sent out after four days, which resulted in 113 respondent responses and a response rate of 66 percent. Microsoft transferred the survey responses to Excel, the material was then exported to SPSS and analyzed through a logistic regression analysis to examine the covariation in established hypotheses. The study's results to some extent replicated previous research and showed statistical significance in covariation between hypotheses demands, replaceability, unwell to overload colleagues as well as limitlessness and sickness presenteeism. The rest of set up hypotheses were falsified as most of the results did not reach the desired level of significance. Limitations in the study are, for example, that gender could not be included as an influencing variable due to the anonymity of the respondents. Based on the results, it is suggested that future research examines the co-variation between gender, age and sickness preseenteism.

Background The Swedish Physical Activity on Prescription (PAP-S) is a method for healthcare to promote physical activity for prevention and treatment of health disorders. Despite scientific support and education campaigns, the use has been low. The aim of this study was to perform a process evaluation of an implementation intervention targeting the use of the PAP-S method in primary healthcare (PHC). Specifically, we wanted to evaluate feasibility of the implementation intervention, and its effect on the implementation process and the outcome (number of PAP-S prescriptions).

Methods This was a longitudinal study using the Medical Research Council guidance for process evaluation of a 9-month implementation intervention among healthcare staff at three PHC centres in Sweden. Data was collected by: participatory observations of the implementation process; questionnaires to the staff before, after and 6 months after the implementation intervention; interviews after the implementation intervention; and number of PAP-S prescriptions.

Results During the implementation intervention, the workplaces’ readiness-to-change and the healthcare staff’s confidence in using the PAP-S method were favourably influenced, as was the number of PAP-S prescriptions. After the implementation intervention, the number of PAP-S prescriptions decreased to about the same number as before the implementation intervention, at two out of three PHC centres. Four of the six implementation strategies appeared to impact on the implementation process: external facilitation; leadership engagement by a committed workplace management; local PAP-S coordinator taking a leading role and acting as local champion; educational outreach concerning how to use the PAP-S method.

Conclusion The implementation intervention was not sufficient to produce sustained change of the healthcare staff’s behaviour, nor did it achieve favourable long-term outcome on the number of PAP-S prescriptions. The healthcare staffs’ sparse knowledge of the PAP-S method prior to the implementation intervention hampered the implementation. More hands-on education in how to use the PAP-S method introduced early in the implementation process is imperative for successful implementation of the PAP-S method. The findings also suggest that committed workplace management and local PAP-S coordinators, taking leading roles and acting as local champions, need to be firmly established at the PHC centres before the external facilitator withdraws.

Prior research has shown the complex nature of the correctional service profession which involves tremendous emotional demands and poses a risk of inducing stress. This shows evidence of social support being an important factor. Furthermore, additional research has demonstrated an increased risk of correctional officers being subjected to threats and violence. Due to the majority of prior studies being conducted abroad, there are very few Swedish studies from the correctional services pertaining to employees' work environment. Additionally, there is a lack of prior research investigating the psychosocial work environment in light of the core values of the profession being interpersonal connections. As of lately, the correctional service has garnered attention due to the increasing need for more personnel as a result of high staff turnover and an increased volume of inmates. The purpose is to create a deeper understanding of the psychosocial work environment within the client-based profession of correctional officers. To gain a better understanding of this, the Human Service Organization is a point of origin for the study that highlights the interaction between the caregiver and the client as the core of the profession. To capture and understand the psychosocial work environment, the study utilizes support from the demand- control- support model. This graduation thesis is a qualitative study with an empirical, phenomenological approach where eight respondents participated in semi-structured interviews. The correctional service profession may be described as rather unpredictable because of its client focused approach. The unpredictable nature of the work creates a stress-inducing work environment due to the lack of situational control for employees. As a result of the strenuous work environment and more challenging clients, new work methods must be designed by the correctional service to accommodate these new demands and support a decrease in staff turnover. The results show that many employees lack the abilities and competencies needed in client services focused on interpersonal connections and to withstand the emotional demands of a client-based services job. Due to the inherently strict nature of the correctional service profession and the emphasis it puts on routines and rules, the profession is unpredictable, and the workers lack a sense of control. Despite this, the profession is described by the correctional officers as meaningful because of the role they play in their client’s journey to reintegrating and re-adjusting to society after serving their sentence.

The basis for creating safe and healthy workplaces is systematic work environment and good basic knowledge is required for it to work well. The systematic work environment includes all work environment conditions and annual follow-up, work environment policy, routines, cooperation, task allocation, knowledge, investigation, risk assessment and measures. There is a knowledge gap in how work environment information is communicated for good health and safety at workplaces and more research is needed on managers' and employees' knowledge of the work environment. Previous research also shows that municipalities' systematic work environment does not work satisfactorily. This study aims to gain understanding of how HR, managers, coworker, trade union and politicians experience the communication and information about the systematic work environment in a municipal organization. A qualitative method has been used through ten interviews. The empirical work has been analyzed based on an inductive thematic analysis. The results shows that there is no routine for how the systematic work environment should be communicated and informed but there are routines for how the municipality should work with the systematic work environment through an annual cycle. The knowledge of the systematic work environment is variable among themselves, managers and colleagues. The municipality has forums to communicate and inform about the systematic work environment and education for some occupational groups in systematic work environment. The conclusion is that although there is a way of working, routines, forums and education deficiencies and lack of clarity became apparent in communication and information of the systematic work environment at different levels.

The paper examines the implementation of hybrid work arrangements (HWAs) in response to the covid-19 pandemic. It reflects upon the hybrid work phenomenon across various organisational and sectoral contexts and identifies areas for future research through a literature review and two pilot studies in Sweden. HWAs offer job quality benefits such as increased autonomy in terms of flexibility (i.e. in how, when, and where work is done) and improved work-life balance. However, hybrid workers also experience higher workloads and challenges in maintaining work-life boundaries. In the case of non-hybrid workers (i.e. workers who work exclusively on-site), previous research and our interviews point to almost exclusively negative effects: for instance, increased workloads due to difficulties in collaborating with hybrid colleagues, reduced autonomy, and worsened work-life balance. 

The purpose of the paper is to discuss hybrid work arrangements in relation to job quality across various sectors and organisational contexts. Moreover, as part of the process of designing an interdisciplinary HWA-research project in Sweden, between business administration and work science at Dalarna University, the paper also wants to discuss identified areas for future research and also the research project outlined in this paper.

The Swedish equine sector is considered a high-risk work environment, with relatively high injury rates and high severity of injuries. General safety research has identified a correlation between the safety performance and safety culture, but little is known about the intricacies of the safety culture in the Swedish equine sector, especially concerning managers’ and employees’ perceptions of their work environment. The safety climate assessment is recognised as an effective tool for identifying potential problems in the workplace, thus enhancing safety behaviour and decreasing the frequency and severity of injuries. The aim was to evaluate the safety climate at riding schools and trotting stables through the Nordic Safety Climate Questionnaire (NOSACQ-50) diagnostic tool, and to get a better understanding of the workers’ perceptions regarding safety and safety management at their workplace through complementary interviews. The results showed that the safety climate was generally positive and that employees were aware of the risks relating to their work. Riding schools commonly had routines in place for risk assessment and work environment management, but such routines were often lacking at trotting stables, indicating inadequate prioritisation of safety by the management. The main area that should be targeted to improve safety in the sector is employees’ prioritisation and non-acceptance of risks. Proactive instead of reactive safety management should be promoted, where safety is an integral part of daily work and all employees are encouraged to identify factors contributing to occupational injuries and develop strategies for injury prevention.

Den här studiens syfte var att öka kunskapen om hur sjuksköterskor inom kommunal hälso- och sjukvård upplever sitt arbete genom att identifiera vilka faktorer (attribut) som anses viktiga för att arbetet ska upplevas som attraktivt på lång sikt. Ett andra syfte var mer metodologiskt att visa ett exempel på förändringsarbete med avsikt att uppnå det första syftet.

Samverkan och den metod som tillämpades bygger på deltagande aktionsforskning vilken kan ses som en experimentell forskningsmetod för interventioner, utveckling och förändring med huvudsakligt syftet att producera ny kunskap tillsammans med praktiken. Studien omfattar ett antal, delvis parallella insatser. De fyra huvudsakliga stegen var förankring, mätning, kunskapsväxling och uppföljning.

Förankring genomfördes genom fysiska träffar mellan Högskolan Dalarnas projektgrupp och en ledningsgrupp i Avesta kommun bestående av förvaltningschef även resultatenhetschef för Vård och Omsorg, Medicinskt ansvarig sjuksköterska, enhetschef för Sjuksköterskeenheten/hemsjukvården och en HR konsult. Nästa steg innebar insamling av data dels via enkäten Attraktivt arbete och dels genom intervjuer med sjuksköterskorna. Kunskapsväxling genomfördes genom två workshopar med personalen där resultat från mätningarna diskuterades. Uppföljning genomfördes regelbundet med projektets ledningsgrupp.

Resultaten visar på totalt åtta faktorer som betydelsefulla för arbetets attraktivitet och viljan att stanna kvar. Fyra av dessa faktorer; relationer, eftertraktad, lojalitet och fysisk arbetsmiljö, var förhållandevis välfungerande i det nuvarande arbetet och benämndes som framgångsfaktorer för ett attraktivt arbete. Övriga fyra faktorer; arbetstid, arbetstakt, stimulans och adekvat utrustning, var mindre välfungerande i det nuvarande arbetet och benämndes därför som mindre välfungerande faktorer för ett attraktivt arbete. Metoden har visat sig vara lämplig för förändringsarbete i en kommunal verksamhet.

This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning – strategic, episodic and truncated – and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.

The need of being able to foster transformative learning (TL) has increased due to the demands for continuous development in today’s work life. Previous research has proposed six core elements to foster TL; however, in these a process perspective is missing. By using an adaptive approach and inspired by action research, drawing on teachers’ experiences, the aim of this article is to deepen the understanding of how teachers can create contextual preconditions to foster TL. The empirical data was based on teachers’ narratives, interviews with students, and observations from a university course. This article contributes by proposing a framework for contextual preconditions to foster TL by extending the six core elements with a recursive process and activity. To foster TL, the importance of continuously adapting the preconditions to the needs of each specific educational situation is emphasized.

Education and competence development are of increased interest in today’s society and organizations, to increase the wellbeing, lifelong learning, and mobility of the labor force, and contribute to companies’ global competition. As a consequence, formal and informal education is growing. However, there are dilemmas when developing professional competence e.g. bridging the gap between theory and practice, trying to increase employability in higher education, and the degradation of professionals’ knowledge. These dilemmas can partly be due to epistemology and the difficulty to act in accordance with one’s epistemology. Previous research has presented Technical Rationality (TR) as the cause of the problems and an epistemology of practice as an alternative approach. 

The aim of this thesis is to contribute to a deeper understanding of a holistic epistemology, i.e. what an epistemology of practice is, and its consequences for the view of professional competence and educational design in different contexts. Beyond this, the aim is also to analyze the quality of learning needed to reassess one’s epistemology. The theoretical framework is based on Schön’s work on epistemology of practice, the competence of a professional i.e. knowing-in-action, and educational design i.e. the reflective practicum. Mezirow’s theory of Transformative Learning (TL) is used to analyze the quality of learning. 

The four included studies are used as examples of different educational situations in different contexts; in Studies Ι and ΙΙΙ how managers in a research intervention learn to become enabling managers, in Study ΙΙ, how pupils in a vocational school are learning to minimize work environment risks in their future work, and in Study ΙV how HR students learn to foster collective learning within organizations. 

The results show the importance of being aware of one’s epistemology, and to act according to it. From an epistemology of practice approach, the overall conclusion is that adding practice is not enough, it is important to balance theory, practice, and reflection to enable knowing-in-action. The role of the teacher/supervisor to handle both theory, practice and reflection using reflection-in/on-action and coaching strategies such as joint experimentation, follow me and hall of mirrors to enable knowing-in-action is emphasized. The design of an education needs to be adapted to the participants’ former experiences and access to work practice. To enable reassessment of epistemology, TL is proposed, since a quality of learning which enables deep learning is needed. 

This article focuses on the restructurings that took place within the hospitality sector during the economic downturn caused by the pandemic. The aim of this article is to examine how STW (short-time work) schemes and redundancies affected the psychosocial work environment. The data material consists primarily of 36 interviews with employees and managers from three hotels in Sweden that implemented STW schemes, where some employees were also made redundant. The results show that during the rather long period of government restrictions, radical shifts in hotel occupancy rates, and implemented STW schemes, the work environment changed in terms of employees’ perceptions of job (in)security; workload and work extension; time and financial structures; and workplace relations. Further, the results illustrate how hotel employees’ perceptions of the psychosocial work environment shifted over the course of the pandemic.

This article suggests that theories of gender should be considered central concerning the future development of systematic occupational safety and health management in theory and practice. Despite extensive research and legislation, there are still considerable shortcomings in working conditions which indicates difficulties in the implementation of systematic occupational safety and health management. In this article, we address the need for critical analysis that complements more traditional research focusing on health or management. The overall aim is to examine and explain systematic occupational safety and health management in gender-segregated work environments in Sweden, based on theories of doing gender in work organisations. A qualitative methodological approach is used, which includes thematically analysed interviews with inspectors and managers at the Swedish Work Environment Authority. By using a gender-critical analysis several examples of how gendered norms and values complicate and constrain systematic occupational safety and health management are identified. The results pinpoint that these norms and values indirectly contribute to circumscribe essential preconditions for systematic occupational safety and health management procedures and risk leading to difficulties in creating safe and healthy work cultures.