Hypothesis
Work-safety tension can arise when workers observe that work safety is at odds with effectively performing their duties. A workers perception of work-safety tension can be associated with higher levels of perceived risk which in turn can relate to an increase in job related injuries. The hypothesis of this paper is determine if that one has a positive relationship between perceived organizational support and safety climate was expected that they would have a positive perception regarding safety climate at work therefore lowering one’s work-safety tension. (McGonagle & Kath, 2010, and Gyekye & Salminen, 2007)

Introduction Organizational climate is considered to be one of the most significant and important characteristics within an organization. Organizational climate signifies the shared perceptions regarding an organizations values, norms, beliefs, practices, and procedures. Organizational climate may be defined differently from one organization to another but generally refers to the importance to which an organization focuses and emphasizes on an organization’s innovation, flexibility, appreciation and recognition, concern for an employee’s well-being, learning and development, citizenship and ethics, quality performance, involvement and empowerment and last of all leadership. There have been numerous studies that have correlated a relationship between an organization’s climate and an organizations success. If the relationship is positive then the correlation between climate and success is positive and if the relationship is negative the correlation between climate and success is negative. A positive relationship in organizational climate can correlate over to a positive relationship between perceived organizational support and worker-safety climate. (Gyekye & Salminen, 2007, What is Organizational Climate and Why Should You Warm Up to it?, 2009)
Within this paper I will be taking the hypothesis of determining if that one has a positive relationship between perceived organizational support and safety climate was expected that they would have a positive perception regarding safety climate at work therefore lowering one’s work-safety tension. This hypothesis will be tested by performing a survey with 15 random individuals in different job positions within the organization. (McGonagle & Kath, 2010)

Survey
Company
BAE Sample Size
15 Total Sample
Characteristics Turnaround Details
White Collar 4 Adult
Males 5 days Email
White Collar 4 Adult
Females 5 days Email
Blue Collar 4 Adult
Males 5 days Email
Blue Collar 3 Adult
Females 5 days Email

Questions: Will work-safety tension positively impact worker injuries? Is work-safety tension positively related to perceived risk? Is perceived risk positively related to worker injuries? Does departmental-level work-safety tension have a direct relationship to non-departmental-level injuries through an association with individual worker’s risk perceptions?

Question 1
Gender Yes No Row Total
Males 6 2 8 ÷ 2 = 4
Females 6 1 7 ÷ 2 = 3.5 12 3 15 ÷ 2 = 7.5 Males 〖(6-4)〗^2/4 = 1 〖(2-4)〗^2/4 = 1
Females 〖(6-3.5)〗^2/3.5 = 1.79 〖(1-3.5)〗^2/3.5 = 1.79

1 + 1 + 1.79 + 1.79 = 5.58 √(5.58/(5.58+15)) = .521 = +.52
Question 2
Gender Yes No Row Total
Males 5 3 8 ÷ 2 = 4
Females 6 1 7 ÷ 2 = 3.5 11 4 15 ÷ 2 = 7.5

Males 〖(5-4)〗^2/4 = 4 〖(3-4)〗^2/4 =4
Females 〖(6-3.5)〗^2/3.5 = 1.79 〖(1-3.5)〗^2/3.5 = 1.79

4 + 4+1.79 + 1.79 = 11.58 √(11.58/(11.58+15)) = .660 = +.66
Question 3
Gender Yes No Row Total
Males 8 0 8 ÷ 2 = 4
Females 6 1 7 ÷ 2 = 3.5 14 1 15 ÷ 2 = 7.5

Males 〖(8-4)〗^2/4 = 4 〖(0-4)〗^2/4 = 4
Females 〖(6-3.5)〗^2/3.5 = 1.79 〖(1-3.5)〗^2/3.5 = 1.79

4 + 4 + 1.79 + 1.79 = 11.58 √(11.58/(11.58+15)) = .660 = +.66
Question 4
Gender Yes No Row Total
Males 5 3 8 ÷2 = 4
Females 6 1 7 ÷ 2 = 3.5 11 4 15 ÷ 2 = 7.5

Males 〖(5-4)〗^2/4 = .25 〖(3-4)〗^2/4 = .25
Females 〖(6-3.5)〗^2/3.5 = 1.79 〖(1-3.5)〗^2/3.5 = 1.79

.25 + .25 + 1.79 + 1.79 = 4.08 √(4.08/(4.08+15)) = .462 = +.46
Results
For these four questions I will be using Pearson’s R Correlation.
If r = +.70 or higher Very strong positive relationship
+.40 to +.69 Strong positive relationship
+.30 to +.39 Moderate positive relationship
+.20 to +.29 weak positive relationship
+.01 to +.19 No or negligible relationship
-.01 to -.19 No or negligible relationship
-.20 to -.29 weak negative relationship
-.30 to -.39 Moderate negative relationship
-.40 to -.69 Strong negative relationship
-.70 or higher Very strong negative relationship (Pearson's R , NA)
Question 1 - The end result was +.52 therefore giving a strong relationship between work-safety tension and a positive impact on worker injuries.
Question 2 - The end result +.66 therefor giving a strong relationship between work-safety tension and positive relationship with perceived risk.
Question 3 – The end result was +.66 therefore giving a strong relationship between perceived risk had a positive relationship related to worker injuries. Question 4 – The end result was +.46 therefore giving a strong relationship that departmental-level work-safety tension has a direct relationship to non-departmental-level injuries through an association with individual worker’s risk perceptions. The original hypothesis stated that to determine if that one has a positive relationship between perceived organizational support and safety climate was expected that they would have a positive perception regarding safety climate at work therefore lowering one’s work-safety tension. In order to prove this hypothesis I asked 15 individuals four questions relating to how they perceived work-safety tension and if this had a correlation with perceived risk and worker injuries. Each of the four questions rated between +.40 and +69 which on the Pearson’s R Correlation scale indicates that each of the questions had a strong positive relationship. Question one indicated that work-tension did have a positive impact on worker injuries. A workers’ perception of risk may seem unavoidable especially for some work environments but worker risk can be managed by upper management within the organization. If an employee views that his or her everyday work environment is risky or hazardous their work-safety tension will increase therefore having a positive impact on worker injuries. Question two asked if work-safety tension positively related to perceived risk. According to the survey findings of .66 Chi Square the Pearson’s R Correlation indicated that there was a strong positive relationship. A perceived risk can have a direct correlation to job satisfaction, stress related symptoms, and can cause a distraction from work tasks. (McLain, 1995) Question threes results indicated that perceived risk had a positive relationship to worker injuries. Each employee is different and unique so what one employee perceives as a risk another will not and vice versa. Yet, what each employee does have in common is that once they perceive that risk within their work environment that it is then that they start to experience work-safety tension. Perceived risk can manifest unnecessary fears in employees causing them to become distracted from the now and start to wonder about what if or what could happen. This distracted negative thinking allows unnoticed mistakes which can either be dangerous to them or to another employee later on. Question four had the lowest Chi Square number of .46 but it still falls within the +.40 and +.69 range for Pearson’s R Correlation strong positive relationship. The result was that there was a strong relationship between developmental-level work-safety tension and non-developmental-level injuries through an individual worker’s risk perceptions. Work-safety tension indicates how an employee feels about their duties and how they conflict with working safely within their environment. If a non-development-level employee perceives that developmental-level employees are not interested in their safety they will feel neglected and may perceive their working environment as unsafe when it isn’t or vice versa. (McGonagle & Kath, 2010) Conclusion Those who have either a direct or indirect impact on how work-safety tension within their organization have to take into consideration that an employee can have a positive relationship between perceived organizational support and safety climate that was expected. These employees can have a positive perception regarding safety climate at work therefore lowering an employee’s work-safety tension. “Work-safety tension was found to have affected worker injuries through an association with workers’ risk perceptions.” (McGonagle & Kath, 2010) Work-safety tension has become a major concern to organizations. Work-safety tension can result in worker injuries, and unacceptable product movement which can affect an organization’s revenue. “Increasing attention has been paid to the role of the work environment and management practices as determinants of safety in the workplace.” (Neal & Griffin, 2006)

References
McGonagle, A. K., & Kath, L. M. (2010). Journal of Safety Research. Retrieved from National Safety Council: http://tnl.esd113.org/cms/lib3/WA01001093/Centricity/Domain/87/2)_MHickman_WCT_Work_Safety_Tension_Study.pdf
McLain, D. L. (1995). Responses to Health and Safety Risk in the Work Environment. Academy of Management Journal 38(6), 1726-1743.
Pearson's R . (NA). Retrieved from Quinnipiac Edu: http://faculty.quinnipiac.edu/libarts/polsci/Statistics.html
Neal, A., & Griffin, M. A. (2006). A Study of the Lagged Relationships Among Safety Climate, Safety Motivation, Safety Behavior, and Accidents at the Individual and Group Levels. Retrieved from Journal of Applied Psychology: http://griffin.zydec.net.au/publications/neal_griffin_jap.pdf