Organizational Practices Questionnaire (OPQ)

In my company, workers only contribute with information about incidents and accidents that are clearly observable and/or serious.

In my company, workers contribute with information about incidents and accidents from their experience in the work context.

In my company, workers participate with information about those incidents and accidents that interfere with achieving the work goals set.

In my company, workers participate in the development of new incident and accident reporting systems and new working procedures.

My company values in the workers the correct observation of safety rules and procedures.

My company values the sincerity and participation of all workers in information collection about incidents and accidents.

My company values the collaboration of all workers in the solution of problems related to work goal achievement.

My company values workers’ initiative and implication in finding new solutions to improve safety.

In my company, the results of incident and accident investigation are used to develop changes in work procedures according to solutions given by workers with the aim of improving safety.

In my company, the results of incident and accident investigation are used for the revision of previously set work goals to adapt these to specific situations.

In my company, the results of incident and accident investigation are used for providing information to workers about non-observation of safety rules and procedures and for developing disciplinary procedures.

In my company, the results of incident and accident investigation are used for the detection of training needs and training program development.

In my company, standard operation procedures and safety rules are flexible with the aim of adapting them to workers and work team.

In my company, it is possible to make suggestions and modifications in order to adapt the safety rules and procedures to changes in the work context.

In my company, standard operation procedures and safety rules are obligatory criteria of how to perform the work.

In my company, standard operation procedures and safety rules are general guidelines, because productivity goals set by internal and external demands have priority.

My company values the collaboration and participation of team workers in order to promote safety.

My company values the observation of safety rules and procedures in order to promote safety.

My company values the contribution of new and creative ideas from workers with the aim of improving safety.

My company values the achievement of the goals set, both in productivity and safety.

In my company, if a worker’s performance is safe, he/she avoids being sanctioned.

In my company, if a worker’s performance is safe, he/she obtains greater work autonomy and responsibility.

In my company, if a worker’s performance is safe, he/she obtains promotion and salary and workmates.

In my company, if a worker’s performance is safe, he/she obtains recognition from managers and workmates.

In my company, the communication among workers and superiors about issues related to safety in the work context is common.

In my company, it is usual to communicate to workers the safety aims to be achieved.

In my company, the formal communication of safety rules and procedures to be observed by workers is usual.

In my company, the direct communication among workmates to suggest and find improved safety solutions is common.

My immediate superior encourages creativity and the contributions of suggestions; tries out new ideas and concepts; faces up to challenges; anticipates and facilitates change and transmits a global vision of our organization.

My immediate superior defines, plans and co-ordinates aims; motivates subordinates to achieve these aims; acknowledges achievement, gives instructions; emphasizes effort and evaluates performance.

My immediate superior organizes and co-ordinates work planning; organizes and gives instructions about how to perform the work and shows how to do it; controls performance and emphasizes discipline.

My immediate superior stimulates the team and facilitates cohesion; listens and communicates actively with the members of the team; promotes personal development; seeks consensus and takes into consideration the needs of subordinates.

My immediate superior shows me the safe way to do the task when I carry out an unsafe behaviour.

When I carry out an unsafe behaviour my immediate superior analyses the unsafe behaviour in the specific context where it occurred, taking into account the work goal to be achieved.

When I carry out an unsafe behaviour my immediate superior tells me off and warns about a possible sanction.

When I carry out an unsafe behaviour my immediate superior discusses with me about what is the most adequate solution to avoid the situation happening again.

My department cares about their workers’ satisfaction with working in teams, for example: interpersonal relationships, co-operation and participation between workmates and managers.

My department cares about their workers’ satisfaction with job characteristics, for example: level of autonomy, task variety and creativity.

My department cares about their workers’ satisfaction with performance criteria, for example: clarity of job tasks, work rules and procedures.

My department cares about their workers’ satisfaction with work goals, for example: the goals are well-defined, they are specific, achievable and realistic.

To what extent are you satisfied with the work goals, for example: the goals are well-defined, they are specific, achievable and realistic?

To what extent are you satisfied with the job characteristics, for example: with the level of autonomy, the task variety and the creativity?

To what extent are you satisfied with your work team, for example: with the interpersonal relationships, the co-operation and the participation between workmates and managers?

To what extent are you satisfied with the performance criteria, for example: with the clarity of the job tasks, work rules and procedures?

In your company, to what extent have you received human resources development courses such as: leadership and working in groups; quality of working life; interpersonal communication, etc.?

In your company, to what extent have you received courses on innovation and change such as: creativity,; group problem-solving; development and management; information-finding strategies, etc.?

In your company, to what extent have you received technical and professional training courses such as: use of tools and equipment; safety rules, norms and procedures; work legislation, etc.?

In your company, to what extent have you received goal setting and goal-achievement training such as: cost-risk optimization; task and procedure planning; time management; etc.?