دو ماهنامه سلامت کار ایران
سال شانزدهم شماره 6 (بهمن و اسفند 1398)

Nowadays the growing complexity of technology and industry has led to vast changes over the last few decades. These changes, in addition to their positive and valuable effects, have also caused industrial accidents affecting human life and the environment. According to the ILO 2011 report, there are 340 million annual workplace accidents and 160 million occupational illnesses worldwide, resulting in more than 6,000 deaths worldwide each day. Iran is no exception, as the statistics of the Social Security Organization show that there are 14114 annual accidents and 268 deaths in the workplaces covered by this organization. Different approaches have been developed to identify hazards, evaluate and control risks in the overall risk management framework to address these problems. A critical point that seems to be overlooked in most hazard identification and risk assessment processes is the critical process of risk control and failure to provide a clear benchmark for evaluating risk control measures. However, the ultimate goal of the hazard identification and risk assessment processes is to eliminate or reduce the risk level through control strategies. Risk control is trying to improve the likelihood of an accident, its consequences, exposure, and detection rate. In most studies, the last column of the risk analysis worksheet offers several risk control strategies that claim to reduce the risk level to an acceptable level. But in very few studies, control measures such as risks have been evaluated or prioritized. One of the critical challenges of studies due to the budget constraints allocated to the process of risk management in industries and organizations is the failure to evaluate control strategies and thus the selection and implementation of inappropriate strategies and their adverse consequences. Various studies have been conducted to identify hazards and assess risks. But it seems no study have been systematically reviewed them. Therefore, the present study aims to do a systemic review on articles with approaches of hazard identification, risk assessment, and control, to produce valuable information for researchers, identify gaps with special attention to assessing risk control measures and propose new fields for studies.

In this review study, we systematically searched for published Persian-language articles in Iranian peer-reviewed journals to analyze hazard identification and risk assessment studies in Iran with a particular approach to evaluating risk control measures. The search was conducted using the keywords, risk assessment, risk control, risk management, hazard assessment, and safety evaluation. All the keywords were combined with the word "job" and the search was done in the title, abstract and keywords of the Scientific Information Database (SID) and the Magiran database. In this study, only the studies that were conducted in Iran, in Farsi language during 2001 to the last 3 months of 2017, were searched. The number of articles found in the SID and the Magiran databases using the keywords was 24 and 534, respectively. For the review, only articles were allowed to enter the study in which they were done in an organization to identify hazards, assess and control risks or a new approach to hazard identification, risk assessment, or the effectiveness and cost-effectiveness of risk control measures have been proposed. Another criterion for including the articles in the present study was their publication in peer-reviewed journals. Articles of conferences, seminars, review of books, writers' notes, last word, and theses were not considered. To extract information, in addition to reviewing the title, abstract, and results, the full text of the articles were used, where the required information was not obtained from the above sections. Information extracted from the articles were articles title, year of publication, journal title, industry, region, hazard identification method, risk assessment method, risk control measures and basis for their selection and evaluation.

Most of the studies, which account for 78% of the articles under review, have been conducted in an industry. This volume of industry studies can indicate the occurrence of multiple accidents, high mortality and injury rates, and imposing heavy economic costs on this sector due to lack of risk control. The refinery and power plants also account for over 21% of studies. The reasons for this are the high complexity and severity of the consequences of accidents occurring in them. On the other hand, more than 12% of studies have been done in hospital and laboratory wards, which are insufficient and need more attention. 9.4% of studies have been done in other industries such as mining. A total of 12 hazard identification methods were identified in this study. Among the identified methods, the Job Safety Analysis (JSA) method has been used to identify hazards in more than 28% of articles due to its general approach. After the JSA, the Failure Mode Effects Analysis (FMEA) method and the review of the documentation and opinions of the experts make up the bulk of the studies. A total of 18 risk assessment methods were identified in this study. About 31% had a risk assessment using the Risk Priority Number (RPN) method. Perhaps its cause can be traced back to the hazard identification methods. Most of the papers used the FMEA method or its combination with other methods to identify hazards. The RPN method is commonly used to assess risks for the hazards identified with FMEA, although other related methods can also be used. The second most commonly used risk assessment method was the MIL-STD-882E standard, which was used by more than 12% of articles. After these two methods, the William Fain method with 6.3% is the largest volume of studies. Other methods have only been used in one study because they are in the development phase. In the risk control measures section, 75% of the articles reviewed, provided risk control strategies and only 25% refused to provide risk control measures. Conclusions In hazard identification methods, the results of the study indicated that experts should first thoroughly examine hazard identification methods scope and limitations before using them. Therefore, due to the increasing complexity of industries, it is suggested to employ systematic approaches in complex socio-technical systems. Most studies have used common risk assessment methods based on verbal expressions. Therefore, to avoid uncertainty and ambiguity in this process, it is recommended to develop existing risk assessment methods based on fuzzy logic. One of the strengths of the studies under review is their tendency to develop new risk assessment methods, but these approaches have been considered in very limited studies. Therefore, further studies are recommended to determine the accuracy and scope of their application. In the discussion of risk control measures, less than 19% of the reviewed articles evaluated or categorized control strategies according to a specific criterion. In most studies, control measures have been evaluated based on implementation cost or effectiveness factors. In this review, several studies have used the William Fine method to assess risk, but none have used the cost justification factor. Perhaps one of the reasons for not using the cost justification factor is the obsolete cost factor scales. Therefore, due to the limited financial resources of organizations to control risks, it is suggested that the William Fine cost factor table be revised and adjusted to the current situation. Of the studies reviewed, only one study examined control strategies based on several criteria. It evaluated and prioritized risk control measures based on criteria of utilization, budget, time, personnel satisfaction, facilities and manpower using a 0-5 score range. The point that is observed in the reviewed articles is that the control measures are not evaluated on the basis of a theoretical approach based on risk control patterns such as the triangle risk control model (Elimination, Substitution, Isolation, Engineering controls, Management controls and use of personal protective equipment), the Haddon matrix, and so on. Therefore, it can be concluded that the risk management process is incomplete. Also, in all the studies under review, it is not considered that the criteria used in evaluating control measures are not of equal value and importance. Therefore, it is recommended to provide a structured and theoretically supported approach based on risk control patterns and other parameters influencing control measures. Also, to more accurately and clearly evaluate control strategies, it is recommended to use multi-criteria decision-making methods and specific spectroscopy of effective parameters in evaluating control strategies in method construction. Finally, it is suggested that due to the verbal and qualitative nature of the judgments to control the uncertainties and ambiguities in the verbal expressions, an evaluation method based on fuzzy logic be developed.

Occupational injury is an accident occurring during the work and can lead to fatal/ nonfatal injuries as a leading cause of the working time and workforce loss. It is among the most important complications of industrialization in all of the countries as an important health problem. Unintentional injuries are the second cause of death in the world. Although a lot of work has been done to reduce of work-related injuries, the incidence of them are high in Iran. The World Health Organization has registered these accidents as an epidemic public health problem and has considered them as very important economic, and social risk factors in the world. They are regarded as work-related incident problems that can lead to mental or physical occupational injuries, loss of work, work restraint, fatigue and burnout, or occupation change, also a change in the quality of life of individuals and their families and create irreparable effects. Some researches state that more attention should be paid to work place safety and employees’ health because cure expenses of injuries are increasing. Based on the differences in social condition, religion, gender, age distribution of working employees among different countries, it is difficult to generalize accidents statistics to all of the work places, but the rate of occupational accidents has been increase in in developing countries. Some workplaces are main and riskiest environments in health systems. Also, employees are exposed to many accidents such as sprains and muscle strains resulting from heavy loads lifting, falls or slips, needle-stick, blood and other body fluids contaminations and open wound exposing with blood, cut from knives or scalpels that are important cause of lost hours of work. Continuous exposure to many chemical materials, poor working conditioning, non-continuous job employment and continues work, and pollutants are the important factors which make a high-risk environment of workplace. Moreover, the risk of occupational injuries exists that increase the rate of accident and its damages. Although many important movements are performed to protect employees from occupational injuries, they have not been enough and much works are remained to be done. Having awareness about employees’ demographic characteristics can help health care providers to prevent occupational injuries resulted from their workload, unsafe and indecisiveness occupational behaviors and job-related mistakes with a direct relationship with safety issues. Some studies have suggested that tiredness related to heavy work and working patterns, including shift work, can lead to injuries and tensions among staff who providing services. Other factors such as the physical work environment, organizational and institutional management and policies, and personal habits cause to exposure of employees to many risks of injury and tensions. Exposure to kinds of occupational physical, chemical, psychological, biological, and environmental hazards may cause both short and long-term impact on their health and safety. On the other hand, abusive and incorrect behavior of them toward their clients, many times are being resulted from their bad work situation and health, insufficient quality controls and supervision in their work environment. These injuries are more serious in centers such as forensic medicine organization, and employees of it are at risk of various occupational hazards. They deal with the victims of violence or families of people who suffer from violence or harm. So far, no study has been done to investigate these injuries in our country. Accurate occupational accidents management based on scientific recommendation and analysis of rate statistics is necessary for implementing preventive strategies. Therefore, this study was conducted with the aim of Study of occupational injuries in employees of forensic medicine organizations in West Azerbaijan province 2016.

This research is a cross-sectional descriptive-analytical study carried out on 88 employees of forensic medicine organizations in West Azerbaijan province selected by an available and stratified random sampling method. Data were collected by the use of a researcher-made questionnaire including the following two parts: the first part consisted of demographic variables such as gender, age, years of work experience, and organizational position and the second part contained was Dibaj's occupational injury questionnaire designated based on the literature review and previous research that was related to the level of occupational injuries, in which the types of occupational injuries were divided into three general classes and several sub-categories. Data were analyzed by SPSS-18 software.

Various factors were effective on the incidence of occupational injuries rate as well as on severity, type and frequency of injuries resulting from work place accidents. Findings showed that 54 (61.4%) of participants were male and 34 (38.6%) were female, with an average age of 41.6 ± 7.1 years. Also, the average working experience of them was 14.1 ± 7.2 years. In examining occupational injuries, the level of ultra-individual injuries was with high severity in employees, intermediate and interpersonal score of injuries was average. In assessing inter-person injuries, emotional, physical and emotional injuries had a higher severity than other sub- categories. In interpersonal injuries, the damage to the employee relationship with the client was severe. Examining obtained scores from severity of ultra- employees’ damage; the damage related to salary, and occupational security and employee management had the highest score. Eventually, it was observed that there was a significant relationship between income and individual interpersonal injuries and job satisfaction with intra-personal injuries, interpersonal injuries and ultra-individual injuries (p≤0.05).

The findings of this study and other researches have revealed that work places are a high risk environment that its consequences can lead to many adverse accidents. Therefore, identifying the effective factors can help in the identification and prevention of risks and their analysis and correct management that can decrease the rate of occupational injuries on working sites. As mentioned above, the accidents frequency can be affected by demographic characteristics and environmental situation. In this regard, improvement of influencing factors is vital and can be recommended as effective method for prevention of accident. With regard to the relationship between demographic characteristics and environmental situation and occupational accidents, increased awareness of organization managers as well as its employees about safety knowledge, collaborative management, improved incentive system for employee safety and management of occupational stress and finding the affective ways to decrease of them can develop employees' abilities to work in a safe condition. People who are involved in heavy physical shifts were more likely to face with occupational injuries due to tiredness and lack of mental concentration, it seems that providing opportunities for motivation of accountability, gathering and analysis of work place information, appropriate selection, help to prepare a proper managing plan and assessing, and training workshops for in service skills education may be a useful method to improvement of motivation for employees. It is suggested that policy makers, by allocating sufficient resources to educating and increasing the skills of the employees and providing necessary equipment, and improving appropriate policy guidelines for progressing the work environment will decrease the number of occupational injuries occurrence. On the other hand, organizing purposeful meetings with employees of the organization and encouraging them to state their failures and problems in the workplace may help policy makers and managers to solve their problems. In view of the importance of the occupational injuries issues in different countries and resulted damages resulting, a standard registration system of injuries and skillful personnel is needed in order to get more exact and reliable results. Since a number of injuries may be prevented, programs such as using physical and mental safety equipment, employees’ education and controlling their work place can be effective in decreasing the number of the accidents. Following the work safety plans, knowing about work safety rules will prevent the occurrence of the resulting injuries. Therefore, promotion of risk perception through setting useful policies and education should be considered for general risk management. Moreover, it should be noted that organization managers’ special attention to providing particular protective tools for their staff in hazardous work place can significantly decrease accidents. On the other hand, educators are asked to use theories and patterns in preventive education when they are providing their educational programs in order to achieve a better result and promote the efficiency of training programs, as well as using the new methods and tools. Theories and models can be useful in different phases of assessing, managing, planning, implementation, and evaluation of any intervention, as they cooperate to the understanding of an optimal healthy behavior and explanation of its necessity and diagnosis of effective factors, so that the most useful goals can be accomplished for strategic programs. To improve planning, it is necessary to provide information to decision makers at a national level. Another important item is a training program that must be provided to protect employees at workplaces. Improvement of working standards, and progress of human resources and their occupational health should be considered vital elements of the national strategy with government collaboration are recommended.

Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job. Energy depletion (exhaustion), depersonalization and reduced professional efficacy are considered to be characteristic components of burnout. Emotional exhaustion is the central dimension of burnout and refers to feelings of being emotionally depleted due to over-extension. Cynicism or depersonalization, is the interpersonal dimension of burnout that develops as a protection against feelings of exhaustion. When the exhaustion becomes too overwhelming for the individual, he or she detaches from the work and becomes cynical and disconnected from clients and co-workers. Reduced personal accomplishment refers to the feeling of loss of efficiency and productivity at work (also termed loss of professional efficacy). Maslach and Goldberg (1998) propose that the interrelationship between emotional exhaustion and depersonalization is a causal one whereby feelings of emotional exhaustion lead to depersonalization. The third dimension, reduced personal accomplishment, is posited to develop separately. A considerable body of research has examined the negative effects of job burnout on employees and their organizations. The consequences, or costs of burnout are seen most consistently in various forms of job withdrawal (decreased commitment, job dissatisfaction, turnover, and absenteeism), with the implication of a deterioration in the quality of care or service provided to clients or patients. As such, it has been recognized as a major problem worldwide. Studies emphasize the importance of the identification of predictive factors of this phenomenon for the purposes of prevention and intervention. There are a number of studies detailing factors related to job burnout. These factors can be categorized into professional traits, social organization traits, and personal traits. Maslach (1988) found that personality traits and dimensions could justify burnout. He concludes that job burnout is associated with neuroticism and psychological profile of work-related fatigue. In addition to personality traits, basic psychological needs satisfaction is essential for the growth and well-being of employees in the workplace. Social determinant theory emphasizes the needs for autonomy, competence and relatedness. Autonomy refers to the experience of volition and self-endorsement of one’s behavior, competence refers to the desire to master one’s environment and attain valued outcomes within it and the need for belongingness or elatedness is defined as the human striving for close and intimate relationships and the desire to achieve a sense of comm:union: and belongingness. Several empirical studies have found basic need satisfaction to associate positively with individual’s optimal functioning in terms of well-being, attitudes and behavior, employees’ well-being, job satisfaction, intrinsic and autonomous work motivation, time spent voluntarily at work, performance evaluations, vigour and dedication, whereas it has associated negatively with emotional exhaustion. Psychological flexibility, a key construct of Acceptance and Commitment Therapy (ACT), has recently been found to be an important determinant of mental health and behavioral effectiveness in the workplace. It refers to people’s ability to focus on their current situation and based upon the opportunities afforded by that situation, take appropriate action towards achieving their goals and values, even in the presence of challenging or unwanted psychological events (e.g., thoughts, feelings, physiological sensations, images, and memories). psychological flexibility has been found to enhance employees’ ability to handle work strain and to reduce employee burnout. In line with these findings and the mentioned arguments, this research was conducted with the aim of studying the relationship between personality traits, work-related basic psychological needs satisfaction, work-related psychological flexibility with job burnout.

This is a practical descriptive- correlation research. Its statistical population consisted of all staff who worked in Islamic Azad University branch of  NajafAbad, from whom 200 employees (144 men and 56 women) were selected randomly by cluster sampling method. Data were collected using Neo Personality Scale (NEO-FFI-R) (Costa and MacCrae, 1991); Work-related Basic Need Satisfaction Scale (Van den Broeck, 2010); Work-related Acceptance and Action Quesionnaire (WAAQ) (Bond et.al, 2013)  and Job Burnout scale (Maslach & Jackson, 1981).  The 60-item NEO Five-Factor Inventory (NEO-FFI) was developed to provide a concise measure of the five basic personality factors (neuroticism, extraversion, agreeableness, conscientiousness and openness to experience). For each scale, 12 items were selected from the pool of 180 NEO Personality Inventory (NEO-PI) items. The items are rated on a 5-point Likert-type scale ranging from 1 (completely agree) to 5 (completely disagree). Higher scores in every personality factor indicate greater levels of that personality factor. Work-related Acceptance and Action Questionnaire (WAAQ) is a 7-item scale that measures psychological flexibility in relation to the workplace. The items reflect the extent to which people can take goal-directed action in the presence of difficult internal experiences (e.g., “I am able to work effectively in spite of any personal worries that I have,” “I can still work very effectively, even if I am nervous about something,” “I can work effectively, even when I doubt myself”). The items are rated on a 7-point Likert-type scale ranging from 1 (never true) to 7 (always true). Higher scores indicate greater levels of work-related psychological flexibility. Work-Related Basic Need Satisfaction Scale (W-BNS) was developed by Van den Broeck et al. (2013). The scale contains 16 items, and is a 5-point Likert-type (from 1 = completely disagree to 5 = completely agree). W-BNS has three sub-dimensions: competency need, relatedness need and autonomy need. The “competency need” sub-dimension implies individiual’s feeling himself/ herself competent at work (Sample Item: I feel competent in my job). The “relatedness need” sub-dimension implies individiual’s need to build relationships with others and to avoid loneliness and isolation at work (Sample Item: At work I feel part of a group). The “autonomy need” sub-dimension is related to individual’s initiating activities, making decisions and choices independently at work (Sample Item: I feel free to do my job the way I think it could best be done). The Maslach burnout index (MBI) is designed to assess the three components of the burnout syndrome: emotional exhaustion, depersonalization, and reduced personal accomplishment. There are 22 items, which are divided into three subscales. The items are written in the form of statements about personal feelings or attitudes (e.g; “I feel burned out from my work”, “I don’t really care what happens to some recipients”). The items are answered in terms of the frequency with which the respondent experiences these feelings, on a 7-point scale, ranging from “never having those feelings” (0) to “having those feelings every day” (6). The nine items in the emotional exhaustion subscales assess feelings of being emotionally overextended and exhausted by one’s work. The five items in the depersonalization subscale measure an unfeeling and impersonal response toward recipients of one’s service, care, treatment, or instruction. For both the emotional exhaustion and depersonalization subscales, higher mean scores correspond to higher degrees of experienced burnout. The eight items in the personal accomplishment subscale assess feelings of competence and successful achievement in one’s work with people. In contrast, to the other two subscales, lower mean scores on this subscale correspond to higher degrees of experienced burnout. Data were analyzed using descriptive statistics (mean and standard deviation), Pearson correlation coefficient and multiple regression analysis  (stepwise method) with SPSS software (v. 21).

Mean and (standard deviation) scores for research variables were: neuroticism = 32/20 (6/78), extraversion = 42/38 (5/74), agreeableness = 44/11 (5/10), conscientiousness = 48/36 (5/64), openness to experience = 35/95 (4/25), autonomy = 17/65 (3/69), competence = 15/97 (2/43), relatedness = 21/43 (4/16), psychological flexibility = 33/74 (6/96), emotional exhaustion = 14/46 (11/93), depersonalization = 3/95 (4/95), reduced personal achievement = 10/8 (9/11) and job burnout = 33/22 (18/15). Pearson correlation analysis results indicated that there is a negative relationship between autonomy (r=-0/49, p<0/01), competence (r=-0/36, p<0/01) and relatedness (r=-0/46, p<0/01) with job burnout. Also there is a significant negative relationship between work-related psychological flexibility with job burnout (r=-0/38, p<0/01), emotional exhaustion (r=-0/26, p<0/01), depersonalization (r=-0/28, p<0/01), and decreased personal achievement (r=-0/26, p<0/01). Among personality traits, extraversion (r=-0/51, p<0/01), conscientiousness (r=-0/35, p<0/01) and agreeableness (r=-0/29, p<0/01) were negatively and significantly related to job burnout. There was a positive and significant relationship between neuroticism and job burnout (r=0/43, p<0/01). Moreover, stepwise regression analysis results revealed that extraversion, autonomy, conscientiousness, relatedness and psychological flexibility with negative relationship have a significant role in predicting staff job burnout (p<0/05). In total 45% of job burnout variance was explained by these variables. Emotional exhaustion was predictable respectively via autonomy and relatedness. These variables can predict 44% of emotional exhaustion variance significantly (p<0/001). Results also showed that extraversion and conscientiousness can predict 25% of decreased personal achievement (p<0/001). Finally, conscientiousness and psychological flexibility can predict 12/1% of depersonalization variance significantly (p<0/001).

According to the results of the current study, it can be concluded that Psychological flexibility, basic psychological needs satisfaction and personality traits, particularly extraversion have a key role in job burnout development, and thus should regularly be considered in burnout research and therapy. Based on the results of this study, it is suggested that managers choose staff with high level of extraversion, agreeableness, conscientiousness and flexibility and low level of neuroticism. They also should change the working environment conditions so that the basic needs of employees be met.

Biomass is one of the most appropriate renewable energies has lots of advantages including being renewable and environmentally friendly and containing social and economical interests. “Biomass” means a power source that is comprised of, but not limited to, combustible residues or gases from forest products manufacturing, waste, byproducts, or products from agricultural and orchard crops, waste or co-products products from livestock and poultry operations, waste or byproducts from and food processing, urban wood waste, municipal solid waste, municipal liquid waste treatment operations, and landfill gas. Due to the wide availability of biomass worldwide, mainly because it can be obtained as a by-product of many industrial and agricultural processes, biomass represents a growing renewable energy source with high growth potential. Biomass helps reduce the amount of GHG that give more impact to global warming and climate change. The biomass emissions level is far smaller compared to fossil fuels. The basic difference between biomass and fossil fuels when it comes to amount of carbon emissions is: all the CO2 which has been absorbed by plant for its growth is going back in the atmosphere during its burning for the production of biomass energy. While the CO2 produced from fossil fuels is going to atmosphere where it increases greenhouse effect. Another great advantage of biomass energy is that it is an indigenous fuel. The fuels from biomass materials can be produced locally and no high technology is required. Producing fuel from biomass materials reduces the dependence of a country on foreign resources for their fuel requirements. Moreover, since this indigenous fuel is labor intensive, it can contribute to the generation of new jobs, particularly in rural and farming communities. The number of employed workers required is 3-6 times greater than the fossil energy production in the associated processes. This study was aimed to identification and green grading of environmental management in that’s jobs. Some other socio-economic benefits can be counted such as slowing down the migration from the rural areas to cities, decreasing the issues associated with rapid urbanization, and developing a biodiesel production industry. Among its great benefits is the forest use of the territory, which would also serve to clean the forest and thus prevent forest fires, and the ability to generate jobs. Biomass generates continuous employment such as the extraction of raw materials from the countryside and the bush. This study was aimed to identification and green grading of environmental management in that’s jobs. The research questions are: 1. What are green job indicators? and 2. Are renewable energy biomass business indicators of green jobs?

This study is qualitative – quantitative. According to the grounded theory semi-structured interview with 50 environmental experts in the Environmental Protection Agency, the municipality, faculty members of the universities, the natural resources and watershed management, agriculture ministry and NGOs active in the environment conducted with purposeful sampling (snowball). The applied methods for data validation included constant data comparison, reviewing the observers and handwriting by participants and use of foreign and expert researchers familiar with qualitative research as an observer. Then, data were analyzed using the grounded theory of open, axial and selective coding analyzed in MAXQDA software. Once coding categories emerge, the next step is to link them together in theoretical models around a central category that hold everything together. In order to explain the grounded theory, green jobs are considered as the central variable, and the main line of research is defined using reminders and diagrams around it, and finally the green indicators derived from it are developed. Based on them, researcher-made questionnaire was designed in a combination, closed response with 5-rate likert scale. In order to determine the validity of the questionnaire, the content validity was used with the lawshe model and with reviewing previous studies was determined, the scope of the questionnaire in greenness of the job, and the reliability of the questionnaire was obtained using Cronbach’s alpha coefficient for internal consistency. Cronbach's alpha value for each research question was more than 0.7, the reliability of the questionnaire was approved. Also, the Cronbach's alpha coefficient of the questionnaire was 0.890. In order to estimate the repeatability, the retest method and the ICC index were used that index was 0.996 (p<0.001), indicating its high repeatability. For estimating the results of greenness and its degree in the jobs of renewable energy biomass, were used statistical analysis of Kolmogrov-Smirnov test, single-sample t-test and Friedman test in SPSS software.

Findings of the qualitative research on the structure of green job identification and prioritization were discussed in six categories including establishment in accordance with the legal and technological infrastructure of the green job as context, green job as a phenomenon, environmental pollution elimination and the health risks reduction of the community as causal conditions, green management as operational strategies, environmental empowerment of jobs as an intermediary conditions and economic and environmental benefits as a consequence. The results of quantitative to showed that jobs studied are considered green jobs and their green grading are as follows: 1. Maintenance (mean=5.61), 2. System Design (mean=4.83), 3. Training (mean=4.22), 4. Quality Monitoring and Quality (mean=4.03), 5. Collection (mean=3.64), 6. Manufacturer (mean=3.61) and 7. Worker and System Administrator (mean=2.06). According to the results, components of green jobs are defined including: (1. explaining Green Jobs, Productivity of Occupations, 2. environmental Protection and Health, 3. Green potentials and incentives, 4. environmental Standards and Indices of Health and Green Management, 5. environmental and health challenges and solving energy crisis with the help of green jobs, 6. environmental education and green culture, 7.environmental empowerment through a variety of environmental and health education, informing and accompanying NGOs, 8. economic-ecological profitability and the optimistic approach to economic interests (green economy) and impact of economic issues, profitability, financial support, market regulation, and return on investment in the process of greening and green expanding businesses). Results show that green indices of occupations are 1- environmental and health of profile occupational, 2- strengths and weaknesses, threats and opportunities green jobs, 3- green supply chain management of businesses, 4- impact of green jobs on sustainable development and community health, 5- effect of environmental education on the green performance of occupations, the impact of environmental advertising on green performance and 6- reduce employee costs and increase business profits through environmental management. These green jobs literature extols the virtues of generating energy using “wood waste and other byproducts, including agricultural byproducts, ethanol, paper pellets, used railroad ties, sludge wood, solid byproducts, and old utility poles. Several waste products are also used in biomass, including landfill gas, digester gas, municipal solid waste, and methane.

The green features of the biomass business are included solving the problem of fossil fuels, caused by fossil energy and renewable energy sources. identification and green grading jobs diversifying energy sources, sustainable development, securing energy, removing environmental and health problems would help to managers and policy makers for identifying and providing executive solutions and identifying multifaceted priorities for green management. Despite the high potential of bio-economy in renewable energy (biomass) and high amounts of raw materials in the agricultural waste and sewage has not been fully realized. To achieve of developing a competitive economy, low-carbon resources with efficient resources, global economic markets have shifted strategy towards renewable energies, so as to create green jobs in order to reduce environmental problems (waste and climate change). For performance of macroeconomic policy in notification Supreme Leader on the restructuring of the country's economic structure has proposed policies to change reducing dependencies on fossil fuels and external resources towards the creation and development of green jobs in the field of renewable energy, especially biomass, because there are a lot of raw materials in the country, especially in the villages and without necessary to high technologies. Biomass development increase energy efficiency, the use of renewable energy resources and the creation of a favourable environment for investment in energy efficiency measures and the generation of ‘green’ jobs. The rural development prospects for green job growth are mixed. Rural areas contain biomass feedstocks which will be increasingly relied upon to offset fossil fuel dependencies. The distribution of those feedstocks, however, is not uniform across rural areas. Furthermore, the technologies to convert those feedstocks into fuels and other uses are yet to be demonstrated at commercially successful scales. Both policy development and research activities should be focused on the efficient utilization of rural natural resources, human capital, and rural infrastructure in achieving national green policies. The green economy appears to be fertile ground for unbiased, academic research to examine some of the regional consequences of green jobs growth and green jobs policies, to include an examination of rural opportunities, but going well beyond that dimension to include the integration of statewide and multistate regional development opportunities as well as consequences. This study was not about raw materials (waste and sewage) to produce renewable energy biomass, and it is possible that this section may also be effective in the creation and development of green jobs, then there may be restrictions on the generalized findings, interpretations, and attributes of the causation of variables. Therefore, it is suggested that future research into this part of the process of producing renewable energy biomass should be considered.

Worldwide statistics declare that 1.2 million people are killed as a result of a road traffic accident (RTA). Besides, 20-50 million are injured every year. Traffic accidents account for leading causes 1.2% of deaths and 23% of injuries. In Iran, 16,000 people are annually cut short in traffic accidents. A great number of people suffer from non-fatal injuries/disabilities, which is estimated not to be less than 335,000. Statistics show that road traffic mortality in Iran has been higher than the global average, which can dramatically increase direct (medical costs, caring disabled people, broken cars, and etc.) and indirect (PTSD, traffic jam, depression in families, losing powers (permanently or temporarily) and etc.) costs. The magnitude of RATs in Iran can be better understood if it is mentioned that accidents are in the position of first place of the ranking of lost years of life. This caveat calls for a focus for urgency in RATs control strategies as a main focal point to improve public health in Iran. Nowadays, a triple-causal approach (vehicle, environment, and human) was accepted in traffic incidents. During recent years, vehicle and environment (as causal factors of traffic incidents) have been greatly improved. In contrast, human behavior has still remained as the most frequent contributing factor (up to 94%). This factor is being the most important and critical factor within any system, including traffic system. In a dangerous traffic situation, which is mostly no room to commit any error, accident prevention remains on drivers' abilities and skills. It seems human factors can play a special role to control human behavior. Therefore, it worth to provide a human factor view on human behavior while driving. During driving, the driver has to collect a large amount of information at any given time and put them in the process of continuous decision making. If any functions of the driver's decision-making process cannot be at the optimum level, human error may lead to catastrophic consequences. Driver errors are usually outcomes of mismatch between driving demands and driver abilities, especially psychologic ones. It is better to say human error is mostly the result of defects or improper function of mental information processing, which is familiar to people as forgetfulness, inattention, carelessness, negligence, recklessness, and etc. A group of methodologies which has been introduced in human factors are able to predict cognitive drivers’ errors. Despite the importance of role of human error in traffic accidents, Human error identification methods (HEIs) have been mostly used in high risk environments such as airline industry. Yet, there is few published studies on identification of driver’s errors and transportation industry. The purpose of this study is to predict driver errors using Human Error Template (HET) method meanwhile a real driving task.

This case study was carried out to identify and predict the drivers' error in a specific real driving scenario. At first, the scenario was designed based on agreement of research team members. To fulfill the scenario, an Iranian car (PARS Peugeot) was used which had successfully passed the technical test (with regard to lights, mirrors, glasses, safety belts, horn, oil, outlet emissions, side slides, shock absorbers, brakes, steering, suspension system lever). The driver was a healthy 42 years old man with 20 years driving experience as his career. A direct route with proper traffic signs was considered on a two-way street with mild traffic flow on a sunny day. The scenario was as: “the driver departs from the park and moves in a pre-determined direction. A few moments later, he speeds up to overtakes the front car. Then, he simply continues driving. By getting the destination, he exits the path and park the car”. Since driving consists of several sub-tasks which should be performed simultaneously, a list of sub-tasks which are required to complete the scenario was provided by interviews, as well as, direct observation. The tasks were analyzed based on Hierarchical Task Analysis (HTA). Then, the tasks list was used as the input for the HET technique. This technique identifies and classifies external errors (EEMs) in the form of human error detection methods (HEIs). The technique considers EEMs in 12 patterns that are described as follows: 1. Fail to execute, e.g. the driver cannot correctly get the clutch 2. Incomplete task execution, e.g. leaving handbrake in middle position 3. Task execution in a wrong direction, e.g. pressing the gear lever in a wrong direction 4. Wrong task execution, e.g. suddenly change direction 5. Task repeated, e.g. placing the lever twice 6. Task execution on the wrong interface element, e.g. pressing a pedal instead of the others. 7. Task execution too early, e.g. turn on the guide much earlier than the redirection. 8. Task execution too late, e.g. delay in coming back to appropriate line and staying in the overtaking line. 9. Too much task execution, e.g. continuous gear changing 10. Too little task execution, e.g. few frequencies of using brakes 11. Misread information, e.g. misreading information on speed gauge 12. Other. Next, errors types and potential consequences were described.

Hierarchical task analysis (HTA) showed that for implementation of the scenario, three main tasks and nine sub-tasks were needed. Among 101 errors detected by HET, 16% were considered as unacceptable errors. Also, the most common types of errors included: “Task execution incomplete” (25.74%), “Task executed too late” (21.78%) and “Fail to execute” (13.86%), respectively. The results from the distribution of human errors in the main tasks and sub-tasks indicate that the main task “scrolling the route” accounts for 48% of all errors. Distribution of this ratio for “acceleration changing”, “line changing” and “distance adjusting” was 49%, 33% and 18%, respectively. Rate of errors were 33% in task of “moving” of which 79% were related to the “starting point of the movement” sub-task, 18% to the “alarms control” sub-task, and 3% to the “fasten seat belt” sub-task. Also, 19% of errors were found in the “parking” task, which 79% were related to “stopping” sub-task, 16% related to “shut downing”, and 5% related to “unlocking seat belt”. The distribution of catastrophic errors for the “scrolling the route”, “moving” and “parking” were found 4, 11, and 1 error, respectively. These were considered as "unacceptable" errors due to the high rate of incident occurrence (for example, suddenly line changing, lack of control of one of the front or rear line, etc.).

The majority of identified type of errors in this study were “Fail to execute”. Therefore, to reduce this type of error, it is necessary to use corrective actions, such as periodic retraining drivers, equipping vehicles with visual and audible markers and alarms in relation to incomplete tasks. These actions can have a beneficial effect on reducing the severity and chances of occurrence of errors. Human Error Template (HET) is a comprehensive method that has been used widely in the aviation industry. As previous studies, the results of this study showed HET is capable to identify and classify driving errors. Using the technique in traffic domain can provide a great opportunity to predict drivers’ error. Consequently, there will be a great hope to control them before-the-fact. In spite of the importance of identifying drivers’ error, a few studies have been published. It seems the multi-sub-tasks nature of driving has caused the researchers to avoid involving in HTA for driving. To have a better understand of control strategy in traffic domain, however, it is strongly recommended to apply human error techniques for driving situation. Human factors

In humans, the reaction time limit is associated with several factors. It includes the time that takes to stimulate the sensory member, the stimulus effect is transmitted to the brain, then is perceived and the decision is made; consequently, the command resulting from the decision of the brain is sent from the brain to the functional member, and the member operates. Failure to respond at the right time may result in human error and the occurrence of incoming incidents. There are important factors that affect the reaction time. Attention is one of the important factors affecting the speed of the reaction. Selective attention and correct perception of several stimuli among the other stimuli is one of the effective factors in promoting productivity and safety. Additionally, various environmental factors may be effective in determining selective attention, increasing the number of errors and the human response time in detecting triggers. Environmental lighting is one of the factors affecting the processing mechanisms of the brain. In the design of indoor and outdoor lighting systems, the quality parameters of the lighting system are usually less considered. Color temperature is one of the most important qualitative parameters of light, which is measured by the Kelvin unit and is an indicator for the brightness and color of the light. The aim of this study was to investigate the effect of color of light temperature on selective attention, error rate and reaction time.

This research is an interventional and laboratory study in order to determine the effect of the color of light temperature on human error, selective attention, and reaction time of students in Tarbiat Modares University (TMU) of Tehran during the fall of 2018. All students were in the same age range. The inclusion criteria for the study were; not having any eye-related diseases, such as diminished vision and subtlety, and mental-psychiatric disorders. On the day before performing the test, individuals were urged to have enough sleep and rest, to adhere to a regular diet, and to avoid taking medicines, coffee and caffeinated drinks. In this interventional study, 92 students (36 female and 56 male) from Tarbiat Modarres University of Tehran with an average age of 28.33 years were recruited as subjects. The measurements and tests related to selective attention and reaction time of individuals were performed in 4 locations with an equal lighting system and different color temperatures (3500, 4000, 5000, or 6500 degrees Kelvin). In the first stage of the study, in order to determine the effect of the color of light temperature on the studied parameters, the participants were randomly divided into four groups with 24 subjects in each group. Before the main test was being performed, the subjects were kept in rooms adjusted to a brightness of 3500° K to rest for at least 5 minutes in order to be adapted to the situation, and then, in the same conditions, to become familiar with the test method they were studied with the Stroup software. In the second step, each group was placed in a separate room where the levels of brightness had been designed with one of the lighting systems to yield a color temperature of 3500, 4000, 5000, and 6500° K. Cognitive performance tests including reaction time, accuracy and selective attention were measured using Stroop tests. Measurement of interference score and interruption time, which are indicators of selective attention, were calculated by measuring the difference in the error rate and the reaction time in detecting incongruent and consonant words. Stroop test was used to determine the reaction time, error and other parameters. This test consists of two parts; the practice and the main test, each of which has 3 stages. The first step is to name the color in which circular shapes appears in green, blue and red colors and the participant, upon viewing the image, applies pressure on keyboard buttons which are labeled with colors corresponding to the ones on the screen. The second step is to name the word which appears in a white box. The names of the colors appear, and as soon as the correct word is recognized, the person being tested should press the color word associated to the word on the keyboard. The third step, which is the main stage of the test, is a non-consistent word (red-green-blue) shown randomly and sequentially on the monitor's screen. The subject must only press the keyboard button with the same color, only emphasizing the color and regardless of its connotation. In this test, 48 matching colored words (the color of the word is identical with the meaning of the word; red, yellow, green and blue) and 48 non-consistent colored words (the color of the word is not the same as the word meaning; for example, the blue word shown in red). The time lap between the stimulants was 800 milliseconds and the duration of each of them was 2000 milliseconds. The subject's task was to select the correct color only. Finally, the data were analyzed using SPSS software.

Based on the results of this study, the highest mean of correct selection (474.49 ± 10.65) and the lowest mean of the correct ones (654.49 ± 11.77) were assigned to the color temperature of 6500 and 3500 ° K, respectively. Also, the highest mean, the error (15.65 ± 9.77) and the lowest mean error (10.94 ± 9.4) were reported at a color temperature of 3500 and 6500 ° K, respectively. According to the results of this study, with an increase in the level of color temperature from 3500 to 5000° Kelvin, the number of questions that were not responded decreased. Likewise, the number of unanswered questions for the color temperature of 6500 °K slightly increased compared to the color temperature of 5000 and 4000 °K. The results also indicated that, with an increase in color temperature from 3500 to 6500 °K, the reaction time to visual stimuli also decreased. The highest interference score was in the light color temperature of 3500 °K which suggests that the number of faults in subjects in naming inconsistent words relative to consonant words at a color temperature of 3500° K was high compared to the other color temperatures. Also, according to Fig. 3, the maximum interference time at light color temperature is 6500 ° K. This suggests that the performance time of the subjects in naming incoherent words relative to consonants at a color temperature of 6,500° K compared to other color temperatures was more significant. Although the average response time under lighting condition with color temperature of 6500° K (718.95 ± 65.33) was less than the color temperature of 3500° K (728.58 ± 43.48), according to the results of the study, with a decrease in color temperature, the increase in mean response time was observed, but this difference was not significant (p <0.05). In the present study, we compared the mean of the studied variables (interference score, interference time, correct number, number of errors, unanswered items and response time) among classified groups tested under different lighting conditions with color temperatures (3000, 4000, 5000, and 6500 degrees Kelvin). One-way ANOVA was used for data analysis. Based on the results of Tukey's post-test, the mean of correct responses under lighting conditions with a color temperature of 6,500 ° K was significantly higher than the other color temperatures, and the average for the number of correct responses at the color temperature of 5000 was significantly higher than 3500 and 4000° K (p <0.05). The average light error rate with a color temperature of 6500 ° K was significantly lower than the mean error at color temperature of 3500 and 4000 ° K, and also the average error under lighting condition with a color temperature of 5000 K was significantly lower than 3500 and 4000 ° K. 0> p). Also, based on independent t-test (Table 2), there was a significant relationship between subjects’ gender and variables such as interference score, interruption time and number of unanswered questions. For all of these three variables (interference score, interruption time and number of unanswered questions) mean in men was significantly lower than women (p <0.05). Based on subjects’ gender, the average response time under different color temperatures showed that the response time (or reaction time) of female students under lighting conditions with 3000 and 5,000 ° K was higher than that of male students, while under lighting conditions with 4000 and 6500° K the response time of male students was higher than that of female students. Although the average response time under different color temperatures was different between male and female subjects, based on the results from independent t-test, such difference was not significant.

  In general, the results of the study showed that when subjects are exposed to a light color temperature of 6,500 ° K, the number of correct responses by them is higher than those exposed to other color temperatures, and with increasing the color temperature of the light source the number of correct answers increases. Also, according to the results of this study, the levels of error decrease by increasing color temperature of light source. Based on the results of this study, it is suggested to make use of light sources with a color temperature of 6,500 ° K in designing the lighting system of the places where human reaction time and error are of great importance. Accordingly, it is recommended to repeat this study in other demographic groups, as well as taking into account the qualitative parameters of the lighting system in addition to its quantitative parameters.

Today, functions of exercise and physical activity in different aspects are hidden to no one. Sports lead to individuals’ well-being and society’s health, create life safety in all physical, psychological, mental, and emotional aspects, etc. and attract the attention of the committed officials in any society. Accordingly, great investments are made in many countries to provide the grounds for every member of the society to be benefited. However, the results of several studies show that many people suffer from multiple injuries and sometimes die as they are doing sports activities. Therefore, sport is one of the high-risk activities with many professional damages that apart from economic costs on the health, include very serious psychological costs on athletes, families in specific and the whole society, in general. Today, it is believed that most of the accidents (about 85 percent) are due to the errors and carelessness of the employees. Therefore, it seems that Improving the safety culture is a basic solution to reduce these accidents in sports events and fields. Safety culture refers to a set of beliefs, motifs, norms, roles and performances that reduce the encounter of employees and managers to dangerous situations. If the governing safety culture in an organization is positive and desirable, this culture, as an effective factor, can commit all elements of the organization to have a major contribution to the safety of themselves and their colleagues. Management is the key element in the safety culture. Management is the key element in safety culture. Managers play a key and essential role in improving the safety culture, preventing accidents and improving job performance and culturalization, and accelerating the process. Among factors affecting occupational performance is the individuals' personality because the individual personality determines his/ her motivation and attitude toward job and the way the individual responds to job requirements. Today, the value of the personality has been accepted as one of the predictors of occupational and behavioral performance.  According to the researchers, unsafe behaviors are highly influenced by individuals’ personal traits because the individuals’ personality traits determine their motifs and attitudes towards their job and how they meet job requirements. Therefore, individuals related to sensitive and safety-related conditions should be highly sensitive to observe safety principles proportionate to their characteristics and consider creating a positive safety culture as an essential issue in sports activities to reduce accidents effectively. Therefore, by identifying and investigating the personality dimensions of sports places managers, it can be used as a predictor of unsafe behaviors.  In summary, paying attention to numerous risks in sports activities is essential and taking safety culture into consideration as a major priority is natural is sports. Considering the role and responsibility of sport field managers in safety and health of athletes, spectators and other visitors, the present study aims at evaluating the safety culture among sport field managers based on IAEA Model and its relationship with their Demographic characteristics and personality. This study aims at answering the following questions: first, how is safety culture among sport field managers? Second, what is the relationship between the positive safety culture and Demographic characteristics and personality of sport field managers (gender, being extroverted or introverted, and experience and education level)?

This is an applied study in terms of purpose, a descriptive survey in terms of data collection methodology, and a correlation study in terms of data analysis. The research population includes all the sport field managers in Iran that consists of 22167 participants according to the statistics of the Development and Maintenance of Sports Facilities of Iran. The sample size included 379 participants based on the table of Krejcie and Morgan. Considering the level of errors due to not receiving complete questionnaires (the questionnaires being lost, not answering them, incomplete and invalid questionnaires), a number of 416 questionnaires were distributed and finally, 400 appropriate and flawless questionnaires were collected and analyzed. Multistage sampling was conducted on different provinces and cities and finally, the sample was selected using simple random sampling. The research tools included Eysenck Personality Questionnaire (EPQ) (1968) and demographic variables including 25 questions and the Safety Culture Survey including 35 questions related to the field of learning and teaching, responsibility, safety priorities, leadership and safety integrity. To insure the face and content validity of the questionnaire, its first edition was investigated by the experts in the field and the required corrections were applied on the items according to experts’ comments. The questionnaires were used after the experts confirmed them. The questionnaires’ reliability was calculated to be 0.76 for the Eysenck Personality Questionnaire and 0.82 for the Safety Culture Survey in a preliminary study by internal consistency through Chronbach’s alpha. Descriptive statistics (frequency tables, frequency percentage, average and standard deviation) and inferential statistics (variance analysis, independent T-test, Pearson’s correlation coefficient and logistic regression) were used for data analysis using SPSS 19 at the significance level of p > 0.05.

Demographic findings of the research showed that the majority of the statistical male sample (68.5%) holds bachelor degree (44.5%) and master degree (29.5%). Results showed that the mean safety culture of sport field managers was 130.12 And its standard deviation was 21.5. The score above 105 is regarded as the positive safety culture. The independent T-test showed that the average score of safety culture is higher in women than men and the difference is significant according to the value of t + -2.970 at the significance level of P = 0.00. Results of ANOVA showed that although by the increase in the work experience, the level of safety culture increases, while no significant relationship was observed between the two variables (P = 0.657). Results of ANOVA showed that by an increase in education level, the positive safety culture increases, while the relationship was not significant statistically (P = 0.391). Eta correlation coefficient showed that there is a significant (P = 0.01) negative (r = - 0.19) relationship between being extroverted and the safety culture. Moreover, there is a significant (P 0.00) and direct (r = 0.29) relationship between being introverted and the safety culture. Considering the type of variables and using eta correlation coefficient to investigate the correlation between the variables, logistic regression was used to determine which variables are strong predictors of safety culture. For overall estimation of the model, omnibus test analysis was used. Omnibus test showed that the logistic regression model was significant. That is, it can predict the variables efficiently. The log-likelihood of logistic regression showed that the variables are 69 percent able to determine the dependent variable. The results of Hosmer-Lemeshow test (HL test) for regression fitting showed that the model is appropriate and fit well. This means that a series of variables have predicted the criterion variable. Therefore, the predictors of safety culture should be identified from among the variables. Results of odds ratio showed that the odd ratio of being introverted and extroverted is relatively good. The odds ratio equals beta (β) in linear regression. The ratio was significant with 0.39 for being extroverted and 0.48 for being introverted. In general, the more extroverted the person is, the safety culture increases and it is vice versa regarding being introverted. In this regard, classification of the average values of safety culture aspects showed that safety priority with an average value of 31.5 and responsibility with an average value of 24.2 had the greatest and smallest average values.

The safety culture is an essential element to prevent accidents from occurring in sports places and events. In the view of researchers, the incidence of unsafe behaviors is greatly under the influence of personality traits of individuals, especially managers. Therefore, the current research aims to investigate the relationship between personality traits of sports places' managers and their safety culture. Results showed that the safety culture has a significant relationship with gender, extroversion, and introversion of managers, but has no significant relationship with work experience and education level. It seems that the more positive attitude of women towards occupational issues, psychological and personality traits, higher sensitivity to job safety issues and avoiding risks that makes them attempt to do the assigned tasks in the best way and the least risks, direct more attention to safety culture in women. In addition, unlike the extroverted people who are risk-taking and in search of excitement do not shoulder their responsibilities and believe that accidents are inevitable, the introverted are indecisive, thoughtful and cautious. The introverted believe that events and accidents are results of their actions and are more satisfied with their actions. Since the introverted are conditioned more and quicker, they adapt to the crowd and obey the rules. They pay more attention to the current rules of safety and follow the rules to develop positive safety culture and reduce unsafe actions. Accordingly, the safety culture is higher in the introverted than in the extroverted. Regarding the lack of effect of education level on mangers’ safety culture, it can be stated that courses related to safety in PE is not taught in higher education in the field of physical education. Furthermore, during in-service courses, the training courses are held similarly for all the people at different education levels and this leads to the irrelevance of the awareness of managers and employees about safety and education level. Therefore, investigating different aspects of personality and safety culture, the efficiency in sports organizations can be improved and the accidents in sport events and fields can be reduced besides identifying and assigning people that pay less attention to safety culture to low-risk jobs.

Construction industry is known as one of the most perilous industries in that it is involving the hazardous projects as well as the high manpower activities correlating with a high rate of work-related accidents. On the other hand, the high rate of accidents in the industry demanding a big budget for the damages; therefore, safety is strongly emphasized in the construction industry projects. Iran holds 15th rank in the world’s rank in terms of electricity generation and as a developing country needs to boost its electricity production by about five percent annually. On the other hand, some factors indicate the necessities of a focus on promoting safety and a safety culture in these projects; the risky nature of power plant construction, the increment in the number of contracting companies, the size of projects and the complexity of work procedures, and the natural outsourcing of activities, to name but a few. The accidents of the construction industry caused by a variety of causes are generally categorized into two groups, those which are caused by dangerous situations or physics and ones with the reason correlated to the unsafe behaviors or the actions. Accordingly, many studies have focused on the behavior of individuals as one of the first-line factor of accidents, and it is believed that fostering an appropriate safety culture in the organization and individuals is a crucial strategy lessening the workrelated accidents. The safety culture of an organization is the product of group and individual values, perspectives, anticipations, adequacies, and behavior patterns that ascertain the extent of their commitment to the organization proficiency, health style, and safety management. In general, the organizations with a strong safety culture which are gradually enhancing by time effectively prevent from individual and organizational disasters. According to several studies, there are disparate factors affecting the safety culture of the organization and the individuals. Given to the results of numerous studies, the safety investment in the projects has an impact on the safety culture and the safety performance. However, the degree of influence of each safety factor on the culture improvement is not assessed in the previous studies. Furthermore, it is necessary to recognize the effective type of investment impacting on the enhancement of the safety culture, in that the amount of safety investment in each project and the contracting company has limitations. The present study aimed at evaluating the impact of various safety investment methods on improving safety culture in the construction industry projects and for this reason we investigate the thermal power plant projects.

The current study inspecting the interactive effects of safety investment factors embodying the cost of safety training, the safety incentives, the safety personnel and the safety equipment on the safety culture in the power plant construction projects in Iran. The Structural Equation Modeling (SEM) method explores the interactive effects of various types of safety investments on the safety culture. The SEM as a multivariate method helps us to simultaneously investigate the relationship between independent and dependent structures in a theoretical model. The SEM is one of the most useful techniques analyzing the relationships between variables. Although variables are probably hypothetical or invisible (hidden variables), this method can specify complex relationships between variables. Among different types of SEM method, the Partial Least Squares SEM (PLS-SEM) method was selected for this study since the data of the study were abnormal and abnormal data can be analyzed using PLS method. Additionally, the PLS method does not require a big sample size and it can compute the hidden structures in the small statistical population by linearly combining the observable variables through their weight relations. The PLS method can also be used both to evaluate hidden (or dependent) variables measured by observed variables (or indices) and to evaluate the relationship between variables (i.e., path coefficients of hypotheses). The software used in this study is Smart PLS Version 2.0.M3. To achieve the objectives of the research, a conceptual model with four hypothetical paths was presented to investigate the impact of different types of investment methods on safety and ten indicators were used to evaluate the safety culture. The four hypotheses of this study including 1- Cost for safety training has a significant impact on the safety culture 2- Cost for promoting safety and incentives has a significant impact on the safety culture 3- Cost for safety personnel has a significant impact on the safety culture 4- Costs for safety equipment have a significant impact on the safety culture. Structured questionnaire was used to collect data needed to evaluate the safety culture measurement model and safety investment. The statistical population is the contracting companies involved in the construction of gas, steam and combined cycle power plants to collect the required data. In order to collect the required research information, we made a connection with the project manager of 28 power plant projects, 19 of which participated in the study through which we receive the questionnaires from 62 specialized contractors. Having utilized the data collected from power plant construction projects, the proposed model was empirically tested using the SEM-PLS method and it was determined which method had a significant impact on improving the safety culture.

According to the results of data analysis in this study, the factor analysis of all questions for assessing the indices of the safety culture is between 0.6 and 0.9 which is more than 0.4 and indicates that these criteria are suitable for measuring indicators. Also, the results of the measurement model parameters have acceptable reliability and validity. The results of the structural model also show that overall spending on investing in safety improves the safety culture in projects and shows three hypotheses of impact of cost of training, cost of incentives and cost of safety personnel with the path coefficients of +0.46, +0.26 and +0.09, respectively. They were confirmed with 95% confidence level. The path coefficient of +0.46 in the first hypothesis indicates that the investment in the safety training accounts for 46% of the variation in the safety culture variable. Hence, given the significant amount of path coefficients for this hypothesis, it can be concluded that increased investment in the safety training by contractors in power plant construction projects has a significant impact on improving their safety culture. +0.26 as the amount of the path coefficient of the second hypothesis showed that the costs of safety incentives in projects has an impact on the safety culture. Considering the path coefficient of +0.09 for the third hypothesis, which is not a significant amount, it can be concluded that the cost of safety personnel has a small impact on the safety culture; accordingly, merely compulsory investments such as costs for safety personnel, have little impact on improving the safety culture. The fourth hypothesis, namely, the effect of cost of safety equipment on safety culture was not confirmed by t = 1.384 on the bases of significant coefficient. Although this result indicates that the cost of the safety equipment reduces the accidents, does not directly have an impact on improving the safety culture.

Among the various methods of investing in the safety, the cost of safety training has the most significant effect on improving the safety culture of contractors, indicating that the safety training positively improves safety participation, awareness, knowledge, behavior, and motivation. The safety training directly effects on the safety culture. After the cost of safety training, the cost of safety incentives and publicity owned the second place in improving the safety culture. The costs for safety personnel have also been relatively influential on safety culture. The costs for safety equipment have no impact on improving the safety culture. The costs for safety equipment would be effective in the project if the safety training be emphasized to improve contractor safety performance. The results of this study help construction industry contractors to optimize safety culture, therefore, reduce work-related accidents by optimally spending on the safety. The first limitation is that the research findings is not generalizable. As mentioned earlier, the culture of safety varies across different regions and industries. The findings of this research are based on the information of the construction of power plant projects in Iran and these findings should be interpreted within this limited context. The current study suffers from the other limitation which is the small sample size; since there is limited number of power plant projects and the accountability of the contractors is low. It is worth noting that PLS method, which is the most appropriate method of the structural equation analysis for the data with small sample size, was utilized to solve this problem. Moreover, this study merely investigates the impact of four investment methods. In the future for the future studies, by collecting additional datasets, different factors can be explored in other projects and regions and presented with separated models.