Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Improvements to health and safety at work constantly involve organizational changes (OCs). However, the OC initiatives often fail at achieving their intended goals despite efforts to draw knowledge from various disciplines, such as sociology, psychology and information sciences, to guide the change implementation. This paper proposes a temporality approach to manage the resistance during an OC project based on the capitalization of the actors’ behaviors (i.e. alignment/resistance) for successful OC implementation.Employees in an industrial company (N = 186) undergoing an OC answered a questionnaire survey. The statistical analysis approach was used to measure the influence of the constructs of the proposed temporality capitalization approach on the OC conduct.Results indicate that the considered constructs have positive and significant correlations with OC development. It has also been found that the employees’ alignment is highly correlated with the opportunities they might gain from the OC.The proposed temporality capitalization approach shows that providing the employees with clear objectives is not sufficient to support the change, and it is suggested that the change management has to move a step further and seek to target the perspectives of the employees to energize them around the OC and maximize their alignment.In this paper, change management is approached through the temporality capitalization that confirms the importance of monitoring the change development through the alignment. In other terms, the curve of the adaptation of the change receivers matters and should attract more attention rather than the change implementation speed.

Introduction: Modern approaches to Occupational Health and Safety have acknowledged the important contribution that continuous improvements to working conditions can make to the motivation of employees, their subsequent performance, and therefore to the competitiveness of the company. Despite this fact, organizational change initiatives represent a path less traveled by employees. Specialized literature has drawn on the fact that employees’ satisfaction presents both the foundation and catalyst for effective implementation of improvements to working conditions. Method: This paper conceptualizes the alignment of employees through measurement of job satisfaction and uses the Bayesian Network to assess the influence of human factors, particularly the cognitive, emotional, and behavioral aspects. Toward this aim, the Bayesian Network is evaluated through a cross-validation process, and a sensitivity analysis is then conducted for each influential dimension: emotional, cognitive, and behavioral. Results: The results reveal that these three dimensions are interrelated and have a direct influence on job satisfaction and employees’ alignment during the organization change. Further, they suggest that the best strategy for enhanced alignment and smooth conduct of organizational changes is simultaneous enhancement of the three dimensions. Practical applications: This study shows the influence of emotional, cognitive, and behavioral dimensions on job satisfaction and employees’ alignment during the organizational change. Furthermore, it elaborates the way to develop efficient and effective strategies for a successful change implementation and sustained alignment.

Road traffic plays a vital role in countries’ economic growth and future development. However, traffic accidents are considered a major public health issue affecting humankind. Despite efforts by governments to improve traffic safety, the misalignment between the policy efforts and on-ground infringements, distractions and breaches reflect the regulatory failure. This paper uses the Bayesian network method to investigate unsafe behaviors and traffic accidents involving unlicensed drivers as a perspective for the regulatory alignment assessment. The findings suggest that: (1) unlicensed drivers are more likely to have unsafe driving behaviors; (2) the probability of being involved in a severe traffic accident increases when the drivers are unlicensed and decreases in the case of licensed drivers; (3) young drivers are noticeably more likely to engage in unsafe behaviors, usually leading to serious injuries and deaths, when their driving licenses are invalid; (4) women are more likely to engage in right-of-way violations and to have collisions with no serious injuries, contrary to unlicensed men drivers, who are involved in other types of traffic accidents resulting in serious injuries.

Purpose Decoupling of pressures ranging from regulatory compliance and stakeholders expectations to business competitiveness and sustainability, companies need to align their environmental strategies with a broader consideration of these influences. This paper aims at developing a dynamic alignment model to enhance the environmental performance that considers the influential pressures based on a multi-criteria decision-making process. Design/methodology/approach Authors have proposed a dynamic model for the alignment of the environmental performance based on a hybrid multi-criteria decision-making approach combining the analytic hierarchy process (AHP) and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS). This model considers contemporary strategic dynamism of the environmental performance and provides a methodology to assist companies prioritizing the environmental aspects based on the influential pressures and deciding on the enhancement pathways. Findings The proposed model based on a hybrid multi-criteria decision-making process allows prioritizing the environmental aspects considering the allocated weights to the alignment-triggered pressures and draw the way to develop different pathways to improve the alignment. Practical implications The proposed dynamic alignment model presents an instrument for the continuous alignment of the environmental performance and an effective management of changes and contributes to minimize gaps and divergences. Originality/value In this paper, the environmental performance has been approached through the contemporary strategic dynamism with the deployment of the multi-criteria decision-making techniques to yield an alignment framework for the environmental decision that combines the internal and external approaches for an effective and sustainable improvement of the environmental performance.

An increasing interest and efforts are being made at all levels by academics and practitioners to protect the workers and encourage the development of strategies and approaches to reduce the number of accidents at the workplace, improve the safety performance of the industrial companies and preserve the environmental health. In spite of the continuous efforts of the Algerian companies to improve their health and safety performance, high number of accidents and ill-health problems among the Algerian companies are still being recorded. In terms of definition, the Environmental Health refers to human’s health aspects including quality of life. These aspects are defined by the physical, biological, social and psychosocial factors of the environment. It includes also the theory and practice of assessing, correcting, controlling and preventing these factors in an environment which may potentially affect human’s health.This paper comes to explore the contribution of the alignment of the cluster cultural aspects (CA), health and Safety strategy (H&SS) and people (P) as a way to improve the environmental health, particularly the Musculoskeletal disorders (MSDs) that present one of the prominent and significant health problems at work.