a b s t r a c tWorkers in the steel-manufacturing industry face many safety risks due to the nature of the job. How well safety procedures and regulations are followed within an organization is considered to be influenced by the reigning culture of the organization. The aim of this study was to investigate and describe safety culture and risk-taking at a large steel-manufacturing company in Sweden by exploring workers' experiences and perceptions of safety and risks. Ten focus group interviews were conducted with a total of 66 workers. In the interviews, the situation of safety at work was discussed in a semi-structured manner. The material was analyzed inductively using qualitative content analysis. The analysis resulted in a thorough description of safety culture and risk-taking at the company, based on the following five main categories: 1. Acceptance of risks, one simply has to accept the safety risks of the work environment, 2. Individual responsibility for safety, the responsibility for safe procedures rests to the largest extent on the individual, 3. Trade-off between productivity and safety, these are conflicting entities, wanting to produce as well as wanting to work safely, 4. Importance of communication, it is needed for safety actions to be effective, and 5. State-of-the-day and external conditions, an interplay between these factors affect risk-taking. In sociotechnical systems theory it is acknowledged that there are interactions between social and technical factors in organizations. The findings of this study are interpreted to be in line with a sociotechnical understanding of safety culture and risk-taking.

Activity-based workplaces (ABWs) are implemented with possible implications for health, well-being, and work satisfaction in the workplace. Drawing on the theoretical framework, i.e., sense of coherence (SOC), the aim was to investigate how indicators pf SOC—meaningfulness, manageability and comprehensibility—are associated with, or function as barriers or facilitators for, health, well-being and work satisfaction during relocation to an ABW. We followed the implementation of ABWs at the Swedish Transport Administration (2018–2019). Questionnaires were administered before (n = 536), 3 months (n = 409) and 9 months (n = 373) after relocation. Focus group interviews (15) were conducted before and after. Data were analyzed using repeated measures ANOVA and content analysis. Relocation to an ABW was associated with a reduced work satisfaction (physical p < 0.001; psychosocial p < 0.001), and minor changes in health and occupational well-being during relocation (p > 0.001). The reduction in work satisfaction was smaller among employees with high meaningfulness in the relocation process (p < 0.001). All SOC indicators were positively associated with overall health, well-being and work satisfaction (p < 0.001). Interviews suggested that meaningfulness was facilitated by participation in the presented activities and that communication before relocation was crucial. The results indicate that organizations implementing ABWs should promote perceived meaningfulness in the process to mitigate possible declines in satisfaction with the physical and psychosocial work environment.

Professional drivers, i.e. lorry, truck, bus and taxi drivers, have been identified as a particular health risk group. An intervention to study the efficacy of a series of educational programmes, involving improved nutritional balance in meals served, food preparation routines and carrying out personal health profiles on staff, was implemented at a Swedish truck stop in order to target this specific hard-to-reach risk group. Professional drivers were targeted through an information campaign, healthier 'Today's Special' choices and by using staff as proxy health promoters. A campaign emblem on the menu notice board indicated healthier food choice menu items. Drivers choosing healthier alternatives were given lottery tokens. The intervention was evaluated through nutritional analyses, field observations, questionnaires and interviews. Positive staff-level outcomes included increased nutritional awareness, personal health empowerment and, most crucially, overwhelming staff support for a health-promoting role. Nutritional analysis of pre- and post-intervention 'Today's Specials' showed a better balance of fat, calories, carbohydrates and protein (per 100 g) content in the dishes tested. At management level there were economic benefits in terms of time savings and reduced use of cooking fat in food preparation. Drivers tended to choose healthier alternatives and there was increased awareness of the healthier alternatives on offer. The case study showed that using truck stop staff as proxy health promoters offers a viable intervention strategy.