The current study explores how employee safety knowledge and behaviors are affected by employees' perceptions of management's concern for safety, perceived organizational ethics, perceived organizational support, and leader-member exchange. A field sample of 188 employees from several U.S. locations of a large multinational drilling company participated in the study. Results indicated that perceived organizational ethics, perceived organizational support, and leader-member exchange are indirectly associated with employees' safety knowledge and behaviors. The current study demonstrates that organizations should pay particular attention to the organizational context within which safety messages are transmitted. Differences in employee perceptions of this context may affect the effectiveness of the message. The findings also demonstrated strong support for a model linking perceptions of ethics, perceptions of support, and leader-member exchange as important mediating elements in the effective transfer of management's concern for safety to actual employee safety knowledge and behavior.
PurposeConsidering the growing prominence of millennials in the workforce, the current work explores the idea of cool employers as perceived, particularly by millennials.Design/methodology/approachUtilizing a mixed methods approach, the authors explore the polar concepts of cool and uncool potential employing organizations through a two-phase study that examined millennial's and nonmillennials’ perceptions of the components that constitute a cool or uncool organization to work.FindingsThe findings of the study indicate a difference between millennial and nonmillennial perceptions regarding the characteristics of a cool or uncool employing organization. Additionally, the authors discuss the dimensions of the cool and uncool organization concepts as perceived by millennials in the context of pertinent organizational theory.Originality/valueBased upon the tenets of attraction–selection–attrition (ASA) theory and social identity theories, an organizational coolness concept is developed.
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