IntroductionSafety is the state of being protected from a possible source of hazard or risk, and it is a basic, fundamental human necessity in all parts of our existence (Wehmeier, McIntosh, & Turnbull, 2005). According to Abraham Maslow's 1943 theory of needs pyramid, the feeling of safety at work is a critical aspect in employees' job satisfaction (Bergheim et al, 2015). The simplest approach to express how much you respect your employees is to provide an environment where they feel physically and mentally comfortable (Pilbeam & Corbridge, 2006). Accidents endanger employees' safety, and workers, like any other living person, expect their institutions to put in place necessary safeguards to ensure that these people come home safely at the end of each day's work. However, occupational accidents and fatalities are on the rise. As a result, employee safety and well-being are critical disciplines for any company's development and success. Occupational health and safety (OHS) is the science of predicting, recognizing, assessing, and regulating hazards that arise in the workplace and have the potential to harm employees' safety and well-being, while also considering the impact on nearby communities and the environment as a whole (Kumar, Goud & Joseph, 2014). Workplace safety refers to the policies and procedures in place to protect the health and safety of employees in the workplace (Yanar & Smith, 2019). It entails identifying and managing dangers in compliance with national standards, as well as ongoing staff health and safety education and training. Occupational health and safety have been outside the forefront of management studies for a long time (Bérastégui & Garben, 2021). In reality, occupational health and safety concerns account for less than 1% of organizational research (Stowell & Warren, 2018). Given the considerable social and economic consequences associated with occupational safety, such as occupational deaths, work-related injuries (Ali et al., 2021), and lost productivity, this figure is shockingly low. Given the social and economic implications of workplace accidents, researchers must better understand the organizational elements that may influence an individual's workplace safety behavior. After accident data indicated that 95 percent of workplace accidents were caused by inappropriate employee actions, safe workplace behavior was first created in the 1930s (Geller, 2001).Employee attitudes and actions have been found to predict how people perceive hazards in the workplace, according to Kleine, Rudolph & Zacher (2019), hence a behavior-oriented strategy is critical. According to DeJoy et al. (2004), there is a growing emphasis on enhancing compliance with safety standards and regulations. Other safety researchers, on the other hand, concluded that compliance alone would not be enough to prevent workplace accidents and other undesirable effects; workers needed to be proactive and participate in workplace safety management. Safety participation refers to proactive safety actions such as supporting c...

The balance between work and family life has always been very hectic, yet, a very important and crucial thing to do in today's competitive and global world (Pahuja, 2017). In the life of a career woman, family responsibilities can be a restriction on her advancement through an organization, either if they inhibit time available for work-related tasks and activities or if they are perceived by decision-makers to inhibit employees' commitment to their work. Working parents, especially mothers, face many challenges each day, such as; caring for a sick child, getting involved with their children's school lives, helping them with their homework while meeting job demands and making sure of their wellbeing at all times (Rendon, 2016). In the same way, dual-career couples also experience the joy and satisfaction of raising children and participating in fulfilling roles in the workplace. The need to attain adequate balance with work and family life has been essential to the effective functioning in each of these areas.According to Ayudhya, Prouska, and Lewis (2015), work-life balance refers to the effective management of multiple responsibilities at work, at home, and within the different aspects of life. Additionally, the concept can be described as a state of equilibrium in which the needs of each person's job and private life are equal. The spheres of balancing work and personal life are two of the most important elements in the life of women and can shape how the family and individual future can develop. A positive balance can mostly be developed when there is no conflict between work and personal lives and people are satisfied with the relationship they have between work and their overall personal life (Ayudhya, et al., 2015). Hoffmann-Burdzinska and Rutkowska (2015) also add that this balance between work and personal lives of women can be a critical aspect of many areas of an organisation such as management, sociology, organisational psychology and the well-being of its employees. Therefore, a poor work-life balance can impact the employees' mental health, their commitment and productivity in work and conflicts in their personal lives and wellbeing in general (Zheng, Molineux, Mirshekary & Scarparo, 2015). The problem of balancing work and family is a major concern for employees and employers. This problem may manifest themselves in the form of stress, absenteeism, turnover, lower job commitment, errors and ultimately, lower productivity which tends to cause great loss to the organization for which one is working (Cullen & Christopher, 2012).In the view of Sullivan and Mainiero (2008), the career paths and wellbeing of women are sometimes based on job satisfaction or fit. The Kaleidoscope Career Model (KCM) as used by Sullivan and Mainiero (2008) was grounded in the perception of a decision as affecting the outcomes of other decisions. For example, if the career was the focus, family and other personal decisions are deemed to be less important, and personal outcomes reflect the lack of focus in adverse ways. Sulliv...