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So far, the relationship between the various dimensions of social support and work engagement has not been widely examined in the literature. In this study, we examined the relationship of social support at work (from a colleague or supervisor) and social support in one’s private life (from a spouse, relative or friend) with various dimensions of work engagement (vigor, dedication and absorption). The participants (N = 5,259–5,376, 46 years‐old, 52.7% women) came from the Northern Finland Birth Cohort 1966 study. Social support was evaluated with the Social Support Questionnaire (SSQ), and work engagement was assessed with a short version of the Utrecht Work Engagement Scale (UWES‐9). The data were analyzed using linear regression analyses. The results showed that high social support at work (p < 0.001) and in one’s private life (p < 0.001) were associated with higher total work engagement, higher vigor, higher dedication, and higher absorption. These findings were adjusted for gender, marital status, education and occupational status. The results were essentially unchanged when they were additionally adjusted for job strain and effort‐reward imbalance. To conclude, our findings indicate that the experience of overall social support may play a role in the experience of work engagement.

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Recent debate regarding the possibility for decreasing the risk of accidents within the construction industry has emphasised the need for innovative training methods. Training should combine behaviour-and culture-based approaches, simulate real-life situations, and involve multiple methods. The concept of Safety Training Park (STP) has been developed to meet these challenges. Eighty stakeholders from the Finnish construction industry have been involved in the construction and financing of the STP in northern Finland (STPNF). This unique cooperation has contributed to the immediate success of the park. However, little is known regarding the creation process and how the utilization of the STPNF could be improved. This article presents as a case study the concept, joint creation process and lessons learned this far. Detailed descriptions of the STPNF, findings from focus group interviews, and evidence from the literature are presented with a focus on the pros and cons of the STPNF. The STP is a new and innovative method for safety training that stimulates different learning styles and inspires changes in individuals' behaviour and in the organisations' safety climate. The stakeholders' high commitment, a long-term perspective, and a strong safety climate are identified as preconditions for the STP concept to work.