Abstract

The purpose of this study is to examine the role of work safety culture and work regulations in the performance of workers through work discipline at PT. Solusi Bangun Andalas. The total number of permanent workers in PT. Solusi Bangun Andalas is 106 persons, which will be the population for this study. The sample size used is 106 workers, which was selected using the census approach. The analysis approach used is Partial Least Square (PLS). From the analysis, the following conclusions were drawn: (a) work safety culture positively impacts work discipline; (b) work regulations positively impact work discipline; (c) work safety culture positively impacts worker performance; (d) work regulations positively impact worker performance; and (e) work discipline positively impacts worker performance. Moreover, from the mediation analysis, work discipline partly mediates the relationship between work safety culture and work regulations with worker performance at PT. Solusi Bangun Andalas.

Keywords

Work Safety Culture Work Regulations Work Discipline Employee Performance

1. Introduction

The performance of the workers is one of the main indicators used in assessing whether the company succeeds in accomplishing its goals and objectives. Ideal performance is characterized by not only being able to execute their duties following the set standards but also by the effectiveness of the company's HR management practices. In the highly competitive world of business operations, every worker must contribute effectively to the success of the company based on his/her efficiency and effectiveness in completing their tasks. Therefore, contemporary human resource management focuses on the improvement of the performance of workers since performance significantly contributes to the success of the company. In the case of manufacturing industries like PT. Solusi Bangun Andalas, performance is crucial because it plays a significant role in the success of the company. The industry works in the building materials sector, and it involves high workloads, risky work environments, and high productivity expectations from the workers.

PT Solusi Bangun Andalas, which is a subsidiary of PT Solusi Bangun Indonesia Tbk and belongs to SIG, is situated in Lhoknga, Aceh Besar District. It performs an important function in ensuring availability of cement and building materials in western Indonesia. Since the scale of manufacturing processes here implies laborious and complicated work process, everyone needs to exhibit high performance, discipline, and compliance with work safety requirements. High risks, in the form of exposure to dust, heat, and work with heavy machinery, necessitate a well-developed culture of safety and following the corporate regulations. In a survey among 30 workers of PT Solusi Bangun Andalas, average performance level of the company’s employees was identified to be rather high and amounted to 3.79 according to five criteria. Nevertheless, one of these criteria, namely time management, was assessed significantly lower with 3.40 indicating possible problems associated with low efficiency (Primary data, 2025).

Work discipline can be considered an important aspect affecting employee productivity. Highly disciplined employees usually exhibit strong dedication to working hours, obey the rules, and are able to finish their assignments on time. Moreover, work discipline can help achieve an organized workplace and decrease the possibility of making mistakes. The pre-survey conducted among workers regarding work discipline at PT. Solusi Bangun Andalas shows an average value of 3.65, which means that employees perceive work discipline quite positively. Nevertheless, one indicator has a relatively low average value of 3.30, which relates to work completion following the procedure. Thus, there should be improvements in terms of following the SOP (Primary data, 2025).

Aside from discipline, work safety culture plays an important role in improving the performance of employees, particularly those working in hazardous environments. Work safety culture includes stable values, attitudes, and behavior that support the application of safety principles, supported by both management and employees. The culture creates a perception of security, making it easier for employees to be more productive at work. Furthermore, work safety culture encourages the implementation of SOPs and improves overall awareness about workplace safety. As stated by [1], a healthy work safety culture may help minimize accidents on the job, lessen absenteeism, and increase work efficiency. In the pre-survey conducted by PT Solusi Bangun Andalas, the mean work safety culture score was 3.78, indicating a good level of work safety culture. On the other hand, the lowest score of 3.40 was noted for the indicator concerning the participation of leaders in supporting safety programs (Primary data, 2025).

Apart from the establishment of a culture of safety in the workplace, work regulations are also instrumental in influencing the performance of employees. Regulations act as guidelines to the rights, responsibilities, and restrictions of employees, thus bringing about discipline within the working environment through reduction of deviant behavior. The presence of clearly defined regulations creates a sense of trust between employees and management and motivates workers towards performance, which is timely, efficient, and of high quality. In the assessment carried out among employees of PT. Solusi Bangun Andalas before the implementation of changes to the work regulation, there was a rating of 3.68 on work regulations by the employees, implying a fairly positive assessment of work regulations.

The importance of occupational safety culture, work regulation, and work discipline on performance has been stressed in a number of previous studies. The positive impact of safety culture on performance in the manufacturing industry was proven by [1], whereas [2] found work regulations to be extremely significant in developing discipline, leading to better employee performance. However, in previous studies, the relationships between various variables were analyzed without taking into account other variables that could play a mediator role between those variables.

Moreover, current research findings reveal that performance of an individual employee depends on several aspects including not only structural and legal issues but also on internalization of values that are cultivated by the organization. For instance, occupational safety culture cannot be simply described as some laws; instead, it is rooted in values that underline significance of ensuring safety and health in any work-related activity. In the situation when values are well internalized by an employee, the individual becomes more aware of his/her job duties, performs actions cautiously and is highly responsible in his/her behavior. Consequently, this contributes to more effective work performance.

In contrast, work regulations act as official tools that help outline the limits, duties, and rights of employees within the organization. Well-formulated work regulations help reduce the level of role ambiguity and eliminate possible problems associated with task implementation. Provided that such regulations have been devised reasonably, properly disseminated, and easily comprehended, they would be readily accepted and followed by employees. This will be demonstrated in the form of effective work discipline which includes such elements as regularity, conformity with procedures, and successful target achievement.

Work discipline is a behaviorally-oriented variable that greatly depends on the organizational context in which it takes place. Besides being a result of supervision or punishment, discipline can be developed internally by employees through their understanding of the significance of rules and safety in helping achieve work goals. Under such conditions, work discipline may become a mediating factor in the way that helps transfer the effect of safety culture and work regulations on employees' performance.

In addition, research that takes into account mediating variables can provide a more thorough perspective on the dynamics involved in performance enhancement. Not only will the investigation determine if the variable has any influence on the situation; it will explain the means by which such influence takes effect. Using work discipline as a mediator variable will allow investigators to understand its importance in enhancing the connection between organizational attributes and employees' performance. The objective is to ensure that conclusions drawn will not be too simplistic and will accurately reflect the true complexities of working conditions inside companies.

From this explanation, it follows that there is still ample room for research regarding the connection between the safety culture of a profession, work regulations, work discipline, and employee performance. Research using mediation models will contribute to the advancement of knowledge about human resource management, as well as help organizations develop policies that would maximize their effectiveness. By recognizing the importance of work discipline in bridging gaps between organizational attributes and employees' work, companies will be able to concentrate on developing a safe and orderly work environment conducive to maximum performance.

The objective of this study is to help fill this research gap through the examination of the effect of safety culture and work rules on the performance of employees, with work discipline as a mediator variable, in the manufacturing industry, particularly at PT. Solusi Bangun Andalas. The significance of this study lies in the inclusion of three key factors in HRM and an analysis of the relationship among the three factors within a conceptual framework. The contextual relevance of this study is in focusing on the industry of building materials where there exist occupational hazards that rarely receive attention in past literature. Expected results of this study will contribute to a better understanding of how to improve employee performance through safe, disciplined, and systematic working environments.

2. Theoretical Study

2.1. Employee Performance

Performance is a measure of how well an individual performs the job duties and responsibilities in an organization, determined by analyzing the effectiveness and efficiency of the work done. It is important to note that performance is not only measured in terms of the results, but the actions taken to achieve organizational goals as well. Competence, motivation, and working conditions are among the main factors affecting the performance of employees. As such, performance appraisal becomes one of the critical tools that enables feedback and improvement of the organization's productivity [3]; [4]; [5]. In other words, performance is a measure of an individual contribution towards organizational goals.

Work discipline, safety culture, and work regulation are some of the factors that play an important role in improving employee performance. Firstly, work discipline encourages responsibility and accountability among workers, contributing greatly towards completing tasks and increasing productivity [6]. Secondly, a healthy safety culture provides employees with a sense of safety and comfort, thus making it easier for them to concentrate on their tasks, resulting in higher productivity [7]. Last but not least, work regulation makes sure that workers have certain standards of behavior and responsibility that help avoid conflicts among themselves and evaluate their performance objectively [8].

The employee performance indicators may be measured from different angles such as the quality of work, quantity, promptness, efficient use of resources, autonomy, initiative, creativity, learning capability, sense of responsibility, team spirit, procedure compliance, customer orientation, and attainment of KPIs [9]; [10]. Measuring all the indicators allows organizations to conduct a thorough analysis of employees' performances. This information will serve as a basis for the development of employees and increased efficiency. It is important for organizations to understand the factors affecting the performance of employees and their performance indicators because it would help create better human resource management policies and foster discipline in the workplace.

2.2. Work Discipline

Work discipline is defined as the mindset and actions of the worker that portray their obedience to the policies, processes, practices, and standards of operation in the organization. Work discipline not only encompasses compliance but also entails an understanding of the responsibilities involved in executing the day-to-day operations within an organization [9]; [11]; [4]. Workers who exhibit high levels of work discipline are more dependable and committed to the organization and are essential resources for achieving organizational objectives efficiently and effectively.

There are many factors that affect discipline at work, such as OHS culture and work rules. First of all, OHS culture creates a feeling of security and instills the importance of compliance among workers, which allows them to work properly and safely [12]. Secondly, work rules give employees instructions about how to work effectively and what will be done in case of rule violation, creating clear expectations of employees' behavior [13]. Thus, due to a powerful combination of both a positive OHS culture and work rules, discipline arises not from the fear of being punished but because of the importance of safety and compliance for the whole group of people.

The following are the factors which may be used to measure the level of work discipline among employees: the extent of their obedience to corporate rules and regulations, punctuality, adherence to corporate standards of work, being responsible in performing assigned tasks, and attitudes towards directions by superiors [4]; [14]; [15]. Workers who have good levels of discipline always come to work on time, do not procrastinate in performing assigned tasks, and help create an organized working environment.

2.3 Occupational Safety Culture

Occupational safety culture can be defined as a combination of values, norms, attitudes, and beliefs possessed by organizational members who value safety above all else in carrying out their duties. These behaviors include compliance with safety protocols, wearing protective gear, and increasing awareness of workplace dangers. Occupational safety culture helps instill a sense of dedication among workers and management alike toward ensuring that no accidents happen, increasing productivity, and improving efficiency in operations [16]; [17]; [18].

Occupational safety culture is influenced by management commitment, worker participation, safety communication, training, accident reporting systems, and leadership support. Organizations that have the habit of enforcing safety regulations, investing enough resources, and encouraging worker participation create safe, disciplined, and responsible working behavior [18]; [19]. The synergy created by the management and workers while promoting the safety philosophy will help create a productive organizational culture.

Indicators of safety culture at the workplace can be divided into three major categories. The first one involves psychological safety where perception and attitude towards safety among the employees is considered. For instance, risk awareness and perception of safety as an important issue of the organization can fall under this category. Behavioral safety focuses on the behaviors of the employees such as following proper procedures, use of personal protective equipment (PPE), reporting incidents, and occupational safety and health training among others. The third type involves situational safety that refers to safe systems, policies, facility, and procedures in the organization [19]; [18].

2.4. Work Regulations

Work regulations refer to a collection of stipulations that an organization makes for its members in the form of written documentation that outlines the responsibilities and rights as well as procedures governing their relationship. Work regulations are meant to be used as formal documents to guide the activities of employees in a way that ensures their actions conform to the values of the organization, instilling discipline and creating order. Proper work regulations assist organizations in ensuring harmony among workers and minimizing conflicts [20]; [21]; [22].

Work regulations have several components, such as work time, punctuality, procedures, pay, holiday allowance, and systems of penalties and rewards. Furthermore, work regulations serve as a basis for HR managers to control activities, assess performance, impose discipline, and manage labor relations equitably. Work regulations need to be formalized, enforceable, legal, and communicated to employees to ensure compliance and create an efficient working atmosphere [21].

Regulation of labor indicators show the level of compliance by employees with organization provisions and include such important elements. Firstly, there is a binding written scope. Secondly, it should be noted that both employees and organizations have equal rights and duties. Thirdly, there is a penalty and reward system to guide on how to act in case of non-compliance and motivate employees to follow them. Fourthly, it should be mentioned that the regulations are in accordance with national laws. Moreover, fifthly, employee socialization and participation in regulation development are promoted. Also, there are other ways to evaluate regulations in the workplace, including working hours compliance, organizational rules, standard operating procedures, occupation safety regulations, and regulations accountability [21]; [9].

3. Research Methods

In this study, the target population was the 106 permanent workers in PT. Solusi Bangun Andalas. As the population was not very large, the census or saturated sampling approach was used, where the whole population was considered as the sample of the study. In this regard, all 106 permanent workers became part of the sample of the study.

The data was collected through a standardized questionnaire that was provided to all participants. The measurement indicators were identified based on existing theories and literature, which ensured the content validity of the indicators. The response to the measurement indicators was on a five-point Likert scale.

In order to achieve the stated research objectives and prove the hypotheses developed in the literature review section, SEM-PLS method will be used in the present study. This technique has been selected due to its suitability in predicting research models, ability to investigate complex relations between latent variables at the same time, and applicability to relatively small data sets.

The implementation process of the SEM-PLS method was done through two separate steps – the assessment of the measurement model (outer model) and the evaluation of the structural model (inner model). In the case of outer model, convergent validity, discriminant validity, composite reliability, and Cronbach’s alpha were measured in order to verify the reliability and validity of the measurement tools utilized. On the other hand, R², Q², path coefficients, and hypothesis testing via bootstrapping have been considered for inner model evaluation.

4. Research Results and Discussion

4.1 Hypothesis Testing

Testing the research hypothesisas in Table 1 below

Table 1 : Path Coefficient
Variables Original Sample Standard Deviation T- statistics P-values
Occupational Safety CultureWork Discipline 0.307 0.115 2,658 0.008
Work RegulationsWork Discipline 0.464 0.107 4,326 0.000
Work DisciplineEmployee Performance 0.347 0.108 3,221 0.001
Occupational Safety CultureEmployee Performance 0.222 0.103 2,150 0.032
Work RegulationsEmployee Performance 0.322 0.116 2,772 0.006

Source: Processed Primary Data, (2025)

4.1.1 Direct Hypothesis Testing

According to the results of path coefficient analysis, all relationships between the variables examined in the current study possess statistically significant effects in positive terms, based on the p-values lower than 0.05. Thus, the above analysis proves the validity of all hypotheses put forward in the study, which means that all variables analyzed have a positive influence on employee performance.

It has been found out that occupational safety culture has positive and significant influence on employee work discipline. The more developed and actively implemented safety culture in the organization is, the higher level of work discipline demonstrated by employees in daily operations will be. According to the results obtained, this fact can be proved by original sample value equal to 0.307, t-statistic equal to 2.658, and p-value equal to 0.008.

Work regulation has also contributed positively and significantly to work discipline and employee performance. By implementing work regulations, employees will comply in their work and contribute positively to their performance. In terms of work regulations on work discipline, the original sample value of influence was 0.464 (t = 4.326, p = 0.000). However, in terms of work regulations on employee performance, the original sample value of influence was 0.322 (t = 2.772, p = 0.006). Work regulations play an important role in the contribution of work performance.

Moreover, work discipline has been found to play an important role as a mediator in increasing employee performance. Discipline contributes positively to work performance since it has an original sample value of 0.347 (t = 3.221, p = 0.001). Also, occupational safety culture has a positive impact on work performance. It has an original sample value of 0.222 (t = 2.150, p = 0.032).

4.1.2.Testing the Mediation Hypothesis

The testing of the mediation hypothesis of this study is as in Table 2 below.

Table 2 : Bootstrapping Test Results
Variables Original Sample Standard Deviation T- statistics P-values
Occupational Safety CultureWork DisciplineEmployee Performance 0.106 0.052 2,040 0.041
Work RegulationsWork DisciplineEmployee Performance 0.161 0.065 2,469 0.014

Source: Processed Primary Data, (2025)

The outcomes of bootstrapping analysis have shown that work discipline acts as a mediator in the correlation between occupational safety culture and work regulations with regard to the performance of employees. The claim has been substantiated by the fact that the values of the p-test statistics fall below 0.05 for both mediation pathways. This finding proves the existence of indirect influence of these two independent factors on the dependent factor of employee performance.

Concerning the mediation link from occupational safety culture to the employee performance via work discipline, the initial value for the sample of 0.106, the T-statistics value of 2.040, and p-value of 0.041 prove that the positive culture regarding the occupational safety leads to higher levels of employee discipline. Higher levels of work discipline, in turn, lead to higher employee performance levels.

Moreover, regarding the relationship of work regulation, work discipline, and performance of employees using mediation approach, it was found out that the sample value is 0.161, t-statistic is 2.469 and the probability is 0.014. This implies that well structured work regulations positively contribute to enhancing work discipline which, consequently, positively influences the performance. Thus, work discipline can be used as a mediating variable between the effects of work regulations and performance of workers.

Given the results of the earlier statistical tests conducted above, the role of occupational safety culture and work regulations in employee performance still cannot be overlooked because their impact on employee performance significantly remains positive. In light of this, it can be concluded that work discipline acts as a partially mediating variable in this case as it increases the indirect effect of these two variables on employee performance.

4.2. Discussion

As is revealed from the findings of the study, the presence of an occupational safety culture has an overwhelmingly positive effect on work discipline in the workplace. The consistent adoption of an occupational safety culture helps establish a sense of collective importance of safety, which makes the employees follow all necessary work procedures. As employees are accustomed to operating under conditions where safety is important for the company, they are expected to be disciplined, prudent, and responsible since they know that they are part of the organizational safety system. According to [17], a safety culture ensures adherence to regulations and prevents unsafe behavior.

An occupational safety culture is also capable of influencing the personal responsibility of people regarding their work. As employees internalize safety principles, they become well-aware of safe work procedures and motivated to carry out their job according to the regulations, thus improving their own discipline. At the same time, an increase in individual discipline results in the development of collective discipline due to employees being ready to inform each other about any misconduct in terms of safety. According to [23], the increased internalization of safety culture results in better work discipline.

In addition to this, a sound safety culture will lead to better behavioral control in employees. A safe workplace setting makes it easier for management to implement rules since the employees themselves are already aware of the significance of following the rules. Awareness of this type helps build sustainable work discipline and decreases the chances of violation of procedure. Consequently, a safety culture does not just increase the levels of safety, but also influences orderliness at the workplace [24].

Moreover, research findings reveal that work regulations have a positive influence on work discipline. Work regulations are the norms of conduct for employees to follow in the process of fulfilling their duties at the workplace. It is clear from here that work regulations not only serve the purpose of controlling behavior but also act as a tool for encouraging the orderliness of employee behavior. As mentioned by [25], fair and transparent application of regulations helps improve the awareness of employees regarding the need for discipline.

Implementation of regulations makes sure that organizations can control how their employees behave in the workplace. Those organizations that follow work regulations create a compliant working environment where there is higher productivity, efficiency, and the level of work quality. These work regulations serve as standards for evaluating performance of employees that help managers make proper disciplinary decisions. According to [26], work regulations when communicated effectively and implemented properly improve punctuality and attendance among workers.

Work safety culture is one of the most important aspects that affect the performance of an employee. It is easier for workers to perform their duties properly if they feel secure while doing their jobs since they do not have to worry about any danger in the workplace. As it was suggested by [27], implementation of safety culture leads to increased work efficiency and effectiveness as employees can perform their jobs without any distractions.

Work policies have a direct influence on performance. Workers who are knowledgeable about the relevant work policies are likely to work in an organized manner and are less likely to make mistakes that may affect productivity. In this regard, [28] found that adherence to work policies results in enhanced productivity and work effectiveness, while [29] noted that participatory and communicative policies improve work quality, accountability, and efficiency.

Work discipline has been established as a determinant of improved worker performance. High-discipline workers are responsible, regulate their behaviors, follow work rules, and manage their work processes and time appropriately. [30] found that high levels of work discipline result in better worker performance due to the creation of order during the process of performing tasks.

In addition, work discipline is an indicator of how committed and loyal the workforce is to the organization. Employees who are disciplined are driven to fulfill objectives, work in teams to accomplish them, and help reach organizational goals at a faster pace. [31] showed that disciplined employees are the most productive, punctual, and deliver high-quality services, resulting in maximum organizational achievements.

Occupational safety culture and workplace rules have a direct effect on performance. In addition, they indirectly affect performance because of work discipline. Occupational safety culture, practiced consistently within an organization, ensures that employees comply with work regulations, follow safety procedures, and wear personal protective equipment when necessary. According to [1], occupational safety culture encourages disciplined employees who are productive at work.

Occupational safety culture also mediates the positive effect of organizational regulations on employee performance. Discipline among the workforce helps improve performance because it leads to increased focus, punctuality, and compliance with work procedures. The implementation of work regulations is critical for developing discipline among employees and creating the right working environment, according to [32].

Generally, based on the findings of this study, both safety culture and work regulations play an important role in the performance of employees through both direct and indirect means whereby work discipline acts as a mediator in their relationship. According to [2], it is imperative to note that work discipline is an important mediator in the relationship between organizational policies and performance results. Consequently, organizations that create safety culture and observe work regulations have productive and efficient employees. Overall, the three factors discussed above help in creating a safer and more orderly work environment.

5. Conclusion

5.1 Conclusion

As such, from the results found by the study, it is evident that Occupational Safety Culture positively influences Work Discipline in PT Semen Bangun Andalas. The consistent application of safety culture makes workers follow work procedures and become more responsible in their activities, and thus make their work orderly and safe. As a result, a safety culture not only helps protect workers from any risks but also improves their discipline.

Work regulations can greatly influence employee discipline and performance. Regulations help employees understand how to perform their tasks according to the set standards, which leads to higher standards of discipline. At the same time, work regulations contribute to improved performance of workers as work goals are easier to achieve within an orderly framework.

Work discipline acts as a mediator in boosting the influence of Occupational Safety Culture and Work Regulation on Employee Performance. This means that disciplined workers will be able to focus more in their work, come to work on time, and even follow the set procedures. Therefore, when the combination of occupational safety culture, work regulation, and work discipline is put in place, then there will be creation of a conducive working environment for enhancing worker performance at PT Semen Bangun Andalas.

5.2 Suggestions

  1. Employee Performance was among the variables that recorded the lowest average scores of 3.94 in relation to the indicator, "I always make sure my work meets set standards." Although the average is within the good range, there is a need to develop the ability of employees to adhere to work standards. In view of this, organizations are required to define work standards, carry out effective supervision, and offer constructive criticism and evaluation of performance.

  2. Work discipline was one of the variables with the lowest average score of 3.94 concerning the indicator, "I always receive directions/orders from my seniors in a positive way." The result calls for a major worry among organizations that seek to improve the level of communication between superiors and their juniors. For this reason, it is suggested that organizations adopt a participative form of management, which would help to develop a healthy working relationship in a free environment.

  3. The Occupational Safety Culture variable recorded the lowest average score of 3.81, in relation to the following indicator, "The company has an effective accident reporting system". This clearly shows that there is room for improvement in the way accidents are reported at the workplace. The firm should make sure that its accident reporting process is simplified, while also making sure that all employees understand how to report any work related accident at the place of work. Every case needs to be investigated transparently, hence, encouraging employees to report workplace accidents.

  4. Work Regulations scored the lowest average score of 3.74 on the following indicator, "Work regulations offer me adequate protection in regards to my rights as an employee". This is considered good because it still implies that there is room for improvement in the area of fair protection under work regulations. It is important for companies to review their policies in order to ensure that there is fairness in their application. Employees should also be involved in communicating and improving work regulations.

  5. Organizations are encouraged to create a coaching program that is continuous and aims at developing employees’ performance. Apart from coaching the employees on the accomplishment of their objectives and goals, the organization should coach them on how to perform the assigned tasks accurately and efficiently. Coaching can be done through regular evaluations including performance appraisals, performance evaluations, and mentoring programs where the employees learn about organizational expectations and how to improve their work quality.

  6. In ensuring that the workers develop high levels of work discipline, organizations must set exemplary models for their leaders and supervisors to follow. The behaviors, attitudes, and approaches used by the leader in communicating guidelines and enforcing rules become the model for other people to emulate. Therefore, when the leader is disciplined, respectful, and open-minded, the employees will show the same attitude towards performing their duties and responsibilities.

  7. One way of strengthening the workplace safety culture is by integrating safety into the process of doing things at work. Occupational safety needs to move beyond simply being a process to becoming something that is ingrained into the habits of the employees. This can be achieved by conducting pre-work safety talks, having safety pictures displayed in the workplace, and the participation of employees in the identification of hazards. These measures would go a long way in making workers more aware about workplace safety and committed to it.

  8. The company needs to respond to all reported accidents or hazards at the workplace in a prompt, objective and fair manner. The prompt attention to such matters will make employees confident in the safety system of their workplace. Evaluating such accidents will also be beneficial in improving the process of working.

  9. To improve perceptions of work regulation fairness, organizations should seek to include workers in the assessment and revision of regulations. This can be achieved through discussions, surveys within the organization, or periodic meetings between organizational leaders and employee representatives. The inclusion of opportunities for participation will make the workers feel appreciated and accepted. As such, they will be motivated to comply with the regulations that have been introduced by the organization.

  10. Organizations should also improve the consistent communication of work regulations to ensure that all workers understand them. Communication about work regulations should not just be done at the beginning of the employment period but also consistently throughout the relationship between the worker and the organization. Workers who understand work regulations will appreciate their protection from the organization and enjoy harmonious working relations that boost efficiency.

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