Previous conceptualizations of safety voice have described this construct as fundamentally unidimensional, compared to several other multidimensional models that have been outlined for the more general concept of employee voice. Drawing from previous studies in occupational safety, previous safety voice conceptualizations (challenge vs. defense of safety systems), dynamic safety capability, and wise proactivity, we outline an extended conceptualization of safety voice. Adopting a functionalist approach, we identified and described promotive, preventive, prohibitive, and hostile safety voice. For each type, we discuss the definition, its function, its implications, and examples. This multidimensional conceptualization provides a conceptual structure that supports more accurate measurement, intervention design, and discussions surrounding safety-related communication. It also clarifies when and how distinct forms of safety voice emerge, identifies levers for system and leadership design, and outlines actionable implications and testable propositions for advancing prevention, learning, and research.

A cross-sectional correlational research design was used to investigate the relationship between organizational safety climate, supervisor safety climate, compliance, safety citizenship behaviors and safety self-efficacy. A sample of 728 workers located in a single Eastern European manufacturing plant completed self-report questionnaires regarding the aforementioned constructs. A path analysis revealed that supervisor safety climate partially mediated the relationship between organizational safety climate and the outcome variables, compliance and safety citizenship behaviors. Additionally, safety self-efficacy was found to be positively related to compliance and safety citizenship behaviors. Safety self-efficacy also moderated the relationship between supervisor safety climate and safety citizenship behaviors, such that a stronger positive correlation between safety citizenship behaviors and supervisor safety climate was present when safety self-efficacy was high. The findings suggest safety self-efficacy may be useful in predicting compliance and organizational citizenship behaviors. Further, it is likely that the presence of safety self-efficacy may serve as an enabling factor, which empowers employees who have been motivated by the supervisor safety climate to actually engage in safety citizenship behaviors. Organizations could aim to increase employee safety self-efficacy by encouraging supervisors to role model appropriate safety behaviors, by implementing adequate safety training programs and ensuring information about safety hazards and previous safety incidents is disseminated.

The widespread adoption of remote and hybrid work has profoundly reshaped organizational processes, offering greater flexibility and autonomy while simultaneously introducing new psychosocial challenges. Drawing on the Job Demands–Resources (JD-R) model, the present study examined the relationship between employees’ perceived disadvantages of remote work and work engagement, considering the parallel indirect associations involving technology-related demands and work–family conflict. Data were collected through a cross-sectional survey involving 3762 hybrid workers employed by an Italian IT company. Primary analyses were conducted on 3028 participants with complete observed data on the four focal constructs. Participants completed an adapted measure of he Remote Working Benefits and Disadvantages Scale, together with the Utrecht Work Engagement Scale (UWES-3), the Emerging Technology-related Stressors Scale, and the Work–Family Conflict Scale. Greater perceived disadvantages were associated with higher technology-related demands and work–family conflict, both of which were in turn associated with lower work engagement. The standardized indirect associations were β = −0.086 through technology-related demands and β = −0.044 through work–family conflict, while the remaining direct association was small (β = −0.058). The overall model explained 8.3% of the variance in work engagement, indicating modest explanatory power. These findings support an appraisal-based interpretation of remote and hybrid work, suggesting that employees’ subjective evaluations of their work arrangements may represent one relevant correlate of engagement. The study underscores the importance of implementing sustainable remote work practices that minimize perceived disadvantages, support effective boundary management, and reduce technology-related demands to foster employee engagement and well-being.