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"Keselamatan kerja dalam organjsasi merupakan isu yang sangat penting untuk diperhatikan agar suatu perusahaan dapat beroperasi dengan baik dan aman. Kurangnya pengawasan terhadap keselamatan kerja dapat menimbulkan kecelakaan kerja yang berakibat fatal pada kelanjutan organisasi tersebut (Petersen, l988). Oleh karena im sejumlah langkah preventif perlu dilakukan oleh pihak manajemen untuk mcnjamin keselamatan kerja dalam organisasi.Langkah prevenlif yang perlu dilakukan hendaknya scsuai dengan masalah yang dihadapi pemsahaan. Oleh l-:arena itu, perusahaan perlu terlebih dahulu mengidentifikasi masalah kesclarnatan kerja yang dihadapinya. Salah satu indikator yang dapat menggambarkan kondisi keselamatan kexja dalam perusahaan adalah melalui pengukuran iklim kerja aman (Larsson, 2005). Berdasarkan pengukuran iklim kerja aman, perusahaan dapat mengetahui aspek-aspek keselamatan kerja yang masih belum optimal dan perlu ditingkatkan.PT. X sebagai perusahaan yang bergerak dibidang service minyak dan gas, memiliki peringkat resiko kerja yang tinggi baik ditinjau dari segi keteknikan, keekonomian, kerusakan lingkungan maupun keselamatan dan kesehatan kerja. Manajemen PT. X merasa bahwa perusahaan telah berhasil menjaga. keselamatan kerja karyawannya. Hal ini terlihat berdasarkan sejumlah safezy award yang diperoleh serla sertifikasi OHSAS yang selalu dapat dipertahankan. Hal ini mcnimbulkan kecenclerungan bagi PT. X untuk cukup puas dengan kondisi keselamatan kerjanya sehingga tidak melakukan peningkatan terhadap sistem keselamatan kerja yang ada. Jika hal ini dibiarkan berlanjut, tentu akan menjadi potensi masalah yang dapat berdampak pada keselamatan ke1ja karyawannya. Oleh karena im, penulis menyusun sebuah program pengukuran iklim kerja aman yang dapat digunakan PT. X untuk mcnggambarkan kondisi keselamatan keija yang akumt dan up to date. Dengan diketahuinya ikilm kerja aman, manajemen dapat mcngidentifikasi aspek-aspek keselamatan kerja yang kurang optimal, sehingga dapat melakukan intervensi-intervensi yang sesuai dengan masalah yang dihadapi

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Safety in organization is one of important issue that need certain attention so that the organization can nm effectively and safely. A lack of attention and control to the safety issues in organization can result in fatal accidents that affect the organization as a whole (Petersen, 1988). From that matter, numerous preventive programs need to be done in order to create a safe condition in the organization.

The preventive programs that need to be conducted should be in line with the problems faced by the organization. That is why, it is important for the organization to identify the exact problems before proposing a preventive programs. One indicator that can provide a brief picture of the safety condition in an organization is trough the measurement of safe climate (Larsson, 2005). By measuring the safe climate, organization can identify safety aspects that are not in the optimal condition and so needed an improvement.

X company as an industry that works in oil and gas services, is categorized as a high risk industry. The management in X company feels that they have successfully control the overall safety in organization. This conclusion is made merely based on the safety awards that have been achieved throughout years and the OHSAS intemational safety certidcation. This condition makes the management to have a tendency to become satisfied with the current safety condition and thus not making improvement to the safety system. If this condition is kept unheld, it can be a source of potential safety problems in the future. From that matter, the writer propose a safety climate measurement program that can be used by X company to provide an overall picture of the accurate and up dated safety condition. From the safety climate measurement, management in X company can identify safety aspects that is not optimal and therefore can make appropriate interventions based on the problems faced by X company."

"The aim of this research is to determine the relation between organizational climate, source of occupational distress (role conflict, role ambiguity, work load) with the distress outcome such as work distress strain, work satisfaction and the urge to quit the organization.Existing theories show that organizational climate is a form of occupational distress source. The outcome that emerged as human interaction and source of occupational distress is work satisfaction/dissatisfaction, the urge to quite the organization and work distress strain. In order to examine a distress model, organization characteristic variable such as organizational climate can be related to the outcome: strain, work satisfaction and quitting urge, and mediator variable of occupational distress source (role conflict and ambiguity as well as work load).Seven questioners are used as tools of data collector, which are verified its validity already with corrected item total correlation method and reliability test using Alpha Cronbach statistic technique. SEM or track analysis is used to test the relation and model with LISREL program serial 8.3, and to test the different work distress strain, one track ANOVA statistic technique.The research result shows that there is a significant relation between organizational climates to work distress strain, between organizational climates to the urge to quit. Variable of occupational stress source also can be explained in this research. This variable proved to be mediating relation in work distress strain and the quitting urge but not as mediating variable between organizational climates to work satisfaction as bigger direct influence come from organizational climate variable.Theoretical model posed in this research can be accepted. Further more by looking at the correlation between all research's variables can produce alternative model which can be accepted. Analysis result of difference of work distress strain shows that employees at unit have higher work distress strain compare to those at immigration unit."

"Covers principles of Healthy Workplaces: employee involvement, work-life balance, health &​ safety, employee development &​ growth, employee recognition. Addresses important issues: role of unions, importance of leadership, healthy workplaces in small businesses, respectful workplace cultures, corporate social responsibility. "