ORGANIZATIONAL CULTURE AS ONE OF THE MAIN FACTORS FOR THE SUCCESSFUL SAFETY MANAGEMENT

The goal of this research is to establish the influence of organizational culture on the system of safety and health at work. The research sample included 556 respondents of various activities in Russia. Based on the results, it can be concluded that there is a statistically significant connection of the Attitude towards occupational safety with 5 out of 7 aspects of organizational culture, as well as with the general factor of Usefulness of the manner of management. In addition, there is a statistically significant connection to age, total years of service and qualifications. Through a comparative analysis of results acquired in the Republic of Serbia and Russia, differences in attitudes towards safety and health activities at work were acquired i.e. there is a difference between the average answers of respondents from Serbia and Russia in the Attitude towards occupational safety which is on average slightly more prominent in respondents from Serbia. In relation to organizational culture aspects, there are differences in Vision, Credibility, Feedback and recognition as well as Responsibility. Respondents from Serbia have higher average values on all these measures, but all the differences are small (all effect sizes are below 0.2).


INTRODUCTION
Culture is territory that has been examined and theorised from many different disciplinary perspectives.It has consequently been explored at several levels from societal, national to organizational, and individual experiences at all these levels (Bryson, 2008).Although there are many definitions of culture, organizational culture has been viewed as holistic, historically determined, and socially constructed (Rashid DOI:10.5937/sjm11-7990S e r b i a n J o u r n a l o f M a n a g e m e n t Serbian Journal of Management 11 ( 1) (2016) 69 -80 et al., 2004).Culture involves beliefs and behavior, exists at a various levels, and manifests itself in a wide range of features of organizational life (Hofstede et al., 1990).As such, organizational culture refers to a set of shared values, belief, assumptions, and practices that shape and guide members' attitudes and behavior in the organization (Davis, 1984;Denison, 1990;Kotter & Heskett, 1992;Miron et al., 2004;O'Reilly & Chatman, 1996;Wilson, 2001).Organizational cultures result from a learning process of interaction with its internal and external environment.Certain actions and procedures that have been successful in the past build up the basis of commonly accepted behaviors (Baumgartner & Zielowski, 2007).Organizational culture brings sense, orientation and stabilization into a complex and dynamic world.Its elements are transferred by a process of socialization (telling stories, observing rituals,…) and are not learned consciously (Schreyögg, 1991).Organizational culture acts as a sensemaking device that influences how people construct the reality of the organization in which they are a member (Brad et al., 2010).
Starting from the fact that at the center of studying organizational culture lie the system of values in an organization, identifying with strategies and the vision of the company's development, the connection of organizational culture to safety and health activities at work is clear.Safety and health activities at work place an employed individual at the center of their research with an intention to create better and safer work conditions for them.A common interest of organizational culture development and safety and health activities at work is creating safe work conditions and higher income which increases employees' motivation and creates a stronger sense of security and belonging for all employees.

METHODOLOGY
The goal of the research is to establish the influence of organizational culture on the system of safety and health at work in order to create a clearer image of organizational culture values which influence the definition of certain attitudes towards safety and health activities at work.Safe work conditions contribute to the reduction of the number and seriousness of injuries at work, which ultimately has impact on the increase in productivity and economy of every organization.
A Questionnaire was formulated for the purpose of the research, which should show the attitude of the management and other employees towards safety and health at work through an analysis of the organization's basic values, such as: vision, credibility, cooperation, feedback and recognition, responsibility, communication and action orientation.A total of 600 questionnaires were distributed to organizations performing various economic activities.Out of the total number of distributed questionnaires, 556 questionnaires were returned completely filled in.
Questionnaires were obtained from organizations carrying out the following activities: Agriculture, stock farming, hunting and fishing 10 respondents, Mining Total of 474 executants and 82 executives participated in the study, of which 205 were male and 351 were female respondents.Total number of years of respondents service: up to 1 year 37 respondents, from 1 to 10 years 236, from 10 to 20 years 144, from 20 to 30 102 and more than 30 years 37 respondents.Regarding the respondent's level of qualifications, there were 14 low-skilled respondents, 81 qualified, 25 highly qualified , with secondary education 143, with higher education 10 and with a university degree 228 respondents, while 55 respondents did not state their professional qualifications.
The following procedures and techniques were used: primary and secondary source analysis, statistical survey procedures (scaling), i.e. a questionnaire as the research measuring instrument.
A series of statistical procedures were used during the processing of data gathered in the empirical research: descriptive statistical measures, correlation coefficient and other measures of linear or monotone connection, hierarchical regression analysis, the Sobel mediation test, bootstrapping for checking the stability of appropriate statistics, hierarchical linear and classical structural linear modeling, as well as procedures for testing such models and appropriate coefficients of fitting models to the data.

RESULTS AND DISCUSSION
Bearing in mind that given claims are intended as indicators of certain organizational culture aspects, i.e. indicators of the attitude towards health at work, it was tested whether they fulfill the demands of a latent model, i.e. whether they can really be considered as indicators of a certain latent characteristic.If they are adequate indicators, then a particular one-factor solution should prove the most adequate in the factor analysis procedure on each group of claims.The following tables show results of the factor analysis.Factor saturation of every claim in the group is given, as well as the number of factors which satisfy the Kaiser-Guttman criterion and their inherent values.
The given table shows that all items have substantive saturation on the first main factor, as expected, even though that saturation on the first item (Legal requirements…) is lower than on the others.This situation differs from the one acquired on the Serbian sample -on the Serbian sample this item proved very bad (due to which it was removed), whereas here it merely has slightly lower factor saturation.Furthermore, it can be established that the inherent value of the extracted factor on this sample is slightly lower than the one acquired on the Serbian sample.Given results show that in four out of seven aspects of organizational culture only one factor satisfies the Kaiser-Guttman criterion and that all claims have high saturation on this factor.In three remaining aspects of organizational culture, one additional factor satisfies the Kaiser-Guttman criterion.Nevertheless, in each of the observed situations, all items have substantive, i.e. high saturation on the first extracted factor and such saturation on it is in a theoretically expected direction.Likewise, the inherent value of these factors is in all cases, except one, two or three times larger than the inherent value of second extracted factors.The smallest difference in inherent values of the first and second factor was acquired on claims representing the indicators of Credibility where the relation between the inherent values of the first and second factor is a little lower than two to one.However, as the first factor here is again the one that has substantive saturation on all claims, it can be considered justified to treat it as the measure of prominence of the organizational culture aspect this set of claims refers to, i.e. credibility.
Based on the data, it can be established that it is justified to treat first extracted factors from all these sets of claims as adequate measures of the organizational culture aspect the given set of claims refers to.This is true not only for aspects where only one factor which satisfies the Kaiser-Guttman criterion was acquired, but also for aspects where two such factors were extracted.
If the structure of data acquired here is compared to the structure acquired on the Serbian sample, both similarities and differences can be established.The first noticeable difference is that all first extracted factors on the Russian sample have lower inherent values than on the Serbian sample.This is a systematic occurrence also perceived in claims regarding the attitude towards occupational health, but also in all sets of claims regarding various aspects of organizational culture.This practically means that average correlations among items in a set are more on the Serbian than Russian sample (hence more common variance, i.e. higher inherent values of factors).The second difference, which has already been mentioned, concerns the first claim from the set of claims on the attitude towards occupational safety -whereas on the Russian sample it has only slightly lower correlation with the factor (factor saturation) than other items, on the Serbian sample it proved a completely inadequate indicator of the attitude towards occupational safety -it has very low and negative correlation with the factor, i.e. factor saturation, even though the  The Russian sample respondents' average results on such acquired measures were calculated and they are given in Table 9: After calculating descriptive statistical measures, as well as forming composite scores of the Attitude towards occupational safety and organizational culture aspects, connections between the Attitude towards occupational safety and other examined characteristics were investigated, as well as among organizational culture aspects themselves on this sample.First, mutual connections among organizational culture aspects were examined.The following tables show correlations among these measures and results of their factor analysis.
The given data show that correlations among organizational culture aspects are statistically significant and medium, and that they vary between 0.35 and 0.58 which, as with the Serbian sample, indicates the possible existence of a common factor at their basis.Because of that, an explorative factor analysis was performed using the procedure of analyzing main components on these measures.Results are given in Table 11.
If these results are compared to results from a research conducted in Slovenia (Kolenc, 2009) with the same questionnaire, it can be noticed that the structure of the  factor acquired in general matches the factor named the usefulness of the manner of management in the research (Markič et al., 2011a).It is a general factor with high saturation in all organizational culture aspects.In comparison with that research, the factor extracted on this sample explains almost the same percentage of variance of organizational culture aspects (57.5% versus 58% acquired there).On the other hand, it can be noticed that its inherent value is lower than the inherent value of the factor extracted on the Serbian sample (on the Serbian sample -78%).This is also clear from the fact that correlations among the measures of organizational culture aspects acquired on the Serbian sample are generally higher than those acquired here (Markič et al., 2011b;Živković et al., 2012).
In the following step, the connection of organizational culture aspects, as well as other investigated variables with the attitude towards occupational safety was examined.Correlations of organizational culture aspects, level of education, years of service, workplace type, age and gender with the attitude towards occupational safety are shown in Table 12.
The finding most visible from the table is that all acquired correlations are very low.Even though numerous correlations are statistically significant, it is noticeable that not one of them is higher than 0.2, or even from 0.15.All of this indicates that on this Russian sample there is generally a very weak connection of the Attitude towards occupational safety with all other variables investigated in the research.Nevertheless, there is a statistically significant connection of the Attitude towards occupational safety with 5 out of 7 aspects of organizational culture, as well as with the general factor of Usefulness of the manner of management.In addition, there is a statistically significant connection to age, total years of service and qualifications.There are some additional statistically significant correlations with individual claims from the attitude towards occupational safety area, but as previously said all those correlations are very low and reach the level of statistical significance primarily due to the sample size (a large sample) even though they are almost negligible according to their intensity.
In comparison with the Serbian sample, one can observe that the situation is quite different here -even though there is a positive connection of the Attitude towards occupational safety with organizational culture aspects, the intensity of that connection is drastically lower than it was the case on the Serbian sample.Besides, out of the other variables, gender, workplace type, qualifications and the number of  For Gender, women are marked with 2, men with 1, which means that a positive correlation indicates that women have a higher average score than men, a negative that men have a higher average score than women.For Workplace type executives are marked with 2, executants with 1, which means that a positive correlation indicates that executives have a higher average score than the executants, and the negative that executants had higher average scores of executives.Statistically significant at least at the 0.05 level all correlation coefficients greater than 0.08.
the Serbian and Russian sample) of 0.696, whereas the Kendall's W coefficient of concordance is 0.848.This indicates a considerable general agreement between correlation structures, even though correlations acquired on the Russian sample are generally lower, at least in case of the attitude towards occupational safety aspects.
Bearing in mind the data given above, an effort was made in the next step to perceive the relations of various shown variables and the Attitude towards occupational safety better, so as to perhaps emphasize relations, if they exist, which are not directly visible the given correlation matrix.Hence the procedure of hierarchical linear regression analysis was conducted, where the Attitude towards occupational safety (the total score) was used as a dependent variable and those variables which had proved statistically significant predictors on the Serbian sample were first added as predictors and in the same order, for the sake of comparison -thus first organizational culture aspects, then the number of employees in the company, next gender and finally workplace type and qualifications.
Differences between the Russian and Serbian sample regarding the prominence of organizational culture aspects, the general factor of Usefulness of the manner of management and the Attitude towards occupational safety were investigated.Results are given in Table 13.

CONCLUSION
There is generally a very weak connection on the Russian sample between the Attitude towards occupational safety and other variables investigated in this research.Nevertheless, there is a statistically significant connection of the Attitude towards occupational safety with 5 out of 7 aspects of organizational culture, as well as with the general factor of Usefulness of the manner of management.In addition, there is It can be established that there is a difference between the average answers of respondents from Serbia and Russia in the Attitude towards occupational safety, which is on average slightly more prominent in respondents from Serbia.In relation to organizational culture aspects, there are differences in Vision, Credibility, Feedback and recognition as well as Responsibility.Respondents from Serbia have higher average values on all these measures, but all the differences are small (all effect sizes are below 0.2).Results of these comparisons ought not to be taken for granted due to previously given reasons.
The conducted study has fully met the expectations of the authors taking into account the fact that it is one of the few studies of this type conducted in Eastern and Southeastern Europe which includes a large and heterogeneous sample of 556 entities of different economic activities and which, through comparative analysis of the results acquired in the Republic of Serbia and Russia, gives an insight into the differences in perception and attitudes towards occupational safety and health at work, thus giving it the character of uniqueness in terms of research problem.
The research results are an important source of information and a solid base for future researches that should certainly make a comparison with the countries of the former Yugoslavia, bearing in mind similar solutions in the field of general legislature and the labor legislature as well as the diversity in the form of economic and political conditions.

Table 2 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Vision as an aspect of organizational culture indicators

Table 3 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Credibility as an aspect of organizational culture indicators

Table 4
. The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Cooperation as an aspect of organizational culture indicators

Table 5 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Feedback and recognition as an aspect of organizational culture indicators

Table 6 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Responsibility as an aspect of organizational culture indicators

Table 7 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Communication as an aspect of organizational culture indicators

Table 8 .
The number of factors and factor saturation acquired in the procedure of factor analysis of claims from the group of Action orientation as an aspect of organizational culture indicators

Table 9 .
Average values of measures of organizational culture aspects and the attitude towards occupational safety

Table 10 .
Mutual correlations among organizational culture aspects

Table 11 .
Inherent values of factors and factor saturation of organizational culture aspects

Table 12 .
Correlations of the attitude towards occupational safety with organizational culture aspects, level of education, years of service, workplace type, age and sex, Spearman's correlation coefficients

Table 13 .
Differences in the average level of prominence of organizational culture aspects and the attitude towards occupational safety between the Russian and Serbian sampleAs a measure of effect size point-biserial correlation coefficient was used.