Strategi Penerapan Budaya Keselamatan Kerja (Safety Culture) di Lingkungan PT. Wijaya Karya (Persero) Tbk, Departemen Operasi 1 (Wilayah Sumatera)

Abstract

Safety culture is a concept defined at a group level or higher that refers to shared values between all groups or companies, corporations or organizational members. Safety culture deals with formal safety issues within an organization and is closely linked to, but not limited to, management and control systems. Safety culture emphasizes the contribution of everyone at every level of the organization. In business entities this has an impact on the behavior of all members of the workforce in the workplace which is usually reflected in the relationship between the reward system and safety performance. This study examines how much the Regulatory factors and Management Commitment can affect the implementation of safety culture, as well as what strategies can be proposed to improve safety culture. The research was conducted in PT. Wijaya Karya (Persero) Tbk Operations Department 1 Sumatra Region with The Explanatory Sequential Design method or known as the two-phase method where quantitative data as the first phase is used as a basis and qualitative data as the second phase for supporting, or in other words a quantitative approach is a top priority which is supported by a qualitative approach (Sinulingga, 2021), Qualitative research using a Likert questionnaire was conducted on 44 employees from various positions, as well as qualitative interviews as support for the 4 selected employees. From the results of the study it was found that regulation and management commitment have an important influence on safety culture, both partially and collectively. However, the most positive and significant influence is the Management Committee. Furthermore, from the interview results, several conditions were found in the implementation of Occupational Health and Safety Management (OHSM) which could be part of a strategy to build a safety culture, including: (1) Making regulations that are right on target, (2) Creating role models as role models and role models, (3) Creating the involvement of all parties , (4) Knowledge Management in the implementation area of OHSM, (5) Communication and socialization of programs, (6) Selection of resources in the field of safety, (7) Implementation of transparent and fair reward and punishment in implementing OHSM. This strategy can work well if management is fully committed to making safety culture a part of the corporate culture. Without this, inconsistencies and tolerances for deviations will arise, which if left unchecked will hinder or possibly thwart the process of creating the expected safety culture.