The purpose of this study is to provide a thorough analysis of how Article 83 of the Kuwaiti Labor Law affects workplace safety and how it affects worker motivation and output. The specific objectives are: To assess the implementation of workplace safety requirements under Article 83 in Kuwait’s private sector. To use Maslow’s hierarchy of needs to examine how employee motivation is affected by perceived workplace safety as required by Article 83. To investigate how security measures and worker motivation affect performance on the job, applying psychological safety as a moderator.
The research methodology used in this study examines the effects of psychological safety as a moderator and analyzes the relationship between safety measures, employee motivation, and the satisfaction of safety needs on job performance in Kuwait’s private sector. The study uses a quantitative approach based on surveys and is organized per the Onion research methodology framework. 427 full responses were received out of the 990 respondents whose data were collected. A minimum of one year of work experience was required for participation. Through the help of SPSS 27 and SmartPLS 4, the data were examined.
The findings of the research provide significant insights into how safety measures, employee motivation, safety needs satisfaction, psychological safety and job performance interact with Article 83 of the Kuwaiti Labor Law. The study reveals that safety measures (SM) have a significant negative effect on job performance. The current research emphasizes the necessity of a thorough strategy for employee well-being that goes beyond basic physical security. The significant positive impact of psychological safety (PSF) on job performance.
The cross-sectional characteristics of the study limit the ability to identify causal relationships of variables. Using only self-reported data raises the possibility of response bias and may affect the findings. The results may not be specific to other industries, regions or areas due to the specificity of Kuwait’s private sector. The study mostly relies on quantitative data, so it lacks the deeper understanding that qualitative approaches may offer.
To meet employees’ physical and psychological needs, organizations should regularly evaluate and update safety measures, ensuring that employees find these measures to be helpful and efficient. Encourage a psychologically secure work environment where staff members may voice issues and make suggestions for changes without fear of repercussions. This will boost creativity and work efficiency. Develop comprehensive wellness programs that incorporate psychological support and motivating techniques in addition to critical safety measures, in line with Herzberg’s two-factor theory. To improve employee performance and lower absenteeism, emphasize both internal and external motivators such as job satisfaction, career advancement, and recognition. As demonstrated by the positive moderating effect of PSF, integrate physical safety measures with PSF practices to achieve a synergistic effect that improves overall job performance. The results of this study should be taken into consideration by policymakers when developing or revising labor laws. Better work performance and overall organizational success can result from making sure that safety measures are not only required but also successfully executed.
This study looks at the ways Article-83 of the Labor Law affects job performance, employee motivation and workplace safety in Kuwait’s private sector. Study uses PSF as a moderating factor. The study emphasizes how important safety measures, enforced safety requirements and motivated employees are to job performance. In total, 427 respondents’ data was collected using a quantitative methodology. The findings show that while motivation and PSF have a positive impact on job performance, safety measures have a negative impact on it. Moreover, the association between job performance and safety measures is moderated by PSF, which raises the sense of the efficacy of safety measures.
