Bridging Sustainable Development: The Nexus of Business Safety, Health Management, and Corporate Social Sustainability—Do Affective Commitment and Emotional Intelligence Mediate?

Abstract

Accidents and injuries at work are unavoidable. Promoting corporate sustainability requires strategies concerning employees’ health and a safe work environment in light of social, environmental, and economic development. The purpose of this paper is to examine the significant association between Occupational Safety and Health Management (OSHM) and Corporate Sustainability (CS) in the context of West Bank industries in Palestine, bolstering the mediating role of Affective Commitment (AC) and Emotional Intelligence (EI). We sampled 126 executive and knowledgeable Palestinian employees in the region using a questionnaire for data collection. We used Smart PLS 4 to evaluate the study model and hypotheses. This study bridges the gap by investigating the relationship of the study constructs in Palestinian industries in the West Bank. This study contributes to the literature by demonstrating how OSH practices can improve CS by encouraging social engagement, economic performance, and environmental conservation. The study’s findings are consistent with the Sustainable Development Goals, especially SDG 3, which establishes policies to enhance public health and improve well-being for people at any age, and SDG 8, which advocates for sustainable progress in the economy, prolific employment, and decent job for everyone. The findings highlight how important it is for West Bank businesses to implement training in emotional intelligence and encourage affective commitment to improving safety and health strategies, ultimately resulting in increased corporate sustainability by considering social and environmental policies.

1. Introduction

In recent decades, occupational safety and health management (OSHM) has raised awareness due to its importance in promoting CS and its dimensions: social, environmental, and economic sustainability [1]. By comprehensively integrating social, economic, and environmental issues, corporate sustainability has emerged as a possible replacement for traditional, short-term, profit-oriented methods of business management [2]. A business can only contribute to society if it meets its social and economic obligations to stakeholders [3]. Hence, the goal of social sustainability is to achieve social equity for all parties involved in terms of employee welfare, health and safety, education, and other human rights [4]. Social factors related to sustainability can be easily achieved, and they are even a desirable purpose for corporate strategy [5]. Despite the growing adoption of sustainability by corporations, the environment is nevertheless quickly deteriorating [6]. An organization must also take environmental issues into account to maintain its corporate performance and operation [7]. Corporate sustainability is the capacity of an organization to consistently satisfy both the primary and secondary demands of its stakeholders while maintaining its sustained existence [8]. The risks that employees face at work are highlighted by the current spike in injuries and fatalities in the workplace globally. The predominance of insecure working situations, notably in developing countries, has been observed to expose employees to several health and safety concerns that risk their security and well-being [9]. Therefore, improving OSHM in the sustainability of the industry depends on awareness regarding the benefits of OHSMS their sustainable implementation, management and execution, and barriers to their operation. Implementing OHSMSs has several benefits such as lower accident rates and expenses, better organizational structures, and higher safety assessment rankings [10]. The emotions, commitment, and performance of employees may deteriorate when workplace safety and health are not well managed [1]. Insufficient OSH programs generated by poor leadership lead to weak employee productivity worldwide [11]. Training is necessary to build comprehensive occupational safety and health management frameworks [12]. Furthermore, safety leaders should ensure that when they give workers the right guidance, support, and authority, they will carry out their jobs successfully and properly with minimum stress, which will reduce the number of incidents [13]. Ultimately, implementing OSHM contributes to ensuring the company’s long-term corporate sustainability [1]. Numerous studies on OSH management have been conducted within the construction sector [1,10,14,15] as well as the oil and gas industry [16,17]. Nevertheless, little attention has been granted to the effect of OSHM in predicting CS for other industries, specifically industries in the West Bank of Palestine. There is also a considerable gap in the literature concerning the key role of EI and the affective commitment of employees to achieve corporate sustainability through OSH management. This study bridges the gap by examining the substantial influence of OSHM on CS and analyzing the mediating role of EI and AC in industries located in the West Bank, Palestine.

Occupational safety and health (OSH) is commonly described as the strategies and processes that are used to control and assess hazards and risks arising from the place of work that could damage the employees’ health and safety. A multidisciplinary strategy concentrates on promoting a healthy and safe workplace [18]. The International Labour Organization (ILO) claims that OSH has a significant effect on SDG 3, which strives to safeguard pleasant lives and foster wellness for everyone in all age groups because it targets the need to lower work-related fatalities and injuries. OSH management is incorporated in and governed by health and safety regulations in the workplaces of the majority of Western countries. However, if working environment regulations are overlooked and not implemented, they will not be efficient [12]. Additionally, OSH management, which is a key component of SDG 8, aims to foster productivity in employment, decent work for all, and inclusive, equitable, and sustainable economic development. Industries must develop socially, economically, and environmentally sustainable OSH programs worldwide to increase productivity and development [11]. When workers feel safe and comfortable in their workplace, they are more productive because they can concentrate on their work. Furthermore, employees who are in good health are less likely to be absent from the workplace because of illness or injury [11].

The organizations take part in a variety of activities to accomplish their main objective. To ensure the organization’s daily survival, some of these activities are dangerous and occasionally require workers to work in dangerous environments [13]. Thus, activities for Occupational Safety and Health (OSH) are crucial to guaranteeing the health of employees at work [11]. It is fundamentally essential to safeguard workers’ health and safety and to actively implement occupational safety and health management (OSHM) [19]. Furthermore, preserving workplace safety in the contemporary workplace may depend on compliance with safety policies and procedures, occasionally recognized as safety compliance [12]. Most businesses engage in poor occupational safety and health practices, although they are costly and potentially hazardous. The study is significant because the inherent risk involved in industry activities makes businesses undertake OSHM practices [20]. The concept of affective commitment is a construct that encourages productive and helpful behavior from staff to yield favorable outcomes for businesses [21]. Affective commitment is the term used to describe the emotional attachment of the employees to participation in the business. Employees with great emotional commitment maintain cooperating with the business because they would like to continue working there [22]. Emotional intelligence is the capability to apprehend and evaluate an individual’s feelings along with those of others for educative and medication purposes [23]. Moreover, comprehending and controlling emotions is a key component of emotional intelligence. It may result in more positive reinforcement of constructive behavior, increased chances of receiving assistance from others, and improved mental health at work [24]. Employees with this kind of intelligence can promptly reason about the feelings evoked and how they perceive and react to various aspects of their workplace [21]. Existing research has emphasized the significance of these factors that are necessary for creating sustainable practices to create systems that include sustainability in routine tasks and produce more sustainable achievement [25]. However, this study explicitly relates these factors to OSH management and corporate sustainability within the framework of West Bank industries.

This study aims to investigate how well OSH management enhances corporate sustainability in West Bank industries, taking into account the mediating role of affective commitment and emotional intelligence. By analyzing these connections, this study provides insight into how mediating the role of affective commitment and improving emotional intelligence enhance OSHM and support sustainable business practices. By presenting empirical data from industries in a developing country, this study promotes a theoretical understanding of these relationships. It also offers practical implications for industry stakeholders looking to improve their sustainability and OSH management efforts.

2. Theoretical Background and Hypothesis Development

The “accident proneness theory” is considered the most controversial theory for how accidents occur. The theory addresses employees, despite being at equal risk, who are always more likely to be affected by incidents than others [26]. A large number of studies acknowledge that there is not any strong evidence behind accident proneness theory. Thereby, current research suggests that a variety of relevant factors, including activities and working situations, lead to workplace accidents [18]. In addition, in terms of corporate sustainability, the “Sustainability Oriented Theory of the Firm” is developed based on aspects of these theories. This novel idea may give the leaders and stakeholders of companies a more comprehensive understanding of the responsibilities, prospects, relationships, and procedures that the company should take into consideration as they operates to improve the short- and long-term sustainability [2].

2.1. OSHM and Corporate Sustainability

The Occupational Health and Safety Management System (OHSMS) is a management system that addresses OHS issues. It offers a methodical approach to identifying risks and controlling hazards to which employees or contractors are exposed, guaranteeing that these risks are successfully managed [27]. Accidents occur in economic industries predominantly. Despite the established relationship between occupational safety and organizational sustainability, there remains a lack of comprehensive frameworks that integrate OHSMS practices with corporate sustainability objectives. This study develops occupational safety and health management (OSHM) practices to obtain organizational sustainability [1]. The practices require enhanced knowledge of the advantages and barriers of implementing OSHM [10]. Work-related accidents and illnesses are avoidable incidents that should be managed by preparation, coordination, and evaluation of the effectiveness of the prevention strategies in the workplace. Similarly, Occupational Health and Safety (OHS) can be managed and organizational incidents can be continually improved by implementing OSHM exercises [28]. The vast majority of occupational health services are found in private companies and self-regulated businesses, and the dearth of enough educated personnel frequently compromises the potential of many countries in the Middle East region to oversee and implement the services [29]. Multiple approaches, including online education, the use of safety mentors, and the use of safety newsletters can be used to educate employees about health and security-relevant subjects [16]. The establishment of an OHSMS is hampered by several factors, including a lack of management techniques, a lack of knowledge and understanding, and a lack of policies to implement OHS. Hence, understanding the advantages of implementing OHSMS is required. The advantages include increased productivity, cost and time savings, and better worker well-being [10]. This study identifies five categories for key safety criteria: (1) resource factor, (2) management factor (3) personal factor (4) HRM/incentive factor, and (5) relationship factor. The resources factor covers the software and hardware required for safety. The management factor consists of commitment, management, safety evaluation, preventive planning, goals, guidance, leadership, and an identification of objectives. Employee awareness, ability to communicate effectively, attitude, culture of safety, positive groups, and personal proficiency are all considered personal factors. The HRM or incentive factor encompasses compensation, advancement, advertising, incentive, merit rating, personal protective equipment (PPE), welfare, working conditions, and safety regulations. The relationship factor comprises inner interpersonal relationships, globalization, and interfaces with stakeholders [30].Corporate sustainability is a means to satisfy the demands of a company’s stakeholders (direct or indirect), including societies, advocacy groups, customers, workers, and shareholders. Thus, almost all managers acknowledge corporate sustainability as a requirement for conducting today’s business [8]. Furthermore, to encourage initiatives related to sustainability among businesses, sustainable management system standards must be implemented [10]. Promoting and incorporating sustainable practices into every facet of a business is necessary for achieving sustainability. There are three levels of sustainability practices: principles, heuristics, and specifications. The study also indicates how crucial it is to incorporate occupational health practices into management systems to prevent, decrease, or eradicate occupational risks and hazards in the construction industry [15]. Likewise, there is a significant and positive correlation between workplace safety health management and business performance [31]. Consequently, the following hypothesis is proposed by the writers.

Hypothesis 1.

OSHM affects CS in West Bank industries in Palestine.

2.2. Affective Commitment as a Mediator

This paper explores how worker AC mediates the link between perceived OSHM and CS [1,32,33]. This finding corresponds to prior studies demonstrating a positive relationship between OSH and employee commitment [34]. Moreover, corporate sustainability has a positive connection with employee affective commitment [32].The prevalence of affective organizational commitment among employees may make them a rare and distinctive asset that could provide long-term advantages over their competitors [35]. When management or the OSH committee successfully resolves issues related to safety, health, and well-being, employee commitment tends to rise, improving business performance and attaining corporate sustainability [1]. Enhancing the economy, society, and environment makes sustainable development effective when it comes to enhancing workplace health and safety. Sustainable development can be ensured using these factors by taking into account health and safety in the workplace improvements for all internal and external elements that engage in business [32,33]. Similarly, sustainability is a comprehensive approach that focuses equally on the economy, society, and environment. A key component of social sustainability is worker safety and health [4]. Furthermore, an organization’s sustainable development plan should be assessed in conjunction with other factors like economic efficacy, resource utilization, preservation of the environment, and OHS. This is reflected in the rise in the organization’s production value [32]. Additionally, society (workers) and the environment (a safe workplace) are crucial components in fostering an organization’s competitiveness, which will ultimately bring about corporate sustainability [36]. Despite this, there is limited understanding of how affective commitment specifically mediates the relationship between OSHM and corporate sustainability, representing a significant gap in the existing literature. OHSM for the working population is a must for sustained development, notwithstanding the exorbitant cost of work-related hazards and occupational issues. Thus, contemporary shifts in company structures, manufacturing procedures, and marketing tactics put novel requirements on business professionals and legislators to consider whether OHS might be used to advance sustainability in corporations [33]. This study confirmed that business sustainability and its three facets—economic, social, and environmental sustainability—have a positive association with affective commitment. A higher degree of employee commitment to the business may assist, improve, and promote occupational safety and health management, which in turn promotes the growth of sustainable practices inside the business [1]. Therefore, the authors of this study propose the following hypothesis:

Hypothesis 2.

AC mediates the correlation between OSHM and CS in West Bank industries in Palestine.

2.3. Emotional Intelligence as a Mediator

This study examines the role that EI plays as a mediator in the relationship between OSHM and corporate sustainability [37,38]. This study evaluates how four distinct dimensional categories of EI (Control of Emotion (COE), Self-Emotion Appraisal (SEA), Others’ Emotion Appraisal (OEA), Use of Emotion (UOE)) mediate the relationship between workplace accidents and safety performance and Occupational Health and Safety Management Practices (OHSMP) [37]. The purpose of this study is to demonstrate that the foundation of corporate governance is emotional intelligence (EI) [39]. The notion of OHS processes is well-established; however, businesses still report a significant number of workplace incidents and injuries. The good OHSM practices might not essentially endorse work safety, but the relationship between the employee, the leadership in health and safety, and the degree to which they manage their feelings is important. Despite the recognition of EI’s importance, there is a notable lack of empirical studies that explore its mediating role in the context of OSHM and corporate sustainability, highlighting a critical research gap. Therefore, we do not doubt the capability and necessity for businesses to maintain financing in OHSM [37]. The ability to control employees’ emotions as well as those of others is a prerequisite for emotional management. Higher emotional intelligence makes people less prone to bad behavior because it allows them to transform their frustration into positive energy [24]. The majority of workers who exhibit safety-related behavior are emotionally, psychologically, and physically attached to guarantee that their duties are completed safely and without incident, utilizing emotions to influence important safety-related decisions in a highly hazardous workplace. Therefore, an employee’s level of emotional intelligence (EI) may influence their safety engagements as well as their capacity to recognize and manage risk at work [37]. On the other hand, those who reported feeling more negative emotions also reported feeling more emotionally exhausted. However, as expected, this effect was only seen in those with low emotional intelligence [40]. Improving emotional intelligence (EI) might be essential to leaders who want to have a constructive effect on society and the environment while also earning profit [38]. Consequently, the following hypothesis is established by the authors:

Hypothesis 3.

Emotional intelligence mediates the association between OSHM and CS in West bank industries in Palestine.

2.4. Research Model

The conceptual model (Figure 1) represents the latent variables of this study. This model draws inspiration from the framework proposed by Kineber et al. [10], which highlights that OSHM practices predict corporate sustainability in Palestine West Bank industries. AC mediates the link amid OSH Management and CS, advocated by Tan et al. [1]. Emotional Intelligence (EI), as the second mediator of this study, is proposed by the authors [37,38]. Figure 1 displays the conceptual model established to scrutinize the abovementioned hypotheses, all within the framework of the current study.

3. Materials and Methods

This paper used survey-based research designed for West Bank Palestinian industries. The authors scrutinized Structural Equation Modeling (SEM), Smart PLS4, to investigate the relationships between safety and health management and corporate sustainability by examining the mediation effect of emotional intelligence and affective commitment. The authors employed PLS-SEM due to the small sample size and the complexity of the model, which includes two mediators. The following sections address the sampling and data collection process, measurements, respondents’ profiles, and hypothesis analysis.

3.1. Sampling and Data Collection Procedure

This study’s framework mainly relied on quantitative research methods to accurately represent the correlation among its variables. The sample size necessary to perform the current study was calculated using G*power 3.1, corresponding to a criterion that fits the present model. The current study was conducted with the following criteria, which represented the highest accuracy and power: an effect size (f2) = 0.15; a desired statistical power = 0.95; and an alpha level (α) = 0.05. At least 119 people were required according to the software’s suggestion. Chief executives, directors, and other professionals from different Palestinian enterprises comprised the study sample. Using a non-probability convenience sample technique, 135 valid responses were obtained from a total of 160 questionnaires that were disseminated. The data were gathered via an online survey. The response rate of the survey was an acceptable amount (84%). The received data were screened afterward. Ultimately, 126 surveys were deemed proper for the final analysis.

3.2. Measurement

Initially, general demographic information relating to gender, age, marital status, work experience, and education were asked in the first section of the survey questionnaire. This study consisted of a structured questionnaire designed to assess the dimensions of CS, AC, EI, and OSHM in West Bank enterprises in Palestine. A variety of questionnaires were utilized to measure various research variables. The 13-item measuring scale for occupational safety and health management has been split into 5 higher-order dimensions [1]. Four items are identified for the dimension of management commitment to safety, three elements for the dimension of supervisors’ safety practices, and two items for each of the dimensions of co-worker’s safety practices, job safety, and safety program [1]. They also developed four items to measure affective commitment. Moreover, corporate sustainability is measured based on nine items [1]. Social, economic, and environmental sustainability are the three main dimensions of CS. This study developed a nine-item assessment scale that measures emotional intelligence and EI comprised of four higher-order aspects [24]. A Likert scale, in which 1 indicates “strongly disagree” and 5 denotes “strongly agree”, was employed in the survey.

Table 1. Scales and factor loadings.

Variable	Dimensions	No.	Questions	T-Value	p-Value	FL
Perceived occupational safety and health management	Management commitment to safety	OSHM1	My management provides a considerable safe training program.	16.678	0.000	0.739
		OSHM2	My management performs regular safety examinations.	26.479	0.000	0.811
		OSHM3	My organization is concerned about working securely when work fails to keep pace with the schedule.	27.611	0.000	0.828
		OSHM4	After dangerous incidents, my managers concentrate on how to troubleshoot problems and increase security instead of looking to pin the blame on specific individuals.	42.395	0.000	0.883
	Supervisor safety practices	OSHM5	My director exchanges views about the main standards and the importance of safety.	21.500	0.000	0.817
		OSHM6	My manager works in a style that presents a commitment to safety in the workplace.	44.069	0.000	0.896
		OSHM7	My supervisor keeps staffs notified of safety regulations.	26.364	0.000	0.830
	Co-worker safety practices	OSHM8	My colleagues assist others co-workers to be safe and sound.	30.302	0.000	0.837
		OSHM9	My colleagues take risks with their security.	34.779	0.000	0.860
	Job safety	OSHM10	Workers at the sites could injure easily.	30.235	0.000	0.836
		OSHM11	Working at the site is hazardous.	15.263	0.000	0.727
Employee organizational commitment		OC1	I am very satisfied to devote the remainder of my career to this workplace.	56.783	0.000	0.891
		OC2	I like chatting my workplace with people outside of it.	51.143	0.000	0.891
		OC3	I totally feel as if this workplace’s issues are my own.	34.333	0.000	0.868
		OC4	My workplace has a lot of personal meaning for me.	26.777	0.000	0.820
Corporate sustainability	Social sustainability	CS1	My workplace is dedicated to developing the welfare of the groups in which it works.	25.641	0.000	0.891
		CS2	My workplace dynamically contributes to cultural and social events.	36.397	0.000	0.891
		CS3	My company prepares fair treatment to employees.	45.709	0.000	0.868
		CS4	My organization makes available education and opportunities for advancement to its workers.	33.776	0.000	0.869
		CS5	My business helps to resolve societal issues.	37.560	0.000	0.865
	Economic sustainability	CS6	My organization tries to achieve long-term success.	31.821	0.000	0.831
		CS7	My corporation guarantees its survival and success in the long run.	24.355	0.000	0.807
	Environmental sustainability	CS8	My organization concerns and protects the environment.	21.659	0.000	0.756
Emotional Intelligence	Self-Emotion appraisal	EI1	I have a common sense of why I have definite feelings frequently.	18.109	0.000	0.745
	Others’ Emotion Appraisal	EI3	I am a keen observer of others’ sentiments	26.877	0.000	0.828
		EI4	I have considerable understanding of the emotions of people next to me.	25.254	0.000	0.825
	Use of Emotion	EI5	I am a self-directed and committed employee.	38.660	0.000	0.857
		EI6	I would always inspire myself to strive.	25.023	0.000	0.816
	Regulation of Emotion	EI7	I am capable of manage my temper and control problems reasonably.	27.423	0.000	0.837
		EI8	I am completely able of managing my own emotions.	28.712	0.000	0.850

Developed by author.

shows the variables, dimensions, survey items, and factor loadings as well as T-values and p-values of the loadings.

Table 1 displays the outer loadings measuring instrument. Assessing the reflective measurement model begins with assessing the outer loadings. It is advised to consider loadings above 0.708 as resulting in acceptable item reliability [41]. The data analysis was conducted by eliminating the items of OSHM12, OSHM13, CS9, EI2, and EI9 that were not qualified for further analysis. All T-values and p-values of the indicators were significant after modification of the model.

3.3. Respondent Profile

According to the demographic information of the study participants from West Bank businesses in Palestine, men constituted the majority of the employee pool (69.8%), with women making up a smaller percentage (30.2%). The age distribution revealed that participants in their early 30s to mid-40s were substantially represented (54%), whilst those who were younger (18–30) and older were less represented (46%). The majority of the participants (61.1%) had a bachelor’s degree, 17.5% held a high school diploma, and 21.4% possessed a master’s or doctoral degree. Most of the participants (67.5%) were married, while 32.5% were widowed, divorced, or single. With 74.6% having up to 10 years of work experience and 25.4% having more than 10 years, the majority of the participants possessed substantial work experience.

4. Analysis and Results

SEM is particularly valuable in the social sciences for comprehending how latent variables interact and are constructed [42]. The significance value, R square, and Q square make up the inner model or structural model evaluation. The indicators and their assessment such as outer loadings, reliability, discriminant validity, the collinearity test (VIF), and model fit are the focus of the outer model [43].

4.1. Outer Model Assessment

One of the indicators of reliability is Cronbach’s alpha. Composite reliability assesses internal consistency reliability in the second step [44]. Higher levels of reliability are typically identified by higher values. For instance, reliability values ranging from 0.60 to 0.70 are estimated as satisfactory, while those between 0.70 and 0.90 are considered to be in the “satisfactory to good” category. Convergent validity in SEM is often verified by an AVE threshold of greater than 0.5 [45].

Table 2. Construct reliability and validity.

	Cronbach’s Alpha	Composite Reliability (rho_a)	Composite Reliability (rho_c)	Average Variance Extracted (AVE)
OSHM	0.953	0.954	0.960	0.685
AC	0.891	0.904	0.924	0.753
CS	0.939	0.940	0.949	0.702
EI	0.924	0.925	0.939	0.687

Note: OSHM = Occupational Safety and Health Management, AC = Affective Commitment, CS = Corporate Sustainability, EI = Emotional Intelligence.

displays the model’s reliability assessment. Average variance extracted (convergent validity), Cronbach’s alpha, rho_A, and composite reliability measure the internal constancy of the study constructs. The composite reliability, Cronbach’s alpha, and rho_A values were all higher than the cutoff point of 0.7. Consequently, the measures show that the constructs are reliable [46]. The average variance extracted (AVE) scores were higher than 0.5, indicating that the constructs reflected the variances of their elements [41] (see Table 2).

The assessment of discriminant validity was the last step of the outer model test process. The heterotrait–monotrait ratio (HTMT) criterion was used to conduct this assessment.

The HTMT test fell below the conservative cutoff point of 0.9. The results thus confirm the discriminant validity of the model [47] (see

Table 3. Heterotrait–monotrait ratio (HTMT).

	CS	EI	AC	OSHM
CS
EI	0.875
AC	0.823	0.861
OSHM	0.801	0.807	0.724

Note: OSHM = Occupational Safety and Health Management, AC = Affective Commitment, CS = Corporate Sustainability, EI = Emotional Intelligence.

).

4.2. Structural Model Assessment

The structural model should be assessed once the outer model assessment is satisfactory.

Table 4. Hypothesis testing.

H	Path	β	T-Statistics	p-Values	VIF	Remark
H1	OSHM → CS	0.284	3.469	0.001	2.481	Significant
H2	OSHM → AC → CS	0.168	2.626	0.009	1.000, 2.751	Significant
H3	OSHM → EI → CS	0.311	3.464	0.001	1.000, 3.500	Significant

Note: OSHM = Occupational Safety and Health Management, AC = Affective Commitment, CS = Corporate Sustainability, EI = Emotional Intelligence, SRMR = 0.086.

represents the path coefficient by implementing bootstrapping. Thereby, hypothesis H1 is supported by demonstrating a positive relationship between OSHM and corporate sustainability (β = 0.284, t = 3.469, p < 0.05). The second hypothesis (H2), which asserts that AC mediates the association between OSHM and CS (β = 0.168, t = 2.626, p < 0.05), likewise confirms the mediation effect to be statistically significant. Hypothesis H3 examines the mediating role of EI on the relationship between OSHM and CS (β = 0.311, t = 3.464, p < 0.05). All three hypotheses are generally supported, demonstrating significant correlations among the study’s variables.

The standardized root mean square residual (SRMR) is used to estimate the model fit criterion [47]. A model with perfect specifications can produce SRMR values of 0.06 and beyond [48]. The SRMR value indicates that the model fit is satisfactory (SRMR = 0.086). The results of the multicollinearity test, as indicated by the variance inflation factor (VIF) values, suggest that multicollinearity is not a concern in our model. (See Table 4).

The PLS predict-based cross-validated redundancy measure Q² and the coefficient of determination (R²) are standard evaluation criteria that should be taken into account [49].

Table 5. Model evaluation metrics.

DV	R²	Q2	RMSE	MAE
CS	0.739	0.577	0.660	0.508
EI	0.579	0.573	0.664	0.524
AC	0.465	0.455	0.747	0.595

Note: CS = Corporate Sustainability, EI = Emotional Intelligence, AC = Affective Commitment.

demonstrates the model evaluation metrics, revealing that corporate sustainability has the highest explanatory power (R² = 0.739), indicating that 73.9% of its variance is accounted for by the model. Emotional intelligence follows with an R² of 0.579, explaining 57.9% of its variance, while affective commitment has an R² of 0.465, accounting for 46.5% of its variance. CS also designates the best predictive relevance (Q² = 0.577), while affective commitment has the lowest R² and Q² (R² = 0.465; Q² = 0.455) and higher error rates (RMSE = 0.747; MAE = 0.595). Therefore, the model must be improved for affective commitment, although it is excellent for corporate sustainability and emotional intelligence.

5. Discussion

5.1. Theoretical Implications

The results of this study add to the body of knowledge on corporate sustainability and occupational safety and health management (OSHM) by highlighting the mediation effect of affective commitment [1] and emotional intelligence. Nevertheless, there is a dearth of empirical studies on the association between company sustainability and employee safety and health management [10,50]. This study addresses this gap by demonstrating that OSH management is not merely a compliance issue but a strategic determinant in predicting corporate sustainability. The research effectively indicated that OSH management should not be disregarded by firms since it is one of the determinants in predicting corporate sustainability. Therefore, when workers believe that a company adopts OSH management practices, they are more inclined to commit to it since they feel comfortable working there, which eventually enhances the company’s capacity to attain corporate sustainability [1]. Emotional intelligence (EI) has emerged as a key component of organizational behavior practices that transform businesses to promote corporate sustainability. From organizational internal and external environmental viewpoints, a comparative analysis should be carried out to ascertain the significance of having emotionally intelligent leaders to achieve business sustainability objectives [51]. Therefore, this study deepens our comprehension of the significant mediating roles that EI and AC play in the link between corporate sustainability and OSH management. To successfully implement business sustainability programs, executives are required to have emotional intelligence [38]. Conversely, workplace accidents and safety performance were found to be significantly predicted by EI [37]. Prioritizing the development of leaders’ emotional intelligence (EI) skills will help organizations accomplish their objectives and goals, particularly when it comes to corporate social responsibility (CSR), which includes fostering social wellness, preservation of the environment, and ethical conduct [38]. Additionally, emotional intelligence was a mediating factor in improving organizational performance. These findings suggest that organizations should not only focus on technical safety measures but also invest in emotional intelligence training to enhance overall safety culture and performance. These findings demonstrate how crucial it is to develop emotional intelligence and CSR programs to improve management efficacy in businesses, resulting in long-term sustainability and favorable influence on communities [52]. Emotional intelligence is essential, specifically at the highest levels of leadership, or for transformational leadership styles or other strategies that foster a high degree of trust and goodwill among staff members [53]. Furthermore, the findings suggest that the development of strong occupational safety and health management systems (SMS) is significantly influenced by the formal health and safety training of the company leaders [12].

In their Agenda 2030 for Sustainable Development, the United Nations has set 17 Sustainable Development Goals (SDGs), several of which have to do with workplace safety and health: SDG 3: “To enhance well-being and promote good health and safety for all people at all ages”; SDG 8: “Encourage full and productive workplace, decent work for all, and long-term, comprehensive, and sustained economic growth” [54]. Since a safe and healthy workplace impacts prospects for social and economic development, it is essential for overall sustainability. Thus, this study contributes to the discourse on how effective OSH management can directly support the achievement of these global goals. Nevertheless, the International Labour Organization (ILO) claims that work-related accidents are still far too frequent despite the global commitment to Occupational Health and Safety (OSH) through the 2030 Agenda SDGs [18]. Safety and well-being are among the most vital principles in human life. This is manifested in the Sustainable Development Goals (SDG3, SDG8), which were offered by the UN. These objectives highlight how crucial it is to guarantee healthy lives, advance everyone’s well-being, and promote sustainable and inclusive economic development via decent employment and secure conditions of work [55]. The implementation of SDG 8 may be impeded by concerns about probable discrimination and bias in workplaces like hiring processes and employee monitoring, which could compromise inclusive and fair business practices [56].

5.2. Practical Implications

Despite the use of appropriate programs to diminish risks, they still occur inevitably in the workplace. Therefore, this study’s practical implications address both executives and staff about the value of OHSM in the workplace and assess how such management contributes to the development of sustainable organizations in West Bank industries of Palestine. Programs for employee health and safety leadership greatly mitigate the probability of accidents and enhance the health of workers. Organizations should place a high priority on educational programs and increasing worker awareness regarding the risks associated with work. Building strong occupational safety and health management systems requires OSH development. These initiatives can foster a culture of sustainability and safety, which will increase the commitment of employees and boost their emotional intelligence and performance. The most essential component of creating a successful safe workplace environment is adopting an appropriate educational program. Management should also proactively encourage a safety culture to decrease occupational illnesses and accidents and enhance overall employees’ health. Likewise, organizations should actively promote affective commitment and emotional intelligence by comprehending and accomplishing safety programs and contributions to sustainability. Implementing training programs that explicitly link emotional intelligence development with safety practices can create a more resilient workforce. These programs could involve employing recognition programs that underline employees’ activities in keeping safety and health standards and involving in sustainable exercises. Organizations may encourage staff motivation to apply the procedures, which could eventually enhance safety results and the sustainability performance of the business. Furthermore, policymakers may recognize the findings as useful in modifying and strengthening safety and health strategies in the Palestine West Bank. They should also think about creating frameworks that support the perception of training in advanced occupational health and safety techniques. Since preventing incidents at work and improving working conditions were the main advantages of implementing an OHSM, it is also vital to ascertain stakeholders on the benefits of implementing the strategies. These strategies might enhance worker safety while simultaneously advancing sustainable development in the region. To enact the appropriate legislation and implement health and safety regulations, government authorities in the region should be aware of the potential dangers in the industry and develop and implement the best practices to make a health and safety management framework.

5.3. Limitations and Future Recommendations

This study contains some limitations, even if it offers insightful information. First, the data were gathered exclusively from executives, managers, and knowledgeable employees of West Bank enterprises in Palestine, which limited the implications of the findings to employees in other non-regional countries. Therefore, the results of this study might not be generalizable to workers located in other countries or regions. This is because various sectors in other countries might encounter many different kinds of health and safety risks. Therefore, to obtain more generalizable findings, future research might be carried out in non-region countries with a larger sample size. Second, there are some limitations that companies face when putting OSH programs into practice. These limitations include inadequate financial support, poor training, and a lack of awareness among staff members of the significance of OSH. The report gives suggestions to future scientists to explore all of these variables for their studies to build a sustainable OSH program. Future research might investigate the significance of planning, training programs, application of technological advancements, organizational culture, employee assistance programs (EAPs), and a culture of innovation within the organization to completely comprehend the perceptions of OSHM. Lastly, because it is a cross-sectional investigation, it cannot investigate how OSH affects corporate sustainability over an extended period. To evaluate the same collection of variables over an extended period, a longitudinal study ought to be carried out in a future study. Additionally, this study acknowledges the limitation of not accounting for variations in industry, job level, and corporate culture, and we recommend that future research explore these factors to enhance the understanding of perceptions related to safety and sustainability. Moreover, the R² value of 0.465 for affective commitment indicates that a significant portion of its variance remains unexplained, suggesting that there are additional factors influencing affective commitment that warrant further exploration in future studies.

6. Conclusions

By demonstrating that OSHM and its dimensions have a positive association with corporate sustainability (economic, social, and environmental), the current study contributes to the body of knowledge already available on OSHM in the West Bank industries in Palestine. Our study confirmed that the significant relationship between OSHM and corporate sustainability is mediated by affective commitment. Moreover, our study results revealed that the association between OSH and business sustainability is influenced by employees’ emotional intelligence. This finding emphasizes the importance of not only implementing safety protocols but also nurturing an emotionally intelligent workforce that can adapt to and thrive in changing business environments. To achieve long-term productivity and sustainability, industries will need to prioritize OSH management integrating with emotional engagement and employee commitment as they continue to confront the challenges of today’s business environment.

A constant gap in the literature on OSHM and business sustainability has been addressed in this study. The previous studies only gathered information from employees who are actively employed at the construction industry site. Therefore, it is advised that further study may be conducted in sectors other than construction [1]. Expanding research to diverse industries will provide a more comprehensive understanding of OSHM’s impact and its applicability across different contexts. Physiological factors, OHSM implementation, and worker behavioral safety compliance are suggested for future studies [10]. Additionally, a new management approach, a method for improving employee safety and health, and sustainable principles are also recommended [32]. The study by Edmund et al. [37] suggested multiple mediators in future studies. This study is unique and important in expanding knowledge and confronting practical issues in the domains of organizational studies, workplace safety and health concerns, employee commitment, emotional leadership, and other relevant issues. To enhance the integration of emotional intelligence and employee commitment into corporate governance, organizations should implement targeted training programs and establish policies that recognize and reward these attributes. Additionally, incorporating emotional intelligence assessments into hiring and performance evaluations can further embed these critical factors within the governance framework [57].

The application of OSHM in an organization promotes the workforce and the business in different aspects. Some advantages to adopting OSHM for businesses included preventing and reducing accidents, which resulted in higher savings, insurance, employee health and safety, compensation, and fines, enhancing the public image and brands of businesses. To improve business sustainability in the areas of economics, society, and the environment, policymakers, owners, and stakeholders should focus more on employee safety and health policies and practices. Employees’ affective commitment and emotional intelligence will also boost the sustainability of the organizations within the Palestinian industries in the West Bank.