A psychometric model for behavioural safety risk.

PRO

Physical risk orientation

Measures an individual's disposition toward physical uncertainty - whether they favour caution and verification, or prefer to proceed through ambiguity.

Low scores indicate Conservative orientation - stopping to verify when uncertain, escalating early, treating personal risk asymmetrically.

High scores indicate Risk-accepting orientation - comfort with ambiguity, willingness to push through, tolerance of personal exposure.

SD

Stimulation drive

Measures need for cognitive and behavioural novelty. A dimension often underweighted in safety literature - yet a meaningful driver of procedural non-compliance in routine work.

Low scores indicate Comfort with routine and repetition - a protective factor in repetitive plant operations.

High scores indicate Novelty seeking - a risk factor in monotonous roles where boredom translates into shortcuts.

SAG

Safety agency

Measures locus of safety responsibility - whether an individual treats safety as personally owned or externally administered.

Low scores indicate External orientation - waiting to be told, deferring to supervision, treating rules as someone else's job. A genuine risk indicator regardless of other dimensions.

High scores indicate Internal orientation - proactive hazard identification, willingness to stop work, personal accountability for outcomes.

IMP

Impulse management

The dimension most heavily weighted in the composite. Measures the tension between deliberate cognition and action-first response under time pressure.

Low scores indicate Deliberate orientation - checking before acting, tolerating delay to reduce uncertainty, resisting production pressure when risk rises.

High scores indicate Action-first orientation - proceeding without full information, difficulty pausing when momentum is against it, the strongest single predictor of procedural non-compliance.

SMO

Safety motivation

Measures the source of safety behaviour - whether it originates from personal values or from external compliance pressure.

Low scores indicate Compliance-driven motivation - rules followed under supervision, eroding when supervision reduces.

High scores indicate Value-driven motivation - rules followed from belief, sustained under autonomy. The most reliable protective factor across all operating environments.