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conditions in the workplace greatly influence occupational safety. However, the deciding factor influencing the rate of accidents in the workplace is the frequency with which employees practise risky behaviour. Factors such as the social conditioning of conduct and motivation for organizing safe work conditions have been included in the notion of creating a positive culture of work safety. This notion has been approved as one of the main goals in management (Studenski, 1996). Safe behaviour is to a large extent, apart from motivation and preventive actions, determined by an employee’s attitude towards hazard. All actions undertaken in the field of occupational health and safety, including training, motivational systems, or imitation of behaviour resulting from a high culture of occupational safety in a given work environment, will not bring about the desire effects if workers have an inappropriate attitude towards occupational health and safety regulations. An essential issue in the field of occupational health and safety is employee behaviour. According to statistical data (Najmiec, 2003), almost half of all workrelated accidents result from incorrect or inappropriate employee behaviour and an improper attitude towards safety in the work environment. This refers not only to the attitude towards workplace hazards, but also to attitudes towards following health and safety regulations and the notion of workplace safety. Hence attention should be given to defining the attitudes of employees, and to the possibility of correcting and shaping these attitudes in relation to the notion of hazard and obeying occupational health and safety regulations. Taking into account the arguments above and previous research conducted in the area of freelance professions (expert creditors, accountants) (Tobór-Osadnik et al., 2013), corporations, metallurgy and mining companies (Tobór-Osadnik and Wyganowska, 2012) on defining selected employees’ attitudes, the authors decided to address the problem of employee attitudes towards occupational health and safety in coal mining companies. Previous research indicates that a significant number of workers present a passive attitude towards work, expecting full care from what is widely understood as ‘the authorities’, unwilling to undertake any action in order to change their situation (TobórOsadnik and Wyganowska, 2012) in any facet of their work life. This type is referred to as an ‘enslaved worker’ – a so-called Z-type personality (Korach, 2009). This syndrome, in various degrees of intensity, can be traced back to imperfections in the management systems in mining companies, mistakes committed in the process of political transformation, as well as to the ongoing process of Employee attitudes to work safety in Poland’s coal mining companies

Employee attitudes to work safety in Poland's coal mining companies