The integration of artificial intelligence (AI) into construction safety management presents considerable potential for improving safety performance. However, it remains unclear how the differing cost-benefit expectations, risk perceptions, and strategic choices of relevant stakeholders influence the willingness of key players, i.e., government regulatory authorities (GRA), AI technology suppliers (AITS), and construction contractors, to invest in AI-based safety solutions. To address this gap, this study develops an evolutionary game model that incorporates prospect theory and mental accounting to analyze the AI investment willingness and strategic interactions of key players. The findings first reveal that although stakeholders differ in their initial investment willingness, they ultimately converge to a stable equilibrium: GRA maintain a leadership role focused on public welfare, AITS adapt quickly to profitable innovation, and contractors advance cautiously until returns become evident. Secondly, variations in profitability, costs, and incentive allocation significantly influence how quickly and in what direction stakeholders adjust their investment strategies, emphasizing the need for mechanisms that account for each stakeholder's sensitivity. Lastly, the paper found that adaptive regulatory frameworks and equitable incentives reduce opportunism, foster collaboration, and support long-term AI adoption in construction safety. This study enhances understanding of stakeholder decision-making in AI investment and provides practical insights for designing effective incentives and regulatory strategies.

Purpose Safety professionals' primary job is to execute safety control measures towards frontline personnel, and previous studies focus on the effectiveness of such controls. Rare research efforts, however, have been devoted to the effectiveness of management control measures towards safety professionals themselves. This study aimed to fill up this knowledge gap by examining whether safety professionals under differing management control configurations differ in their work attitudes, including affective commitment, job satisfaction, career commitment and intention to quit. Design/methodology/approach Drawing on a holistic view of control, five forms of management control, i.e. outcome control, process control, capability control, professional control and reinforcement, were investigated. A cross-sectional questionnaire survey targeting at construction safety professionals was conducted. The latent profile analysis approach was employed to identify how the five forms of management control are configured, i.e. identifying the distinctive patterns of control profiles. The Bolck–Croon–Hagenaars method was then used to examine whether safety professionals' work attitudes were different across the identified control profiles. Findings Seven distinct control profiles were extracted from the sample of 475 construction safety professionals. The overall test of outcome means showed that mean levels of affective commitment, job satisfaction and intentions to quit were significantly different across the seven profiles. The largest that was also the most desirable subgroup was the high control profile (n = 161, 33.9%). The least desirable subgroups included the low control profile (n = 75, 15.8%) and the low capability and professional control profile (n = 12, 2.5%). Pairwise comparison suggested that capability, professional and process controls were more effective than outcome control and reinforcement. Originality/value In theory, this study contributes to the burgeoning literature on how to improve the effectiveness of control measures targeted at safety professionals. The results suggested that effective management controls involve a fine combination of formal, informal, process and output controls. In practice, this study uncovers the ways in which managers leverage the efforts of safety professionals in achieving safety goals. Particularly, it informs managers that the control configurations, instead of isolated controls, should be executed to motivate safety professionals.

Purpose Megaprojects exert a significant impact on sustainable development, and it is imperative for stakeholders to collectively ensure their development occurs in a socially responsible manner. While there has been a growing focus on the involvement of megaprojects in social responsibility, scant attention has been given to understanding the collective actions of stakeholders in implementing social responsibility within these projects. Specifically, the institutional mechanism leading megaproject stakeholders to engage in socially responsible collective action is largely unexplored. To fill this gap, this study primarily aims to explore the institutional antecedents influencing socially responsible collective action in megaprojects. Design/methodology/approach Drawing on institutional theory, this study empirically examines the factors influencing socially responsible collective action in megaprojects. An online questionnaire survey was administered to collect data from 365 participants engaged in mega water transfer projects in China. The data analysis employed the partial least squares structural equation modeling technique. Findings The findings from the partial least squares analyses indicate that coercive isomorphism, mimetic isomorphism, and normative isomorphism all demonstrate positive associations with stakeholders' intention to engage in socially responsible collective action. Moreover, the findings also show a positive correlation between stakeholders' intention and their behavior in participating in socially responsible collective action within megaprojects. Additionally, coercive isomorphism positively moderates the connection between mimetic isomorphism and the intention to engage in SRCA, while negatively moderates the relationship between normative isomorphism and the intention to undertake socially responsible collective action. Originality/value This study enriches the existing body of knowledge by identifying coercive, mimetic, and normative isomorphism as antecedents to adopting socially responsible collective action in megaprojects. Furthermore, the study enhances our comprehension by demonstrating that stakeholders' intention to fulfill social responsibility translates into tangible actions. The implications and recommendations provided shed light on how various types of institutional isomorphism can be used to encourage stakeholders to embrace socially responsible collective action in megaproject management.

A novel lateral flow biosensor using flower-like concanavalin A (Con A)-Cu-3(PO4)(2) organic - inorganic nanocomposites for a signal probe was developed for the visual detection of Escherichia coli O157:H7 with high sensitivity and low cost. These nanocomposites, combining signal amplification and biological recognition, were composed of Con A, fluorescein isothiocyanate (FITC), biotin, and Cu-3(PO4)(2). The sandwich system of magnetic bead - conjugated antibody/Escherichia coli O157:H7/ConA-Cu-3(PO4)(2) organic - inorganic nanocomposites was fabricated using magnetic separation. The magnetically separated organic - inorganic nanocomposites were visually detected with a lateral flow biosensor. The nanocomposites introduced numerous gold nanoparticles (AuNPs) on the lateral flow biosensor via special recognition between streptavidin immobilized on AuNPs and biotin of nanocomposites. The nanocomposites were subsequently grabbed on the test line by specific reactions between the anti-FITC monoclonal antibody on the test line and FITC on organic - inorganic nanocomposites. The assembly of AuNPs on the biosensor test line activated the visual detection of the target bacteria. Under optimized conditions, the quantitative detection of E. coli O157:H7 was performed in the 10 to 10(5) CFU/mL linear range with a detection limit of 10 CFU/mL. This visual detection system is an efficient, stable, and nontoxic nanocomposite tag for detecting pathogens in food.

Organizational climate is the ascribed psychological meaning and significance associated with the procedures, policies, and practices that are recognized and rewarded in the workplace and, hence, mediate the effects of environmental stimuli on individuals’ responses. Safety climate is a specific organizational climate, i.e., organizational climate for safety. Previous research claimed that organizational climate provides a foundation for safety climate, but without elaboration on the foundational mechanisms. This paper attempts to fill this knowledge gap. As organizational climate is a multi-dimensional phenomenon, this paper chooses two dimensions: perceived organizational support (POS) and participative decision making (PaDM). Drawing on an interactive approach to forming climate perceptions, this paper introduces two interactive constructs—leader–member exchange (LMX) and team-member exchange (TMX)—and establishes a multiple mediation model depicting the foundational effect of organizational climate on safety climate. A random sample of 292 Hong Kong-based construction personnel is used to validate the model. The results show that both POS and PaDM are positively associated with perceived safety climate (β1 = 0.175, p < 0.01; β2 = 0.502, p < 0.005), both LMX and TMX fully mediate the effect of PaDM on safety climate (effect sizes are 0.146 and 0.076, respectively), and only LMX partially mediates the effect of POS on safety climate (effect size is 0.131). This study sheds light on the foundational effects of organizational climate on safety climate. POS can improve the quality of reciprocal exchange about safety matters between construction personnel and their supervisors and hence raise construction personnel’s awareness of the priority of safety. PaDM can improve the quality of reciprocal exchange about safety matters vertically and horizontally and hence have construction personnel aware of the importance of safety. In practice, this paper suggests that project managers recognize and reward construction personnel’s contributions in a timely manner, genuinely care about their well-being, and take their suggestions seriously in making decisions. In this way, the quality of both vertical and horizontal exchange about safety matters improves, and a sound and positive safety climate ensues.

Organizational climate is the ascribed psychological meaning and significance associated with the procedures, policies, and practices that are recognized and rewarded in the workplace and, hence, mediate the effects of environmental stimuli on individuals’ responses. Safety climate is a specific organizational climate, i.e., organizational climate for safety. Previous research claimed that organizational climate provides a foundation for safety climate, but without elaboration on the foundational mechanisms. This paper attempts to fill this knowledge gap. As organizational climate is a multi-dimensional phenomenon, this paper chooses two dimensions: perceived organizational support (POS) and participative decision making (PaDM). Drawing on an interactive approach to forming climate perceptions, this paper introduces two interactive constructs—leader–member exchange (LMX) and team-member exchange (TMX)—and establishes a multiple mediation model depicting the foundational effect of organizational climate on safety climate. A random sample of 292 Hong Kong-based construction personnel is used to validate the model. The results show that both POS and PaDM are positively associated with perceived safety climate (β1 = 0.175, p < 0.01; β2 = 0.502, p < 0.005), both LMX and TMX fully mediate the effect of PaDM on safety climate (effect sizes are 0.146 and 0.076, respectively), and only LMX partially mediates the effect of POS on safety climate (effect size is 0.131). This study sheds light on the foundational effects of organizational climate on safety climate. POS can improve the quality of reciprocal exchange about safety matters between construction personnel and their supervisors and hence raise construction personnel’s awareness of the priority of safety. PaDM can improve the quality of reciprocal exchange about safety matters vertically and horizontally and hence have construction personnel aware of the importance of safety. In practice, this paper suggests that project managers recognize and reward construction personnel’s contributions in a timely manner, genuinely care about their well-being, and take their suggestions seriously in making decisions. In this way, the quality of both vertical and horizontal exchange about safety matters improves, and a sound and positive safety climate ensues.

Project design has to be coordinated in an inter-functional team. This is critically challenging due to the knowledge-intensive nature of project design, the occupational boundaries between functions and time pressure facing project teams. This study aims to tackle this challenge by identifying the configurations of coordination mechanisms, i.e. mechanistic and organic coordination, adopted by inter-functional teams in the face of a high level of time pressure. A questionnaire-survey of 311 respondents from 46 building design projects was undertaken in China. Data were analyzed through a configurational analysis approach. The results show that two configurations could equally lead to high performance. Under a high level of time pressure, the configuration of formal coordination, digitally-mediated structured coordination, and cross-functional meetings is helpful to achieve high project design performance. If mechanistic coordination is absent, team members could equally accomplish superb design performance through organic coordination. This research contributes to the body of knowledge by presenting how inter-functional teams configure coordination mechanisms to deal with knowledge-intensive project design in the face of time pressure.

Purpose Sharing tacit knowledge across firm boundaries is challenging in architectural and engineering design projects as tacit knowledge is embedded in the designer’s mind. It thus requires autonomous motivation. This study aims to examine how clients integrate distributive justice (DJ), procedural justice (PJ) and interactional justice (IJ) to motivate tacit knowledge sharing in interorganizational architectural and engineering (A/E) design projects. Design/methodology/approach A theoretical model was built, describing how the combination of distributive, procedural and interactional justice influences tacit knowledge sharing. This model was then verified using latent profile analysis (LPA) of 360 A/E design projects. Findings A total offour subgroups with quantitatively different combinations of distributive, procedural and interactional justice were identified. Within each subgroup, the levels of the three forms of justice were quite aligned. The results indicate that clients often implement interorganizational justice in a collective manner. Among the four subgroups, projects with the highest level of justice combination have a significantly higher level of tacit knowledge sharing than the other three. This indicates that sharing of tacit knowledge is driven by the overall level of interorganizational justice. Originality/value The configurational approach complements previous research by presenting how combinations of interorganizational justice influence tacit knowledge sharing in A/E design projects.

Work motivation, albeit being a significant predicator of safety professionals' work attitudes and behaviours, are underexplored in safety research. Drawing on self-determination theory, this study examined how different types of work motivation were combined to influence safety professionals' work-related attitudes and intentions to quit. By adopting a person-centred approach, four motivation profiles were identified from a sample of 475 construction safety professionals, representing amotivated (9.9%), balanced motivation (35.1%), moderately autonomous (9.3%), and highly motivated (45.7%) groups. The results show that the highly motivated safety professionals displayed a significantly higher level of affective organisational commitment in comparison with the rest three groups. Safety professionals in the moderately autonomous group showed the highest level of career commitment and the lowest intentions to quit current organisations. This study contributes to the safety science literature by presenting configurational solutions of work motivation. As different groups of safety professionals are characterised by different motivation profiles, this study suggests that interventions should be targeted at the motivation profile level.

[目的]建立对沙门氏菌的新型快速可视化检测方法.[方法]显色纳米花作为沙门氏菌的感受器及换能器,免疫磁珠作为富集和分离手段,最终与靶标沙门氏菌形成三明治夹心结构,检测信号以纳米花显色方式输出.[结果]检测沙门氏菌的线性范围在10～104 CFU/mL,检测限10 CFU/mL,实际样品回收率可达117.5％,且特异性良好.[结论]成功建立了基于新型显色纳米花的沙门氏菌定性定量的检测方法,灵敏性可达10 CFU/mL,与传统临床检测方法相比,具有快速、简便、灵敏、无需大型仪器的优点.

Safety regulations are one part of an organisation's institutional environment. An effective and robust institutional framework is likely to involve an admixture of regulative, normative and cultural-cognitive elements of institutions. This study aimed to understand how safety regulations become interconnected (or not) with other forms of institutions in the course of history. Taking Hong Kong as a case, this study illustrated the coevolution of safety legislation and a safety-defined organisational field, drawing on archival documents, books, research articles and interviews. It was identified that the organisational field was evolved from the government as the single actor to a network governance structure, over four stages in a century: early days, the embryonic stage, golden time and the transition stage. Until the transition stage, regulative institutions were the major form of regulating mechanisms. This study identified that the late emergence of normative and cultural-cognitive institutions, e.g., commonly accepted safety standards, procedures, norms and values, might be attributed to the inherent deficiencies of the formal regulatory system, and most importantly, the lack of institutional infrastructure during the first three evolution stages. This research also demonstrated that the emergence of normative and cultural-cognitive institutions at the transition stage relied on a combination of three conditions: material resources, rationales for a cognitive change, and inter-organisational structures bringing about collective actions. Policy makers are suggested to pay attention to the conditions supporting and inhibiting the construction of normative and cultural-cognitive institutions among field actors.

Disposable syringes were used in a novel point-of-care visual test for detecting pathogenic bacteria (Escherichia coli O157:H7 and Salmonella typhimurium). Hybrid nanoflowers composed of platinum nanoparticles and concanavalin A (Pt-nanoflowers) were prepared through a one-pot reaction and were found to be viable catalase mimics. They catalyze the decomposition of hydrogen peroxide (H2O2) to generate O2. When used as labels in immunoassays, they integrate both the functions of biological recognition and signal amplification. The disposable syringe pressure readout was combined with Pt-nanoflower signal conversion and successfully applied to a visual bacteria detection scheme. Both Escherichia coli O157:H7 and Salmonella typhimurium can be quantified with detection limits of as low as 15 and 7 CFU·mL−1, respectively.

[目的]建立一种测定miR-21含量新型实验方法.[方法]利用microRNA-21(miR-21)作为靶标,并设计基于双链特异性核酸酶(Duplex specific nuclease,DSN)及杂交链式反应(Hybridization chain reaction,HCR)的探针MP、H1及H2,通过加入靶标从而引起DSN和HCR反应,达到双重信号放大的目的,最终信号输出方式为DNAzyme显色,裸眼可视,根据其产生颜色强度对靶标进行定量检测.[结果]DSN结合HCR靶标的最低检测限可达1 pmol/L,线性范围为1 pmol/L～1μmol/L,特异性良好,除靶标miR-21外,非特异性靶标均无明显信号产生,在人体血清实际样品中检测miR-21,其回收率可达到92.3％～101.5％.[结论]该检测方法成功建立测定miR-21含量的技术平台,灵敏性可达1 pmol/L,且特异性好、快速可视,为研究及临床诊断心血管疾病提供技术依托.

Rapid, sensitive and point-of-care detection of foodborne pathogenic bacteria is essential for food safety. In this study, we found that hemin-concanavalin A hybrid nanoflowers (HCH nanoflowers), as solid mimic peroxidase, could catalyze oxidation of 2,2'-azino-bis (3-ethylbenzthiazoline-6-sulfonic acid) diammonium salt (ABTS) in the presence of H2O2 to a green-colored product. HCH nanoflowers, integrating the essential functions of both biological recognition and signal amplification, meet the requirements of signal labels for colorimetric immunoassay of bacteria. In view of the excellent peroxidase mimetic catalytic activity of HCH nanoflowers, a colorimetric biosensing platform was newly constructed and applied for sensitive detection of foodborne Escherichia coli O157:H7 (E. coli O157:H7). The corresponding detection limits was as low as 4.1 CFU/mL with wide linear ranges (10(1)-10(6) CFU/mL).

Accurate and quantitative analysis of microRNA (miRNA) expression is critical for the diagnostics and theranostics of a disease. Herein, a proof-of-concept of a colorimetric horseradish peroxidase-mimicking DNAzyme (HRP-DNAzyme) biosensor for miRNA assay based on nuclease-assisted catalytic hairpin assembly (CHA) signal amplification was demonstrated. Duplex-specific nuclease (DSN) was employed to cleave the single-stranded DNA (ssDNA) chimeric probe (CP) on the magnetic bead (MB) surface via hybridization of the CP and target miRNA. The regenerated miRNA can cleave a large number of ssDNA CP to produce CHA initiator sequence fragments. The CP consists of two main regions: a target miRNA recognition DNA sequence at the 5' end and a CHA initiator (CI) sequence at the 3' end. The catalyzed assembly process of CHA produces a large amount of G-rich DNA. In the presence of hemin, the G-rich DNA forms G-quadruplex/hemin complex and mimics the horseradish peroxidase activity, which catalyzes a colorimetric reaction. For the proof-of-concept, microRNA-21 (miR-21) was selected as the model target to authenticate this strategy as a versatile assay platform. The proposed strategy allowed quantitation of the sequence specificity of miRNA-21 with a detection limit of 9.2 fM in a dynamic range from 10 fM-1 nM, with an excellent ability to discriminate the differences in miRNAs. Additionally, the miRNA assay in real samples was satisfactory, thereby confirming its applicability. Therefore, this method exhibited a great potential as a miRNA quantification method in biomedical research and clinical diagnosis.

The extended application of low cost disposable infusion extension lines, used primarily in the medical field, is limited. In this study, a facile signal readout method was developed for point-of-care (POC) detection of food borne pathogenic bacteria using disposable medical infusion extension lines. Herein, organic-inorganic hybrid nanoflowers loaded with sufficient MnO2 have been easily prepared. The MnO2 nanoflowers with pathogenic bacteria recognition function decomposed hydrogen peroxide (H2O2) into oxygen (O-2), an amplified gas signal, which was measured by a disposable medical infusion extension line. The generation of O-2 from H2O2 by the catalytic dissociation of MnO2 nanoflowers increased the pressure in a confined space. Dye was then pushed along the channel of the disposable medical infusion extension line, connected to a sealed glass vial via a needle. The distance moved by the dye, which was detectable by the naked eye, was proportional to the concentration of foodborne pathogenic bacteria. Experimental results showed detection limits as low as 10(1) CFU/mL for Salmonella sp. and Escherichia coli O157:H7. The biosensor method based on a low-cost disposable medical infusion extension line gas signal readout was a powerful tool for POC testing of foodborne pathogenic bacteria under resource-limited settings.

The published version of this article, unfortunately, contained error. The authors are re-writing to express their sincere apology for a mistake that a mark “10-5, 10-4, 10-3, 10-2, 10-1 CFU•mL-1” in the legend of Fig. 2 was not corrected as “105, 104, 103, 102, 101 CFU•mL-1”.

In a recent study, we reported a novel assay for the detection of microRNA-21 based on duplex-specific nuclease (DSN)-assisted isothermal cleavage and hybridization chain reaction (HCR) dual signal amplification. The Fam modified double-stranded DNA products were generated after the HCR, another biotin modified probe was digested by DSN and released from the magnetic beads after the addition of the target miRNA. The released sequence was then combined with HCR products to form a double-tagging dsDNA, which can be recognized by the lateral flow strips. In this study, we introduced a 2-OMethyl-RNA modified beacon probe (2-OMe-MB) to make some improvements based on the previous study. Firstly, the substitution of modified probe combined on magnetic beads avoids the fussy washing steps for the separation of un-reacted probes. Furthermore, the modification of 2-OMe on the stem of the probe avoided the unnecessary cleavage by DSN, which greatly reduce the background signal. Compared to the previous work, these improvements save us a lot of steps but possess the comparable sensitivity and selectivity.

•Co-opting is a viable strategy to promote voluntary OHS activities.•Market competition and institutions drive diffusion of voluntary programmes.•Small firms are less engaged in the institutional processes.

Unsafe acts contribute dominantly to construction accidents, and increasing safety behavior is essential to reduce accidents. Previous research conceptualized safety behavior as an interaction between proximal individual differences (safety knowledge and safety motivation) and distal contextual factors (leadership and safety climate). However, relatively little empirical research has examined this conceptualization in the construction sector. Given the cultural background of the sample, this study makes a slight modification to the conceptualization and views transformational leadership as an antecedent of safety climate. Accordingly, this study establishes a multiple mediator model showing the mechanisms through which transformational leadership translates into safety behavior. The multiple mediator model is estimated by the structural equation modeling (SEM) technique, using individual questionnaire responses from a random sample of construction personnel based in Hong Kong. As hypothesized, transformational leadership has a significant impact on safety climate which is mediated by safety-specific leader–member exchange (LMX), and safety climate in turn impacts safety behavior through safety knowledge. The results suggest that future safety climate interventions should be more effective if supervisors exhibit transformational leadership, encourage construction personnel to voice safety concerns without fear of retaliation, and repeatedly remind them about safety on the job.