EXPLORING THE ROLE OF SAFETY INCENTIVE PROGRAMS IN STRENGTHENING SAFETY CULTURE: A CASE STUDY OF PT PLN

Abstract

Background: Safety incentive (SI) programs are increasingly adopted as strategic mechanisms to promote safe work behavior and embed a positive safety culture, especially in high-risk sectors such as the energy industry. Despite their importance, empirical insights into how SI programs are implemented and perceived within Indonesia’s state-owned enterprises remain scarce. PT PLN (Persero), as the national electricity company, provides an ideal context to explore this issue due to its wide operational coverage and high safety standards.

Objective: This study aims to explore the role of safety incentive programs in strengthening safety culture within PT PLN by examining how such programs are understood, implemented, and evaluated by occupational safety experts (Ahli K3) across different regional units.

Methods: A qualitative case study design was employed. Data were collected through in-depth interviews with four safety experts from UP3 Sinjai, Bantaeng, Bulukumba, and Jeneponto. Thematic analysis was conducted using NVivo software to identify major themes, including policy context, implementation practices, motivational impact, and program evaluation.

Results: Findings reveal that safety incentive initiatives at PT PLN are not yet formalized as a distinct policy but are embedded within broader occupational safety and health (K3) programs. Recognition typically takes non-monetary forms—such as plaques, certificates, or appreciation events—linked to performance, compliance, and participation. Safety incentives act as both motivational and educational tools, encouraging proactive engagement and reinforcing collective safety responsibility. However, challenges persist in systematic evaluation, documentation, and ensuring long-term policy integration.

Conclusions: Safety incentive programs at PT PLN contribute significantly to cultivating a safety-oriented culture, primarily through intrinsic motivation and social recognition rather than material rewards. Strengthening formal policy frameworks, defining measurable success indicators, and enhancing documentation systems are recommended to optimize the long-term impact of SI initiatives.