Organizational learning is a key success factor for management to improve safety and prevent recurrent incidents. It starts with having insight into the quantity and nature of incidents and deficiencies in general. For employees to report on such occurrences there must be a so-called 'just culture' (also considered in terms of its opposite: 'blame culture'), where issues can be discussed freely and underlying causes investigated and corrected without fear of punitive actions. Although much has been written about just culture in a qualitative manner, there is limited research into the quantification and modeling of its components. Whereas many petrochemical companies have a just culture as a goal on the horizon, many struggle to find the right path to this objective. A literature review of more than 110 scientific papers revealed that just culture is a complex construct with many interrelated components. In this paper, we discuss a survey issued in the Dutch section of a globally operating construction company. The survey contained questionnaires for nine components and the first two steps in the 'Learning from Incidents' (LFI) process. The main aim was to model and quantify their relation with just culture and organizational learning capabilities. The questionnaires were checked for construct validity, and correlations with just culture and other components were calculated. The findings can help petrochemical companies find the most effective and efficient route on their journey towards a just culture. The results showed that there is no single 'silver bullet' to fix the blame culture in an organization. The long and winding road to just culture involves making changes on a range of organizational characteristics. The most promising aspects are 'Psychological safety', 'Trust' and 'Openness'. These three components are the closest related to just culture and have the strongest connections with the other components. They comprise the first two steps in the LFI process. Obviously, by itself the change in culture will not improve safety but a just culture will improve organizational learning capabilities - and that van lead to implementing more effective actions. As such it can provide a sound basis for a further reduction of the number of incidents in the petrochemical industry to the ultimate goal: zero.