Job satisfaction and teamwork: the role of supervisor support

The link between teamwork and job satisfaction was investigated in a sample of 48 manufacturing companies comprising 4708 employees. Two separate research questions were addressed. First, it was proposed that supervisor support would be a weaker source of job satisfaction in companies with higher levels of teamworking. Multilevel analysis indicated that the extent of teamwork at the company level of analysis moderated the relationship between individual perceptions of supervisor support and job satisfaction. Second, it was proposed that the extent of teamwork would be positively related to perceptions of job autonomy but negatively related to perceptions of supervisor support. Further, it was proposed that the link between teamwork and job autonomy would be explained by job enrichment practices associated with teamwork. Analyses of aggregated company data supported these propositions and provided evidence for a complex mediational path between teamwork and job satisfaction. Implications for implementing teamwork in organizations are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Ergonomic assessment of airport shuttle driver tasks using an ergonomic analysis toolset

This study aimed to (a) evaluate strength requirements and lower back stresses during lifting and baggage handling tasks with the 3D Static Strength Prediction Program (3DSSPP) and (b) provide additional analyses using rapid entire body assessment (REBA) and the NASA task load index (TLX) to assess the risks associated with the tasks. Four healthy female shuttle drivers of good health aged between 55 and 60 years were observed and interviewed in an effort to determine the tasks required of their occupations. The results indicated that lifting bags and placing them in a shuttle were high risk for injury and possible changes should be further investigated. The study concluded there was a potential for injury associated with baggage storing and retrieval tasks of a shuttle driver.     

An examination of shared leadership configurations and their effectiveness in teams

A key challenge in the shared leadership literature has been a limited understanding of how multiple leadership activities are shared across team members and roles. We address this issue by conceptualizing and operationalizing shared leadership using both its content (i.e., what leadership roles are shared) and distribution (i.e., how leadership is shared across members and roles). In an exploratory study comprised of 129 work teams, we use latent profile analysis (LPA) to identify multiple shared leadership configurations that vary in the extent of sharing. Our second study of 103 MBA teams supports these findings and further (a) considers what shared leadership configurations have the greatest influence on team effectiveness, (b) examines the mediating role of teamwork processes, and (c) investigates the moderating role of temporal dispersion. We advance current research by demonstrating that shared leadership typically manifests in collective (i.e., members share all leadership roles) and distributed configurations (i.e., members hold one leadership role while other members hold other leadership roles), which has implications for team processes and effectiveness. Specifically, we show that collective configurations have higher team effectiveness (compared to distributed configurations) owing to improved teamwork processes and observe that these effects are more pronounced when temporal dispersion is high.     

Physical limitations and musculoskeletal complaints associated with work in unusual or restricted postures: a literature review

INTRODUCTION: The vast majority of ergonomics research has addressed the demands of work in standing or sitting postures, and understandably so. However, many workers (e.g., underground miners, aircraft baggage handlers, plumbers, agricultural workers, mechanics, and others) are often required to adopt postures such as kneeling, stooping, squatting, or lying down for significant periods of the workday. METHOD: A literature search was performed using the ISI Web of Science database (for years 1980-2004). Articles retrieved from this search were evaluated in terms of relevance to assessing physical capabilities of workers in these postures and/or the musculoskeletal epidemiology associated with these postures. RESULTS: Work in unusual and restricted postures was associated with significantly higher rates of musculoskeletal complaints compared to workers not adopting these postures in epidemiology studies (Odds Ratios ranging from 1.13 to 13). Some studies suggested a dose-response relationship, with longer exposures leading to increased musculoskeletal complaints. Physical strength and psychophysical lifting capacity vary significantly as unusual or restricted postures are adopted, with lower lifting capacities evident in the kneeling, squatting, and lying positions. CONCLUSIONS: Workers who adopt unusual or restricted postures appear to be at higher risk of musculoskeletal complaints and often exhibit reduced strength and lifting capacity. Research needs in this area include improved exposure assessment tools, studies of intervention effectiveness, adaptations of the body in response of work in unusual postures, and elucidation of relevant injury pathways. IMPACT ON INDUSTRY: Workers who adopt unusual or restricted postures in their work often experience higher musculoskeletal injury rates. If awkward postures cannot be eliminated in the workplace, jobs should be designed in accordance with the reduced strength and lifting capabilities observed in these postures.     

NIOSH手工提举方程在缸盖搬运中的应用

为了平衡操作人员的精力和体力,在保证人安全的前提下,提高生产力。采用NIOSH（National Institute of Occupational Safety and Health）提举方程对机加工车间缸盖搬运上线工位进行人机工程安全评估,通过对操作工作业的水平距离（H）、垂直距离（V）、提升距离（D）以及频率（F）进行研究,并对修订版NIOSH提举方程的重量常量与高度系数进行了修正。结果表明,经过合理调整四大参数,可在不设起吊、机器人等设备的情况下,保证人的身心健康,节约成本,提高人的工作效能。     

The relationship between self-efficacy for participating in self-managed work groups and the big five personality dimensions

Little research has been done on characteristics of successful self-managed work group members, despite the fact that almost every major U.S. corporation is considering implementing such teams. This study examined the relationship between the Big Five personality dimensions and self-efficacy for participating in self-managed work groups. A questionnaire was administered to 126 workers in a manufacturing organization that is planning the implementation of self-managed work groups. Results indicated that Neuroticism, Extraversion, Agreeableness, and Conscientiousness were significantly related to self-efficacy for participating in self-managed work groups. Due to the relationship between self-efficacy and performance, one implication of these findings is that organizations should consider personality when deciding whether or not to implement self-managed work groups or who should be selected to work in this type of structure. Future research should include measures of individual and group performance and withdrawal behaviors to extend these findings.     

间距对上保护层开采保护效果影响的相似模拟实验研究

为研究上保护层开采保护效果随层间距的变化规律,以南桐矿区作为实验背景,保持保护层倾向工作面开挖长度、煤层埋深、倾角、岩层物理力学性质相同,将层间多层岩层处理为复合岩层,分别进行近距离、远距离和超远距离上保护层开采相似模拟实验。综合分析被保护层卸压规律及基于被保护层垂直于层面的膨胀变形保护准则所得保护范围可知:上保护层开采被保护层卸压曲线呈“凸形”,且“凸形”中心线偏向下山方向。随层间距增加,“凸形”底部被保护层小于原岩应力的卸压范围与“凸形”顶部卸压曲线顶部较大卸压的范围均呈减小趋势;两者中心位置均向下山方向转移,且后者转移度大于前者;被保护层卸压曲线中卸压范围的卸压程度及应力集中范围的应力集中程度均呈减弱趋势;以垂直层面的膨胀变形量3‰确定的上下边界膨胀变形保护角均小于《防治煤与瓦斯突出规定》中相应条件的卸压角,因此以该方法确定的保护范围相对《防治煤与瓦斯突出规定》偏于安全,且随层间距增加保护范围长度呈加速减小趋势。     

Psychological health and involvement in interpersonally demanding occupations: A longitudinal perspective

This longitudinal study examined relations among interpersonal demands of jobs and the psychological health, job and work involvements, and job satisfaction of workers. Two samples of archival data were collected between the 1940s and 1971. Workers of both sexes who were psychologically healthier in adolescence and earlier adulthood manifested greater involvement and (for men only) satisfaction later in adulthood. People in interpersonally demanding jobs showed greater involvement and satisfaction; men were more involved, but not more satisfied, than women. Older cohort members who were more psychologically healthy were more likely to enter, and remain in, interpersonally demanding jobs. However, this relationship was moderated by both chronological age and historical period, which are cohort variables that are often ignored in the occupational literature. The common practice of presuming generalizability across these dimensions may not be warranted.     

Comparison of Two Methods for Judging Distances Near Overhead Power Lines

Sixteen certified crane operators performed several series of boom movements toward a segment of a typical power line using a 100-ton lifting capacity crane equipped with an 18-m boom, a single lifting cable, and a hard ball hook. The operators were instructed to stop the crane movement when the lifting cable reached the edge of the danger zone located 3 m from the power line. To achieve each maneuver, they evaluated the distance between the nearest wire and their crane using two methods: free sighting and the use of highly visible markers delineating the edge of the danger zone. The dependent measure was the distance between the lifting cable and the edge of the danger zone. Results showed that operators were generally unreliable when judging the distance between their crane and the power line when sighting the power line directly, but the use of markers proved to be much more precise and reliable in targeting the edge of the danger zone.     

爆炸应力波在层状节理岩体中的传播规律试验研究

为了研究爆炸应力波在岩体中的传播规律,基于相似理论,开展了爆炸应力波在层状节理岩体中衰减的实验研究。研究表明,节理阻碍 应力波的传播且存在各向异性;对于垂直或小角度入射节理的应力波,在垂直方向和纵向的衰减很明显并且幅度较大,在横向衰减不明显;对 于斜入射节理的应力波,横向和垂直方向没有明显的衰减,纵向的衰减很明显并且幅度较大;应力波的合成峰值速度与炮孔密集度之间的关系 密切,当炮孔间距超过一定距离时,实际测得的速度时程为最近药包爆破产生的应力波,并非总药量产生的应力波的叠加。     

Load Acceleration and Footstep Strategies in Asymmetrical Lifting and Lowering

Accelerated execution effects for lifting and lowering a 12-kg box using two footstep strategies associated with experienced workers were studied. Eight healthy male participants performed a normal and an accelerated execution of a lifting task and a lowering task, using a minimal feet displacement strategy (oblique-step) and a strategy with a step (crossed-step). It was hypothesized that the accelerated executions, as compared to the normal executions, would have a different effect on L5/S1 resultant moment, body posture, and other kinematic variables. A tridimensional dynamic rigid body model was used to compute L5/S1 resultant moments. Results showed that the accelerated condition did not reduce body asymmetry of posture, but it reduced the length of the path of the global center of gravity and the duration of the supporting phase of the box, and it did not significantly affect L5/S1 maximal resultant moments for lifting but increased them for lowering. These results indicate that the net work production for accelerated strategies might be smaller, which may represent an economy of energy. Furthermore, the results showed that the use of an accelerated strategy for lowering should be avoided.     

A cross‐level model of shared leadership,meaning, and individual creativity

Research on leadership and creativity is dominated by the study of leadership from people in formal leadership positions. The very nature of creativity requires self‐direction, however. This points to shared leadership, a process in which members dynamically share the leadership role, as a particularly relevant influence to consider. Drawing on psychological empowerment theory, we develop the shared leadership perspective on individual creativity. We argue that shared leadership has a cross‐level influence on individual creativity that is mediated by the experience of meaning of work and moderated by individual differences in power distance value: for individuals lower on power distance, shared leadership has a positive linear relationship with individual creativity; for individuals higher on power distance, shared leadership has a curvilinear relationship with individual creativity that is decreasingly positive. Using a sample of 623 members from 95 teams in 34 Chinese organizations, we find support for this multilevel model. Findings offer theoretical implications for shared leadership and creativity research and provide managerial implications.     

Lifting Belts: A Review

This article reviews and evaluates the literature related to the effectiveness of protective restraints on abdominal strength, lower back injuries, and workers’ discomfort. The studies indicate that back belts have potential disadvantages as well as advantages. Belts seem to reduce lifting stress. They may, however, lead to a false sense of security while being worn and may also weaken the body, so injury occurs when they are not being worn. There also seems to be comfort problems with some belts. More scientific research is needed before any conclusions can be drawn about positive, negative, or long-term effects of lifting belts.     

受限空间爆炸碎片影响分析

受限空间油气泄漏爆炸会产生巨大的能量,爆炸碎片在抛射距离和抛射方位上具有很大随机性,引发的多米诺事故容易对设备和人员造成重大伤害。为了研究爆炸碎片的影响范围及对设备、人员伤害程度,以地下密闭涵道作为研究对象,考虑爆炸能量影响,采用ANSYS Autodyn模拟软件,重点对涵道覆盖物爆炸碎片进行模拟,定量分析了爆炸碎片的影响范围及在影响区域内对设备、人员造成的伤害程度。结果表明:运用Autodyn软件进行仿真,能够更加准确地得出爆炸碎片的抛射情况及影响范围; 在爆炸能量一定的情况下,碎片的大小是影响设备和人员受伤害程度的重要因素。     

How do leadership motives affect informal and formal leadership emergence?

To what extent and in what ways do leadership motives of potential leaders predict their informal and formal leadership assignments? To address these questions, we conducted two studies in a military setting. In the first study (n = 215), we examined a mediated‐moderation model in which we hypothesized that the motivation to lead (MTL) of candidates to an elite unit would predict their teamwork behaviors and their tendency to emerge as leaders of their peers. We further hypothesized that cognitive ability would interact with MTL to predict teamwork behaviors and that teamwork behaviors would mediate the relationship between this interaction and leadership emergence. In Study 2, we followed up 60 candidates who were selected to the unit and examined whether MTL would predict the extent to which they achieved formal leadership roles. The findings of Study 1 supported the hypotheses included in the moderated mediation model. In Study 2, as expected, MTL predicted formal leadership emergence. We discuss several theoretical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

Collectivistic orientation in teams: an individual and group-level analysis

With the increasing use of work teams in U.S. industry, understanding team members' collectivistic orientation toward group goals and activities is critical for developing cooperative and productive teams. Using the research on expectancy theory, self-efficacy, locus of control, and individualism–collectivism, collectivism is examined as both an individual difference variable and a group composition variable. One hundred and forty-eight individuals (comprising 33 groups) working on a complex and interdependent task comprised the research sample. Results indicated that individual difference variables of self-efficacy for teamwork, need for social approval, and positive past experience working in teams were related to self-report collectivism. Additionally, team collectivistic orientation was examined as a group composition variable and found to be related to cooperative team behaviors. In turn, these cooperative team behaviors acted as a mediator of the relationship between team collectivistic orientation and team performance. Results are discussed in terms of theory building and applied research. © 1997 John Wiley & Sons, Ltd.     

A multilevel review of stressor research in teams

The contemporary work environment is characterized by an ongoing trend to embed employees in teams because of their expected abilities for handling complex tasks and integrating diverse sets of knowledge and skills. However, leveraging this potential is endangered by stimuli within and outside of teams that take a toll on cohesion and teamwork among team members. Understanding the role that stressors and demands play in the work-related functioning of teams and their members is therefore an increasingly important challenge in the organizational behavior literature. Whereas research on stressors and demands has primarily focused on the individual level, we expand the research scope by considering these phenomena to be multilevel. We perform an interdisciplinary review of the literature on these stimuli in teams and show how related research, such as that on destructive leadership, may benefit from a more balanced account and integration of frameworks on stressors. Our multilevel review is informative for the literature on stressors and demands at the individual and team levels, as it offers an important conceptual grounding for how and why various stimuli in this social environment differentially influence both the collective entity and its individual team members.     

考虑双向群组运动特征的场域模型研究

行人动力学的研究能为火灾等紧急情况下的疏散研究提供理论支撑。现有研究多以独立行人为研究对象,群组作为行人流的重要组成部分,有必要进行研究分析。以场域模型为基础,在前人提出群组场的基础上进行拓展,并引入预测场模拟群组行人避让行为,构建了考虑双向群组运动特征的拓展场域模型,对双向群组运动特征进行研究。在双向流通道中进行模拟发现:随着预测场敏感性参数增大避让行为意识增强,时间损失增加,与反向行人的正面冲突减少;拓展模型能使群组维持较近距离的同时减少群组成员之间的冲突;该模型能模拟密度越大速度越小的典型现象。     

物流基地危险货物储区外部安全防护距离研究

在物流基地规划建设中,危险货物储区外部安全防护距离的设定是很重要的一个组成部分。针对危险货物储区化学爆炸与毒气泄漏事故影响范围大、后果严重等特点,先应用鱼刺图事故分析原理分析危险货物储区危险因素,再建立化学爆炸与毒气泄漏危害距离计算模型,最后以冲击波伤害与毒气中毒有效剂量标准为依据,根据已建模型计算化学爆炸与主、次导风向毒气泄漏伤害距离。结果表明在设定安全防护距离时,结合化学爆炸、毒气泄漏危害距离模型,能得到合理的危险货物储区周边安全防护距离,具有实际应用价值。     

Individualism–collectivism and team member performance: Another look

This study revisits the commonplace research conclusion that greater team member collectivism, as opposed to individualism, is associated with higher levels of individual‐level performance in teams. Whereas this conclusion is based on the assumption that work in teams consists exclusively of tasks that are shared, typical teamwork also includes tasks that are individualized. Results of a laboratory study of 206 participants performing a mix of individualized and shared tasks in four‐person teams indicate that heterogeneous combinations of individualism and collectivism are associated with higher levels of team member performance, measured as quantity of output, when loose structural interdependence enables individual differences in individualism–collectivism to exert meaningful effects. These results support the modified conclusion that a combination of individualism and collectivism is associated with higher levels of member performance in teams under typical work conditions; that is, conditions in which the tasks of individual members are both individualized and shared. Copyright © 2011 John Wiley & Sons, Ltd.