Cultural and individual differences in self‐rating behavior: an extension and refinement of the cultural relativity hypothesis

This study examined the relationships between culture, individual attributes, and self‐rating behavior among 1,786 university students in Canada, Hong Kong, Taiwan, mainland China, and Japan, and in doing so extended and refined the cultural relativity hypothesis. It explored the difference between vertical and horizontal individualists in self‐rating behavior, and examined the mediating effects of two individual attributes, self‐enhancement propensity and general self‐efficacy in the relationship between individualism and self‐rating behavior. The results confirmed that individualism is the cultural driver for self‐rating leniency, and that the individual‐level assessment of individualism is a stronger predictor of self‐rating leniency than are culture‐level differences. Vertical individualism was found to be positively related to self‐enhancement propensity, which in turn was positively related to self‐rating. Whereas, horizontal individualism was positively related to general self‐efficacy, which in turn had a positive relationship with self‐rating. We discuss the implications of the results for academic research and practical management. Copyright © 2006 John Wiley & Sons, Ltd.     

Psychosocial risks in small enterprises: the mediating role of perceived working conditions in the relationship between enterprise size and workers’ anxious or depressive episodes

Purpose. The relationship between enterprise size and psychosocial working conditions has received little attention so far but some findings suggest that conditions are more favorable in small enterprises. This could have a positive impact on workers’ mental health. The objective of this study was to test the mediating effect of perceived working conditions in the relationship between enterprise size and anxious or depressive episodes. Methods. Data from the 2010 SUMER – Surveillance Médicale des Expositions aux Risques professionnels (French periodical cross-sectional survey) were analyzed; N?=?31,420 for the present study. Anxious or depressive episodes were measured with the hospital anxiety and depression scale and the perceived working conditions were psychological demand, decision latitude and social support as assessed with Karasek's job content questionnaire. The indirect effect was tested according to the method proposed by Preacher and Hayes. Results. In a multivariate logistic regression, the risk of anxious or depressive episodes was found to be lower in micro enterprises (2–9 employees). Formal tests pointed to a significant indirect effect of enterprise size on mental health through perceived working conditions, with a larger effect for psychological demand. Conclusion. This study highlights perceived working conditions as an explanation of the effects of enterprise size.     

Validation of the positive health behaviours scale: a nationwide survey of nurses in Poland

Purpose. The aim was to adjust the positive health behaviours scale (PHBS) to make it suitable for use by nurses, and to validate the new version of the tool. Methods. A previously formulated PHBS was modified. The scale comprises 29 statements describing certain positive health behaviours in four subscales: nutrition, physical activity, relaxation and behaviours related to mental health, and preventive behaviours. The scale was enriched with items on avoiding risky behaviours and a question regarding respondents’ own assessment of their care for health. Analyses were conducted of reliability, construct validity, criterion validity and dimensionality of subscales. The questionnaire was completed by 1017 nurses. Results. Cronbach's α reached 0.844 for the entire scale and 0.623–0.761 for specific subscales. Empirical data did not confirm theoretical assumptions regarding the existence of a four-element structure of the PHBS. The scale's diagnostic criteria were validated on the basis of positive results of correlation and trend analysis. Only one of the subscales proved homogeneous and could be considered unidimensional. Conclusions. The results confirmed the high internal consistency of the scale and its subscales. The factor structure of the PHBS was equivocal. The PHBS could be used in workplace-based health promotion programmes designed for nurses.     

The effect of other orientation on self–supervisor rating agreement

Employees generally rate their performance more favorably than do their supervisors, which can lead to conflict and poor job performance. However, comparative international research indicates that persons from other‐oriented collectivist cultures are less self‐enhancing, suggesting that other‐oriented employees will exhibit greater agreement with ratings provided by their supervisors. We examined the effect of subordinates' other orientation on self‐supervisor performance rating agreement. Consistent with cultural expectations, self‐ratings of other‐oriented subordinates showed greater agreement with ratings provided by their supervisors and less leniency relative to their supervisors' evaluations. These findings have implications for understanding how employees in different professions, organizations, and cultures utilize feedback from their supervisors. Copyright © 2004 John Wiley & Sons, Ltd.     

Effects of physical exercise on musculoskeletal disorders,stress and quality of life in workers

Background. The effect of physical exercise in the workplace (PEW) on health promotion of workers is contradictory. Objective. To evaluate the effects of the PEW in musculoskeletal disorders (MSDs), perception of stress and quality of life in workers. Methods. The participants were divided into two groups: control group (n?=?46) including non-participant workers of the PEW program, and PEW group (n?=?50) including workers who regularly participate in the exercise program. All workers answered the Nordic general questionnaire, the perceived stress scale and the quality-of-life questionnaire. Results. The PEW group reported a lower prevalence of MSDs for the trunk in the last 7 days and 12 months (p?=?0.021 and p?=?0.001, respectively), and for the upper limbs in the last 12 months (p?=?0.001) compared with the control group. The results for the perception of stress and quality of life showed no significant differences between the groups. Conclusion. PEW is a potential method to reduce MSDs in workers, but it was not efficient in reducing stress levels or improving the quality of life of the workers.     

Effect of Different Types of Rest-Break Interventions on Neck and Shoulder Muscle Activity,Perceived Discomfort and Productivity in Symptomatic VDU Operators: A Randomized Controlled Trial

Objective. This study evaluated the effect of different types of activities during rest-break interventions on neck and shoulder muscle activity, muscle discomfort and productivity among symptomatic video display unit (VDU) operators performing prolonged computer terminal work. Study design and setting. Randomized controlled trial was used. Thirty symptomatic VDU operators were randomly assigned to 2 active break groups (stretching and dynamic movement) and a reference group. The subjects performed the same typing task for 60 min and received 3-min breaks after each 20 min of work. Root mean square and median frequency were calculated for neck and shoulder muscle activity. Muscle discomfort was measured with Borg’s CR-10 scale. Productivity was measured by counting words. Results. There were no significant differences between the types of activities during breaks on neck and shoulder muscle activity, muscle discomfort or productivity. However, there was a significant difference in the level of muscle discomfort over time. Conclusions. Three types of activity during breaks showed a favourable effect on neck and shoulder muscle activity and productivity, and a positive effect on muscle discomfort in symptomatic VDU operators.     

Electromyographic analysis of relevant muscle groups during completion of computer tasks using different computer mouse positions

Background. We analyzed muscular activity for different computer mouse positions during the completion of a timed computer task and determined whether the different mouse positions could affect muscular activity, productivity and perceived fatigue. Methods. The subjects were nine healthy young men. Two mouse positions were studied: the distal position (DP), with the forearm rested on the desk; the proximal position (PP), with only the wrist rested on the desk. The subjects performed a 16-min task in each position. Surface electromyography data were recorded for the upper back and shoulder muscles. Work productivity and muscular activity were measured for each mouse position. A visual analog scale was used to assess subjective fatigue. Results. Muscular activity was higher in muscle (m.) deltoideus (posterior) for the DP, while it was significantly higher in m. inferior infraspinatus for the PP. The visual analog scale score was significantly higher and work productivity was lower in the PP. Conclusions. We found that using a mouse in the DP rather than the PP leads to less activity of the external rotators, less perceived fatigue and more productivity. This suggests that the DP is preferable to the PP for computer work involving a mouse.     

Belief-bias and labor unions: The effect of strong attitudes on reasoning

This study compared three types of reasoning bias associated with strong belief: Judgement of plausibility, contrast effects, and social attribution. Respectively, these relate to bias in the perceived validity and extremity of statements and bias in causal interpretations of actions. Technical college students (N = 153) in two highly unionized communities completed one scale for each form of bias and a section of the IRC Union Attitude Scale which measured their attitude toward unions. Belief–bias was indicated across all three measures although there were differences in their salience. Social attribution was the strongest type of bias manifested (r = 0.58, p ? 0.001) and contrast effects (r = 0.33, p ? 0.001) were a second and third. The implications of these results are explored and future research directions in this new line of study are suggested.     

Ergonomic design and evaluation of a diagnostic ultrasound transducer holder

Background. Work-related musculoskeletal disorders (WMSDs) are injuries and disorders that affect the body’s movement and musculoskeletal system. Awkward postures represent one of the major ergonomic risk factors that cause WMSDs among sonographers while working with an ultrasound transducer. This study aimed to design and evaluate a new holder for the ultrasound transducer. Materials and methods. In the first phase a new holder was designed for the transducer, considering design principles. Evaluation of the new holder was then carried out by electrogoniometry and a locally perceived discomfort (LPD) scale. Results. The application of design principles to the new holder resulted in an improvement of wrist posture and comfort. Wrist angles in extension, flexion, radial deviation and ulnar deviation were lower with utilization of the new holder. The severity of discomfort based on the LPD method in the two modes of work with and without the new holder was reported with values of 1.3 and 1.8, respectively (p?<?0.05). Conclusion. Overall, this study indicated that applying ergonomics design principles was effective in minimizing wrist deviation and increasing comfort while working with the new holder.     

Compassion fatigue and compassion satisfaction among family physicians in the Republic of Srpska,Bosnia and Herzegovina

Aims. The aim of this study was to examine self-perceived compassion fatigue and compassion satisfaction among family physicians in Bosnia and Herzegovina and describe potential contributing factors. Methods. The cross-sectional study enrolled 120 family physicians. Professional quality of life compassion satisfaction and fatigue version 5 (ProQOL5) was used to assess compassion satisfaction and two components of compassion fatigue, secondary traumatic stress and burnout. The symptoms of chronic fatigue were evaluated using the Chalder fatigue scale. Results. The majority of family physicians had moderate levels of compassion satisfaction (70%), burnout (75%) and secondary traumatic stress (55.8%). Family physicians with higher levels of secondary traumatic stress reported chronic fatigue (p?=?0.001), longer length of service (p?=?0.024) and residency training (p?=?0.041). Chronic fatigue (p?=?0.001), living in a rural environment (p?=?0.033), larger size of practice (p?=?0.006) and high number of patients with chronic disease (p?=?0.001) were associated with a higher risk of burnout. Conclusion. Family physicians with large practices, long years of experience, a high number of chronically ill patients and experiencing chronic fatigue are at risk of developing compassion fatigue. A systematic exploration of compassion fatigue in relation to working conditions might provide an appropriate starting point for the development of preventive interventions.     

An evaluation of three alternative formats for probation violator hearings

The purpose of the project was to improve the traffic safety impact and net benefits of the negligent operator probation violator hearing conducted by the California Department of Motor Vehicles. The three hearing formats evaluated varied in several aspects including use of license restrictions (rather than suspension or revocation), hearing duration, use of negotiation and contingency contracting, and use of caseload assignment. The two experimental programs differed primarily in the timing of restriction removal, one employing a single fixed-interval restriction and the other a sequential multiphase restriction strategy. The licensing actions used at the project entry hearing were more liberal than anticipated in all hearing formats. The standard hearing format was superior to the others both in overall traffic safety impact and net benefits. The differences between hearing formats in fatal and injury accidents and in countable convictions tended to favor the standard format. Implementation of either alternative format would probably (p≈.80) result in a decline in program net benefits. The application of a behavior modification paradigm was not successful in the project reported here.     

Self-perceived mental well-being amongst Malaysian dentists

Purpose. To assess Malaysian dentists’ perceptions of their mental well-being. Methods. A self-administered questionnaire was developed based on a conceptual framework of mental health and well-being model. Two aspects were assessed, namely the physiological (two domains) and the psychological (six domains). Participants were asked to rate their experiences of the aforementioned aspects using a 5-point Likert scale ranging from all the time to never. Results. The response rate was 81%. Most of the dentists (61.7%) perceived having positive mental well-being. Under the physiological aspect, most respondents reported that they were ‘generally happy’ (93.3%), but about 30% stated they were ‘stressed physically and emotionally’. Of the six domains under the psychological aspect, positive well-being was observed in the ‘sense of coherence’ and ‘behavioural stress’ domains. Participants who were above 40 years old, married and had children reported having a more positive mental well-being when compared with their counterparts. Conclusion. Overall, most Malaysian dentists perceived having a positive mental well-being. It is crucial, however, to closely monitor and initiate early interventions for those with negative symptoms to ensure the safe practice of dentistry.     

Multi‐wave,multi‐variable models of job insecurity: applying different scales in studying the stability of job insecurity

The study had two specific targets: first, to examine the stability of job insecurity by utilizing three‐year longitudinal data (n = 109) collected in Finland and, second, to clarify psychometric properties of four job insecurity scales, i.e., the global scale, the importance scale, the probability scale and the powerlessness scale. The study was carried out by means of questionnaires, which were answered on three occasions. Analyses were conducted using multi‐wave, multi‐variable models which were estimated and tested via the LISREL program. Generally, the results showed that job insecurity remained relatively stable during the follow‐up period, although there were some variations in the stability as well as in the psychometric properties of the four job insecurity scales examined. More specifically, three of the scales studied showed good psychometric properties, whereas the probability scale could not be estimated longitudinally. Furthermore, working organization and time had effects on the level of job insecurity measured via the different scales. Copyright © 2001 John Wiley & Sons, Ltd.     

The construct validity of two burnout measures

The present study was carried out among a sample of 667 Dutch nurses and assesses three aspects of the construct validity of the two most widely used self-report burnout questionnaires: The Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Although the factorial validity of the three-dimensional structure of the MBI was convincingly demonstrated by confirmatory factor analysis with LISREL, four weak and ambiguous items were identified. Regarding the BM, some doubts have arisen about its one-dimensionality. The congruent validity of the questionnaires was well established: They both refer to the core element of the burnout syndrome (i.e. exhaustion). Moreover, linear structural analyses suggested that burnout is a two multi-dimensional construct consisting of an affective component (i.e. exhaustion) and an attitudinal component (i.e. a negative attitude towards recipients and towards one's job performance). However, the discriminant validity of the first component is rather poor since it considerably overlaps with self-reported somatic complaints and psychological strain. It is concluded that the MBI can be employed as a reliable and valid multi-dimensional indicator of burnout in professionals who work with people. The BM assesses the non-specific affective component of burnout (i.e. exhaustion) and should therefore be supplemented by a scale that measures the attitudinal component of the syndrome.     

The Relationship Between the Difference in Prismatic Refractive Power of an Eye-and-Face Protector and Its Thickness,Radius of Curvature,and Material

With the help of the research results presented here and on the basis of a graphic analysis we aim to prove the existence of a relationship between the difference in prismatic refractive power and the thickness, curvature radius, and type of material used for panoramic oculars in protective spectacles, goggles, and face shields. The difference in the prismatic refractive power is a fundamental optical characteristic of a protective ocular without corrective effect. According to Standard No. EN 165:1995 (European Committee for Standardization, 1995) the difference in the prismatic refractive power is a difference in the prismatic effect at 2 observation points of an eye-protector.     

Evaluating the usability of a commercial cooling vest in the Hong Kong industries

Objective. The provision of appropriate personal cooling vests is recognized as an effective measure to combat heat stress. However, personal cooling vests are not widely implemented in the Hong Kong industries. The current study aims to evaluate the usability of a hybrid cooling vest that is associated with the success of its application in industrial settings. Methods. A self-administrated questionnaire focusing on 10 subjective attributes of cooling effect, ergonomic design and usability of a hybrid cooling vest was administered with 232 occupational workers in the construction, horticultural and cleaning, airport apron services and kitchen and catering industries. Results. A structural equation model estimated by analysis of moment structures was constructed to evaluate the usability of the cooling vest, as influenced by cooling effect and ergonomic design. Results showed that cooling effect (path coefficient?=?0.69, p?p?Conclusions. The structural equation model is feasible to examine the complex nature of the structural relationships among the subjective perceptions of personal cooling vests. The empirical findings furnish sound evidence for further optimization of the hybrid cooling vest in terms of cooling effect and ergonomic design for occupational workers.     

Team reward attitude: construct development and initial validation

This paper reports the development of a team reward attitude construct and intial validation of a measure in a longitudinal study of team members (initial n = 566). Confirmatory factor analysis results provide support for a revised 9‐item scale in two different time periods separated by four months. The measure was positively related to other team‐related attitudes (preference for group work and perceived efficacy of teams) and locus of control, and negatively related to a proxy for ability. Implications of the research and future research directions are addressed. Copyright © 2001 John Wiley & Sons, Ltd.     

Validation of the group nuclear safety climate questionnaire

IntroductionGroup safety climate is a leading indicator of safety performance in high reliability organizations. Zohar and Luria (2005) developed a Group Safety Climate scale (ZGSC) and found it to have a single factor.MethodThe ZGSC scale was used as a basis in this study with the researchers rewording almost half of the items on this scale, changing the referents from the leader to the group, and trying to validate a two-factor scale. The sample was composed of 566 employees in 50 groups from a Spanish nuclear power plant. Item analysis, reliability, correlations, aggregation indexes and CFA were performed.ResultsResults revealed that the construct was shared by each unit, and our reworded Group Safety Climate (GSC) scale showed a one-factor structure and correlated to organizational safety climate, formalized procedures, safety behavior, and time pressure.“Impact on IndustryThis validation of the one-factor structure of the Zohar and Luria (2005) scale could strengthen and spread this scale and measure group safety climate more effectively.     

For the sake of my family: Understanding unethical pro-family behavior in the workplace

Unethical behaviors are prevalent and costly in organizations, and much recent research attention has been paid to different forms of workplace unethical behaviors. We contend that the extant research has overlooked an important form of workplace-related unethical behaviors: unethical behaviors that are conducted to benefit one's family but which violate societal and organizational moral rules, a construct we label as “unethical pro-family behavior” (UPFB). Our paper systematically conceptualizes UPFB and develops a scale for it. Drawing upon social cognitive theory, we argue that employees with stronger family financial pressure are more likely to employ moral disengagement mechanisms to deactivate moral self-regulation, resulting in higher levels of UPFB. Additionally, we argue that the proposed relationship is more pronounced when employees have high family motivation but is mitigated when employees have high organizational identification. Two studies are conducted for this paper. In Study 1 (N = 328 for Sample 1; N = 243 for Sample 2; N = 279 for Sample 3; N = 267 for Sample 4), we demonstrate that our UPFB scale has good construct validity and that our construct is differentiable from relevant constructs. In two time-lagged survey samples in Study 2 (N = 255 for Sample 1; N = 233 for Sample 2), we find support for our hypotheses. Theoretical and practical implications, limitations, and future directions are discussed.