Operationalizing the outcomes of union commitment: The dimensionality of participation

In contrast to the past and current reliance upon a unidimensional or additive index of union participation, our research presents evidence of the multidimensional nature of the construct of union participation, a behavioral manifestation of union commitment. In this study, we examined a more diverse set of items than typically used in studies of union commitment and participation, ranging from holding union office to voting and to the more mundane, day-to-day activities which may take place in the workplace. Our results suggest three distinct dimensions to union participation, each representing potentially varying strengths of union commitment: an administrative factor reflecting office holding duties; an intermittent factor, reflecting participation in activities scheduled or available at particular times; and a supportive factor, reflecting on-going participative activities in support of other members of the union. Our findings further suggest these dimensions are relatively stable across time periods in two diverse samples: a retail worker sample and a nursing sample. Implications of the results are discussed.     

A model of the antecedents of early union commitment: The role of socialization experiences and steward characteristics

The present study aimed at investigating the influence of shop steward characteristics and early union socialization experiences on new members' attitudes toward unions and their affective commitment to the union. Two thousand surveys were mailed to the most recent members of the National Association of Letter Carriers. Of these, 658 (33 per cent) were returned. Focusing on those individuals who had joined the union within the past 12 months yielded a usable sample of 585. A two-stage, structural equation modeling approach indicated a satisfactory goodness-of-fit for both the measurement and structural models. Individual socialization experiences significantly affected union attitudes. The latter variable was a significant predictor of union commitment. These results are discussed in the context of the organizational socialization literature and union commitment research.     

Advanced manufacturing technology and work design: Towards a theoretical framework

This paper introduces a theoretical framework to guide research into the psychological effects of advanced manufacturing technology (AMT) on shopfloor operators. The framework has two main aspects. First, based on the emerging literature on the job content implications of AMT, it identifies four key constructs, namely: control, cognitive demand, production responsibility and social interaction. Second, by drawing on the more established job design, stress and related literatures, it predicts how these independent variables differentially affect system performance, job-related strain and job satisfaction. The wider implications and limitations of the theoretical framework are discussed.     

A theoretical and methodological framework for studying and modelling drivers’ mental representations

This article provides a synthetic overview of the research programme carried out at INRETS-LESCOT over the last 10 years, in view to studying and modelling the mental representations of car drivers. Theoretically, this research is in line with two complementary scientific traditions: Human Information Processing theories on the one hand, and theories of Operative Activity on the other. As discussed in Section 1 of the article, attention is given to the functional representations of drivers, constructed “by” and “for” the action, such as they are implemented in a driving situation, and taking into account both implicit and explicit dimensions. This aim directly impacts on the methodological approach implemented, in so far as it entails defining an “experimental continuum” ranging from naturalistic observations of the driving activity (on the open road), to setting up more controlled experimental protocols in order to permit in-depth, systematic and reproducible scientific investigations of drivers’ cognition. Section 2 of the article presents a synthetic view of these methods, while Section 3 presents several significant results obtained with them. Lastly, the final part of the article focuses on the computational formalism defined at INRETS-LESCOT (i.e. the driving schemas) designed to model driver knowledge and mental representations, and developed in a COgnitive Simulation MOdel of the DRIVEr called COSMODRIVE.     

火灾调查理论框架建立探讨

本文根据目前火灾科学研究的现状，提出了建立火灾调查理论框架的构想。对火灾调查研究中国外发展状况，进行了较为详细的综述，并指出目前该领域存在的问题。详细讨论了建立火灾调查理论框架的科学根据，同时探讨了火灾调查理论研究中包含的关键科学问题。     

Antecedents of organizational commitment across occupational groups: A meta-analysis

This meta-analysis examines whether the relationships between organizational commitment (OC) and its antecedents differ across occupational groups. Two models representing different antecedents are proposed: the member model, presented by the personal variables, and the organization model, presented by role related, structural and work experiences variables. The study is based on 98 samples with correlational data for the relationships between OC and its antecedents. The total sample was divided into two main occupational groups: white collar employees, subdivided into professionals and nonprofessionals, and blue collar employees. The findings reveal that in general the relationship between OC and personal antecedents, representing the member model, is stronger for blue collar and nonprofessional white collar employees than for professional employees. For the role-related, structural, and work experiences antecedents, representing the organization model, differences among the occupational groups were found to be less consistent. In general, the findings demonstrate that the member and the organization model operate differently for varying occupational groups. The findings are discussed in terms of the need for elaboration of the existing explanations for the development of OC.     

A role and expectancy model of participative decision-making: A replication and theoretical extension

Schuler's process model of employee participation in decision-making and job satisfaction (Schuler, 1980; Lee and Schuler, 1982) was tested using a path analytic approach. Reanalysis of Schuler's data and replication on a new sample indicated that (a) participation in decision-making has both direct and indirect effects on job satisfaction; and (b) performance–outcome expectancy, role conflict, and role ambiguity all appear to mediate the relationship between participation and satisfaction. In an extension of the model, organizational level and job involvement were hypothesized to moderate the participation–satisfaction relationship (i.e. function interactively). Although neither variable functions as a moderator, job involvement operates in a fashion similar to participation in the model. In general, consistent results across four independent samples strongly support Schuler's basic process model.     

Development of a theoretical framework for the evaluation of risk connected to accidental oxygen releases

A short-cut methodology for a fast estimation of hazards from oxygen releases and the evaluation of safety distances is presented. Starting from a historical survey on accidents involving oxygen releases and consequent scenarios, the approach includes analytical models for the quantification of incremental hazards due to oxygen releases, in non-obstructed areas, both for continuous and nearly instantaneous scenarios, adopting a simple Gaussian dispersion model. An example of the application of the model in a real case-study and relevant quantitative results are presented.     

Profiles of commitment: An empirical test

Prior research has demonstrated the importance of distinguishing among foci and bases of commitment. Foci of commitment are the individuals and groups to whom an employee is attached, and bases of commitment are the motives engendering attachment. This study uses distinctions among foci and bases of commitment to develop four profiles of commitment, and examines the extent to which differences in these patterns predict other variables. Cluster analysis of 440 employees suggests the following profiles: (1) The Locally Committed (employees who are attached to their supervisor and work group), (2) the Globally Committed (who are attached to top management and the organization), (3) the Committed (who are attached to both local and global foci), and (4) the Uncommitted (who are attached to neither local nor global foci). The profiles are differentially related to intent to quit, job satisfaction, prosocial organizational behaviors, and certain demographic and contextual variables. Implications of these findings for theory and practice are discussed.     

Etzioni's model of organizational involvement: A perspective for understanding commitment to organizations

There are two predominant views of organizational commitment: instrumental and affective. The purpose of the paper is to explore the extent to which an adapted version of Etzioni's macro organizational model of involvement may serve as a single model of both affective and instrumental perspectives of organizational commitment. Moral commitment and alienative commitment are treated as affective forms of organizational attachment, and calculative commitment is treated as an instrumental form of organizational attachment. The paper employs five samples for the investigation. It develops scales for measuring each of the three dimensions of commitment. The paper concludes that organizational commitment is multidimensional. It also concludes that employees report a mixture of commitment types. Evidence is offered in support of the affective character of moral and alienative commitment. Although the evidence is equivocal, there is support for the independence of the two dimensions of affective commitment: moral and alienative. Evidence is also offered for the differential association of the three dimensions of organizational commitment with related aspects of organizational behavior. The paper extends our understanding of organizational commitment by providing a place for both instrumental and affective forms of psychological attachment to organizations. It offers scales which may be used for future research, and it suggests research which may extend the adapted model in this paper as well as provide direction for practising managers.     

Work values: A theoretical overview and a model of their effects

Three main streams of research were identified in the field of work values. Based on a series of analyses using multidimensional techniques, the first set of studies attempted to identify the underlying factors or facets of the work values domain. A second group of investigations examined correlates of work values including antecedent and consequent variables. Finally, extensive research on differences in work values' pattern and level by culture have been reported. For purposes of integrating the diverse findings, the basic facets of the work values domain were identified and a model of their effects on behavior was suggested     

Developing a framework for safety validation of multi-stakeholder changes in air transport operations

The high volume of air traffic over Europe is expected to double within the next 15 years. This requires changes in the airspace structure and in the organisation of air transport operations that involve multiple stakeholders. Changes, by regulation, require a sufficient safety validation, in order to show that the changed situation is safe and will remain safe during an applicable period. Many methods and techniques exist that can be used to support such safety validation process. However, for air transport operations, the stakeholders involved are numerous and diverse, and there are no guidelines on how to address their roles, responsibilities and goals during development and validation.This paper develops a safety validation framework that emphasises the active roles and collaboration of multiple stakeholders during the development phases of air transport operations. The framework is developed in three steps: First, established validation views from literature are identified and analysed to reveal open issues when it comes to their use for multi-stakeholder changes in air transport operations. Next, validation views emerging beyond the established ones are identified, and evaluated on whether they address the open issues. Finally, the strong points of established and emerging views are combined into a novel framework.     

The consequences of organizational commitment: Methodological investigation

Extensive research on the consequences of organizational commitment (OC) has been conducted over the past decade. The purpose of this paper is to summarize empirical evidence about the relationship between OC and work outcomes and to examine the effect of methodological decisions on the OC–work outcome relationship. A meta-analysis of 35 studies of the OC–work outcome linkage reveals that the overall empirical relationship between OC and outcome variables is generally weak, but positive. While subgroup analyses reveal that conceptualization, research design, sampling, operationalization and observation technique decisions have a definite impact on the OC–work outcome correlation, the relationship remains essentially weak. Multiple regression analysis reveals that the type of work outcome and methodological decisions explain only 19 per cent of the variance in the OC–work outcome relationship, with conceptualization decisions having the largest impact.     

Stress and the union steward's role

This paper develops and tests hypotheses concerning some psychological correlates of role ambiguity and role conflict in a population that has not been extensively studied in relation to stress, union stewards. Survey data on role ambiguity and role conflict, the indicators of stress, were collected from 285 stewards at the local union steward meeting, with the stewards perceiving a moderate amount of role ambiguity and perceiving a lesser amount of role conflict. The stewards were also asked about their role expectations, their motivations for remaining a steward, their grievance handling strategies, and their affective commitment toward the union and employer. Each of those four sets of variables was hypothesized to be related to role ambiguity and role conflict and each was influential in explaining variance. As predicted, those stewards who were more motivated to remain stewards for personal reasons had both higher role ambiguity and higher role conflict. Further, the conditions of being more motivated to remain a steward to help the union and employees and having higher union commitment were associated with lower role conflict, but, opposite to the hypotheses, higher role ambiguity.     

Job satisfaction and organizational continuance commitment: a two-wave panel study

The temporal relationship between job satisfaction and organizational continuance commitment over 13 months was examined in 295 professional employees of a British engineering company using LISREL with latent variables analysis. The cross-lagged path coefficients in the LISREL models were not significantly positive, suggesting that the relationship between these two variables was spurious and due to error variance. Test–retest coefficients for both variables were moderately positive, showing that the relative ranking of individuals on these variables was fairly stable over time.     

Union commitment: Conceptual changes in the German context

This study examined the concept of union commitment in a German sample utilizing research predominantly developed and tested in Anglo-American countries (U.S.A., Canada, South Africa). Due to cultural and structural differences in the context of German unions it was assumed that the structure and level of commitment should also be different from those in the countries tested and that the instrument may have to be adjusted. Gordon and Ladd's Union Commitment scale was translated and tested on 194 West-German trade union members. Five major structural differences between German, Canadian, U.S.-American and South African unions were identified. Those are, for example, in Germany closed-shop agreements are forbidden, a high degree of centralization exists, the existence and form of labor courts and legally binding participation, the influence of workers council and the well protected situation of German workers. The data were factor-analyzed and revealed four factors. A comparison of the item structures showed that the German sample put a much stronger emphasis on the factor 1: Union Instrumentality and less emphasis on factor 4: Union Loyalty than the previously examined samples where union loyalty always emerged as the strongest factor. The other factors were identified as: factor 2: Prounion Behavioral Intentions and factor 3: Union Trust. The results are discussed in relation to structural differences that may have led to findings in the German sample.     

防毒用品的使用与保养

本文重点介绍了防毒用品的种类、结构、特性以及在生产实际中使用和保养的要求。