“The gift of failure: New approaches to analyzing and learning from events and near-misses.” Honoring the contributions of Bernhard Wilpert

This special issue presents papers from a workshop conducted by New Technologies and Work (NeTWork) to honor the memory of Bernhard Wilpert, the founder and organiser of NeTWork. The papers reflect the theme that undesirable incidents and events, serious and disturbing as they may be, are a “gift of failure.” In short, events offer an opportunity to learn about safe and unsafe operations, generate productive conversations across engaged stakeholders, and bring about beneficial changes to technology, organization, and mental models (understanding). Papers in the special issue are organised around three topics: the process of event analysis, the relationship between event analysis and organisational learning, and learning at multiple system levels. In this introduction we describe the workshop, summarize the contributions of Bernhard Wilpert, suggest three themes that emerged from the workshop, and offer our thoughts about the future of event analysis and learning from events.     

基于系统基模的甘肃白银“5·22”越野马拉松事件分析*

为系统研究越野马拉松产业快速发展背后的安全问题,以甘肃白银“5·22”越野马拉松事件为例,采用系统基模工具,构建“5·22”越野马拉松事件系统中企业方、政府方和个体方3方主体行为模式的因果循环回路,并进行系统致因分析。研究结果表明:“5·22”越野马拉松事件是运营企业、政府职能部门、参赛者和志愿者行为逻辑偏差造成共同回应机制失衡的结果,基于此提出同类事件中主体因素的长期杠杆解,为企业安全文化建设、制定相匹配的安全保障制度和完善的个体组织参与机制,指出要解决安全问题必须降低杠杆解的时滞效应,实现杠杆解之间的正反馈机制。     

Organizational and population level learning as engines for career transitions

Building inductively on twenty-four in depth interviews, the authors argue that boundaryless organizations will alter both career theories and actual career mobility patterns. The paper illustrates how both organizational and population level learning can affect individual job transitions within and cross organizations. The three evolutionary learning steps of variation, selection and retention all remain important, but the impact of variation processes may increase. Boundaryless organizations will thus generate career patterns reflecting an underlying logic of organizational learning rather than producing simple atomistic exchange between unfettered actors.     

Behavioral pathways in bicycle-motor vehicle crashes: From contributing factors,pre-crash actions,to injury severities

Introduction: This study performed a path analysis to uncover the behavioral pathways (from contributing factors, pre-crash actions to injury severities) in bicycle-motor vehicle crashes. Method: The analysis investigated more than 7,000 bicycle-motor vehicle crashes in North Carolina between 2007 and 2014. Pre-crash actions discussed in this study are actions of cyclists and motorists prior to the event of a crash, including “bicyclist failed to yield,” “motorist failed to yield,” “bicyclist overtaking motorist,” and “motorist overtaking bicyclist.” Results: Model results show significant correlates of pre-crash actions and bicyclist injury severity. For example, young bicyclists (18 years old or younger) are 23.5% more likely to fail to yield to motor traffic prior to the event of a crash than elder bicyclists. The “bicyclist failed to yield” action is associated with increased bicyclist injury severity than other actions, as this behavior is associated with an increase of 5.88 percentage points in probability of a bicyclist being at least evidently injured. The path analysis can highlight contributing factors related to risky pre-crash actions that lead to severe injuries. For example, bicyclists traveling on regular vehicle travel lanes are found to be more likely to involve the “bicyclist failed to yield” action, which resulted in a total 44.38% (7.04% direct effect + 37.34% indirect effect) higher likelihood of evident or severe injuries. The path analysis can also identify factors (e.g., intersection) that are not directly but indirectly correlated with injury severity through pre-crash actions. Practical Applications: This study offers a methodological framework to quantify the behavioral pathways in bicycle-motor vehicle crashes. The findings are useful for cycling safety improvements from the perspective of bicyclist behavior, such as the educational program for cyclists.     

Career dynamics in a steelworks of the future

Recent organizational design efforts to provide more attractive jobs, including most attempts to apply socio-technical system principles, have failed to account for the dynamic nature of the environment. The practice of socio-technical design should respond to this failing by accommodating both environmental change and workers' confidence to cope with it. An attempt to make this accommodation, in a design for a model future steelworks, is described. The design incorporates principles such as anticipatory learning, a “tent” organization culture, a task oriented plant layout, a democratic governance system, local information systems, and dialectical decision making. It offers one answer to how careers within organizations, and organizations surrounding careers, can each influence the other while remaining adaptive to external change. The problems raised by dynamic environments can be met by putting learning and exploration back into workers' careers.     

Organizational justice,voluntary learning behavior,and job performance: A test of the mediating effects of identification and leader‐member exchange

This paper presents and tests an integrative model of voluntary learning behavior. Drawing on social exchange theory, we argue that individuals are more likely to pursue learning activities when they identify with their employing organization and have a high quality leader–member exchange (LMX) relationship with their supervisor. We further argue that organizational identification is enhanced by both distributive and procedural fairness, whereas LMX quality is enhanced by interpersonal and informational fairness. Moreover, we contend that effective learning behavior improves job performance. The model was tested with a sample of 398 employees from a large automobile dealership. Results supported most predictions. Copyright © 2009 John Wiley & Sons, Ltd.     

Developing and testing a hazard prediction task for novice drivers: A novel application of naturalistic driving videos

Introduction: Novice drivers’ inability to appropriately anticipate and respond to hazards has been implicated in their elevated crash risk. Our goal was to develop a driving hazard prediction task using naturalistic videos from the U.S. context that could distinguish between novice and experienced drivers. Method: Using the query builder from the SHRP 2 InSight Data Access Website, we identified a sample of 1034 videos for further review. Task criteria reduced these to 30 videos of near-crash events that were split into event and non-event segments and were used to develop the driving hazard prediction task (task). Participants, aged 16–20 years-old (22 novice and 19 experienced drivers) completed the task during which they watched event and non-event videos and were asked, “How likely was the driver of this car to get into a crash?” after each video. Overall ratings for hazardousness were calculated for experienced and novice drivers as well as a group difference score for hazardousness. Results: All participants rated event videos as more hazardous than non-event videos, but there was no main effect of group. Rather, there was a significant EventbyGroup interaction in which there were no group differences in hazard ratings for non-event videos, but experienced drivers rated event videos as more hazardous than novice drivers. Specific characteristics of the event videos, such as the hazard development period, were related to differences between novice and experienced drivers’ hazardousness ratings. Conclusion: To the best of our knowledge, this is the first use of naturalistic driving videos from an existing database as experimental stimuli. We found that the task discriminated between novice and experienced drivers’ ratings of hazardousness. This distinction suggests naturalistic driving videos may be viable stimuli for experimental studies. Practical Applications: The application of naturalistic driving video database for experimental research may hold promise.     

Analyzing system safety and risks under uncertainty using a bow-tie diagram: An innovative approach

A bow-tie diagram combines a fault tree and an event tree to represent the risk control parameters on a common platform for mitigating an accident. Quantitative analysis of a bow-tie is still a major challenge since it follows the traditional assumptions of fault and event tree analyses. The assumptions consider the crisp probabilities and “independent” relationships for the input events. The crisp probabilities for the input events are often missing or hard to come by, which introduces data uncertainty. The assumption of “independence” introduces model uncertainty. Elicitation of expert's knowledge for the missing data may provide an alternative; however, such knowledge incorporates uncertainties and may undermine the credibility of risk analysis.This paper attempts to accommodate the expert's knowledge to overcome missing data and incorporate fuzzy set and evidence theory to assess the uncertainties. Further, dependency coefficient-based fuzzy and evidence theory approaches have been developed to address the model uncertainty for bow-tie analysis. In addition, a method of sensitivity analysis is proposed to predict the most contributing input events in the bow-tie analysis. To demonstrate the utility of the approaches in industrial application, a bow-tie diagram of the BP Texas City accident is developed and analyzed.     

基于贝叶斯网络的危化品爆炸事故电力系统风险评估模型*

为提高危化品爆炸事故电力应急预警的准确性,建立基于贝叶斯网络的危化品爆炸事故电力系统风险评估模型。基于危化品爆炸事故电力应急典型情景分析,建立综合考虑突发事件、承灾载体和应急管理等风险因素的贝叶斯网络结构。应用概率刻画风险因素信息的不确定性及其相互影响,定量分析事件后果。结合一般条件和典型情景等的应用实例,分析评价方法和风险因素对风险等级的影响。结果表明:该模型能够在危化品爆炸事故发生后,评价电力应急预警等级;能够在危化品爆炸事故发生前,分析典型情景的风险和风险因素的影响,为应急准备提供支持;“最大概率法”较“概率加权求和法”得出的事件等级可能较低。     

谈职业健康安全管理体系审核的有效性

笔者从审核人日、抽样的合理性、审核员能力、审核过程的有效性等4个方面讨论了职业健康安全管理体系(OHSMS)审核的有效性。从要素的角度,介绍国家标准GB/T28001—2001中“对危险源辨识,风险评价和风险控制的策划”,“法律法规及其他要求”,“职业健康安全管理方案”,“结构和职责”,“运行控制”,“绩效测量与监测”,“事故事件,不符合,纠正与预防措施”等7个要素审核过程的有效性。可为认可认证机构判断OHSMS审核的有效性提供一定的参考。     

Environmental conditions for safety work – Theoretical foundations

This paper reviews literature on environmental conditions for safety work. By “environmental conditions for safety work”, we refer to conditions that influence the opportunities an organisation, organisational unit, group, or individual has to control the risk of major accidents and working environment risk. The purpose of the review was to document how international safety science literature uses “environmental conditions” or synonymous concepts, to help build a common conceptualisation of environmental conditions for safety work, and to link environmental conditions to safety work and risks.We did not find a uniform and systematic approach to environmental conditions for safety work in the literature. We therefore turned to a broader range of organisational research literature, where we found a diversity of complementary answers to our research question aimed at investigating the ways in which environmental conditions may constrain or facilitate safety work and thus influence risks. Due to the diversity of these theoretical resources, we have refrained from trying to reduce them to a single model.Our conceptualisation of environmental conditions includes definitions, the “sender–receiver” metaphor, and a selection of theoretical resources. The “sender–receiver” metaphor may be used as a starting point for exploring the ways in which some actors influence the environmental conditions of other actors, and how actors may resist, co-create or re-create the environmental conditions for their own safety work.     

Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well‐being. We articulate how formalized emotion display requirements limit self‐determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self‐undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.     

Debunking the false dichotomy of leadership idealism and pragmatism: Critical evaluation and support of newer genre leadership theories

Leadership theories have shifted over the last few decades from a focus on managerial functions and economic leader–follower exchanges toward greater focus on the interpersonal dynamics occurring within the leadership process. Theories such as transformational, ethical, authentic, and other “newer genre” theories were created to address neglected topics such as leader vision and inspirational messages, transparency, emotional effects, morality, individualized attention, and intellectual stimulation. Critiques of these theories, however, have been raised. In this paper, we address five of those critiques and argue for the validity and practical effectiveness of the new genre theories. Further, we describe how newer genre leadership research should be viewed as a performative epistemology, entailing a process of co‐creation involving scholars and practitioners. Finally, from this view, we provide general ideas for leader development. Copyright © 2014 John Wiley & Sons, Ltd.     

Stayers versus movers: Social capital and early career imprinting among young professionals

We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”     

基于地铁运营日志文本挖掘的危险源辨识算法研究*

为探究地铁运营过程中致使险性事件发生的关键因素,识别关键危险源,加强对危险事件的预防管控,研究基于地铁运营日志文本挖掘的地铁运营危险源辨识算法,通过引入自定义专业术语词典和自定义停用词典,删除干扰数据并进行数据分词,实现对地铁运营日志的预处理,进一步构建进行危险源辨识的AFP-tree算法,实现对日志中关键危险源的挖掘。研究结果表明:AFP-tree算法能够显著提升计算效率,通过分析共挖掘出25类有效关键危险源,研究结果可为地铁运营单位实现“事前”的事故预防提供重要依据。     

煤矿企业重大灾害预防与安全保障体系构建与运行评价

为提高煤矿企业重大灾害预防与安全保障能力,以典型煤矿企业为例,深入分析企业重大灾害的孕灾环境与类型,确定诱发煤矿重大灾害事故发生的关键因素,并提出构建以“安全文化理念”为1个核心,涵盖“组织”“制度”“人员”“技术”“信息”“装备”“资金”7个要素以及“危险源预控”和“灾害应急救援”2个关键环节的整体安全保障体系;最后,利用事故树模型和层次分析法评价某典型煤矿企业历年来的灾害事故实际情况,提出相关保障体系的持续优化方案,研究结果可为煤炭行业企业开展重大灾害预防与安全保障体系的设计与构建提供参考和借鉴。     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.