“Justice” and “fairness” are not the same thing

Organizational justice researchers tend to treat as synonyms the terms “justice” and “fairness”. We discuss different definitional arguments, concluding that these two concepts are distinct. Justice should be defined as adherence to rules of conduct, whereas fairness should be defined as individuals' moral evaluations of this conduct. Copyright © 2014 John Wiley & Sons, Ltd.     

The reality of “Revitalizing Health and Safety”

Problem: Workplace health and safety remains an important international socioeconomic issue, but the progressive declines in reported incidents may be slowing. The British Government has responded by launching a new policy initiative aimed at “Revitalizing Health and Safety” by establishing targets for improvement, strategies, and a series of action points, mainly targeting employers and organizational issues. This paper critically assesses the realities of implementing this policy with respect to the scientific base for each of the strategies. Method: Literature meta-analysis; analysis of policy. Results: Empirically proven determinants of workplace health and safety provide baselines for compensation and conditions of work, workforce characteristics, workplace characteristics, health and safety environment, political and economic factors, and industry characteristics. Support for different policy elements is varied and there are some significant gaps. Summary: An impressive body of research was found that offers a firm foundation for future developments. However, the need for work that is interdisciplinary, ordered, and collaborative is pressing. The need to move away from elegant but simplistic pictures of occupational health and safety (OHS) management practice, and to reflect true complexity is imperative. The reality of health and safety at work is that it is an issue that is taken lightly by those who do not practice or research safe and healthy working, and a serious issue for victims or relatives of victims of shoddy management. It remains one of the bastions of inequality of work worldwide. Impact on industry: The intent of governments in attempting to reinvigorate the suppression of workplace injury and illness is motivated by both social and economic imperatives. Motivation for organizations is not fully understood as there is no obvious business imperative. If organizations can further understand and provide a scientific justification for investment in OHS management, then governments' task will be made easier. By proving the value of OHS to management, we will demonstrate that organizations continue to present considerable hazards to their employees.     

“Buckle Up NOW!” An Enforcement Program to Achieve High Belt Use

In the mid-1980s, the first formal seat-belt enforcement program in the United States was conducted in Elmira, NY. Front seat-belt use increased from 49% to 80%, and the Elmira program became a model for other such programs. In the spring of 1999, the New York State Police launched a statewide seat-belt enforcement campaign, and the Elmira program was revived as part of this effort. This 3-week program was coordinated by the Chemung County Sheriff's Office, and carried out in cooperation with local police departments as well as the state police. The earlier Elmira program emphasized the health and safety benefits of seat belts and warning periods prior to tickets being issued. The 1999 program featured a strong no-excuses, no-warning enforcement message, 32 belt-use checkpoints, and publicity about the enforcement through a variety of mechanisms, including feedback signs that informed motorists of current belt use rates. Front seat-belt use increased from 69% to 90%. Public opinion surveys indicated the program was well known to Elmira residents, and had the support of 79% of those polled. The 1999 Elmira program demonstrates that high-intensity enforcement programs can increase seat-belt use to very high levels with strong community support.     

Measuring the violence of dust explosions with the “20 l sphere” and with the standard “ISO 1 m vessel”: Systematic comparison and analysis of the discrepancies

On the basis of a systematic testwork with a number of different dusts, the explosion indices as determined within the 20 l sphere and with the ISO-VDI 1 m³ vessel have been compared. The repeatability has been assessed and since some systematic deviations appear a refined physical analysis of the explosion processes is developed. It appears in particular that the cube root law supposed to link both vessels is not verified. A striking illustration of this appears when a dust with a significant explosion severity inside the 20 l sphere is not even explosible in the larger vessel. It is strongly suggested that the ignition energy is forcing very significantly the explosion in the smaller vessel inducing several tens of Celsius degrees of preheating. It is shown also that the inner level of turbulence is decreasing very fast in the 20 l sphere during the flame development so that difficult-to-ignite mixtures would tend to burn at a lower combustion rate. It is further demonstrated that the major bias between the chambers can be explained and quantified with these elements. A correlation with the standard 1 m³ vessel and a grid of interpretation of the data is proposed.     

Citizenship under pressure: What's a “good soldier” to do?

Organizational citizenship behaviors (OCBs) are typically defined as discretionary behaviors that contribute to the effective functioning of organizations. Prior research has generally focused on instances in which employees willingly engage in such behaviors; however, because OCBs are often informally encouraged and rewarded, workers may experience pressure to be “good soldiers” within their organizations. Using a sample of 245 employees, our findings indicate that citizenship pressure is related to increased levels of OCB, particularly among unmarried and less conscientious employees. However, there appear to be negative consequences associated with citizenship pressure, even when controlling for OCB and other job demands, such as role overload and hours worked. In particular, citizenship pressure is associated with work–family conflict, work–leisure conflict, job stress, and intentions to quit. Implications of this study and some directions for future research are also discussed. Copyright © 2009 John Wiley & Sons, Ltd.     

Bringing the outside in: Can “external” workers experience insider status?

The current study examines the possibility that agency workers can experience perceived insider status despite their assumed “outsider” category. One hundred ninety‐one agency workers from Canadian financial firms completed surveys assessing agency worker perceptions regarding the level of support from both their supervisors and the client firms' permanent workers, as well as the agency workers' level of perceived insider status and affective commitment toward the client firm. Agency worker supervisors (within the client firm) assessed the agency workers' level of interpersonal facilitation. Results indicate that: (1) Agency workers can experience perceived insider status, regardless of their objective classification as outsiders; (2) perceived support from supervisors and the client firms' permanent workers contribute to agency worker perceptions of insider status; and (3) perceptions of insider status are associated with higher levels of both affective commitment and interpersonal facilitation, even in workers that are considered marginally tied to the organization. Copyright © 2009 John Wiley & Sons, Ltd.     

“I feel your pain”: A critical review of organizational research on empathy

Empathy, a multidimensional construct comprised of cognitive, affective, and behavioral dimensions, has been advanced as a critical predictor of prosocial behavior and effectiveness in the workplace. However, despite organizational interest in empathy, there is a lack of consensus on what empathy is, how empathy should be measured, and how empathy research can meaningfully contribute to our understanding of organizational behavior. This paper aims to provide a roadmap for researchers and practitioners interested in empathy in the workplace. We first provide an updated overview of the state of the broader multidisciplinary literature on empathy. On the basis of this literature, we outline the three dimensions of empathy, discuss the distinctions between state/trait and observer/judged empathy, and compare empathy with related constructs. This integrated multidimensional conceptualization provides the basis for our critical review and recommendations. We review the organizational research on empathy (1983–2018), identifying critical issues with how empathy has been conceptualized, measured, and designed, and offer practical recommendations for the advancement of organizational research on empathy. We conclude by highlighting two fundamental questions: (a) is empathy associated with important outcomes of interest to organizations and employees, and (b) can empathy be changed, and if so, how?     

Integrating human factors and systems engineering to reduce the risk of operator “error”

Introducing safety devices does not always reduce the frequency of accidents. Operators adjust their response to technological improvements. Protection mechanisms may be used to support “unsafe” working practices so that the net risk of failure remains unchanged or may even rise. Regulatory bodies have reacted against this risk compensation. Rules and procedures have been imposed upon the day-to-day operation of protection equipment. Unfortunately, these constraints often fail to preserve the safety of an application. Inattention, fatigue, poor training and willful neglect can lead to rules and guidelines being ignored. In this paper alternative means of reducing threats posed by risk compensation are explored. In particular, it is argued that designers must exploit an integrated approach to the development of high-risk applications. By this we mean that both human factors and systems engineering must be recruited to support the development of protection equipment.     

“Incivility,social undermining,bullying…oh my!”: A call to reconcile constructs within workplace aggression research

Research in the field of workplace aggression has rapidly developed in the last two decades, and with this growth has come an abundance of overlapping constructs that fall under the broad rubric of workplace aggression. While researchers have conceptually distinguished these constructs, it is unclear whether this proliferation of constructs is adding appreciably to our knowledge, or whether it is constraining the questions we ask. In this paper, I consider five example constructs (i.e., abusive supervision, bullying, incivility, social undermining, and interpersonal conflict) and argue that the manner in which we have differentiated these (and other) aggression constructs does not add appreciably to our knowledge of workplace aggression. I then provide supplementary meta‐analytic evidence to show that there is not a predictable pattern of outcomes from these constructs, and propose a restructuring of the manner in which we conceptualize workplace aggression. Copyright © 2010 John Wiley & Sons, Ltd.     

“Vybuchovy trojuhelnik”: A software tool for evaluation of explosibility of coal mine atmosphere

Rescue operations during mine fires or methane explosions are highly dangerous for rescue workers. The knowledge of the composition of the coal mine atmosphere and the calculations of its explosibility may help to increase the safety of the rescuers. In the Czech Republic, a system called “Mine Gas Laboratory” (DPL) has been used for these purposes. The DPL allows measurement of the composition of the mine atmosphere and transmits the data necessary for evaluation to the surface. Up to now the explosibility evaluation of the coal mine atmosphere has depended either on the rescuers’ experience or on software code calculation. The code called “Vybuchovy trojuhelnik” (explosion triangle) is a graphical computing system intended for fast assessment of explosibility of fuel–air mixture. This article introduces the code and describes two simple methods of explosibility evaluation. The first method is “explosion triangle analysis”—a graphical method based on empirical graphs transformed into equations. The second method uses thermodynamic calculation based on chemical balance dynamics and Gibbs and Helmholtz energy. According to the requirements of the Czech Bureau of Mining (CBU) and Central Mine Rescue Service (HBZS), the code solves the problems of explosion triangle for both standard and non-standard coal mine atmosphere compositions. Unfortunately, the atmosphere composition must be introduced manually due to the unknown format of the data transmitted from the old DPL model. On 1 September 2005, a project started to develop a new system for on-line monitoring and atmosphere explosibility evaluation. The system should be able to measure CO₂, O₂, CH₄, H₂ and CO concentrations as well as the wind speed, temperature and humidity. The “Vybuchovy trojuhelnik” code will be used as a basis for explosibility evaluation, and an on-line connection with the new model of DPL will be established.     

“Slippery” work surfaces: Towards a performance definition and quantitative coefficient of friction criteria

There have been 50 years of research in walking/working surface slipperiness and coefficient of friction (COF) measurements. Nevertheless, numerous standards address slip/fall accidents only in terms of requiring surfaces to be qualitatively “nonslippery.” The literature useful for establishing quantitative criteria for “slippery” vs. “slip-resistant” have been summarized here. A performance definition for “slippery work surfaces” is proposed. Recommendations applicable to standards-making organizations are made, including changing terms such as “non-slip” to “slip-resistant” and defining “slippery” in terms of quantitative COF values. For persons walking unloaded on level surfaces, a COF standard of 0.5 would be reasonable. Research is recommended to determine if “slip-resistance” requirements and accident prevention could be achieved more easily be controlling the type of shoe, type of task, or amount of surface contaminant rather than controlling only the COF of the basic surface and its coating.     

Organization‐specific prosocial helping identity: Doing and belonging as the basis of “being fully there”

Identity theory and social identity theory focus on doing and belonging, respectively, but neither provides a complete picture of being “fully there” at work (Kahn, 1992 ). This three‐wave lagged field study links these two perspectives by proposing that beneficiary‐specific prosocial helping identity, met expectations for prosocial helping, and their interaction predict the strength of a contextualized, organization‐specific prosocial helping identity (OSPHI) targeted at those same beneficiaries and that OSPHI leads to positive employee work outcomes. Results provide strong support for the model and demonstrate that beneficiary‐specific prosocial helping identity had indirect relationships with intent to stay with the organization, experienced work meaning, and emotional exhaustion (negative), via OSPHI, only when met expectations for prosocial helping were weak. We discuss the value of OSPHI as an important construct that reflects the psychological state of “being fully there” at work and predicts subsequent employee work outcomes. Copyright © 2016 John Wiley & Sons, Ltd.     

The “Mini Closed Pressure Vessel Test (MCPVT)” as a screening or classification test for explosive properties of organic peroxides

Tests according to the UN Recommendations on the Transport of Dangerous Goods for the determination of explosive properties of organic peroxides have been compared with screening criteria for explosivity based on measurements in a closed mini-autoclave (MCPVT). It will be shown that an additional screening test may be helpful but the information obtained from the UN tests are more important to characterise the specific properties of a substance under different conditions.     

When “It depends” amounts to more than simple contingent relationships: Three canonical forms of inversions

Organizational behavior theories can be subject to potential inversions in the nature of the effects expected or described (i.e. an effect inverts from positive to negative or vice versa). Yet, inversions are rarely considered or assessed. We explore three possible canonical inversions: the maximum or minimum point in a quadratic regression model, the point of intersection in disordinal interactions, and the change of slope in a moderated regression model. We describe both the motivation for, and the theoretical and empirical importance of, considering such inversions in theory‐building and testing. We consider common situations in which inversions are misinterpreted empirically and present methods to conduct explorations for potential inversions. Two different cases of errors concerning inversions can occur. In the first case entailing omission, an inversion is occurring but is not observed in the sample. In the second case, researchers wrongly assume an inversion is occurring in their model, yet the prospective inversion would actually occur out of the range of possible values on the focal variable(s), and is thus not significant. We illustrate different types of inversions using simulated examples. Ultimately, we seek to encourage and equip management researchers to identify important theoretical boundary conditions imposed by inversions. Copyright © 2016 John Wiley & Sons, Ltd.     

“If you treat me right,I reciprocate”: examining the role of exchange in organizational survey response

Survey nonresponse can pose a major threat to the generalizability of organizational survey findings. This paper examines whether organizational members' evaluations of their organizational experiences affect survey response to organizationally sponsored surveys. In particular, we hypothesized that perceived organizational support, social exchange, procedural justice and an individual's inclination to feel exploited in social relationships predicted organizational members' compliance with organizations' requests for survey completion. A longitudinal field experiment conducted in collaboration with the Office of Institutional Research at a large university (sample: n = 622 university students) supported the hypotheses. Organizational members who consciously decided to not participate in organizational surveys perceived their organization as less procedurally just and less supportive. They also reported negative perceptions of their social exchange relationship with their organization, and were more inclined to feel exploited in relationships. Hence, an exchange‐oriented theoretical framework grounded in organizational citizenship behavior theory seems appropriate for the study of survey nonresponse. Implications for survey practice include that survey‐based findings are unlikely to generalize to specific groups of nonrespondents, and that techniques commonly used to increase response rates may not be effective in reaching these groups of nonrespondents. Copyright © 2006 John Wiley & Sons, Ltd.