The role of facet importance as a moderator in job satisfaction processes

Two studies were designed to test hypotheses derived from Locke's (1969, 1976, 1984) model of job satisfaction. Consistent with the model, both studies found that perceived have-want discrepancy scores were powerful predictors of facet job satisfaction. In addition, facet importance tended to moderate this relationship in the manner predicted by Locke. Workers who viewed a job facet as having high importance were more satisfied with a small perceived have-want discrepancy and more dissatisfied with a large discrepancy than workers who viewed the facet as having low importance. Finally, as expected, facet importance failed to moderate the relationship between facet satisfaction and overall job satisfaction. This finding supports Locke's proposition that facet satisfaction scores are ‘implicitly weighted’ by facet importance. Implications and directions for future research are discussed.     

Job involvement as a moderator variable in the life events stress–illness relationship

It is hypothesized that the relationship between life events and reported symptoms of psychological and physical illness is moderated by the extent to which a person is job-involved. Analysis of the data in a sample of employed men shows large correlations between a measure of life events and reported symptoms for men with low job involvement, substantially higher than where the men are highly job-involved.     

Task type as a moderator of positive/negative feedback effects on motivation and performance: A regulatory focus perspective

Applying Higgins' regulatory focus theory, we hypothesized that the effect of positive/negative feedback on motivation and performance is moderated by task type, which is argued to be an antecedent to situational regulatory focus (promotion or prevention). Thus, first we demonstrated that some tasks (e.g., tasks requiring creativity) are perceived as promotion tasks, whereas others (e.g., those requiring vigilance and attention to detail) are perceived as prevention tasks. Second, as expected, our tests in two studies of the moderation hypothesis showed that positive feedback increased self‐reported motivation (meta‐analysis across samples: N = 315, d = 0.43) and actual performance (N = 55, d = 0.67) among people working on promotion tasks, relative to negative feedback. Positive feedback, however, decreased motivation (N = 318, d = ?0.33) and performance (N = 55, d = ?0.37) among individuals working on prevention tasks, relative to negative feedback. These findings suggest that (a) performance of different tasks can affect regulatory focus and (b) variability in positive/negative feedback effects can be partially explained by regulatory focus and task type. Copyright © 2010 John Wiley & Sons, Ltd.     

Employment commitment as a moderator of the maternal employment status/child behavior relationship

Research findings suggest that maternal employment exerts no consistent detrimental effects on children. In this study, the moderating role of employment commitment and child sex on the relationship between maternal employment status and child behavior is investigated. Mothers and teachers provided behavioral ratings for 185 elementary school children (M age = 9.42 years). Employment commitment moderated the influence of employment status on mothers' and teachers' ratings of children's attention problems and immaturity: Children whose mothers' employment status and commitment were not congruent were less attentive and more immature than those whose mothers' employment status and commitment were congruent. The statistical and applied significance of these results is suggested, as is the possibility that mother-child interactions mediate the manner in which incongruencies between employment status and employment commitment influence children's inattention-immaturity.     

作业场所职业危害统计指标筛选研究

建立科学、实用的作业场所职业危害统计指标对准确收集职业危害数据,为监管决策提供依据具有重要意义。本研究通过变异系数法、相关系数法、聚类分析、主成分分析法等数理统计学方法对5类65项待筛选统计指标进行筛选,选择次数较多的统计指标,并开展应用试点研究,最终确定入选指标。入选指标符合科学、必要和可行的原则,可用于评价各地作业场所职业危害状况。     

Weekly work–school conflict,sleep quality,and fatigue: Recovery self‐efficacy as a cross‐level moderator

This study employed a weekly diary method among a sample of 74 Midwestern college student workers in order to examine the within‐person relationships between work–school conflict, sleep quality, and fatigue over five weeks. Further, recovery self‐efficacy was proposed as a cross‐level moderator of the relation between sleep quality and fatigue. Results from multilevel analyses demonstrated that weekly work–school conflict was negatively related to weekly sleep quality and positively related to end‐of‐week fatigue, with sleep quality partially mediating the relation between work–school conflict and fatigue. These findings enhance understanding of the process by which work–school conflict contributes to college student workers' strain on a weekly basis. Additionally, student workers with low recovery self‐efficacy demonstrated a negative relation between sleep quality and fatigue; however, this relation did not exist for student workers with high recovery self‐efficacy. This finding suggests recovery self‐efficacy as an important resource that may reduce the association between poor sleep quality (as a result of work–school conflict) and fatigue. The current findings provide important theoretical and practical implications for researchers, organizations, and college institutions as a whole. Copyright © 2014 John Wiley & Sons, Ltd.     

Organizational level as a moderator of the relationship between justice perceptions and work‐related reactions

In this study, we examined the role of organizational level as a moderator of the relationships of procedural and distributive justice with seven employee attitudes and behaviors. Based on social identity and resource allocation theories, we suggested an allocational model of authority in organizations. We posited that lower rank encourages a more process‐oriented perspective that emphasizes procedural concerns while higher rank imbues a more result‐oriented perspective that emphasizes distributive outcomes. We considered the cultural context that characterized work relationships in our sample of respondents from a Chinese state‐owned enterprise. Significant sets of interactions supported the predicted relationships of procedural justice with three outcomes at lower levels and distributive justice with four outcomes at higher levels. Implications and extensions of these findings are considered. Copyright © 2006 John Wiley & Sons, Ltd.     

Intolerance of ambiguity as a moderator of the occupational role stress—strain relationship: A meta-analysis

Occupational role stress has received increased attention in recent years. However, there have been few systematic efforts to review potential moderators of the role stress–strain relationship. The few narrative reviews that do exist conclude that the evidence for individual difference moderators is mixed and inconclusive. The purpose of this review was to utilize meta-analysis to determine whether intolerance of ambiguity represents a significant vulnerability factor in the role stress–strain relationship. Results indicated that intolerance of ambiguity does moderate the impact of role ambiguity. The implications of this finding for future job stress research and stress management programs are discussed.     

Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension

The present research examined the influence of negative affectivity (NA) on the form of the felt accountability–job tension relationship. It was hypothesized that the nonlinear relationship between felt accountability and job tension would surface only for individuals low in NA, whereas the association between these constructs would be positive and linear for individuals high in NA. Data from two studies (N = 198; N = 118) provided support for the hypothesis. These results have important implications for science and practice. Conceptually, this study contributes to the stress, accountability, and personality literatures by demonstrating that accountability can positively or negatively predict tension, and that this association is dependent upon affective disposition. Practically, managers need to be cognizant of the fact that increases in accountability are not always associated with favorable attitudes when managing employees. Copyright © 2005 John Wiley & Sons, Ltd.     

突发性环境污染事故防范与应急研究进展及体系构建

从事故风险源风险因子释放、风险因子转运、受体暴露与受损3个方面分析突发性环境污染事故的防范对策.结果表明,我国应重点加强事故风险源的识别和监控,在事故应急响应系统、应急处理技术、医学应急技术和措施、应急技术规范等方面结合实际开展系统的理论和技术研究.本文提出了突发性环境污染事故防范与应急体系构建框架,为有效控制环境污染事故和作出应急决策提供了依据.     

饮用水生物稳定性控制指标体系研究

主要阐述了饮用水生物稳定性的主要控制指标AOC(可生物同化有机碳)、BDOC(可生物降解溶解性有机碳)、TP(总磷)、MAP(可生物利用磷)、BGP(细菌生长潜力)及其测定方法和AOC-T DWMS评价体系.利用层次分析法确定了在城市输水管网中各控制指标的重要性权,使城市饮用水的处理更具有针对性,保证城市饮用水的生物稳定性.     

Coercive pressure as a moderator of organizational structure and risk management: Empirical evidence from Malaysian construction industry

Introduction: The construction industry in Malaysia has been bedevilled by myriads of risk issues that have hampered its smooth operations in recent times. This paper is an empirical assessment that aims to examine the effect of coercive pressure on the relationship between organizational structure and construction risk management among construction industry in Malaysia. Method: Based on the proposed model, a quantitative method was employed to obtain data from G7 construction industry operating within the peninsular Malaysia. Out of the 180 copies of questionnaire, 165 copies were properly filled, returned, and used for the analysis. PLS-SEM was used to analyze the obtained data. Results: The findings of the study affirmed that specialization, centralization, and management of risk by the construction industry had positive correlation. Conclusions: As anticipated, coercive pressure had positive moderating correlation with both formalization and the management of risk by the construction industry. Similarly, it was also found that in the course of carrying out construction activities, coercive pressure made significant interactive influence on formalization, specialization, and centralization. Practical Applications: Coercive pressure reduced the frequency of accidents among workers in the process of carrying out construction works.     

五氯苯酚的降解研究进展

综述了近年来我国在五氯苯酚(PCP)降解研究中取得的进展,并对五氯苯酚的化学与生物降解法进行了评述.在化学降解法中着重讨论了光催化降解和辐射降解,对比了常用光催化技术(UV,UV/H2O2,UV/H2O2/Fe(Ⅱ/Ⅲ),UV/TiO2)和辐射技术对PCP的降解效率及其影响因素,分析了其降解产物和降解机理.化学降解主要为自由基氧化降解,五氯苯酚在HO·、·O2-等自由基作用下,逐步脱氯生成多酚或醌,然后开环矿化.在微生物降解法中,综述了降解PCP微生物的筛选,论述了PCP在好氧和厌氧条件下的降解过程.五氯苯酚的生物降解路径为:好氧条件下,五氯苯酚在氢氧化酶作用下,被氧化生成氯代醌,并逐步脱去所有的氯原子,生成苯酚后开环;在厌氧和缺氧条件下,五氯苯酚还原脱氯,在得到电子的同时,脱掉一个氯取代基,最终矿化为CH4和CO2.PCP的降解研究对讨论其在环境中的迁移、转化以及含酚废水的处理具有重要意义.     

混合菌群FF降解染料效果及生物毒性变化

利用混合菌群FF降解偶氮染料活性黑5和蒽醌染料活性蓝19,通过检测一些常规指标,如脱色率、DOC(溶解性有机碳)去除率、UV254、比紫外吸收值SUVA(UV254/DOC)等来表征降解效果,进一步通过固相萃取方法进行前处理,采用SOS/umu(又称umu试验)和双杂交酵母法分别检测染料降解过程中遗传毒性和抗雌激素活性。结果表明,采用混合菌群FF,活性黑5和活性蓝19(150 mg/L)在35℃和p H=8.0条件下静置培养48 h后脱色率分别为82.5%和89.2%;DOC去除率低,分别为19.5%和13.0%;降解后UV254和SUVA均增加。遗传毒性检测表明,活性黑5本身无遗传毒性,降解过程中也无遗传毒性;活性蓝19本身无遗传毒性,降解24 h、48 h后在高浓缩倍数下出现遗传毒性。随着降解的进行,活性黑5和活性蓝19的抗雌激素活性均显著增加。     

Linking the Big Five‐Factors of personality to charismatic and transactional leadership; perceived dynamic work environment as a moderator

In this multi‐source study we investigated the relationships between the Big Five personality traits and both charismatic and transactional leadership behavior, and whether dynamism (the degree that the work environment is deemed dynamic) moderates these relationships. We also tested whether dynamism moderates the relationship between leadership behavior and effectiveness. Personality was measured through self ratings using the NEO‐PI‐R. Subordinates rated their leaders' behavior, and peers and superiors provided ratings of effectiveness. Consistent with trait activation theory, results showed that perceived dynamic work environment moderated the relationships of four of the Big Five‐Factors with both charismatic and transactional leadership. Also, charismatic leadership was positively related to perceived effectiveness, but only in dynamic contexts. Copyright © 2005 John Wiley & Sons, Ltd.     

Collectivism as a moderator of responses to organizational justice: implications for leader‐member exchange and ingratiation

Previous research indicates that employee justice perceptions are positively related to leader‐member exchange (LMX). We examined collectivism as a moderator of this relationship. We hypothesized that because maintaining harmonious relationships is important for collectivists, and because protecting their individual identities is not a priority, there is a weaker relationship between interactional and distributive justice perceptions and LMX for individuals high in collectivism. Instead of engaging in behaviors that would lower the quality of their LMX relationships, collectivists are more likely to use soft influence tactics, specifically ingratiation, as a response to perceived unfairness. Thus, we expected a stronger relationship between justice perceptions and ingratiation for those high in collectivism. In a sample of textile‐manufacturing employees in Istanbul, Turkey, we found that interactional justice had a weaker positive relationship with LMX for individuals high in collectivism. In addition, distributive justice had a nonsignificant relationship with LMX for those high in collectivism, whereas there was a positive relationship for those low in collectivism. Finally, for collectivists there was a negative relationship between interactional justice perceptions and frequency of ingratiation, suggesting that collectivists may use more subtle mechanisms when responding to interactional unfairness. Copyright © 2006 John Wiley & Sons, Ltd.     

A meta-analytic test of the differential pathways linking ethical leadership to normative conduct

We test how ethical leadership influences normatively (in)appropriate work behavior through distinct mediating pathways, including one's exchange relationship with the leader, ethical culture, and identification with the organization. Our study also controls for transformational leadership as a predictor and trust in leader as a nonhypothesized alternative mechanism. We test our hypotheses using meta-analytic structural equation modeling based on our meta-analysis of 301 independent samples (N = 103,354) and relevant meta-analytic correlations reported in previous research. Supporting our prediction, we found that leader–member exchange, which represents social exchange theory, was the most potent mechanism that accounts for the positive relationship between ethical leadership and task performance. In contrast, ethical culture, which assesses a social learning mechanism, is the strongest predictor of counterproductive behavior. In addition, all three hypothesized mediators each contribute to understanding the positive relationship between ethical leadership and organizational citizenship behavior, although the indirect effect via organizational identification was the weakest. The findings hold after controlling for job satisfaction as another mediator parallel to the theoretical ones. Our results contribute to a precise theory about ethical leadership by differentiating the processes through which it affects employee behavior.     

Measuring mining safety with injury statistics: lost workdays as indicators of risk

PROBLEM: Mining in the United States remains one of the most hazardous industries, despite significant reductions in fatal injury rates over the last century. Coal mine fatality rates, for example, have dropped almost a thousand-fold since their peak in 1908. While incidence rates are very important indicators, lost worktime measures offer an alternative metric for evaluating job safety and health performance. The first objective of this study examined the distributions and summary statistics of all injuries reported to the Mine Safety and Health Administration from 1983 through 2004. Over the period studied (1983-2004), there were 31,515,368 lost workdays associated with mining injuries, for an equivalent of 5,700 person-years lost annually. The second objective addressed the problem of comparing safety program performance in mines for situations where denominator data were lacking. By examining the consequences of injuries, comparisons can be made between disparate operations without the need for denominators. Total risk in the form of lost workday sums can help to distinguish between lower- and higher-risk operations or time periods. METHOD: Our method was to use a beta distribution to model the losses and to compare underground coal mining to underground metal/nonmetal mining from 2000 to 2004. RESULTS: Our results showed the probability of an injury having 10 or more lost workdays was 0.52 for coal mine cases versus 0.35 for metal/nonmetal mine cases. In addition, a comparison of injuries involving continuous mining machines over 2001-2002 versus 2003-2004 showed that the ratio of average losses in the later period to those in the earlier period was approximately 1.08, suggesting increasing risks for such operations. DISCUSSION: This denominator-free safety measure will help the mining industry more effectively identify higher-risk operations and more realistically evaluate their safety improvement programs. IMPACT ON INDUSTRY: Attention to a variety of metrics concerning the performance of a job safety and health program will enhance industry's ability to manage these programs and reduce risk.     

锅炉炉内升降平台的安全性和可靠性解析

本文从设计、安装、组装、操作、日常维护、人员培训等几个方面全面分析和探讨如何保证炉内升降平台的安全性和可靠性,从而全面提高它的安全性和可靠性,避免重大事故发生.