Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

This study investigates the relationship between coworker work hours and perceived work‐to‐family conflict (WFC) in a multinational sample of professional service employees. Building on recent research on the ways in which workgroups influence individual WFC, we demonstrate that the average hours worked by coworkers has a significant relationship to reported WFC independent of an employee's own work hours. Although this finding is universal across the multinational sample, national cultural differences were found to moderate the relationship, such that employees in more collectivist countries are more strongly influenced by average coworker hours than their counterparts in less collectivist countries. The multilevel analysis was conducted using a sample of 7,600 professional service employees in 497 different workgroups across 20 countries. The results provide support for the effect of culture on the relationship between group average hours and perceptions of WFC. We conclude with a discussion of how national culture affects WFC.     

The impact of relative tenure on newcomer socialization dynamics

Although many researchers have examined the impact of organizational tenure on newcomer socialization dynamics, few have explored whether relative tenure influences perceptions and behaviors inside organizations. This study introduces the concept of relative tenure and shows through a sociometric survey of 200 employees across four organizations that an individual's relative position in his or her firm's tenure distribution explains a significantly greater percentage of variance in newcomer status, social network position, and information‐providing behavior than does absolute measures of tenure. The results suggest that organizational growth and turnover may have a bigger impact on newcomer socialization dynamics than has been discussed in the literature. The implications of the findings for socialization researchers and managers are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

The effect of externally set goals on reaching integrative agreements in competitive markets

The study of the negotiation process has enjoyed a recent resurgence of scholarly interest. Of particular concern is the ability of negotiators to achieve solutions which result in integrative outcomes. The purpose of this study is to identify the effects of different levels of aspiration/goals on negotiator success and their ability to reach integrative solutions in a competitive market. One hundred fifty-eight subjects who were assigned one of four levels of goal difficulty-no goal, compromise goal, challenging goal, and difficult goal-participated in a competitive, multi-person, multi-transaction market simulation. The study found (1) challenging and difficult goals significantly enhanced participants' performance; (2) the more difficult the goal, the fewer transactions were completed; and (3) while there were no differences in total profitability among the challenging goal, compromise goal, and no goal, the difficult goal condition had a significant and negative effect on the ability of participants to achieve profitable outcomes within the market. A discussion of these findings and directions for future research are presented.     

The effects of proximal and distal goals on performance on a moderately complex task

The effect of a proximal plus a distal goal was investigated relative to setting only a distal goal or urging participants to do their best. Young adults (N=39) were paid on a piece rate basis to make toys. An analysis of variance revealed that the amount of money earned by the participants who were urged to ‘do your best’ was significantly greater than the amount of money earned by the participants who were assigned a distal goal. However, the amount of money earned by the participants who were assigned proximal goals, in addition to a distal goal, was significantly greater than the amount of money earned by the participants in the ‘do your best’ condition. The correlation between perceived self‐efficacy and the amount of money earned was 0.45 (p<0.01). Perceived self‐efficacy significantly increased only for those participants in the proximal plus distal goal condition. Proximal goals, through self‐efficacy and performance feedback, appear to have focused attention on task appropriate strategies. The results suggest an informational explanation of proximal goals as opposed to a motivational one through goal commitment. Implications of these findings for mentoring and training are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Does one good turn deserve another? coworker influences on employee citizenship

Social information processing and social learning theories were utilized to hypothesize that an employee's organizational citizenship behavior (OCB) is influenced by the collective OCB in one's workgroup. An aggregate measure of OCB was constructed based upon Podsakoff, MacKenzie, and Fetter's (1993) measures of Organ's (1988) typology of OCB, and the study was replicated using both supervisor and employee‐provided ratings of OCB. The sample for this study included 566 employees (488 for the supervisor‐rated analysis) from 56 workgroups in a manufacturing organization. The mean level of OCB for other members of one's workgroup explained significant variance in individual levels of OCB. We also found that this effect is moderated by the consistency of the display of the OCB within the workgroup. The consistency of OCB across coworkers was associated with more OCB by individuals and this effect was replicated across both supervisor and employee ratings. Explanations and uses for our findings are discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

Let's get this meeting started: Meeting lateness and actual meeting outcomes

Meeting lateness is pervasive and potentially highly consequential for individuals, groups, and organizations. In Study 1, we first examined base rates of lateness to meetings in an employee sample and found that meeting lateness is negatively related to both meeting satisfaction and effectiveness. We then conducted 2 lab studies to better understand the nature of this negative relationship between meeting lateness and meeting outcomes. In Study 2, we manipulated meeting lateness using a confederate and showed that participants' anticipated meeting satisfaction and effectiveness were significantly lower when meetings started late. In Study 3, participants holding actual group meetings were randomly and blindly assigned to either a 10 min late, 5 min late, or a control condition (n = 16 groups in each condition). We found significant differences concerning participants' perceived meeting satisfaction and meeting effectiveness, as well as objective group performance outcomes (number, quality, and feasibility of ideas produced in the meeting). We also identified differences in negative socioemotional group interaction behaviors depending on meeting lateness. In concert, our findings establish meeting lateness as an important organizational phenomenon and provide important conceptual and empirical implications for meeting research and practice.     

Effects of upward accountability and rating purpose on peer-rater inflation and delay: a field experiment

Procedural influences on peer-rater distortion and delay were investigated in a field experiment. Employees (N=123) of a business information firm were randomly assigned to conditions in a 2 (upward accountability versus no accountability) by 2 (administrative purpose versus research purpose) experimental design. Results revealed evidence for an accountability by purpose interaction on rater delay. Specifically, raters delayed rating their peers when the purpose was research-only and they had to explain their ratings to a supervisor. When the rating purpose was administrative, no differences in delay due to accountability were obtained. We found no effects for upward accountability and rating purpose on peer-rater inflation. © 1998 John Wiley & Sons, Ltd.     

It is all about the bottom line: Group bottom-line mentality,psychological safety,and group creativity

We examine bottom-line mentality (BLM) at the group level and examine the effect of group BLM on group psychological safety and subsequent group creativity. We draw on goal shielding theory to suggest that groups high in BLM narrowly focus on bottom-line outcomes, which encourages them to eliminate distracting considerations from their work processes. Because the group's high BLM encapsulates goal shielding, these groups are deficient in fostering psychological safety as an important interpersonal process that facilitates group creativity. We also couple goal shielding theory with arguments related to situational strength to examine group BLM agreement (i.e., the standard deviation of the mean of group BLM) as a first stage moderator. We contend that high-BLM agreement (vs. low agreement) strengthens the goal shielding effect of group BLM, which is reflected by a stronger detrimental effect on group psychological safety that then reduces group creativity. We found support for our theoretical model using multisource, multiwave field data from a diverse sample of workgroups and their supervisors. We discuss the theoretical implications of our research and provide practical suggestions for limiting the deleterious consequences of group BLMs in the workplace.     

Transformational and passive leadership as cross-level moderators of the relationships between safety knowledge,safety motivation,and safety participation

IntroductionWhile safety knowledge and safety motivation are well-established predictors of safety participation, less is known about the impact of leadership styles on these relationships.MethodThe purpose of the current study was to examine whether the positive relationships between safety knowledge and motivation and safety participation are contingent on transformational and passive forms of safety leadership.ResultsUsing multilevel modeling with a sample of 171 employees nested in 40 workgroups, we found that transformational safety leadership strengthened the safety knowledge–participation relationship, whereas passive leadership weakened the safety motivation–participation relationship.ConclusionsUnder low transformational leadership, safety motivation was not related to safety participation; under high passive leadership, safety knowledge was not related to safety participation.Practical ApplicationsThese results are discussed in light of organizational efforts to increase safety-related citizenship behaviors.     

Equilibrium disorders in workers exposed to mixed solvents

Background. Organic solvents cause diseases of the vestibular system. However, little is known regarding the correlation between vestibular damage and exposure to organic solvents below threshold limit values. The best measure by which to evaluate vestibular disorders is static and dynamic posturography. Objective. The aim of this study was to evaluate equilibrium disorders via static and dynamic posturography in workers without clear symptoms and exposed to low doses of mixed solvents. Methods. 200 subjects were selected. Using an Otometrics device (Madsen, Denmark), all subjects endured static and dynamic posturography testing with both eyes-open and eyes-closed conditions. Results were compared with a control group of unexposed individuals. Result. Based on the obtained data, the following results can be drawn: (a) subjects exposed to mixtures of solvents show highly significant differences regarding all static and dynamic posturography parameters in comparison to the control group; (b) posturography testing has proven to be a valid means by which to detect subliminal equilibrium disorders in subjects exposed to solvents. Conclusion. We can confirm that refinery workers exposed to mixtures of solvents can present subliminal equilibrium disorders. Early diagnosis of the latter is made possible by static and dynamic posturography.     

Supervisors' exceedingly difficult goals and abusive supervision: The mediating effects of hindrance stress,anger, and anxiety

This study examined a contextual predictor of abusive supervision. Specifically, we hypothesized that job goals that are judged by supervisors to be exceedingly difficult to attain is a predictor of subordinate‐rated abusive supervisory behavior. Drawing on the cognitive theory of stress, we hypothesized that exceedingly difficult job goals assigned to supervisors predict abusive behavior directed at their subordinates, as mediated by the supervisors' hindrance stress and emotions (e.g., anger and anxiety). We collected data from employees and their immediate supervisors to test this theoretical model (N = 215 matched pairs). The results of this multisource field study provided support for the hypothesized relationships. In particular, assigned job goals that were appraised by supervisors as exceedingly difficult to attain predicted their hindrance stress. Also, hindrance stress was positively related to anger and anxiety, which in turn predicted abusive supervision. Theoretically, these findings contribute to research on goal setting, stress, and abusive supervision. In addition, these findings are practically important in that they provide suggestions on how to minimize abusive supervision in organizations. Copyright © 2013 John Wiley & Sons, Ltd.     

A relational demography model of workgroup identification: testing the effects of race,race dissimilarity,racial identification,and communication behavior

This study tested a relational demography model of workgroup identification. We theorized that early in workgroup formation, (a) racial identification would moderate the influence of racial dissimilarity on member communication behavior (frequency and length of verbal participation) during a group task, (b) member communication behaviors would mediate the effect of racial dissimilarity on workgroup identification, and that (c) these effects would be affected non‐symmetrically by racial group membership (White, Black). This model was tested among a sample of 211 undergraduates (113 White and 98 Black), working in 43 temporary workgroups. Whites' racial identification moderated the relationship between racial dissimilarity and member communication behaviors, which in turn partially mediated the effect of racial dissimilarity on workgroup identification, generally consistent with our model. Among Black workgroup members support for our model was limited. Copyright © 2008 John Wiley & Sons, Ltd.     

Turning gap acceptance decision-making: the impact of driver distraction

PROBLEM: A number of studies have found that use of in-car phones by drivers can interfere with the cognitive processing necessary for making appropriate and timely vehicle control decisions. However, the specific linkage between communication-based distraction and unsafe decision-making has not been sufficiently explored. METHOD: In a closed-course driving experiment, 39 subjects were exposed to approximately 100 gaps each in a circulating traffic stream of eight vehicles on an instrumented test track that was wet about half the time. The subjects were at the controls of an instrumented car, which was oriented in a typical left-turn configuration (traffic-crossing situation in North America) and with parking brake on and the transmission in neutral. The subjects were instructed to press on the accelerator pedal when they felt that a gap was safe to accept. Their performances were monitored and incentives were provided for balancing safe decision-making with expeditious completion of the task. For half of the gap exposures (randomly assigned), each subject was required to listen and respond to a complex verbal message. RESULTS: When not distracted, the subjects' gap acceptance judgment was found to be significantly influenced by their age, the gap size, the speed of the trailing vehicle, the level of "indecision," and the condition of the track surface. However, when distracted, the subjects did not factor pavement surface condition into the decision process. On wet pavement, the subjects were judged to have initiated twice the level of potential collisions when distracted by the messages that they did when not distracted. DISCUSSION: Listening/responding to verbal messages may reduce the capacity of drivers to process adequately all the important information necessary for safe decision-making. The effects of the messages in our study seemed to cause the subjects to misjudge gap size and speed information when operating under the additional disadvantage of adverse pavement condition. SUMMARY: Attention to complex messages while making decisions about turning through gaps in an on-coming vehicle stream was associated with significantly increased unsafe decision making by subjects in our experiment when the additional complexity of wet surface condition was introduced. IMPACT ON INDUSTRY: While the results reflected a somewhat artificial situation where the measure was signaled intention to act rather than the act itself, nevertheless, they do strongly suggest a scenario in which mental distraction could contribute to crash risk. With the rapid proliferation of telematics in the vehicle market, even with the laudable objectives represented by the Intelligent Transportation Systems initiative, there is a danger of the primary task of the driver being subordinated to a perceived need to enhance information flow to/from the external "world." Industry and governments need to work together to ensure that apparently desirable in-vehicle communication improvements do not compromise safety.     

Railway safety climate: a study on organizational development

The safety climate of an organization is considered a leading indicator of potential risk for railway organizations. This study adopts the perceptual measurement–individual attribute approach to investigate the safety climate of a railway organization. The railway safety climate attributes are evaluated from the perspective of railway system staff. We identify four safety climate dimensions from exploratory factor analysis, namely safety communication, safety training, safety management and subjectively evaluated safety performance. Analytical results indicate that the safety climate differs at vertical and horizontal organizational levels. This study contributes to the literature by providing empirical evidence of the multilevel safety climate in a railway organization, presents possible causes of the differences under various cultural contexts and differentiates between safety climate scales for diverse workgroups within the railway organization. This information can be used to improve the safety sustainability of railway organizations and to conduct safety supervisions for the government.     

Lifting technique and abdominal belt usage: a biomechanical, physiological and subjective investigation

Some 10 male subjects carried out a repetitive lifting task for 15 min under four conditions on separate days. Subjects used either a squat lifting or a stoop lifting technique with or without an abdominal belt on each day. Measurements of spinal shrinkage, heart rate, perceived exertion and regional body pain were made under each condition. Although there was a significant difference in spinal shrinkage under all lifting conditions compared with shrinkage during 15 min of quiet standing (4.36 ± 2.24 vs. 1.13 ± 1.18 mm), there were no significant differences in shrinkage between the conditions. The subjects' heart rates were higher during the squat lift than the stoop lift (123 vs. 97 beats/min; p < 0.001). While the squat lift was perceived to be the safest lift by 90% of the subjects, 60% regarded this lift as the least preferred method (with or without the belt). Although all 10 subjects perceived the safest lifting method to involve the use of the belt, 50% rated the belt as their least preferred lifting condition. The findings cast doubt on the efficacy and acceptability of both abdominal belts and the practice of training workers in ‘safe’ lifting techniques and indicate that individual characteristics and preferences need to be considered when attempting to improve the safety of manual handling operations in industry.     

Pregnancy as a source of bias in performance appraisals

Notwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Langer, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non-pregnant women doing assessment-center-type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non-pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.     

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.     

Emergency braking is affected by the use of cruise control

Objective: We compared the differences in the braking response to vehicle collision between an active human emergency braking (control condition) and cruise control (CC) or adaptive cruise control (ACC).

Methods: In 11 male subjects, age 22 to 67 years, we measured the active emergency braking response during manual driving using the accelerator pedal (control condition) or in condition mimicking CC or ACC. In both conditions, we measured the brake reaction time (BRT), delay to produce the peak braking force (PBD), total emergency braking response (BRT + PBD), and peak braking force (PBF). Electromyograms of leg and thigh muscles were recorded during braking. The tonic vibratory response (TVR), Hoffman reflex (HR), and M-waves were recorded in leg muscles to explore the change in sensorimotor control.

Results: No difference in PBF, TVR amplitude, HR latency, and H_max/M_max ratio were found between the control and CC/ACC conditions. On the other hand, BRT and PBD were significantly lengthened in the CC/ACC condition (240 ± 13 ms and 704 ± 70 ms, respectively) compared to control (183 ± 7 ms and 568 ± 36 ms, respectively). BRT increased with the age of participants and the driving experience shortened PBD and increased PBF.

Conclusions: In male subjects, driving in a CC/ACC condition significantly delays the active emergency braking response to vehicle collision. This could result from higher amplitude of leg motion in the CC/ACC condition and/or by the age-related changes in motor control. Car and truck drivers must take account of the significant increase in the braking distance in a CC/ACC condition.     

The importance of group‐focused transformational leadership and felt obligation for helping and group performance

Leaders face a challenge to simultaneously motivate workgroups and the individuals within them. Recent criticisms highlight the need to deconstruct broad leadership constructs to offer better theoretical insight into the effects of specific leadership behaviors on groups versus individuals. We address this call by exploring the effects of group‐focused and individual‐focused aspects of transformational leadership. Applying social identity theory, we theorize that group‐focused transformational leadership is key to fostering felt obligation, motivating helping behavior, and enhancing group performance, whereas individual‐focused leadership may only foster helping when individuals also feel a sense of obligation toward their workgroup. In a field study of 260 employees reporting to 36 supervisors in a skilled trade company, we find support for these predictions using multilevel structural equation modeling and multilevel mixed effects modeling. Thus, group‐focused (vs. individual‐focused) transformational leadership and subsequent felt obligation are important antecedents for encouraging helping and, in turn, workgroup performance.     

Redesigning computer call center work: a longitudinal field experiment

Computer technology call centers provide technical assistance to customers via the telephone to solve computer hardware and software problems. The simultaneous demands for technical and customer service skills often place strain on call center employees, frequently producing poor job attitudes. We utilized a field experiment (N = 149) with a randomly assigned pretest–posttest and control group design to compare three interventions' effectiveness on employee job attitudes in a computer technology call center: Intervention 1 focused on aligning organizational structures; Intervention 2 focused on increasing employee involvement in work processes (high‐involvement); and Intervention 3 implemented autonomous work teams. We found that high‐involvement work processes produced the most potent effects on job satisfaction and organizational commitment attitudes, as well as on performance (i.e., improved customer satisfaction scores, increased closed problems, reduced problems escalated, and fewer repeat calls). Further, we found that group work preference moderated the results between the group‐oriented interventions and employees' job satisfaction. Under high involvement and in autonomous work teams, high preferences for group work resulted in greater job satisfaction than when employees had lower preferences for group work. However, preferences for group work were not associated with increased organizational commitment in either intervention. Copyright © 2004 John Wiley & Sons, Ltd.