Perceptions of observed and model values of male and female managers

To provide evidence of the relationship between expectations for the values that should be exhibited for effective performance by female and male managers and their actual values, data were used that had been collected as part of a leadership program conducted for managers of business organizations in the United States. From a pool of approximately 700 managers, samples were drawn of 130 male and 130 female managers. As part of leadership program, the managers had completed 26-item SYMLOG value questionnaires, rating themselves and the values they judged to be effective for a manager. Prior to their participation in the program, sets of ratings were made by the coworkers of each manager, rating the actual values of the manager and the coworkers' ideal profile for the manager. The questionnaire covers three dimensions of values: dominant versus submissive, friendly versus unfriendly, and accepting the task-orientation of established authority versus opposing it. Comparisons were made of self and coworkers' ratings on the observed (self/actual) and model (effective/ideal) values of female and male managers with ‘matched’ samples that include only female and male managers with similar ratings of actual values, as judged by their coworkers, by removing the ratings of ‘outliers’. The only significant difference in gender ratings that remains is that female managers rate themselves as more positive. There are more differences between observed and model ratings. Managers and their coworkers believe that model managers should be more dominant and friendly than they are rated to be. However the managers also believe that they should be more task-oriented while their coworkers believe that they should be less task-oriented. The majority of the female managers dropped from the matched sample because no matching male could be found were more dominant and positive and less task-oriented, thus closer to the stereotype role for females. © 1997 John Wiley & Sons, Ltd.     

Organizational networks in road safety: Case studies of U.S. Vision Zero cities

Objective: Each year, more than 30,000 deaths occur on U.S. roads. Recognizing the magnitude and persistence of this public health problem, a number of U.S. cities have adopted a relatively new approach to prevention, termed Vision Zero (VZ). VZ has been adopted by more than 30?U.S. cities and calls for creating a transportation system that ensures that no road traffic crash results in death or serious injury. A core component of VZ is strong multidisciplinary and multisector stakeholder engagement, and cities adopting VZ often establish a VZ coalition to foster stakeholder collaboration. However, there is little information on the structure, development, and functioning of coalitions working to achieve VZ and on tools available to study and evaluate such coalition functioning. We sought to describe the characteristics of prominent U.S. VZ city coalitions and context surrounding VZ uptake and advancement in these cities. Moreover, we demonstrate use of network analysis as one tool for exploring the structure of interorganizational relationships in coalitions.

Methods: We conducted case studies of 4 prominent U.S. VZ city coalitions in 2017–2018. We summarized coalition members’ characteristics and responses to questions about their cities’ VZ adoption, planning, and implementation. We asked each coalition member to provide information on their contact frequency, perceived productivity, and resource sharing with every other coalition member in their city and used network analysis techniques in 2 cities to understand the structures and relationships in coalitions.

Results: Findings indicated that government agencies generally constituted the majority of coalition members and often played central roles in terms of coalition network contact, productivity, and resource flow. Other emerging similarities regarding coalition establishment and VZ implementation included the need for political support, the importance of formal plan development, and increased collaboration and cooperation among partners.

Conclusions: Organizational network analyses, enriched with coalition member interviews, can elucidate key aspects of coalition creation, attributes, and relationship structure. The case studies of leading VZ coalition networks presented here highlight the use of these tools. Ultimately, understanding associations between VZ network structures and attributes and road safety outcomes could help inform effective coalition adoption, implementation, and maintenance to optimize safety outcomes.     

Predicting safety culture: the roles of employer, operations manager and safety professional

Introduction: This study explores predictive factors in safety culture. Method: In 2008, a sample 939 employees was drawn from 22 departments of a telecoms firm in five regions in central Taiwan. The sample completed a questionnaire containing four scales: the employer safety leadership scale, the operations manager safety leadership scale, the safety professional safety leadership scale, and the safety culture scale. The sample was then randomly split into two subsamples. One subsample was used for measures development, one for the empirical study. Results: A stepwise regression analysis found four factors with a significant impact on safety culture (R² = 0.337): safety informing by operations managers; safety caring by employers; and safety coordination and safety regulation by safety professionals. Safety informing by operations managers (ß = 0.213) was by far the most significant predictive factor. Impact on industry: The findings of this study provide a framework for promoting a positive safety culture at the group level.     

An integrative model of managerial perceptions of employee commitment: antecedents and influences on employee treatment

An integrative model of antecedents and outcomes of managerial perceptions of employee organizational commitment was developed and tested with 490 employees of a publicly owned U.S. manufacturing firm. The results are consistent with predictions showing that self‐reported affective commitment and supervisor‐focused impression management predicted managerial perceptions of affective commitment, whereas age, tenure, education, training and development, and self‐focused impression management were related to managerial perceptions of continuance commitment. Furthermore, manager‐rated affective and continuance commitment were differentially related to supervisory treatment of the employee (i.e. receiving contingent rewards and non‐contingent punishment). The results of this study show how managers develop perceptions of affective and continuance commitment, and through their associated treatment of employees, has important implications for the ways managers may serve to enhance or detract from employee contributions to the organization. Copyright © 2008 John Wiley & Sons, Ltd.     

Soccer,concussions, and safety: Perceptions of parents of youth soccer participants

Introduction: The rate of concussions in youth soccer is among the highest of all youth sports. Parents play an important role in caring for their children and making decisions regarding whether they should participate in a sport, such as soccer, where concussions are well known. This study examined parental perceptions regarding: (a) coaches’ role in concussion management, (b) heading restriction policies, and (c) overall concussion risk and participation issues. Method: Online surveys were completed by 419 parents of youth soccer players who participated in the largest U.S. youth soccer programs nationwide. Results: Findings indicated 44.5% of the respondents had considered keeping their children from playing organized soccer and 47.2% were concerned about a potential decline in youth soccer participation due to concussions. Nearly 69% of responding parents agreed that heading should be banned for participants 10 years old or younger, while 56.5% thought heading should not be limited for participants 13 or older. Only 35% of parents were very confident about their child’s coach’s ability to properly identify concussions and remove those suspected of a concussion from play. Parents’ socioeconomic status (SES), soccer coaching and playing experience, and previous history of concussion(s) were key predictors of greater perceived risk about concussions. Conclusions: Findings from this study shed light on parents’ perceptions about concussions and related safety issues in youth soccer. Understanding what parents believe about concussions is vital to preserve youth soccer participation and can be used to strengthen education and policies that promote a safer environment for youth sport participants. Practical Applications: Youth soccer coaches can benefit from stronger, comprehensive educational efforts at the league/club level. Additionally, parents of youth athletes who are in the lower SES communities should be targeted to receive concussion safety information and/or interventions that would improve their knowledge, attitude, and practices regarding concussion safety.     

A survey of forest workers in New Zealand. Do hours of work, rest, and recovery play a role in accidents and injury?

PROBLEM: A number of structural and organizational changes have occurred recently within the New Zealand Forestry Industry, with concerns being raised about the impact of these changes on the forestry worker in terms of fatigue, sleepiness, and compromised safety. This study explored the relationship of fatigue, and some of its key determinants, with accidents and injuries in a group of forestry industry workers in New Zealand. METHOD: A total of 367 forestry workers responded to a self-administered questionnaire. RESULTS: Fatigue was found to be commonly experienced at work in the forest, with 78% of workers reporting that they experienced fatigue at least "sometimes." This study found that certain groups of workers reported long working hours, reduced sleep, compromised recovery time, and intensely paced work. The results of logistic regression analysis showed that recent sleep, number of breaks taken during the workday, and specific job/tasks were independently associated with reporting of high fatigue levels at work. Near-miss injury events were significantly more common among those reporting a high level of fatigue at work. Accidents and lost-time injury were associated with length of time at work, ethnicity, and having had near-miss injury events. DISCUSSION: Together, these results suggest that fatigue and aspects of work organization, which are likely to be fatiguing, may be associated with compromised safety for forest workers. IMPACT ON INDUSTRY: With an already slim margin of error present in forest operations, an impairment due to increased fatigue may constitute a significant risk factor for accidents and injuries in this workforce. The results indicate the need for further examination of shift and workload management among forestry workers, as well as a role for improving industry awareness about the causes and consequences of fatigue.     

An evaluation of scaffold safety at construction sites

PROBLEM: This study evaluated common scaffold safety practices in construction. METHOD: A 150-point checklist was used to evaluate supported scaffold safety practices at 113 scaffolds in nine areas of the eastern United States. RESULTS: Thirty-six scaffolds (31.9%) were either in danger of collapse or missing planking, guardrails, or adequate access. There was a strong statistical correlation between structural flaws and fall protection hazards, and between proper scaffold safety practice and (a) competent persons with scaffold safety training, (b) use of separate scaffold erection contractors, and (c) scaffolds that were not simple frame types. A slightly weaker correlation was found with union status of the scaffold erector, and no correlation was found with geography, site size, number of scaffold users, and trade working on the scaffold. DISCUSSION: Recommendations are made for safer scaffold practice, including a simple four-factor scaffold inspection method. IMPACT ON INDUSTRY: Implementation of the four-factor method could result in a cost-effective way to identify unsafe scaffolds.     

Charismatic leadership in organizations: Perceived behavioral attributes and their measurement

Recent interest in the charismatic leadership role of managers in organizations calls for the identification and measurement of perceived behavior characteristics of such leadership. This article reports on the development of a questionnaire measure of the perceived behavioral dimensions of charismatic leadership proposed by the Conger and Kanungo (1987, 1988) model. Data were collected from 488 managers belonging to four organizations located in the U.S.A. and Canada. Analysis of the results revealed sound psychometric properties of the measure with adequate reliability, convergent and discriminant validity coefficients, and a stable factor structure. Implications of the measure for future research and practice are discussed.     

The psychological contract and the transition from full to part‐time police work

The cognitive‐perceptual conceptualisation of the psychological contract has dominated research in this field. In this paper, it is argued that locating the psychological contract at the level of the individual‐organisational relationship can offer rich insights into psychological contract dynamics. Using qualitative interview data from a research study exploring how managers and part‐timers deal with the transition from full to part‐time police work in the UK, it is argued that a multi‐perspective conceptualisation of the sources of the psychological contract is critical for understanding processes that lead to non‐mutuality of understandings. Specifically, it is argued that the institutional and organisational context, embedded in the actions of third parties and in management practices, can undermine the extent to which the manager and the employee can reach agreement about mutual obligations. The theoretical and policy implications of this position are developed. Copyright © 2006 John Wiley & Sons, Ltd.     

The Indigenous Fisherman Divers of Thailand: Diving Practices

Diving practices of a group of indigenous people living on Thailand’s west coast were investigated. Village chiefs were first interviewed using a questionnaire. Three hundred and forty-two active divers were then interviewed by health care workers using a second questionnaire. Field observation was used to further develop information and confirm diving practices. Divers in 6 villages, whose basic means of making a living is from diving for marine products such as fish and shellfish, have diving patterns that put them at substantial risk of decompression illness. Breathing air from a primitive compressor through approximately 100 m of air hose, these divers have long bottom times coupled with short surface intervals. Forty-six point two percent of the divers indicated that they would not make a stop during ascent from a long deep dive (40 m for 30 min). When comparing their previous day of diving to the U.S. Navy Standard Air Decompression Table (U.S. Navy, 1993), 72.1% exceeded the no-decompression limits set by the tables. Diving patterns point to a need for more in-depth research into the diving patterns of this indigenous group. Future research should include the use of dive logging devices to record depths and times. There is also a need to provide divers with information and training to reinforce positive practices and strengthen knowledge of the risks associated with their current diving practices.     

Mental models of safety: do managers and employees see eye to eye?

PROBLEM: Disagreements between managers and employees about the causes of accidents and unsafe work behaviors can lead to serious workplace conflicts and distract organizations from the important work of establishing positive safety climate and reducing the incidence of accidents. METHOD AND RESULTS: In this study, the authors examine a model for predicting safe work behaviors and establish the model's consistency across managers and employees in a steel plant setting. Using the model previously described by Brown, Willis, and Prussia (2000), the authors found that when variables influencing safety are considered within a framework of safe work behaviors, managers and employees share a similar mental model. The study then contrasts employees' and managers' specific attributional perceptions. Findings from these more fine-grained analyses suggest the two groups differ in several respects about individual constructs. Most notable were contrasts in attributions based on their perceptions of safety climate. When perceived climate is poor, managers believe employees are responsible and employees believe managers are responsible for workplace safety. However, as perceived safety climate improves, managers and employees converge in their perceptions of who is responsible for safety. IMPACT ON INDUSTRY: It can be concluded from this study that in a highly interdependent work environment, such as a steel mill, where high system reliability is essential and members possess substantial experience working together, managers and employees will share general mental models about the factors that contribute to unsafe behaviors, and, ultimately, to workplace accidents. It is possible that organizations not as tightly coupled as steel mills can use such organizations as benchmarks, seeking ways to create a shared understanding of factors that contribute to a safe work environment. Part of this improvement effort should focus on advancing organizational safety climate. As climate improves, managers and employees are likely to agree more about the causes of safe/unsafe behaviors and workplace accidents, ultimately increasing their ability to work in unison to prevent accidents and to respond appropriately when they do occur. Finally, the survey items included in this study may be useful to organizations wishing to conduct self-assessments.     

Awareness of zero tolerance laws in three states

PROBLEM: A prior study indicated that zero tolerance laws differ in their enforceability and likelihood of enforcement, with California's law being easier to enforce than New York's, and New Mexico's being the hardest of all. The question is, do these differences in enforcement affect teenagers' knowledge and perception of these laws? METHOD: A telephone survey was conducted to investigate awareness of the laws among 17-20 year olds in these three states and perceptions of enforcement. RESULTS: Estimated percentages of teenagers who knew of the laws were much higher in New York and California (71% and 65%, respectively) than in New Mexico (34%). Perceptions that police were enforcing the law, that licenses could be suspended, and that penalties were often applied were also lowest in New Mexico. IMPACT ON INDUSTRY: The potential of zero tolerance laws will not be realized without better awareness among young people. Full enforcement of the laws accompanied by publicity about the enforcement is recommended. Changes to the laws and their application may encourage enforcement efforts.     

The genesis of GDL

This paper discusses the early research that lead to graduated driver licensing, some of the educational principals on which it is based, obstacles to its acceptance, and some of the early efforts in the U.S. and elsewhere. EARLY RESEARCH: The research underlying the concept of graduated driver licensing was a 1971 North Carolina study that identified the overrepresentation of young drivers in crashes at night and when another young person was the right front passenger. EDUCATIONAL PRINCIPALS: Efforts to reduce the risk to young novice drivers applied what was known about learning. The concepts included distributed learning (i.e., over time) and progressing from simple to complex skills. A PROPOSAL: The proposed graduated licensing system based on learning principals included (a) initial experience under low risk conditions, (b) extended supervised practice, (c) gradual move to more complex conditions, and (d) harsher penalties for deliberate risk-taking. OBSTACLES: There were several most common objections raised against graduated licensing. Raising the licensing age decreased mobility. Some young drivers were "good" drivers. Enforcement is difficult. Fear of parental objections. Parents are not driver educators and some young people do not have an available parent. Administrative costs are too high. ACCEPTANCE: Driver educators were the first to see the benefits of a graduated system in the 1970s and 1980s. Toronto nearly adopted a graduated system in 1976. New Zealand was the first to adopt a graduated licensing system in 1984. Michigan in 1997 was the first state to require parental certification of extended supervised driving practice.     

Frequency and determinants of recommended workplace violence prevention measures

PROBLEM: Limited information exists concerning adoption of workplace violence prevention measures by employers and the factors influencing their adoption. METHODS: A weighted sample of North Carolina workplaces (n=210) in operation January 1994 through March 1998 was used to estimate prevalence of 18 measures and identify community and workplace predictors of having >/=5 recommended measures. RESULTS: Location in a metropolitan area most strongly predicted presence of >/=5 administrative safety measures while a history of workplace violence and being in a high crime area were negatively associated. Belonging to an industry considered to be high-risk for workplace homicide was most strongly associated with having >/=5 environmental safety measures. DISCUSSION: Factors influencing high prevalence of violence prevention measures were related to business type, violence history, and location. Knowledge of factors influencing adoption of recommended workplace violence prevention measures can help tailor interventions to diverse industry settings. IMPACT ON INDUSTRY: An important contribution to the understanding and mitigation of workplace homicide is knowledge of the extent of implementation of recommended workplace violence prevention guidelines and factors influencing their adoption. Identifying factors that influence the prevalence and adoption of workplace violence safety interventions can help to tailor development of interventions to address the issue of workplace homicide across diverse industry settings.     

Projecting effects of improvements in passive safety of the New Zealand light vehicle fleet

OBJECTIVES: In the year 2000, as part of the process for setting New Zealand road safety targets, a projection was made for a reduction in social cost of 15.5 percent associated with improvements in crashworthiness, which is a measure of the occupant protection of the light passenger vehicle fleet. Since that document was produced, new estimates of crashworthiness have become available, allowing for a more accurate projection. The objective of this paper is to describe a methodology for projecting changes in casualty rates associated with passive safety features and to apply this methodology to produce a new prediction. METHOD: The shape of the age distribution of the New Zealand light passenger vehicle fleet was projected to 2010. Projected improvements in crashworthiness and associated reductions in social cost were also modeled based on historical trends. These projections of changes in the vehicle fleet age distribution and of improvements in crashworthiness together provided a basis for estimating the future performance of the fleet in terms of secondary safety. RESULTS AND CONCLUSIONS: A large social cost reduction of about 22 percent for 2010 compared to the year 2000 was predicted due to the expected huge impact of improvements in passive vehicle features on road trauma in New Zealand. Countries experiencing improvements in their vehicle fleets can also expect significant reductions in road injury compared to a less crashworthy passenger fleet. Such road safety gains can be analyzed using some of the methodology described here.     

Inherently safer design review and their timing during chemical process development and design

This paper discusses the enhancement of inherent safety review and its implementation in the chemical process development and design. The aim is to update and improve the existing inherently safer design review (ISDR) practices during design of chemical process plant by exploiting major accident cases from the U.S. Chemical Safety Board (CSB) and Failure Knowledge Database (FKD). Although the basic guidelines to conduct ISDR during design phase are available, however they are too general and incomplete. The review criteria and their best timing for application are still missing. This paper attempts to develop the accident-based ISDR for chemical process plant design. The proposed accident-based ISDR is supported with detail review criteria for each phase of process design. The timing of ISDR application is corresponding to the common design tasks and decisions made in the design project. Therefore, timely design review could be done at the specific design task and the findings help designer to make a correct decision making.     

Safer than the average human driver (who is less safe than me)? Examining a popular safety benchmark for self-driving cars

Although the level of safety required before drivers will accept self-driving cars is not clear, the criterion of being safer than a human driver has become pervasive in the discourse on vehicle automation. This criterion actually means “safer than the average human driver,” because it is necessarily defined with respect to population-level data. At the level of individual risk assessment, a body of research has shown that most drivers perceive themselves to be safer than the average driver (the better-than-average effect). Method: Using an online sample, this study examined U.S. drivers’ ratings of their own ability to drive safely and their desired level of safety for self-driving vehicles. Results: This study replicated the better-than average effect and showed that most drivers stated a desire for self-driving cars that are safer than their own perceived ability to drive safely before they would: (1) feel reasonably safe riding in a self-driving vehicle; (2) buy a self-driving vehicle, all other things (cost, etc.) being equal; and (3) allow self-driving vehicles on public roads. Conclusions: Since most drivers believe they are better than average drivers, the benchmark of achieving automation that is safer than a human driver (on average) may not represent acceptably safe performance of self-driving cars for most drivers. Practical applications: If perceived level of safety is an important contributor to acceptance of self-driving vehicles, the popular “safer than a human driver” benchmark may not be adequate for widespread acceptance.     

Occupational electrical injuries in the United States, 1992-1998, and recommendations for safety research

PROBLEM: CFOI and SOII data show that 2,287 U.S. workers died and 32,807 workers sustained days away from work due to electrical shock or electrical burn injuries between 1992 and 1998. METHOD: The narrative, work activity, job title, source of injury, location, and industry for each fatal electrical accident were examined. A primary causal factor was identified for each fatality. RESULTS: Electrical fatalities were categorized into five major groups. Overall, 44% of electrical fatalities occurred in the construction industry. Contact with overhead power lines caused 41% of all electrical fatalities. DISCUSSION: Electrical shock caused 99% of fatal and 62% of nonfatal electrical accidents. Comprising about 7% of the U.S. workforce, construction workers sustain 44% of electrical fatalities. Power line contact by mobile equipment occurs in many industries and should be the subject of focused research. Other problem areas are identified and opportunities for research are proposed. IMPACT ON INDUSTRY: Improvements in electrical safety in one industry often have application in other industries.     

Why is the rate of annual road fatalities increasing? A unit record analysis of New Zealand data (2010–2017)

IntroductionRecent increases in road crashes have reversed New Zealand’s formerly declining crash rates to produce annual fatal and serious injury counts that are 49% higher than the lowest rates achieved in 2013. Method: We model twenty-one factors in fatal and serious injury crashes, four years before and after 2013 using logistic regression. Three major factors are significantly different in the period after 2013, when crash rates increased: (1) alcohol as a cause, (2) learner licence holders, and (3) a regional effect for Auckland. Newly defined speed zones are a more common setting for crashes in the period of upturn but there is no coinciding elevated likelihood of ‘speed as a causal factor’. Three factors related to road safety were less common: aged under 25-years old, fatigue, and not wearing a seatbelt. Results: Results are compared to rates of prosecutions for alcohol-related driving offences over this period. It is possible that New Zealand’s successful road safety initiatives of the past have been undermined by reduced levels of enforcement and an unexpected outcome from the graduated driving licence system.