Distributive and procedural justice as predictors of employee outcomes in Hong Kong

This study examines the extent to which employee judgments about distributive and procedural justice predict job satisfaction, intent to stay and evaluation of supervision in Hong Kong. Distributive and procedural justice each plays a role in determining work outcomes of Hong Kong employees. However, some effects of these justice variables differ from results of previous studies in the United States (U.S.). First, in previous U.S. studies, procedural justice moderates the relationship of distributive justice with evaluation of supervision, but not with job satisfaction or intent to stay. For Hong Kong employees, procedural justice moderates the effects of distributive justice on job satisfaction and intent to stay, but not on evaluation of supervision. Second, previous U.S. studies have shown that procedural justice has a larger effect on work outcomes for women, while distributive justice has larger effects on outcomes for men. For Hong Kong employees, the effects of procedural and distributive justice are about the same for men and women. Differences in the effects of distributive and procedural justice between Hong Kong and the U.S. may reflect cultural dimensions, such as collectivism/individualism and power distance, as well as the relative availability of rewards for women in the work force. Practical implications and future research directions are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Work stressors and coworker support as predictors of individual strain and job performance

This study examined job stressors and coworker social support in relation to both psychological strains and performance. One hundred and ninety‐eight door‐to‐door bookdealers, employed on a seasonal basis, completed self‐report measures of job stressors, psychological strains, coworker social support, and job performance. Performance data were also obtained from company records. Results indicated that stressors predicted both psychological strains and one of the two measures of performance. The strongest predictor was a job‐specific measure of chronic stressors. Social support predicted psychological strains, although it was only weakly related to performance. There was no evidence that social support moderated the effects of any of the stressors. Implications of these findings are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Comparing safety climate factors as predictors of work-related driving behavior

INTRODUCTION: Research suggests safety climate (SC) is a strong predictor of safety-related outcomes in organizations. This study explores the relationship between six SC dimensions and four aspects of work-related driving. METHOD: The SC factors measured were "communication and procedures," "work pressures," "relationships," "safety rules," "driver training," and "management commitment." The aspects of self-reported occupational driving measured were traffic violations, driver error, driving while distracted, and pre-trip vehicle maintenance. RESULTS: Hierarchical regression analyses revealed that the SC factors accounted for significant amounts of variance in all four aspects of work-related driving, over and above the control factors of age, sex, and work-related driving exposure. However, further investigation indicated certain SC factors (particularly safety rules, communication, and management commitment) were more strongly related to specific aspects of work-related driving behavior than others. Together, the SC factors were better able to predict self-reported distraction from the road than the other aspects of driving behavior measured. Implications for occupational safety, particularly for the management of work-related drivers are discussed.     

Supervisor behaviors,role stressors and uncertainty as predictors of personal outcomes for subordinates

Among employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort-to-performance uncertainty, performance-to-outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator of the effects of role stressors and uncertainty on strain and turnover intentions. Role stressors contributed separately and via uncertainty to all three outcome measures, but subordinate perceptions of supervisor behaviors added little independent predictive power, once the role stressors and uncertainty were accounted for. These findings support the hypothesis that supervisors can influence the degree of role stress and uncertainty which their subordinates experience, which in turn may affect levels of satisfaction, strain and turnover intentions.     

Modeling attitudes and perceptions as predictors for changing safety margins during organizational change

This study describes the relations between different dimensions of leadership commitment, safety climate and attitudes toward change, and how these affect employee perceptions of safety during organizational change in a high risk environment. We collected data from a European national air navigation services provider during a volatile 3-year corporatization process that ended in the sudden collapse of a deliberate change implementation project. Surprisingly, despite visible signs of internal and external stress caused by the volatile and disruptive change process, we did not observe any change in the traditional safety metrics of incident and accident reporting during the study. The study is based on a large survey (n = 422) of individual attitudes and perceptions of safety climate, perception of leadership commitment to safety, attitudes to organizational change, and perception of safety. The data support the claim that perception of safety at least, in part, depends on individual perceptions of the leadership’s commitment to safety, and the safety climate in place at a given point in time. The model shows how employee perceptions of the leadership’s commitment to safety and safety climate are related to both attitudes toward change, and to perceived safety.     

Coping patterns as predictors of burnout: The function of control and escapist coping patterns

The paper attempts to bring concepts developed in cognitive approaches to stress and coping to a model which predicts burnout as a function of organizational demands and resources. Workers in a mental hospital (N = 177) provided information regarding coping patterns, burnout, and organizational commitment as well as various demands and resources in the work environment. A LISREL analysis confirmed that burnout is best considered a function of coping patterns as well as a function of organizational demands and resources. Control coping cognitions and actions were associated with decreased burnout, while escapist coping strategies were associated with increased burnout. The analysis indicated relationships of coping patterns with organizational commitment could be operating indirectly through the relationships of both coping patterns and commitment with the burnout. The paper discusses implications of these findings for interventions designed to alleviate or prevent burnout.     

Personality,attitudes and risk perception as predictors of risky driving behaviour among young drivers

Within psychology, different research traditions have attempted to explain individual differences in risky driving behaviour and traffic accident involvement. The present study attempts to integrate two of these research traditions, the personality trait approach and the social cognition approach, in order to understand the mechanisms underlying young drivers' risk-taking behaviour in traffic. The study was based on a self-completion questionnaire survey carried out among 1932 adolescents in Norway. The questionnaire included measures of risk perception, attitudes towards traffic safety and self-reported risk-taking in traffic. Personality measures included aggression, altruism, anxiety and normlessness. The results of a structural equation model suggested that the relation between the personality traits and risky driving behaviour was mediated through attitudes. On this basis it was concluded that personality primarily influences risky driving behaviour indirectly through affecting the attitudinal determinants of the behaviour. Practical implications for traffic safety campaigns are also discussed.     

Collectivism,propensity to trust and self-esteem as predictors of organizational citizenship in a non-work setting

This study examined organizational citizenship of residents in a housing cooperative setting where roles were not influenced by traditional employee–employer work relationships. Results demonstrate that the individual differences of collectivism and propensity to trust predicted organizational citizenship (assessed six months later). In addition, organizational-based self-esteem fully mediated the effects of collectivism and propensity to trust on organizational citizenship, and tenure moderated the trust—self-esteem relationship. We discuss the implications of these results given the changing nature of work and the increasing importance of non-work organizations. Copyright © 2000 John Wiley & Sons, Ltd.     

Characteristics and predictors of recidivist drink-drivers

Objective: The current study compared characteristics of nonrecidivist versus recidivist drink-drivers and of recidivists in their first versus second appearance at Back on Track (BOT), the remedial measures program for impaired drivers in Ontario, Canada.

Methods: Information from 59,134 convicted drivers who participated in BOT between 2000 and 2010 was examined to identify drivers who completed the program a second time following reconviction.

Results: A total of 586 recidivists were identified. Compared to nonrecidivist drivers, recidivists at first attendance were more likely to be male and had higher scores on measures of alcohol dependence and adverse legal consequences of substance use. Compared to nonrecidivist drivers, recidivists at second attendance were significantly older, had a higher income, were more likely to be retired, and were less likely to be employed part-time. They had fewer legal problems. Recidivists reported fewer drinking days and fewer drinks per occasion but greater use of benzodiazepines than nonrecidivists and had higher scores on a measure of future risk of alcohol- and drug-related problems. Comparison of recidivists' characteristics at first versus second attendance confirmed many of these findings, with second-time recidivists reporting fewer drinks per drinking day and greater use of benzodiazepines and having higher scores on a measure of future substance use problems than first-time recidivists.

Conclusions: Results suggest that identification of drivers at increased risk of recidivism may be possible at first program attendance by examining indicators of increased alcohol-related problems. In addition, recidivists appear to show a greater readiness to change at second attendance. Implications for remedial program development and recommendations for future research are discussed.     

Organizational politics and organizational support as predictors of work attitudes,job performance,and organizational citizenship behavior

This study investigated the relationship of organizational politics and organizational support to various work attitudes and behaviors among a field sample of 128 participants. Consistent with our hypothesis, politics and support were related to job satisfaction, commitment, turnover intentions, and supervisor ratings of organizational citizenship behaviors. However, only support was related to job performance. We also examined whether or not organizational politics and organizational support comprise two distinct constructs or one global factor. The evidence here was ambiguous. Fit indices obtained from confirmatory factor analysis suggested that it is more parsimonious to treat politics and support as opposite ends of the same construct, though the two‐factor model did show a slightly better fit. On the other hand, subsequent multiple regression analyses showed that support tended to account for additional criterion variance beyond the effect of politics, implying that there may be some practical utility to retaining politics and support as distinct constructs. Copyright © 1999 John Wiley & Sons, Ltd.     

The place and role of (moral) anger in organizational behavior studies

The aim of this article is to conceptually delineate moral anger from other related constructs. Drawing upon social functional accounts of anger, we contend that distilling the finer nuances of morally motivated anger and its expression can increase the precision with which we examine prosocial forms of anger (e.g., redressing injustice), in general, and moral anger, in particular. Without this differentiation, we assert that (i) moral anger remains theoretically elusive, (ii) that this thwarts our ability to methodologically capture the unique variance moral anger can explain in important work outcomes, and that (iii) this can promote ill‐informed organizational policies and practice. We offer a four‐factor definition of moral anger and demonstrate the utility of this characterization as a distinct construct with application for workplace phenomena such as, but not limited to, whistle‐blowing. Next, we outline a future research agenda, including how to operationalize the construct and address issues of construct, discriminant, and convergent validity. Finally, we argue for greater appreciation of anger's prosocial functions and concomitant understanding that many anger displays can be justified and lack harmful intent. If allowed and addressed with interest and concern, these emotional displays can lead to improved organizational practice. © 2015 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd.     

Freight transport and non-driving work duties as predictors of falling asleep at the wheel in urban areas of Crete

BACKGROUND: This study investigated the impact of subjective reports of drowsy driving and non-driving duties on the falling asleep responses and road crash involvement of professional drivers in Crete. An attempt was also made to elucidate other driving parameters, such as freight transportation, which could be potential predictors of risky driving, after controlling for lifestyle patterns. METHOD: A sample of 317 professional drivers was studied through personal interviews. The interview questionnaire included items about sleep and fatigue as contributing factors to falling asleep probability and crash risk. In addition, the drivers reported the type of freight they carried in their last trip, as well as practices such as smoking and alcohol consumption. RESULTS: The first logistic regression analysis showed that the most significant predictors of falling asleep at the wheel were transportation of fruits/vegetables and livestock, non-driving hours of work, insufficient hours of sleep, and smoking. The second logistic regression analysis revealed all the previous items as powerful factors of crash probability, including the transportation of express freight and freezer. IMPACT: The findings of the current study are discussed as they pertain to directions for future studies and for the development of fatigue countermeasures.     

The impact of visual perspective and anger on the actor-observer bias among automobile drivers

OBJECTIVE: The present study was designed to examine the combined impact of the Actor-Observer Bias and driver anger on attributions of other drivers. METHODS: Participants watched a simulated driving sequence in which a car swerved in front of a truck in near collision. Half viewed from the perspective of the offending motorist while the other half viewed from the perspective of a trailing motorist. Participants then rated the general riskiness of the offending motorist and the responsibility of the victim driver. RESULTS: Findings support the visual perspective explanation of the Actor-Observer Bias in that attributions within a single event differed based on the random assignment of visual perspective. However, the nature of the attributions interacted with the level of anger experienced over the incident. Those viewing as a trailing motorist provided greater riskiness ratings for the offending motorist than did those viewing from the perspective of the offending motorist, but only when scoring/rating high on personal feelings of anger regarding the observed incident. CONCLUSION: The present study demonstrates that personal factors and common cognitive biases can influence how events in the traffic environment are perceived, and the subsequent judgments made of other drivers following negative events.     

Authentic leadership as a pathway to positive health

We propose to bridge the domains of positive health and leadership. We suggest that a “positive” health model helps explain highly effective leadership. The leader must strive for health and facilitate health in his/her followers. We look at leadership through this new and positive lens, that of “positive” health promotion. Copyright © 2008 John Wiley & Sons, Ltd.     

Brazilian adaptation of the driving anger expression inventory: testing its psychometrics properties and links between anger behavior,risky behavior,sensation seeking,and hostility in a sample of Brazilian undergraduate students

Introduction: In Brazil, driver aggressiveness in road traffic is a critical issue and could be an important contributing factor to the high number of traffic accidents. Because no instruments are available in Portuguese to register driving aggressiveness or driving anger in Brazil, we adapted English instruments into the Brazilian context. The aims of this study were to provide a Brazilian adaptation of the Driving Anger Expression Inventory (DAX) and to try to validate it by testing its psychometric properties and investigating its relationships with risky driving behaviors (DBQ), road accidents, driving sensation seeking, and hostility. Method: The Brazilian adaptations of the DAX, DBQ, the Driving Sensation Seeking Scale (DSSS) and the hostility Scale were administered to a sample of 512 undergraduate students (with a mean age of 23.7 years, 52.1% men). Results: Confirmatory factor analysis of the Brazilian DAX (DAX-BR) items yielded a four-factor solution with 43 items, which obtained the best goodness-of-fit to the data. Cronbach’s alpha for the DAX-BR factors ranged from 0.69 to 0.88. Other results on validity were a positive correlation (range 0.39–0.59) between the factors of the DAX-BR, DSSS, and DBQ. Conclusion: DAX-BR as the same structure as the original and is a reliable instrument for use with young drivers. Other studies should be conducted to further validate the DAX-BR in different types of populations such as older and more experienced drivers, professional drivers, and traffic regulation offenders whose driver's license has been taken away. Practical applications: This Brazilian version can be recommended for the assessment of driving anger expression in Brazil among young drivers in view of helping them driver more safely, and in particular to reduce traffic violations.     

Situational and dispositional predictors of displays of positive emotions

The study examined the effects of situational (store busyness and customer demand) and dispositional (extraversion, neuroticism, and psychoticism) factors on the display of positive emotions. We found that for situational factors, customer demand was positively related to displayed positive emotions. For personality factors, extraversion was positively related to displayed positive emotions and neuroticism was negatively related to displayed positive emotions. Usefulness analysis showed that both situational and personality factors contributed significantly to explain the level of positive displayed emotion. Copyright © 2003 John Wiley & Sons, Ltd.     

Attitudinal correlates and demographic predictors of monetary beliefs and behaviours

Nearly 300 adults completed a six-part, 69-item questionnaire derived from Forman (1987) on attitudes to, and uses and abuses of money, which measured six aspects of ‘money madness’ and various other questionnaires concerned with economic values and beliefs as well as work-related behaviours. Subjects thus completed 231 items in a total of six questionnaires half of which had subscales. The results indicated that the money pathology subscales were positively intercorrelated and have weak to moderate internal reliability. Multiple stepwise regressions of demographic and attitudinal variables onto the various money subscales showed political beliefs and work values to be the most powerful predictors. Results are discussed in terms of the very limited literature in the area.