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.     

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.     

On the efficacy of credibility intervals as indicators of moderator effects in meta-analytic research

Researchers have suggested the use of credibility intervals for identifying moderator effects in meta-analysis. In the present study, the accuracy of decisions derived from credibility intervals was determined from Monte Carlo generated correlations based on two series of meta-analyses, one containing 20 studies and the other, 100 studies. Within each study, the responses of 100 subjects were simulated. Although in some marginal cases the accuracy measures (Type I error rate and power) from the credibility intervals were better than those derived from the SH-75 per cent and U rules, the former technique was generally found to be a poor indicator of heterogeneity or homogeneity. Finally, the concept of a large interval was discussed and a rule of thumb for using it to detect moderators was suggested.     

Effect of self-inhibition at a flame propagation in rich gaseous mixtures of combustible–air–diluent

An analysis of published experimental data characterizing the influence of diluents of various chemical nature (both halogenated and chemically inert) on upper flammability limits of flammable gases in air (methane and hydrogen have been considered as examples) has been done. Dependences of critical oxygen concentration and critical fuel equivalence ratio _cr for mixtures combustible–air–diluent at upper flammability limits on diluent concentration were determined. The obtained data were interpreted on the basis of the concept of self-inhibition at combustion of rich mixtures of organic combustibles in air. A method for evaluation of relative effectiveness of various inhibitors and for determination of availability of self-inhibitive properties of a combustible gas has been proposed.     

Issues and non-issues in the fidelity–bandwidth trade-off

This paper makes seven points in response to certain claims made by Ones and Viswesvaran (1996, this issue). First, we see no evidence that the fidelity–bandwidth trade-off has become a crisis in the empirical literature. Moreover, we seen no evidence that anyone prefers narrow band personality measures over broad bandwidth scales. In addition, because job performance is complex and multidimensional, broad bandwidth predictors are normally required in personnel selection. Finally, our conclusion is simple—the nature of the criterion dictates the choice of predictors and matching predictors with criteria always enhances validity.     

Invisible men and women: A status report on race as a variable in organization behavior research

Twenty-five years after passage of the Civil Rights Act, the full integration of racial minorities in the Unites States workforce has still not been achieved. Recent demographic trends indicating that the workforce will be increasingly composed of racial minorities make this a critical issue for academics and practitioners alike. This paper reports on a review of journal research addressing issues of race in organizations. Articles published in twenty major outlets for organization behavior research between 1964 and 1989 were reviewed. Data on the quantity, types and topics of published work are presented. Results indicate that the amount of total published research is small relative to the importance of the topic, that the recent trend is for less rather than more research, that the designs and research questions have been very narrow, and that the topics covered are not representative of the domain of organization behavior. Based upon the findings, some suggestions for future research are offered.     

Organizational attitudes and behaviors as a function of participation in strategic and tactical change decisions: An application of path–goal theory

Based upon path–goal theory of leadership, decision type (strategic versus tactical) was suggested as a moderator variable between employee participation in decision making (PDM) and work outcomes. A total of 249 respondents in five Israeli organizations undergoing planned changes, participated in the study. Results from four out of the five organizations revealed that participation in tactical rather than strategic decisions was a better predictor of an increase in change acceptance, work satisfaction, effectiveness, and time allotted to work. The stronger effects associated with tactics rather than strategy were found even if PDM expectations were included. Theoretical and practical implications of the results were discussed.     

Organizational culture,person–culture fit,and turnover: a replication in the health care industry

This study replicates an earlier study of O'Reilly, Chatman and Caldwell (1991) demonstrating that the level of congruence between an organization's culture and its new employees' value preferences is a predictor of turnover. This replication research was conducted in the health care industry in Belgium. As expected, the congruence between the values of the hospital and nursing recruits' preferred values was predictive of nurses staying with their organization 1 year after congruence was measured. The significance of this replication is discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

新型茧覆惰化材料对不同体积分数甲烷的吸收性能分析

针对研制出的新型茧覆惰化材料,选择在甲烷爆炸下限以下2%、3%和4%三个体积分数梯度,使用纯水、多体积分数水平的新型复配试剂和参比试剂(国际先进水基灭火溶液F-500)对含有不同体积分数甲烷的混合气体进行喷洒,对比研究新型试剂在不同体积分数甲烷泄漏环境中的吸收性能。结果表明,不同甲烷体积分数环境下,两试剂均表现出良好的吸收包覆甲烷的能力,配方试剂对应曲线较参比试剂的波动小,甲烷体积分数下降速度更快,茧覆吸收效果突出、稳定;随添加量增加,两试剂受到分布不均及包覆饱和的影响,作用后期出现小范围反吸收效应,但不影响甲烷体积分数的整体下降趋势。配方试剂吸收包覆可燃烷烃的能力随试剂添加量及作用时间增长而增强,当添加量超过3%时,作用效果明显,试验初期甲烷体积分数下降迅速,后期逐步趋于稳定。总体而言,新型茧覆惰化材料具有良好的吸收包覆甲烷气体的能力。     

Prompting safety-belt use in the context of a belt-use law: the flash-for life revisited

PROBLEM: Safety-belt use reduces motor vehicle crash-related morbidity and mortality, yet an estimated 18% of drivers do not consistently buckle up (NHTSA, 2005). In 1985, Geller and colleagues developed an interpersonal Flash-for-Life prompt that increased belt use among 22% of 1,087 unbuckled drivers (Geller, Bruff, & Nimmer, 1985). METHOD: The Flash-for-Life intervention was re-introduced at a large university with high safety-belt use (i.e., 80%). College students stood at parking-lot entrance/exits and "flashed" signs with the message, "Please Buckle Up, I Care" to unbuckled drivers. RESULTS: Of 427 unbuckled drivers observed, 30% of these complied with the prompt. Male drivers were significantly more likely to comply with prompts delivered by females. DISCUSSION: Compliance was higher than in the 1985 study, indicating a high baseline rate of safety-belt use does not negate potential beneficial influence of a prompting intervention. This intervention is particularly effective with college-aged males, a sub-group of the driving population least likely to buckle-up. IMPACT ON INDUSTRY: A simple behavioral prompt could be used at most industrial complexes to increase safety-belt use among vehicle occupants who are not buckled-up.     

Workers' active involvement in the improvement of occupational safety and health in a textile enterprise--a case study.

Part of the Polish-Swedish OSHMAN project was carried out in a textile company. It aimed at implementing and improving effective health and safety management with workers' active involvement at all levels of the enterprise. The two main problems to be solved during the project were decreasing occupational risk and improving workers' poor knowledge on occupational risk. Training courses, workshops and practical activities were undertaken. As expected, there were changes in work organisation and improvement in the way workstations were looked after, which led to a decrease in occupational risk. Workers were highly committed during the project. Nevertheless it seems that more training should be directed at middle management.     

Determination of the maximum effective burning velocity of dust–air mixtures in constant volume combustion

The reactivity of a combustible dust cloud is traditionally characterized by the so-called K_St value, defined as the maximum rate of pressure rise measured in constant volume explosion vessels, multiplied with the cube root of the vessel volume. The present paper explores the use of an alternative parameter, called the maximum effective burning velocity (u_eff,max), which also is derived from pressure–time histories obtained in constant volume explosion experiments. The proposed parameter describes the reactivity of fuel–air mixtures as a function of the dispersion-induced turbulence intensity. Procedures for estimating u_eff,max from tests in both spherical and cylindrical explosion vessels are outlined, and examples of calculated values for various fuel–air mixtures in closed vessels of different sizes and shapes are presented. Tested fuels include a mixture of 7.5% methane in air, and suspensions of 500 g/m³ cornstarch in air and 500 g/m³ coal dust in air. Three different test vessels have been used: a 20-l spherical vessel and two cylindrical vessels, 7 and 22 l. The results show that the estimated maximum effective burning velocities are less apparatus dependent than the corresponding K_St values.     

Daily performance at work: feeling recovered in the morning as a predictor of day‐level job performance

This study examined the state of being recovered in the morning (i.e., feeling physically and mentally refreshed) as a predictor of daily job performance and daily compensatory effort at work. Ninety‐nine employees from public service organizations completed a general survey and two daily surveys on pocket computers over the course of one workweek. Hierarchical linear modeling showed that being recovered in the morning was positively related to daily task performance, personal initiative, and organizational citizenship behavior and negatively related to daily compensatory effort at work. Relationships between the state of being recovered and day‐specific job performance were moderated by job control. For persons with a high level of job control, the relationship between being recovered and daily performance was stronger. Copyright © 2008 John Wiley & Sons, Ltd.     

变权模糊综合法在矿山地质环境评价中的应用——以潞安矿区为例

为解决传统用于矿山地质环境质量评价的常权模型不能有效反映各指标内部差异性及地质环境本身复杂性和模糊性的问题,引入变权模糊综合模型对矿山地质环境质量进行评价。根据矿山地质环境问题及特点,构建了矿山地质环境质量评价指标体系,采用分段强惩罚-激励型变权模型对其进行评价。以潞安矿区5个典型生产矿井为例,运用变权模糊综合法对其进行了地质环境质量评价,并与传统常权模糊评价法的结果相比较。结果表明:变权模糊综合模型利用模糊数学的思想定量地划分矿山地质环境的评价等级,一定程度上减少了评价者主观思想的影响;利用变权理论确定每个矿井评价指标的最终权重,能更加合理地反映每个评价矿井的真实情况,使评价结果更具有离散性,容易划分评价等级,从而提高了矿山地质环境评价的精度和实用价值。     

以《安全生产法》贯彻施行为契机推进和加强安全生产法制建设--谈认真抓好"三件大事"

《安全生产法》的颁布实施,是我国安全生产领域影响深远的一件大事,是我国安全生产法制建设的里程碑。我们一定要充分认识安全生产法制建设的重要意义,增强加强安全生产法制建设的自觉性;要进一步增强责任感和使命感,按照“三个代表”的要求,进一步完善社会主义市场经济条件下的安全生产法律制度,推动和加强安全生产法制建设。     

The workload and performance relationship in the real world: a study of police officers in a field shooting exercise.

We examined the relationship between perceived workload and performance by evaluating the responses of police officers to 4 different draw-and-shoot tasks in a night field training exercise which was part of their regular training regimen. Sixty-two police officers volunteered to participate. Results demonstrated an associative trend among 3 tasks where shooting performance decreased and workload increased as the tasks became more complex. However, performance on 1 specific shooting task did not correlate with any of the other 3 tasks, and in this 1 exceptional case, insensitivities were observed in which workload increased but performance remained constant.     

论木材生产以伐区为单位的安全生产管理方式

论述了新形势下木材生产方式转变以后,以伐区为生产单位的安全管理的内容及方式。     

Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high‐technology firms

The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We suggest that the relationship between culture and performance can be reconciled by recognizing that culture encompasses three components: (1) the content of norms (norm content); (2) how widely members agree about norms (culture consensus); and (3) how intensely organizational members hold particular norms (norm intensity). We hypothesize that “strong cultures”—where a high consensus exists among members across a broad set of culture norms—can contribute to better financial performance even in dynamic environments if norm content intensely emphasizes adaptability. We test this hypothesis in a sample of large firms in the high‐technology industry. Firms characterized by higher culture consensus and intensity about adaptability performed better three years later than did those characterized by lower consensus, lower intensity about adaptability, or both. We discuss how parsing culture into content, consensus, and intensity advances theoretical and empirical understanding of the culture–performance relationship. Copyright © 2014 John Wiley & Sons, Ltd.     

The relationship between the implementation of a Safety Management System and the attitudes of employees towards unsafe acts in aviation

Airports represent highly complex organisations, incorporating such interdependent operations as airlines, ground transport, flight services, ground services, refueling, maintenance, customer services, catering, administration and security. Airports, and especially International Airports, must ensure that their operations are conducted in a safe and efficient manner, as the consequence of any error or failure during operations has the potential for catastrophic outcomes. The international governing body for air transportation, ICAO, requires that airports must implement a Safety Management System as a means of ensuring safe operations and eliminating or reducing the likelihood of low frequency/high consequence incidents. This research project sought to determine the extent to which the implementation of a Safety Management System (SMS) influenced the attitudes of airport employees toward unsafe acts. The hypothesis tested was that the implementation of an SMS into an airport will result in an improvement in attitudes toward safety. A Safety Culture Survey was utilized to measure these attitudes. Two International Airports were chosen to measure the extent to which the introduction of an SMS at one airport would influence the safety attitude and culture of those employees. Sharjah International Airport, UAE, was used as the experimental group, as it did not have a formal SMS in operation, with another English-speaking International Airport (the Second Airport) being used as a control group, as it already had an SMS in operation. A Safety Culture Survey was used as the pre and post-test measure over a 12-month period to determine the extent of influence of the introduction of the SMS at Sharjah Airport. The results of Phase 1 of the survey (June 2008) were compared against the results of Phase 2 of the survey (June 2009). The average score reported by participants at Sharjah Airport increased significantly from pre-test measure to post-test measure in relation to communication, safety rules, supportive environment, personal risk appreciation, work environment, and involvement. At the same time, the average score for personal priorities decreased significantly from Phases 1 to 2. Results indicate that participants at Sharjah Airport recorded a significant positive shift in attitude to the safety factors covered in the Safety Culture Survey, whilst at the same time responses from the Second Airport showed no such shift in attitude. The Second Airport showed neither decline nor improvement in responses. Whilst some methodological issues were identified, the results were of sufficient strength as to conclude that the outcomes reported support the hypothesis that the introduction of an SMS at Sharjah Airport has effected positive changes not observed at the Second Airport. Recommendations for ongoing research were made to further explore the strength of relationship between SMS and safety attitudes, as well as the relationship between safe attitude and safe behaviour.