Methods and impact of health screening for hospital staff

This study examines: (1) the impact of two methods of giving screening results on health behaviour and beliefs, evaluated in a randomized controlled trial. (2) The association between uptake of screening and health risk behaviours and beliefs. Two methods of feedback of screening results were given: simple informational feedback, and more extensive feedback, including target-setting and a written contract. At six month follow-up, those who received simple informational feedback had lost less weight and had increased their exercise less than those who received more extensive feedback. Attenders believed more strongly in the relationship between lifestyle and health, perceived themselves as less healthy than others and scored higher on the GHQ than staff who did not attend for screening. These results suggest that belief in the effectiveness of lifestyle change in promoting health, and anxiety about health, can influence uptake of screening. Second, the method of presenting screening results can influence the impact of screening on subsequent behaviour change.     

Interactive effects of impression management and organizational politics on job performance

The purpose of this research was to explore the interactive effect of organizational politics and impression management on supervisor ratings of employee performance. We hypothesized that the negative relationship between organizational politics and supervisor‐rated performance is weaker among employees who are high in impression management than among those low in impression management. Data were collected from a matched sample of 112 white‐collar employees and their supervisors. Results indicated that the interaction of organizational politics and impression management explained a significant incremental amount of variance in supervisor ratings of employee performance. These findings demonstrated that the extent to which an individual engaged in impression management in a non‐political atmosphere may have been a key component to receiving favorable performance ratings. Copyright © 2004 John Wiley & Sons, Ltd.     

You think you are big fish in a small pond? Perceived overqualification,goal orientations,and proactivity at work

Overqualification denotes situations in which job incumbents have higher qualifications than those required for the job. Drawing on the self‐regulatory perspective, we proposed that employees' perception of overqualification positively affects their proactive behavior through the mechanism of role‐breadth self‐efficacy and that this indirect effect is moderated by employees' goal orientations. We tested our hypotheses through two studies. In Study 1, we found that perceived overqualification had a positive indirect effect on employees' proactive behavior through role‐breadth self‐efficacy using a sample of 323 salespeople with a cross‐lagged panel design. In Study 2, the multi‐wave and multi‐source data from 302 teachers confirmed the indirect effect and indicated that performance goal orientation and learning goal orientation moderated the indirect relationship. Copyright © 2015 John Wiley & Sons, Ltd.     

Animal-related injuries: a population-based study of a five-state region in the upper Midwest: Regional Rural Injury Study II

PROBLEM: While agricultural injury has been identified among the major causes of occupational injury mortality and morbidity, data have been limited pertinent to the magnitude, consequences, and potential risk factors for animal-related injuries -- a major source of morbidity among agricultural operations. METHODS: Demographics, exposure, and injury data were collected for 1999 and 2001 among agricultural households in a five-state region. Causal models facilitated survey design, data analyses, and interpretation of results; directed acyclic graphs guided multivariate modeling. RESULTS: From 7,420 households (84% response of eligible), a total of 5,045 injury events were reported; 1,016 (20.1%) were animal-related. Multivariate analyses revealed increased risks for those <20 years; residents of all states compared to Minnesota; all age groups compared to 0-4 years; >0 hours worked; and prior agricultural injury history. For those 20+ years, increased risks were identified for: South Dakota residents; males; >0 hours worked; and prior agricultural injury history. For those cases <20 and 20+ years of age, 58% and 46%, respectively, resulted in lost work time on their agricultural operations (31% and 50%, one week or more). CONCLUSIONS: Animal-related injury has a major impact on the agricultural industry. Results serve as a basis for interventions and further research. IMPACT ON INDUSTRY: The impact of animal-related injuries on the agricultural industry appears significant; among age groups <20 and 20+, 85% and 82%, respectively, had some resulting restriction. For all events combined, 29% and 30%, respectively, involved restriction from one week to 3+ months; 12% and 15% involved restriction for one month or more. Among those <20 and 20+ years of age, 58% and 46%, respectively, lost work time on their own agricultural operation as a result of injuries associated with their own operation; 22% and 15% lost one week or more. Moreover, of the non-agriculture-related injuries, 31% and 50% resulted in lost work time on their own operation; 15% and 28%, respectively, lost one week or more. Restrictions such as these can affect the productivity of the operation, resulting in financial impacts, especially on small operations that have few people to manage the required tasks.     

Whither stress research?: An agenda for the 1980s

This paper offers a way of identifying fruitful research avenues through the maze of possibilities existing in the field of occupational stress. The field appears to be at a crossroads in which key choices will have to be made in the 1980s. The choices involve: How should we study stress? Who do we want to study? And what problems should we study? Central methodological challenges include: highlighting the relative value of various methods with respect to the level of explanation and the nature of the audience; examining the meaning and phenomenology of the stress experience; and evaluating the validity of measures in the hope of standardizing diagnostic instruments. Regarding research populations, more care must be devoted to selection of subjects. Subjects who are strained should be selected noting whether the state is acute versus chronic. Researchers should concentrate on blue collar jobs which are demanding but of low discretion; the long term unemployed; chronically threatened job incumbents; the wives of men who are themselves in stressful occupations; women in professional and executive roles; the wives of the unemployed; and single parent families in general. Stress problems worthy of study include: acute versus chronic states of stress; the role of the objective and subjective environment; the relationship between psychological strain and physiological mechanisms; coping behaviours; and the work, family and societal interface. The quality of knowledge of about each of these elements needs to be improved if we are to achieve a more comprehensive analysis of the stress process.     

When are overqualified employees creative? It depends on contextual factors

The research on perceived overqualification has mainly examined its negative consequences. Defined, employees who feel overqualified have surplus talent and thus can be excellent workers if managed properly; yet, empirical evidence in this domain is lacking. Building on person–environment fit theory, this research explored whether, when, and how employees who feel overqualified can engage in creative performance. The results of a multi‐source field study (N = 113 employees and 19 supervisors) supported theoretical predictions. Perceived overqualification was related positively to supervisor‐rated creative performance when these workers felt supported and appreciated and successfully negotiated developmental idiosyncratic deals. Opportunities to mentor others had an impact on the relationship between perceived overqualification and supervisor‐rated creativity, although the simple slopes were non‐significant. This study is novel in that it unpacked actionable steps that organizations can utilize to motivate this large segment of workforce to use their surplus qualifications constructively by, for example, engaging in creative performance. Copyright © 2015 John Wiley & Sons, Ltd.     

Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness

Although all human relationships are believed to generally adhere to the basic tenets of social exchange theory, recent research suggests that exchange processes may vary as a function of individual differences. We tested this possibility by examining whether the effects of uncivil workplace exchanges on employee attitudes and behavior were moderated by conscientiousness. Using matched data from 190 job incumbents and their supervisors, we found (i) the effect of workplace incivility on citizenship performance to be transmitted through affective commitment and (ii) the strength of this effect to depend on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of workplace incivility on citizenship performance through affective commitment was stronger for individuals high (as compared with those low) in conscientiousness. These findings broaden the focus of prior research by illustrating that, in addition to the mediating effects of cognitive and stress‐based factors, social exchange processes are important for understanding incivility's adverse effects on citizenship performance and that such exchanges are moderated by individual differences in conscientiousness. Copyright © 2011 John Wiley & Sons, Ltd.     

To vote or not to vote: abstaining from voting in union representation elections

We conducted two studies addressing abstaining from voting in union representation elections. In Study 1 of a faculty representation election, we showed that compared to voters abstainers possessed less extreme work and union attitudes, believed less in the ability of their vote to affect the election outcomes, and were less involved in the election (e.g., less interested, felt less responsibility to vote). To assess the practical utility of these findings, Study 2 used vignettes in a 2 (traditional bread‐and‐butter issues) × 2 (emerging issues related to fairness) × 2 (voting instrumentality) × 2 (responsibility to vote) experimental manipulation. Results showed that the likelihood of abstaining is reduced when efforts to emphasize the responsibility to vote are presented together with information on both traditional and emerging issues. The two studies show why people abstain from voting in union representation elections, and suggest how abstaining might be reduced. Conceptual implications, practical interventions and research directions raised by the two studies are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels

Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to performance via their relationships with promotional justice and organizational commitment. In a sample of 305 employee–supervisor pairs, we found that both promotional justice and organizational commitment mediated between perceptions of promotion criteria and supervisor rated in‐role and extra‐role performance, and that having received a promotion in the past predicted attributions that promotions were based relatively more on performance or nonperformance criteria. Study 2 further examined the role of promotions themselves in the formation of perceptions of promotion criteria. Drawing from image and attribution theories, we hypothesized that the relationship between having received a promotion or not and perceptions of promotion criteria depends on ego defensiveness. In a sample of 145 employees, we found that those who scored high on ego defensiveness and who had not been promoted were especially likely to attribute promotion decisions to nonperformance criteria. Copyright © 2012 John Wiley & Sons, Ltd.     

Factors associated with motorcycle traffic crash fatalities among active duty U.S. Army personnel

Objective: Research on factors associated with motorcycle fatalities among active duty U.S. Army personnel is limited. This analysis describes motorcycle crash–related injuries from 1995 through 2014 and assesses the effect of alcohol use and helmet use on the risk of fatal injury among active duty U.S. Army motorcycle operators involved in a traffic crash, controlling for other factors shown to be potentially associated with fatality in this population.

Methods: Demographics, crash information, and injury data were obtained from safety reports maintained in the Army Safety Management Information System. Traffic crashes were defined as crashes occurring on a paved public or private roadway or parking area, including those on a U.S. Army installation. Analysis was limited to motorcycle operators. Odds ratios (ORs) and 95% confidence intervals (95% CIs) from a multivariable analysis estimated the effect of alcohol use and helmet use on the risk of a fatal injury given a crash occurred, controlling for operator and crash characteristics.

Results: Of the 2,852 motorcycle traffic crashes, most involved men (97%), operators aged 20–29 years of age (60%), and operators who wore helmets (95%) and did not use alcohol (92%). Two thirds of reported crashes resulted in injuries requiring a lost workday; 17% resulted in fatality. Controlling for operator and crash characteristics, motorcycle traffic crashes involving operators who had used alcohol had a 3.1 times higher odds of fatality than those who did not use alcohol (OR =3.14; 95% CI, 2.17–4.53). Operators who did not wear a helmet had 1.9 times higher odds of fatality than those who did wear a helmet (OR =1.89; 95% CI, 1.24–2.89).

Conclusions: Among U.S. Army motorcycle operators, alcohol use and not wearing a helmet increased the odds of fatality, given that a crash occurred, and additional modifiable risk factors were identified. Results will help inform U.S. Army motorcycle policies and training.     

An exploratory study of self-regulating activities and their effects on job performance

The present study attempted to assess the extent to which job incumbents engage in performance relevant self-regulatory activities. Specifically, the degrees to which 62 insurance salespersons; (1) set performance goals, (2) monitored performance levels, and (3) exercised contingent self-reward or punishment with respect to goal achievement or goal failure were measured; and, the consequences that such activities had on performance were examined. The results of this study indicate that, in general, subjects set goals, but typically of a distal/result-orientated, as opposed to a proximal/behaviourally orientated-nature. Goal setting per se had no effects on sales performance, although an objective measure of goal difficulty was related to this criterion. With respect to self-monitoring, it was discovered that the greatest amount of performance feedback came from oneself and one's supervisor, as opposed to one's co-workers. In terms of performance, there was an interaction of feedback source and feedback preference such that the ability to generate internal feedback was related to performance only for individuals who had a preference for such internal feedback. There appeared to be no substantial amount of contingent self-reward occurring within this organization, although contingent self-punishment (in the form of self-criticism) was in evidence; and, such self-admonishment seemed to have detrimental effects on performance. While the three classes of variables independently explained 26 per cent of the variance in performance, the interactive effects suggested by theories of self-regulation (Bandura, 1977; Kanfer, 1971) were not in evidence.     

Leader self‐awareness: An examination and implications of women's under‐prediction

Self‐awareness represents an important aspect of leadership. However, past research on leader self‐awareness has focused on one component of self‐awareness, self versus others' ratings, leaving the second component, the ability to anticipate the views of others, largely neglected. We examined this second component of self‐awareness by focusing on women leaders who have been found to under‐predict how others rate them. In two studies, we measured how women leaders anticipate the views of their bosses in regard to their leadership. In Study 1, 194 leaders rated their leadership, were rated by their bosses, and then predicted how their bosses rated their leadership. While we found that women under‐predict their boss ratings compared with men, we did not find that boss gender or feedback played a role in this under‐prediction. In Study 2, 76 female leaders identified (via open‐ended questions) possible reasons and consequences of under‐prediction for women in organizations. Results from Study 2 reveal the following: (1) the reasons for women's under‐prediction include a lack of self‐confidence, differences in feedback needs, learned gender roles, and self‐sexism; and (2) the perceived consequences of under‐prediction are negative for both women and the organization. Copyright © 2013 John Wiley & Sons, Ltd.     

A time‐lagged investigation of the impact of coworker behavior on the effects of demographic dissimilarity

Although it is clear that coworker absenteeism, tardiness, and turnover can influence an employee's actions, scholars have yet to consider the impact of relational demography on the adoption of these behavioral norms. Inspired by social identity, situational strength, and attraction‐selection‐attrition theories, we proposed that individuals who differ from their coworkers in age, sex, or racioethnicity would feel threatened by their outnumbered status and subsequently motivated to be absent, tardy, or more likely to turnover. However, we expected coworker withdrawal behavior to moderate whether or not dissimilar personnel act on these desires. Results from hierarchical multilevel modeling analyses of data from 470 U.S. call center workers nested in 51 work groups revealed that racioethnic dissimilarity was positively related to time‐lagged changes in absenteeism and tardiness as well as heightened turnover likelihood. These effects emerged only among employees whose coworkers engaged in greater withdrawal behavior. Importantly, racioethnically dissimilar employees working in more permissive climates (i.e., those with high levels of coworker absenteeism, tardiness, or turnover) exhibited the greatest increases in absenteeism and tardiness over three months and had the highest supervisor‐rated turnover likelihood. Implications for diversity management are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

You cannot leave it at the office: Spillover and crossover of coworker incivility

This study examines the spillover and crossover effects of a specific chronic stressor, coworker incivility, on target marital satisfaction, partner marital satisfaction, and partner family‐to‐work conflict and on how the transmission of stress from the workplace to the family domain (as perceived by the target's partner) mediates these relationships. Using a matched data set of 190 job incumbents and their partners, the findings reveal that coworker incivility demonstrates both spillover and crossover effects on these outcomes important to the family. Evidence indicates that incivility targets do not leave the stress of incivility at work but instead bring it home to the family domain where it influences relationships with and outcomes of their partners. Implications of these findings and avenues for future research are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

Driving while impaired (DWI) by alcohol convictions among alcohol, cocaine, and cannabis clients in treatment

OBJECTIVE: Although studies have demonstrated that clients in treatment for alcohol abuse are more at risk of driving while impaired (DWI) by alcohol than normal licensed drivers from the general population, no research was found on DWI convictions among those in treatment for abusing cannabis or cocaine. The purpose of this article is to compare DWI convictions among clients in treatment for alcohol, cannabis, cocaine, or various combinations of these substances, compared to a matched population control group. METHOD: A stratified random sample of driver records was drawn from seven client groups who sought treatment in 1994 for alcohol, cannabis, cocaine, or any combination of these substances (n = 445). A random sample of drivers, frequency matched by age and sex (n = 566), served as control subjects. RESULTS: Logistic regression analysis, controlling for sex and age, was conducted to assess whether DWI convictions were elevated for each of the client groups, compared to controls. Two sets of analyses were conducted, before treatment (from 1985 to 1993) and after treatment (from 1995 to 2000). In the time period before treatment, every drug group except the "cannabis only" group had significantly more DWI convictions than controls (p < .05). In the period after treatment, the "alcohol only," "cocaine only," "alcohol and cocaine," and the "cocaine and cannabis" groups still had significantly more DWI convictions than controls (p < .05). CONCLUSION: The results show that DWI convictions are elevated among those who abused cocaine but not among those who abused cannabis. The results suggest that cross-addiction of alcohol and cocaine is common, and problematic drinking among cocaine clients can go undetected when clients are being diagnosed for treatment.     

Adaptation of a Canadian culpability scoring tool to Alberta police traffic collision report data

Objective: The objective of this study was to adapt a previously validated Canadian Culpability Scoring Tool (CCST) to Alberta police report data.

Methods: Police traffic collision reports from motor vehicle (MV) collisions in Calgary and Edmonton (Alberta, Canada) from 2010 to 2014 were used. Adaptation of the CCST was completed with input from personnel within Alberta Transportation, contributing to face and content validity. Two research assistants, given only the information necessary for scoring, evaluated 175 randomly selected MV–MV collisions. Interrater agreement was estimated using kappa (k) and reported with 95% confidence intervals (CIs). Discussion of disagreements between the research assistants and consultation from Alberta Transportation informed the algorithm used in the Alberta Motor Vehicle Collision Culpability Tool (AMVCCT). The AMVCCT was automated and applied to all motorists involved in collisions. Binary logistic regression was used to examine characteristics of the culpable and nonculpable drivers and their effects were reported using odds ratios (ORs) with 95% CIs.

Results: Interrater agreement for the random sample was excellent (k = 0.95; 95% CI, 0.92–0.99). Of those drivers hospitalized, 1,130 (37.54%) were rated not culpable and 1,880 (62.46%) were rated culpable. The odds of being culpable were higher for males than for females (OR = 1.43; 95% CI, 1.23–1.66). The odds of being culpable were higher in those impaired by alcohol than those considered “apparently normal” (OR = 61.10; 95% CI, 22.66–164.75). The odds of being deemed culpable, when compared with drivers >54 years old, were higher for those <25 years old (OR = 1.72; 95% CI, 1.35–2.20) and lower for those in the 40- to 54-year-old age group (OR = 0.78; 95% CI, 0.63–0.96). Driving between 12 a.m. and 6 a.m. resulted in higher odds of being culpable compare with all other 6-h time blocks. Direction and statistical significance remained consistent when applying the tool to all MV collisions. Sensitivity analysis including the removal of single vehicle collisions did not affect the direction or statistical significance of the main results.

Conclusions: The AMVCCT identified a culpable group that exhibited characteristics expected in drivers who are at fault in collisions. The age groups 25–39 and 40–54 demonstrated different results than the CCST. However, this is the only difference that exists in the findings of the AMVCCT compared to the CCST and could exist due to differences between the driving populations in Alberta and British Columbia. It is possible to adapt the CCST to provinces outside British Columbia and, in doing so, we can identify risk factors for collision contribution and not-at-fault drivers who represent the driving population.     

Effects of emphasis terminology in warning instructions on compliance intent and understandability

IntroductionThe aim of this study was to examine whether differing terminology in warning directives can influence compliance intentions and understandability. Despite its important role for warning effectiveness, warning instructions has not received much attention in warning research. Emphasis terms that can be used in warning directives were investigated.MethodThree experiments were conducted. In Experiment 1, participants rated a set of 12 warning directive statements consisted of one basic warning directive, which served as the control and the other 11 one- or two-word emphasis phrases that added to a basic directive. In Experiment 2, participants rated 37 emphasizers on compliance intent. In Experiment 3, participants rated the same emphasizers on understandability.ResultsThe first 2 experiments showed substantial differences in compliance intentions depending on the emphasizer used. For example, some terms and phrases (e.g., “urgent”) produced high compliance intent whereas others showed lower compliance intent (e.g., “recommended”). In Experiment 3, some terms were rated as understandable (e.g., “important”), whereas others were rated as somewhat understandable (e.g., “compulsory”).ConclusionThe addition of emphasis terms to the warning directives influenced people's compliance intent and understandability. In addition, significant correlations were found among compliance intent, understandability, and measures of variability.Practical application. The findings from this research could aid warning designers in selecting understandable wording that gives rise to different levels of compliance intentions.     

Exposure to the sobriety "Checkpoint Strikeforce" campaign in Maryland: impact on driver perceptions of vulnerability and behavior

OBJECTIVES: To compare drivers who were: (1) exposed to Maryland's sobriety "Checkpoint Strikeforce" campaign; (2) not exposed but were aware of it; and (3) neither exposed nor aware of it. This six-month campaign involved periodic road-side sobriety checkpoints, in which police attempted to detect and arrest drunk drivers and a series of radio Public Service Announcements (PSAs) that promoted public awareness. METHODS: A statewide sample of 1725 drivers were interviewed by telephone to determine their exposure to and awareness of this campaign, as well as their beliefs and behaviors concerning drunk driving and seat belt usage. RESULTS: Relatively few people (9.6%) were exposed in any way to the campaign; however almost 30% were aware of it. Significant increases in perceived vulnerability to arrest for drinking and driving were found among those who were exposed. There were no differences in reported drinking and driving, but seat belt usage in the last 30 days was higher among those who were exposed. There were no differences among those people who had been directly exposed to the campaign (i.e., personally gone through a sobriety checkpoint) and those who were indirectly exposed (i.e., knew a family member or someone else who went through a checkpoint). CONCLUSIONS: Exposure to a sobriety checkpoint was associated with increased perceptions of drink-driving risk (i.e., likelihood of getting caught by the police), which was not dependent upon having personally experienced it. Awareness without exposure appears to be insufficient to change perceived risk. The need to increase the reach and frequency of the sobriety "Checkpoint Strikeforce" campaign is indicated.     

When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings

The current study adds to a growing body of research on dark personality traits by investigating the moderating role of promotion focus on the relationships among dark triad traits and facets of job performance. Specifically, we investigated the effects of the dark triad (i.e., Machiavellianism, narcissism, and psychopathy) on supervisor ratings of performance, and the moderating effect promotion focus has on those effects. Using field data, we surveyed 549 employees from a manufacturing company in the USA and obtained supervisor ratings of task performance and helping behavior for each employee. We found support for multiple hypotheses, which suggests that managers rated narcissistic and psychopathic employees as having poorer task performance and psychopathic employees as engaging in fewer helping behaviors than employees low in those traits. Furthermore, promotion focus strengthened these negative relationships. We did not find these effects for Machiavellianism. Implications of these findings for future dark personality research as well as the practical implications for managers and organizations are discussed. Copyright © 2015 John Wiley & Sons, Ltd.