On the aggregation of individual withdrawal behaviors into larger multi-item constructs

This paper reviews the empirical work of Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch, 1990) which collectively propose two specific multi-behavior constructs: work withdrawal and job withdrawal. Subsequent research suggests that the aggregation specified by Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch (1990) may be premature. However, the basic idea of combining multi-item behaviors into a larger construct to enhance work attitude–work behavior relationships (Fisher, 1980) is appealing. This paper attempts to constructively build upon the useful empirical work of Hanisch and Hulin (1990, 1991) and Roznowski and Hanisch (1990) by offering suggestions for further development and testing of multi-item work and job withdrawal behavior constructs. © 1998 John Wiley & Sons, Ltd.     

The relationship of organizational politics and support to work behaviors,attitudes, and stress

The purpose of this paper is to report two studies that investigated the consequences of organizational politics and organizational support on two separate samples of employees. Study 1 surveys 69 full-time employees, while Study 2's sample includes 185 part-time workers. Four major findings were observed. First, the present studies replicated prior findings concerning the relationships of politics and support to such variables as withdrawal behaviors, turnover intentions, job satisfaction and organizational commitment. In general, politics is related to negative work outcomes while support is related to positive ones. Consistent results were obtained within both the full- and part-time samples. Second, we elaborated upon previous work concerning the relationship of politics and support to job involvement. Third, we found in both samples that politics and support did predict above and beyond each other, suggesting that they should be viewed as separate constructs rather than opposite ends of a single continuum. Lastly, Study 2 extended the research on politics and support by analyzing their relationships to four work stress variables: job tension, somatic tension, general fatigue, and burnout. Each of these four variables was predicted by both politics and support. © 1997 by John Wiley & Sons, Ltd.     

Personality of young drivers in Oman: Relationship to risky driving behaviors and crash involvement among Sultan Qaboos University students

Objective: Drivers’ behaviors such as violations and errors have been demonstrated to predict crash involvement among young Omani drivers. However, there is a dearth of studies linking risky driving behaviors to the personality of young drivers. The aim of the present study was to assess such traits within a sample of young Omani drivers (as measured through the behavioral inhibition system [BIS] and the behavioral activation system [BAS]) and determine links with aberrant driving behaviors and self-reported crash involvement.

Methods: A cross-sectional study was conducted at the Sultan Qaboos University that targeted all licensed Omani's undergraduate students. A total of 529 randomly selected students completed the self-reported questionnaire that included an assessment of driving behaviors (e.g., Driver Behaviour Questionnaire, DBQ) as well as the BIS/BAS measures.

Results: A total of 237 participants (44.8%) reported involvement in at least one crash since being licensed. Young drivers with lower BIS–Anxiety scores and higher BAS–Fun Seeking tendencies as well as male drivers were more likely to report driving violations. Statistically significant gender differences were observed on all BIS and BAS subscales (except for BAS–Fun) and the DBQ subscales, because males reported higher trait scores. Though personality traits were related to aberrant driving behaviors at the bivariate level, the constructs were not predictive of engaging in violations or errors. Furthermore, consistent with previous research, a supplementary multivariate logistic regression analysis revealed that only driving experience was predictive of crash involvement.

Conclusions: The findings highlight that though personality traits influence self-reported driving styles (and differ between the genders), the relationship with crash involvement is not as clear. This article further outlines the key findings of the study in regards to understanding core psychological constructs that increase crash risk.     

Child pedestrian behaviors: Influence of peer social norms and correspondence between self-reports and crossing behaviors

Objective: The aims of this study were to determine if children's perception of peers' behavioral norms for crossing streets relates to their personal norms for doing so and if children's self-reports about crossing relates to their actual crossing in a virtual traffic situation. Method: Children (8–10 years, N = 86) completed questionnaires about peer's norms and their personal norms about crossing streets, and also reported on their recent crossing behaviors. These self-reports about crossing were then related to children's actual crossing behaviors measured using a fully immersive virtual reality (VR) system. Results: Children's perception of peers' behavioral norms for crossing related to their personal norms for doing so, and their norms related to their reports of how they have crossed in the past few weeks. When crossing virtual streets, children with higher scores on self-reports about risky crossing behaviors selected smaller (riskier) inter-vehicle gap sizes to cross into, showed less start delay (less time appraising traffic before starting), and experienced more hits. Conclusion and practical applications: Children's perception of peers' behavioral norms for crossing are relevant to their crossing behaviors and may be one way that peers elevate children's risk of pedestrian injury. Children's self-reports about crossing risk may be useful for identifying at-risk youth and strategically targeting interventions to these children.     

Fathers' work experiences effect children's behaviors via job-related affect and parenting behaviors

We suggest that fathers' work experiences (decision latitude, job demands, job insecurity and interrole conflict) indirectly influence children's behaviors (acting out, shyness and school competence) through their sequential effects on job-related affect (job satisfaction, negative job-related mood and job tension) and parenting behaviors (punishing, rejecting and authoritative behaviors). Data on work experiences, job-related affect and parenting behaviors were obtained from 189 fathers; teachers provided ratings of the children's behaviors. Path analysis provided support for the proposed model. Conceptual implications and suggestions for future research on fathers' employment and the links between work and family are discussed.     

A meta‐analysis of the interrelationships between employee lateness,absenteeism, and turnover: Implications for models of withdrawal behavior

We meta‐analyzed the correlations between voluntary employee lateness, absenteeism, and turnover to (i) provide the most comprehensive estimates to date of the interrelationships between these withdrawal behaviors; (ii) test the viability of a withdrawal construct; and (iii) evaluate the evidence for competing models of the relationships between withdrawal behaviors (i.e., alternate forms, compensatory forms, independent forms, progression of withdrawal, and spillover model). Corrected correlations were .26 between lateness and absenteeism, .25 between absenteeism and turnover, and .01 between lateness and turnover. These correlations were even smaller in recent studies that had been carried out since the previous meta‐analyses of these relationships 15–20 years ago. The small‐to‐moderate intercorrelations are not supportive of a withdrawal construct that includes lateness, absenteeism, and turnover. These intercorrelations also rule out many of the competing models of the relationships between withdrawal behaviors, as many of the models assume all relationships will be positive, null, or negative. On the basis of path analyses using meta‐analytic data, the progression of withdrawal model garnered the most support. This suggests that lateness may moderately predict absenteeism and absenteeism may moderately predict turnover. Copyright © 2011 John Wiley & Sons, Ltd.     

An examination of antecedents to coal miners' hearing protection behaviors: a test of the theory of planned behavior

PROBLEM: The National Institute for Occupational Safety and Health's [NIOSH] National Occupational Research Agenda (DHHS Publication No. 96-115) reports that approximately 50% of miners will experience hearing loss by age 50, compared to only 9% of the general population. The present investigation examines three antecedents believed to be associated with miner's use of hearing protection. METHOD: A posttest-delayed-posttest-control group field research design was employed to assess antecedents toward wearing hearing protection. RESULTS: Following the initial posttest, miners' attitudes and subjective norms were antecedents to intentions to wear hearing protection devices. Also, intentions toward wearing hearing protection predicted hearing protection behaviors. Approximately six weeks later, miners' attitudes and perceived behavioral control were each significant predictors of intentions to wear hearing protection and again, intentions were positively associated with hearing protection behaviors. IMPACT ON INDUSTRY: Our results indicate that appeals to normative influences may be the most effective antecedent to employ when persuading coal miners to wear hearing protection. However, messages designed to impact attitudes and perceived behavioral control were also effective.     

The moral self: A review and integration of the literature

The role of the self in moral functioning has gained considerable theoretical and empirical attention over the last 25 years. A general consensus has emerged that the self plays a vital role in individuals' moral agency. This surge of research produced a proliferation of constructs related to the moral self, each grounded in diverse theoretical perspectives. Although this work has advanced our understanding of moral thought and behavior, there has also been a lack of clarity as to the nature and functioning of the moral self. We review and synthesize empirical research related to the moral self and provide an integrative framework to increase conceptual coherence among the various relevant constructs. We then discuss emerging opportunities and future directions for research on the moral self as well as implications for behavioral ethics in organizational contexts. Copyright © 2014 John Wiley & Sons, Ltd.     

The effects of co-presence on risk perception and intention to engage in risky behaviors

IntroductionThis study investigated the relation between co-presence and bicyclists' riding behavior. We assumed that the presence of peer riders would either facilitate or inhibit risky behaviors depending on bicyclists' perceptions of three traffic contexts conducive to risk taking (i.e., red-light, go straight, and turn to left).MethodYoung bicyclists (N = 207) were randomly assigned to two experimental conditions (alone vs. with peers). They filled in a scenario-based questionnaire about their intentions to adopt risky behaviors in three specific traffic situations as well as their risk perception of these situations and their general self-perceived efficacy as a bicyclist. We hypothesized that the presence of peer riders engaged in a risky behavior will facilitate the intention to adopt risky behaviors in situations where group risk is evaluated as lower than individual risk. In opposition, the presence of peer riders engaged in a risky behavior will inhibit the intention to adopt risky behaviors in situations where group risk is evaluated as higher than individual risk.ResultsThe results confirmed the hypotheses.Practical ApplicationsThe findings offer insights for developing new effective education and intervention programs in order to reduce the frequency of dangerous behavior among bicyclists.     

The employee as a punching bag: The effect of multiple sources of incivility on employee withdrawal behavior and sales performance

The link between the interpersonal stressor of workplace mistreatment and objective measures of performance is often overlooked in organizational research. In order to fill this research gap, we examined the unique and combined effects of two sources of incivility (customer and coworker) on objective sales performance and withdrawal behaviors (absenteeism and tardiness). We hypothesized that coworker and customer incivility would interact to predict reduced performance and increased withdrawal, using the conservation of resources model to support our hypotheses. We surveyed 120 bank tellers regarding experienced incivility and obtained performance and withdrawal data spanning a period of several months following the survey. The data indicated that coworker and customer incivility did interact to predict decreased sales performance and increased absenteeism, supporting the majority of our proposed hypotheses. Theoretical and practical implications of the findings and future directions are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

基于DEMATEL-ISM-BN的施工人员不安全行为致因研究*

为明确施工过程中人的不安全行为致因及产生路径,基于理论与案例分析构建以个体、设备、管理、环境为核心的评估指标体系;结合DEMATEL和ISM并借助专家知识构建层次网络模型,将其映射到BN中,依据节点的先验概率和条件概率实现因素之间耦合关系强度的量化;利用正向因果推理方法预测不同情况下不安全行为发生概率,反向诊断推理识别不安全行为产生的最大致因链。结果表明:施工过程不安全行为发生概率为26.5%,最大致因路径为政府监管力度不足→现场监管工作存在漏洞→不良行为习惯→安全认知失误→不安全行为,可为现场施工人员安全行为管控提供参考。     

Pedestrian crossing behaviors at uncontrolled multi-lane mid-block crosswalks in developing world

IntroductionThe gap acceptance theory was primarily used to study pedestrian crossing behaviors, in accordance to static gaps that are calculated in the light of the cross section of crosswalk. However, pedestrians will face a series of dynamic gaps (especially at any uncontrolled multi-lane crosswalk) when they decide to cross the street, thus, pedestrians' decisions are made based on the dynamic gaps of each lane.MethodPedestrians' crossing behaviors at uncontrolled multi-lane mid-block crosswalk were investigated in this study. The lane-based gap (LGAP) was defined and five mid-block crosswalks were selected for observation in Wuhan, China. Pedestrians' behaviors and the corresponding traffic statuses were videoed as collected data, whose statistical analysis indicates that most pedestrians choose the rolling gap crossing strategy, which is different from existing research. Moreover, a logistic regression model was established to evaluate various influencing parameters (such as gender, age, waiting time and traffic volume) on the pedestrians' crossing strategy, whose accuracy is not satisfying. Therefore, the pedestrian dynamic gap acceptance (PDGA) model was put forward to describe pedestrians' crossing behaviors at any multi-lane crosswalk based on detailed analysis of the pedestrians' decision procedure.ResultsThe corresponding results show that its accuracy may be up to 88.6% to well describe pedestrians' crossing behaviors.ConclusionsThe PDGA model is appropriate to analyze pedestrians' dynamic decision procedures at multi-lane mid-block crosswalks.Practical applicationThe findings of this study can be used for safety and performance evaluation of crosswalks at mid-block locations in developing countries like China and India.     

Reorienting job crafting research: A hierarchical structure of job crafting concepts and integrative review

Two dominant perspectives of job crafting—the original theory from Wrzesniewski and Dutton ( 2001 ) and the job demands resources perspective from Tims, Bakker, and Derks ( 2012 )—remain separate in research. To synthesize these perspectives, we propose a three‐level hierarchical structure of job crafting, and we identify the aggregate/superordinate nature of each major job crafting construct. The first level of the structure is job crafting orientation, or approach versus avoidance crafting, which we argue is an essential yet often neglected distinction in the literature. We address the debate surrounding cognitive crafting and identify crafting form (behavioral versus cognitive crafting) as the next hierarchical level of constructs. Finally, we concur that job resources and job demands, or crafting content, capture different ways that individuals craft their jobs. Using this integrated hierarchical structure, we were able to review antecedents and outcomes from both perspectives. We show, for example, that approach crafting in its behavioral form is very similar to other proactive behaviors in the way it functions, suggesting a need for closer synthesis with the broader proactive literature, whereas avoidance crafting appears to be less proactive and often dysfunctional. On the basis of our review, we develop a road map for future research.     

铜中毒引起的秀丽线虫世代间可传递的缺陷

为了研究铜中毒引起的多重生物学毒性是否具有世代间的可传递性.利用秀丽线虫的寿命、体长、后代数目、繁殖速度、运动行为和行为可塑性等参数系统性地分析了铜的多重生物学毒性及其可能的可传递特性.铜中毒导致动物寿命缩短,生长发育受到抑制,出现产卵器发育畸形,世代时间延长,后代数目降低,运动行为也发生缺陷.这些多重缺陷具有浓度依赖性.此外,铜中毒引起的这种多重生物学毒性和行为毒性是可以传递给后代的,而且,后代中一些特定的缺陷比当代更加严重,如运动行为与行为可塑性等.依据这种可传递特性可将铜中毒所导致的多重缺陷分为4个类型.结果表明,秀丽线虫铜中毒引起的多重生物学缺陷很大程度上是可以传递给后代的.     

Mapping cognitions to better understand attitudinal and behavioral responses in appraisal research

Perceptions are important in determining performance appraisal system success. The growing body of research in this area has clearly documented the differences in perceptions between appraisers and appraisees. However, many of these findings are predominately based on aspects of the system in judging its overall effectiveness and rely heavily on self‐report questionnaire responses with weak methodological rigor. Not much is known about the deeper cognitive perceptions of appraisers and appraisees in better explaining their attitudinal and behavioral outcomes. This paper breaks away from conventional questionnaire‐generated perceptions and applies a unique clinical cognitive mapping methodology called the repertory grid technique to elicit the personal constructs of how real respondents perceive appraisal systems based on their real‐life experiences. The method allowed the investigation to go much deeper than past research into the core perceptions that influenced respondents' attitudes and subsequent behaviors. Though the findings showed some commonality in personal constructions of appraisal systems with those found in the literature, new constructs, core perceptual dimensions, and collective cognitive maps were elicited for the very first time, opening up new questions and issues for further research. Implications to theory and practice are also discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

When leaders are forced to stay: The indirect effects of leaders' reluctant staying on subordinates' performance

Leaders who desire to leave the current organization are sometimes forced to stay. The leadership behaviors of these leaders are underexplored in the current literature. Building on proximal withdrawal states theory, this study examines two pathways through which leaders' reluctant staying mindset (i.e., desire but are unable to quit) relates to their subordinates' task performance and organizational citizenship behaviors (OCB). One pathway proposes increased laissez-faire leadership behaviors due to leaders' lower intrinsic motivation; the second pathway proposes increased delegation behaviors due to leaders' higher extrinsic motivation. Using three-wave data collected from 100 leaders and 313 subordinates, we found that leaders' reluctant staying was indirectly and negatively associated with subordinates' task performance and OCB through leaders' lower perceptions of task significance and higher laissez-faire leadership behaviors. At the same time, leaders' reluctant staying increased their bottom-line mentality and delegation behaviors, but the indirect effects on subordinates' performance outcomes were not significant. We discuss the implications of our findings for theory, practices, and future research regarding how to manage leaders who stay reluctantly in the organization.     

Improving safety through applied behavior analysis

This study reports an attempt to improve safety in an industrial plant through the use of applied behavior analysis. The behavioral safety performance of all employees of the plant was observed and recorded with a behavior observation instrument consisting of 35 specifically identified key behaviors. The applied behavior analysis package consisted of training, goal setting, and feedback, used with a withdrawal design. The results confirm the applicability of a behavioral approach to safety. Implications for measurement and evaluation of safety are also discussed.     

An experimental study of the interaction effects of incentive compensation,career ambition,and task attention on Chinese managers' strategic risk behaviors

Building on the person–pay interaction model, we developed and tested a model for the influence of managers' career ambition and task attention on their responses to incentive compensation under different conditions of firm performance. We argued that managers with greater career ambition and task attention will be more responsive to incentive compensation, thereby engaging in more strategic risk behaviors, such as strategic risk taking and strategic change. Results of our experiment using a managerial decision‐making game with a sample of Chinese managers partially supported this contingency perspective. Under the condition of performance decline, managers' career ambition only accentuated the positive relationship between incentive compensation and strategic change. By contrast, task attention strengthened the positive relationships between incentive compensation and both strategic risk taking and strategic change. However, under the condition of performance growth, neither managers' career ambition nor their task attention influenced their responses to incentive compensation. We discuss the implications for how organizational leaders can use incentive compensation to influence the strategic risk behaviors of managers. Copyright © 2015 John Wiley & Sons, Ltd.     

Management commitment to safety as organizational support: relationships with non-safety outcomes in wood manufacturing employees

INTRODUCTION: Employee perceptions of management commitment to safety are known to influence important safety-related outcomes. However, little work has been conducted to explore non-safety-related outcomes resulting from a commitment to safety. METHOD: Employee-level outcomes critical to the effective functioning of an organization, including attitudes such as job satisfaction and commitment to the organization, were included on surveys given to 641 hourly production employees at three wood products manufacturing facilities. Participants' were asked about perceptions of management commitment to safety and job-related variables such as perceived dangerousness of their position, organizational commitment, and withdrawal behaviors. Supervisors also rated the performance of each of their hourly subordinates. RESULTS: Results suggest that employee outcomes differ based on perceptions of management's commitment to safety. Specifically, management commitment to safety was positively related to job satisfaction, organizational commitment, and job-related performance. We also found a negative relationship between commitment to safety and employee withdrawal behaviors. CONCLUSIONS: Our results suggest that increasing employee perceptions of management's personal concern for employee well-being through a dedication to safety will result in positive outcomes beyond improved safety performance. These results also imply that there is a type of social exchange between employees and management that may affect employees similarly to perceived organizational support. IMPACT ON INDUSTRY: Results further reinforce the value of a commitment to safety by a firm's management. Organizations with a strong commitment to safety may enjoy not only a reduction in safety-related events but also increases in desirable employee attitudes and behaviors.