Extension of TACOM to the complexity of tasks designed for abnormal situations in nuclear power plants

TACOM (TAsk COMplexity) is a measure for evaluating the complexity of tasks prescribed for emergency situations in nuclear power plants. Five sub-measures constituting TACOM represent five different aspects of the task complexity exhibited in operating procedures for emergency situations. The practicality of TACOM has been verified through a series of empirical studies. However, tasks designed for abnormal situations that can significantly affect the safety of nuclear power plants, also need a proper measure for evaluating their complexity. TACOM provides a process, a systematic cognitive task analysis method and a set of guidelines to support its application. Therefore, although the characteristics of abnormal task situations are not the same as those of emergency situations, TACOM seems to be reasonably applied to abnormal situations or at least to offer meaningful insights for developing a measure for evaluating the complexity of tasks in abnormal situations. Thus this study examined the applicability of TACOM to abnormal situations through case studies. Particular attention was paid to the sufficiency and appropriateness of the three methodological tools, which are the process, the cognitive task analysis method and the set of guidelines. Collective consideration of the case studies and the characteristics of tasks prescribed for abnormal situations led us to draw the conclusion that TACOM could be reliably used for abnormal situations as well. This paper reports the process of how to apply TACOM to the tasks of abnormal situations and discusses some lessons learned through this application.     

企业安全管理中的非正式群体功能探析

在企业中非正式群体是客观存在的,它对企业安全管理具有正向（积极）和负向（消极）的双重功能。如果正确引导,非正式群体可弥补正式群体的不足,在实现企业安全生产目标中发挥重要的作用,反之,则会干扰企业安全生产目标的实现。企业安全管理者应正视非正式群体的存在,并正确认识非正式群体,充分利用其特点,加强引导与控制,因势利导,趋利避害,调动一切积极因素,为实现企业安全目标服务。本文介绍了企业非正式群体的类型及特点,阐述了在企业安全管理中如何加强对非正式群体的引导、利用及控制管理,充分发挥非正式群体的正向功能,限制其负向功能。     

The moderating role of task characteristics in determining responses to a stressful work simulation

Two experimental studies were conducted to examine whether the stress‐buffering effects of behavioral control on work task responses varied as a function of procedural information. Study 1 manipulated low and high levels of task demands, behavioral control, and procedural information for 128 introductory psychology students completing an in‐basket activity. ANOVA procedures revealed a significant three‐way interaction among these variables in the prediction of subjective task performance and task satisfaction. It was found that procedural information buffered the negative effects of task demands on ratings of performance and satisfaction only under conditions of low behavioral control. This pattern of results suggests that procedural information may have a compensatory effect when the work environment is characterized by a combination of high task demands and low behavioral control. Study 2 (N=256) utilized simple and complex versions of the in‐basket activity to examine the extent to which the interactive relationship among task demands, behavioral control, and procedural information varied as a function of task complexity. There was further support for the stress‐buffering role of procedural information on work task responses under conditions of low behavioral control. This effect was, however, only present when the in‐basket activity was characterized by high task complexity, suggesting that the interactive relationship among these variables may depend on the type of tasks performed at work. Copyright © 1999 John Wiley & Sons, Ltd.     

Self-appraisal and perceptions of the appraisal discussion: A field experiment

Performance evaluation based on self-appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both-rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty-one ratees and 81 raters randomly assigned to self-appraisal and control groups participated in the study. Results indicated that the self-appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self-appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non-self appraisers. However, informal self-appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self-appraisal which warrant future research.     

Time perspective balance and team adaptation in dynamic task contexts

The concept of time perspective balance has attracted increased attention from scholars in the past decade, reflected in published evidence suggesting positive outcomes ranging from enhanced mood to life satisfaction for those individuals possessing balance among their past, present, and future time perspectives, and assumedly able to shift their time perspective to match situational demands. In this paper, we consider the notion of time perspective balance in an organizational setting within which much consequential adaptation often occurs—the team environment—and explore different configurations of time perspective balance in teams facing dynamic task contexts. Drawing from work on situational awareness, we first consider the mechanism by which time perspective balance likely influences individual adaptation in dynamic task-focused situations. Next, we postulate what types of team configurations—ones with more balanced time perspective uniformity or ones with more time perspective variety—might be more appropriate in dynamic contexts given key team conditions. We illustrate our analysis with examples from healthcare team settings and offer ideas for future research.     

Recipient and observer reactions to discipline: are managers experiencing wishful thinking?

A qualitative study of recipients' and observers' reactions to discipline events was conducted. Data from 123 recipient interviews and 46 observer interviews were content analyszed and categorized. Results showed that while both groups see positive results from discipline, recipients and observers may lose respect for the discipliner, and may develop negative attitudes toward the organization as a consequence of the discipline. They are also likely to perceive the discipline event as unfair, especially when discipline is applied for informal as opposed to formal rule violations. Copyright © 2001 John Wiley & Sons, Ltd.     

Buyer–supplier alliances in the automobile industry: how exit‐voice strategies influence interpersonal relationships

Although automobile manufacturers emphasize that they are building more cooperative, long‐term relationships with their suppliers, we hypothesized and found that buyers are actually pursuing a dual strategy approach, in which they use threats on out‐group suppliers while providing help to in‐group members. Our hypotheses were based on the exit, voice, and loyalty typology, and on research from leader–member exchange theory. We also found that the macro‐level strategy set the context for the micro‐level interactions between buyers and suppliers. The degree to which the buyers and suppliers interacted in a friendly, informal manner depended more on the in‐ or out‐group status of the supplier firm than on the interaction style preferences of the suppliers. These findings are consistent with Mischel's ( 1977 ) theory that individual differences predict behavior under weak environmental conditions but not under strong environments. Compared to buyers, suppliers were more likely to prefer a friendly, informal interaction style. These findings were predicted based on the research on emotional display rules and emotional labor. Copyright © 2000 John Wiley & Sons, Ltd.     

How do leadership motives affect informal and formal leadership emergence?

To what extent and in what ways do leadership motives of potential leaders predict their informal and formal leadership assignments? To address these questions, we conducted two studies in a military setting. In the first study (n = 215), we examined a mediated‐moderation model in which we hypothesized that the motivation to lead (MTL) of candidates to an elite unit would predict their teamwork behaviors and their tendency to emerge as leaders of their peers. We further hypothesized that cognitive ability would interact with MTL to predict teamwork behaviors and that teamwork behaviors would mediate the relationship between this interaction and leadership emergence. In Study 2, we followed up 60 candidates who were selected to the unit and examined whether MTL would predict the extent to which they achieved formal leadership roles. The findings of Study 1 supported the hypotheses included in the moderated mediation model. In Study 2, as expected, MTL predicted formal leadership emergence. We discuss several theoretical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

Occupational health and safety issues in the informal economic segment of Pakistan: a survey of construction sites

This research covers the current status of occupational health and safety (OHS)-related practices in the informal construction segment of Pakistan. Data were collected, through interviews, from 316 construction sites employing 3577 workers. The results of the study reveal that both employers and workers lack knowledge of OHS laws/standards and no practices of this nature are enacted at these construction sites. Alarmingly, work-related accidents, whenever they happen, are not given due attention and there is no formal injury-report system. The informal construction industry employs a huge portion of the informal workforce, and lack of OHS happens at tremendous human cost. These research findings may thus play their role in strengthening the case for reforms in the sector. This study, if properly utilized, may also enable employers of the sector by increasing their knowledge about OHS practices and, as a result, trying to offer safer environments for their workers.     

Driving task analysis as a tool in traffic safety research and practice

The paper explains the need for task analysis in the context of car driving, because the interaction between the car drivers‘ capabilities and the demands of the actual driving task determines the outcome in terms of a more or less safe driving behaviour. After reviewing past approaches, the main focus is on the presentation of a new procedure for driving task analysis and driver requirement assessment (SAFE: Situative Anforderungsanalyse von Fahraufgaben). A framework for task analysis is derived both from classifications of road traffic situations and a model of the drivers’ information processing. The first step of the procedure is to divide a given driving task into subtasks. These subtasks are appointed to defined stretches of the road and the time structure of the subtasks is determined. For each subtask an analysis format is used, that organizes different requirements into perception, expectation, judgement, memory, decision and driver action. Then, typical driver errors are attached to the subtasks, and all the information together is compressed to ratings of complexity and risk in order to derive the crucial subtasks. Finally, some examples of how the method can be applied are presented and its future usefulness is discussed.     

The effects of job-related stress on medical center employee communicator style

Founded on the assumption that communicator style is situationally and contextually influenced, this study investigates the effects of job-related stress on communicator style. It was specifically designed to measure the effects of job-related stress factors on employee communicator style within the context of a medical center organization. Three central research questions are posed: (1) what, if any, meaningful differences in communicator style can be found from general work conditions to stress-specific conditions; (2) do different stress conditions give rise to meaningful differences in communicator style; (3) what communicator style differences exist among three major medical center employee hierarchies in response to stress-specific situations. The results indicate that communicator style in the stress-specific sample was significantly more dominant, open, attentive but less dramatic and friendly. Multivariate analysis revealed that communicator style accounted for the greatest differences between employees who were experiencing stress due to being unprepared to perform their work role. All role-related stress variables were more powerfully discriminated by the communicator style variables than department/unit stress (stress at the work group level). Finally, communicator style variables provided statistically significant discrimination of three occupational groups: physicians, administrators/managers, and line employees. Physicians appeared to be more assertive and less supportive in their communication; administrators/managers were assertive but also supportive while line employees were both submissive and supportive in their communicator style. These three employee groups were also discriminated using the job-related stress variables. Although statistically significant findings were obtained, the discriminant functions were less powerful than the communicator style discriminant functions.     

The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups: a cross‐cultural analysis

Increased job complexity and autonomy have often been associated with improved performance in work groups. This study examines the mediating effect of group cohesiveness. The moderating effects of individualism/collectivism on the relationship between job characteristics (both complexity and autonomy) and cohesiveness are also tested. The sample consists of 381 teams drawn from the Hong Kong and U.S. branches of an international bank. The findings indicate that an increase in job complexity and/or task autonomy will increase group cohesiveness, which subsequently translates to better performance. The positive effects of job complexity and autonomy on group cohesiveness are also found to be more prominent for individualistic rather than collectivistic work groups. The theoretical implications of the results and the limitations of the study are also discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

Occupational accident: An example of fatalistic beliefs among medical waste workers in Bangladesh

This study was conducted to see whether fatalism is an important factor in explaining occupational accidents among medical waste operatives in Dhaka, Bangladesh. Data were collected using a variety of qualitative techniques and included observation, formal and informal dialogue. Sampling strategies included formal representative sampling, purposive and authoritative sampling. Employers did not supply PPE or offer training to their staff. Most workers (73%) did not wear PPE regularly, and a further 18% wore only insufficient PPE. Consequently, most waste workers (95%) reported that they had experienced occupational accidents, mostly (75%) from used needles and other sharps. These observations were associated with fatalistic beliefs among the participants, both managers and employees, who attributed these events to “fate” reflecting their perceived lack of control over such accidents. This study reveals many examples of a lack of organisational awareness that can occur within a culture of fatalism.     

Associations between driver training, determinants of risky driving behaviour and crash involvement

The core aim of the study is to examine associations between formal and informal practical driver training as well as driving experience on the one hand and young drivers’ safety attitudes, self-assessment of driving ability and self-reported driver behaviour on the other hand. An additional aim is to examine the associations between attitudes, self-assessment and behaviour on the one hand and crash involvement on the other hand. The results are based on a self-completion questionnaire survey conducted among a representative sample of Norwegian drivers aged 18–20 years (n = 1419). The results showed that there were small yet significant associations between driver training, on the one hand and traffic safety attitudes and risky driving behaviour on the other hand. The amount of formal driver training was negatively associated with the respondents’ evaluation of their driving skills; although the amount of lay instruction was positively associated with such self-evaluation. The results also showed that attitudes as well as self-assessment of driving ability were significantly associated with self-reported risk behaviour. This was especially true for attitudes related to rule violations. There was a strong association between crash involvement and exposure (measured as months holding a licence). Young novice drivers’ crash involvement seems stronger associated with driving skills (manifested as self-assessment of driving ability) than safety attitudes and self-reported driver behaviour. The consequences of the results for driver training and accident prevention are discussed.     

Model-based hazard identification in multiphase chemical reactors

Chemical productions operated in extreme conditions (high pressure, high temperature) require a detailed analysis of all potentially dangerous situations that can lead to a major industrial accident and thus cause a loss of life and property. Many accidents in the near or distant history underline the need of a detailed safety analysis in process industries, not only in the phase of plant design but also during the operation of the plant. It would be shown that simulation of a chemical unit using an appropriate mathematical model and the nonlinear analysis theory can be a suitable tool for safety analysis. This approach is based on mathematical modeling of a process unit where both the steady-state analysis, including the analysis of the steady states multiplicity and stability, and the dynamic simulation are used. Principal objective of this paper is to summarize problems regarding the model-based hazard identification in processes. A case study, focused on phenomena of multiple steady states in ammonia synthesis reactor will be presented. The influence of the model complexity and model parameters uncertainly on the quality of safety analysis would be underline.     

Competing hypotheses analyses of the associations between group task conflict and group relationship conflict

Although previous research have reported strong and positive intercorrelations between group task conflict and group relationship conflict, several different theoretical rationales exist for the positive link and the empirical literature remains equivocal. To clarify the causal linkage between the two types of conflict, we derived seven models specifying how group task and relationship conflict can be related to each other, including some rival explanations. We tested the competing models using a longitudinal panel design, with data collected from 74 project teams comprising a total of 388 students. The results indicated that relationship conflict led to an increased subsequent task conflict through negative group affect. Task conflict, however, predicted a subsequent relationship conflict under a specific context, that is, groups that had lower levels of trust among the members. Copyright © 2010 John Wiley & Sons, Ltd.     

Safety management systems and safety culture in aircraft maintenance organisations

A self-regulatory model was proposed to examine how different organisations manage safety, with particular emphasis on the human and organisational aspects. The relationships of different aspects of safety culture and safety management systems were explored through the deployment of different research measures and methods. Studies of four aircraft maintenance organisations included analysis of documentation and qualitative interviews, surveys of safety climate and attitudes, expected response to incidents and compliance with task procedures. The model was effective in analysing the salient features of each organisation' s safety management system, though it underestimated the roles of planning and change. The data from management interviews, the incidents survey and safety climate survey exhibited a large measure of agreement in differentiating between the different safety management systems and safety climate of the four organisations. The measures of compliance with task procedures and safety attitudes did not differentiate between the four organisations (though one organisation did differ from the others in safety attitudes). This suggests a strong, relatively homogeneous professional sub-culture of aircraft technicians spanning the different organisations. Differences in safety attitudes and climate were found between occupational groups, though in the case of climate the differences between occupational groups were a function of the organisation, suggesting a differentiated notion of safety culture. The professional sub-culture of technicians is likely to mediate between the organisation' s safety management system and safety outcomes.     

Effects of time-gap settings of adaptive cruise control (ACC) on driving performance and subjective acceptance in a bus driving simulator

A study was conducted to investigate the effects of time-gap settings and contents of secondary tasks on a fix-based bus driving simulator on drivers’ performance while reclaiming control from ACC in a car-following scenario of emergency brake by the lead vehicle. Thirty professional bus drivers drove on the simulator with the scenario of highway traffic flow under 12 random time-gap settings: from 0.64 s to 2.40 s with the interval of 0.16 s. As for the effects of secondary tasks, subjects were evenly divided into three conditions: no secondary task interference, simple secondary task, and complex task. The results demonstrated that different safety demarcations of time-gaps on subjective acceptance and driving performance can be found out. The integrated demarcations separated time-gaps into divisions that represented different levels of danger. It revealed that the safer time-gaps for different situations were: longer than 1.60 s for none-secondary task distraction and longer than 2.08 s for being continuously distracted by secondary tasks. The demand for simple tasks is relatively high, so a larger time-gap is needed for the driver to remain safe. This research has implications for the time-gap selection of ACC and effects of secondary task distraction on buses. A next logical step will focus on determining time-gaps for lead vehicles on curves or slopes, when multiple vehicles are present ahead, and modeling driver behavior and performance with ACC for cars, buses, and other types of vehicles.     

The impact of job demands and behavioral control on experienced job stress

The present study examines the impact of behavioral control on the experience of work strain under conditions of work overload. Extending experimental laboratory findings that suggest that control can lessen the impact of aversive stimuli on psychological and physiological strain responses, we hypothesized an interaction between control and workload such that the effects of high demands on strain would be less if the worker had behavioral control over the task. This hypothesis is also consistent with Karasek's job demands-job decision latitude model of work strain and health. The hypothesis was tested in a laboratory experiment in which 125 subjects worked on a mail sorting task with either a high or moderate level of workload and either a high or low level of behavioral control. Strain responses were assessed with measures of job satisfaction, anxiety, and physiological arousal. The hypothesis was only partially supported in that high control lessened the impact that work overload had on anxiety. While not fully supportive of the model, the results are seen as conservative given the constraints on the manipulation of work overload inherent in the laboratory environment.