The impact of mandatory versus voluntary participation in the Alberta ignition interlock program

Research has demonstrated that participation in an interlock program significantly reduces the likelihood of subsequent driving while intoxicated (DWI) convictions at least so long as the interlock device is installed in the vehicle. Despite the growing number of jurisdictions that allow interlock programs and the demonstrated success of these programs, the proportion of DWI offenders who actually have the device installed is minimal. In an effort to increase the proportion of offenders using interlocks, some jurisdictions require offenders to install an interlock as a condition of license reinstatement whereas others merely offer offenders a reduction in the period of hard suspension if they voluntarily participate in an interlock program. The objective of the present study was to determine the extent to which voluntary interlock participants are more or less successful in terms of subsequent recidivism than those for whom interlock program participation has been mandated. The issue was addressed using data from the interlock program in Alberta, Canada, which provides for both mandatory and voluntary participation. The recidivism experience of voluntary and mandatory interlock participants was examined both during and after the period of interlock installation. Cox regression revealed that, after controlling for (or equating) the number of prior DWI offenses, the survival rates of DWI offenders who were ordered to participate in the interlock program did not differ from those of voluntary participants. These results suggest that further use of mandatory interlock programs should be just as successful as voluntary programs when offenders share characteristics with those studied in Alberta.     

The impact of mandatory versus voluntary participation in the Alberta ignition interlock program

Research has demonstrated that participation in an interlock program significantly reduces the likelihood of subsequent driving while intoxicated (DWI) convictions at least so long as the interlock device is installed in the vehicle. Despite the growing number of jurisdictions that allow interlock programs and the demonstrated success of these programs, the proportion of DWI offenders who actually have the device installed is minimal. In an effort to increase the proportion of offenders using interlocks, some jurisdictions require offenders to install an interlock as a condition of license reinstatement whereas others merely offer offenders a reduction in the period of hard suspension if they voluntarily participate in an interlock program. The objective of the present study was to determine the extent to which voluntary interlock participants are more or less successful in terms of subsequent recidivism than those for whom interlock program participation has been mandated. The issue was addressed using data from the interlock program in Alberta, Canada, which provides for both mandatory and voluntary participation. The recidivism experience of voluntary and mandatory interlock participants was examined both during and after the period of interlock installation. Cox regression revealed that, after controlling for (or equating) the number of prior DWI offenses, the survival rates of DWI offenders who were ordered to participate in the interlock program did not differ from those of voluntary participants. These results suggest that further use of mandatory interlock programs should be just as successful as voluntary programs when offenders share characteristics with those studied in Alberta.     

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.     

Identity accumulation,others' acceptance,job‐search self‐efficacy,and stress

This study examines identity accumulation, others' acceptance of one's aspired self, work role salience, and job‐search self‐efficacy in relation to job stress. One hundred and eighty insurance agents working in six branches of an international assurance company completed self‐report questionnaires. Results indicate that identity accumulation and others' acceptance have direct, significant, and negative relationships with job stress. Job‐search self‐efficacy is found to be effective in moderating the relationship between work‐role salience and job stress. Implications and limitations of the study are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Client–project manager engagements,trust, and loyalty

This study addresses the behaviors of project managers under various conditions of cognitive and affective trust, and the implications for obtaining client loyalty. Theoretical foundations were drawn from interpersonal and interorganizational trust literature. A test of the proposed theoretical framework was conducted in a field setting utilizing a matched design of both project managers and their clients. The results show that reliable project performance positively impacted client loyalty intentions and service‐oriented OCBs positively impacted client secondary retention. An interaction showed that in low cognitive trust situations the project manager behavior of reliable project performance facilitated the obtainment of client loyalty intentions. Implications for research and practice are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

The Janus face of paternalistic leaders: Authoritarianism,benevolence, subordinates' organization‐based self‐esteem,and performance

We investigated how the two components of paternalistic leadership, namely authoritarianism and benevolence, jointly influenced work performance through their impacts on organization‐based self‐esteem (OBSE). Using a sample of 686 supervisor–subordinate dyads collected from a manufacturing firm in the People's Republic of China, we found that OBSE mediated the negative relationship between authoritarian leadership on one hand and subordinate task performance and organizational citizenship behavior toward the organization (OCBO) on the other. We also found that the negative effect of authoritarian leadership on subordinate OBSE, task performance, and OCBO was weaker when supervisors exhibited higher levels of leader benevolence. Also, OBSE mediated the joint effect of authoritarian leadership and benevolent leadership on subordinate task performance and OCBO. Copyright © 2012 John Wiley & Sons, Ltd.     

Weekly work–school conflict,sleep quality,and fatigue: Recovery self‐efficacy as a cross‐level moderator

This study employed a weekly diary method among a sample of 74 Midwestern college student workers in order to examine the within‐person relationships between work–school conflict, sleep quality, and fatigue over five weeks. Further, recovery self‐efficacy was proposed as a cross‐level moderator of the relation between sleep quality and fatigue. Results from multilevel analyses demonstrated that weekly work–school conflict was negatively related to weekly sleep quality and positively related to end‐of‐week fatigue, with sleep quality partially mediating the relation between work–school conflict and fatigue. These findings enhance understanding of the process by which work–school conflict contributes to college student workers' strain on a weekly basis. Additionally, student workers with low recovery self‐efficacy demonstrated a negative relation between sleep quality and fatigue; however, this relation did not exist for student workers with high recovery self‐efficacy. This finding suggests recovery self‐efficacy as an important resource that may reduce the association between poor sleep quality (as a result of work–school conflict) and fatigue. The current findings provide important theoretical and practical implications for researchers, organizations, and college institutions as a whole. Copyright © 2014 John Wiley & Sons, Ltd.     

Differential treatment within sports teams,leader–member (coach–player) exchange quality,team atmosphere,and team performance

Using the leader–member exchange (LMX) theory as a theoretical framework, the present study focused on the occurrence of differential treatment by leaders on social and task‐related issues within teams. It was investigated whether team members' perceptions of the frequency and degree of social and task‐related differential treatment by the leader were associated with their evaluation of team atmosphere and team performance, in addition to the effects of the quality of their own working relationship with the leader (LMX quality). The context of this study consisted of interdependent sports teams. The participants were 605 players belonging to 69 amateur sports teams playing various team sports such as soccer, hockey, and basketball. Social differential treatment was negatively associated with team atmosphere and unrelated to team performance. In addition, it was found that the two forms of task‐related differential treatment included in this study were unrelated to team atmosphere and were differently associated with team performance. The results are discussed with reference to the existing leadership literature. Copyright © 2010 John Wiley & Sons, Ltd.     

Bracketing team boundary spanning: An examination of task‐based,team‐level,and contextual antecedents

There is growing recognition that teams do not function in a vacuum and that external boundary activities are important predictors of team performance, effectiveness, and knowledge sharing. In the past, researchers have focused on the effects of team composition or task characteristics as antecedents of critical boundary spanning activities. However, less effort has been directed at understanding how antecedents at multiple levels can simultaneously influence boundary spanning behavior in teams. This paper takes stock of over 20 years of research on the topic of team boundary spanning. Adopting a “bracketing” approach etc., we develop a multi‐level theoretical model to guide future research on the determinants of team boundary spanning. This model specifies task‐based, team‐level, and contextual antecedents of team boundary spanning and outlines the contingencies shaping the emergence of effective boundary‐management behavior in teams. Copyright © 2008 John Wiley & Sons, Ltd.     

Job engagement,perceived organizational support,high‐performance human resource practices,and cultural value orientations: A cross‐level investigation

Drawing on social exchange theory, we developed and tested a cross‐level model of organizational‐level predictors of job engagement. Specifically, we examined the impact of high‐performance human resource (HR) practices on employee engagement and work outcomes. Based on a sample of 605 employees, their immediate supervisors, and HR managers from 130 companies, our results indicated that high‐performance HR practices were directly related to job engagement as well as indirectly related through employees' perceived organizational support. In turn, job engagement was positively related to in‐role performance and negatively related to intent to quit. Culture was found to act as a critical contextual factor, as our results also revealed that the relationship between HR practices and perceived organizational support was stronger when collectivism was high and when power distance orientation was low. Overall, the findings shed new light on the processes and conditions through which employee work‐related outcomes are enhanced owing to high‐performance HR practices. Copyright © 2015 John Wiley & Sons, Ltd.     

Beliefs about ‘improvability’ of career‐relevant skills: relevance to job/task analysis,competency modelling,and learning orientation

Based on data obtained from three samples of participants from both a work organization and a college setting, this paper addressed two major research objectives relevant to organizational behavior and applied psychology. First, we wanted to explore the nature of implicit theory of skill malleability in more detail than has been done before. This was done by drawing on KSAO dimensions from the task/job analysis literature, and examining linkages among: (a) task/job analysis; (b) implicit theories; and (c) competency modelling (an area in which there has been little empirical research). The studies found multiple factors of beliefs about KSAO improvability and showed a clear ordering of improvability beliefs (from most to least improvable) that follow predictions made in the Iceberg model of competencies. The present studies also found relationships between perceptions of KSAO importance and KSAO improvability, as well as evidence that this relationship is stronger for people who have been in a role/job longer, having had greater opportunity to observe critical KSAOs improve over time. A second major objective of the research was to explore improvability beliefs within a nomological network that would help to further establish the construct validity of the beliefs within the learning/development area. Using structural modelling, the improvability beliefs were tied to learning‐oriented concepts including self‐efficacy for learning and development, tendency to compare oneself to others when learning, as well as learning‐oriented attitudes and behaviors. The potential practical value of improvability beliefs is discussed, as are suggestions for future research. Copyright © 2003 John Wiley & Sons, Ltd.     

Cognitive processes in procedural justice judgments: The role of ease‐of‐retrieval,uncertainty, and experience

In a field experiment with 517 job applicants, the processes underlying the formation of procedural justice judgments were investigated. It was hypothesized that procedural justice judgments may be based not only on content information (e.g., “What are fair aspects of the selection procedure?”), but also on the felt ease or difficulty with which this content information can be retrieved from memory (ease‐of‐retrieval; e.g., “How easily can I recall fair aspects of the selection procedure?”). Evaluations of the company's online application procedure show that job candidates based procedural justice judgments on content information or on ease‐of‐retrieval, depending on their uncertainty regarding the online application procedure as well as their prior experiences with online applications. Specifically, experienced applicants who felt certain based their judgments on ease‐of‐retrieval, whereas all other applicants based their judgments on content information. Implications for research on the formation of justice judgments as well as practical applications are discussed. Copyright © 2010 John Wiley & Sons, Ltd.