The influence of subordinate age on managerial actions: An attributional analysis

The present research examined the effects of employee age on managers attributions and actions toward subordinates. The major prediction was that managers attributions would mediate the effects of age on managerial actions. One-hundred and twenty-four undergraduate management students participated in a laboratory experiment in which subordinate age (30 versus 60 years) and performance (high versus low) were manipulated. A laboratory study was conducted so that subordinate credentials and performance levels could be controlled. Analyses indicated that poor performance by older subordinates was attributed more to stable factors than similar performance by younger subordinates. In addition, job simplification was rated as more appropriate and training was recommended as less appropriate for older subordinates. A series of hierarchical regression analyses indicated that the differences in managerial actions were a function of subjects' attributional patterns. Implications of the findings for practice and future research are discussed.     

Predictors of willingness to relocate for managerial and professional employees

This study explored possible determinants, both inside and outside the job sphere, of willingness to relocate. Data were collected from a large sample of managerial and professional employees in one organization. Unlike previous research, this study investigated willingness to relocate for three different purposes: (1) for a better job or career development; (2) to help the organization; or (3) to remain employed. However, only two factors of willingness to relocate emerged: willingness to relocate for career enhancement or company needs, and willingness to relocate to remain employed. Results showed that the strongest predictors of willingness to relocate to remain employed were job sphere variables such as satisfaction with career development opportunities and propensity to remain, while family and community variables were much more important in predicting willingness to relocate for career enhancement or company needs. The implications of these results for both the organization and individuals are discussed.     

Social support and managerial affective responses to job stress

This research examines the moderating or buffering effects of two social support variables—support from the work group and from the supervisor—on the relationships of role conflict and ambiguity to intrinsic job satisfaction, job involvement and job anxiety. Data were collected from a sample of 89 middle-lower managerial personnel in a large, heavy equipment manufacturing firm in the Midwest. The moderated regression technique was used in data analysis. Significant interactions were obtained between the role variables and both social support variables. The results were in the predicted direction for positive work outcomes (i.e. job satisfaction and involvement) and contrary to prediction for negative work outcome (i.e. job anxiety). Implications of the findings for future research, the management of stress and leadership behaviour are discussed.     

A further examination of managerial burnout: Toward an integrated model

A model of managerial burnout was examined among 148 human service supervisors and managers. The findings suggest that emotional exhaustion plays a central mediating role in the burnout process. Social support and direct control were associated with exhaustion through role stress. Job and life satisfaction, and time spent with clients and subordinates were also related to exhaustion. In turn, exhaustion was related to depersonalization, professional commitment, and turnover intentions. An expected reciprocal relation between exhaustion and helplessness was not found, as the former had only a weak impact on the latter. Implications for stress coping are discussed.     

The measurement of TQM principles and work-related outcomes

Building on the work of Dean and Bowen (1994), this paper proposes measures of the extent to which three TQM principles (i.e. customer focus, continuous improvement, and teamwork) have become an integral part of an organization's culture. The measures are also used to examine the relationship between the implementation of TQM principles and work-related outcomes, to include job satisfaction, communication, and perceptions of the work environment. Results derived from a survey of 2249 employees of a large midwestern organization indicated that reasonably reliable and distinct measures were developed and that the adoption of TQM principles was associated with more favorable work-related outcomes. Further research to verify the psychometric properties of these measures and to determine whether TQM principles impact on ‘harder’ measures of organizational performance is recommended. © 1997 by John Wiley & Sons, Ltd.     

Constructive controversy,the Vroom-Yetton model,and managerial decision-making

Empirical tests have indicated that following the Vroom-Yetton Normative Model of leadership predicts reliably to successful managerial decision-making. However, it does not consider the kind of social interaction among decision makers. Recent experiments have demonstrated that controversy constructively discussed can facilitate decision-making. To see whether constructive controversy can supplement the Vroom-Yetton model, 58 managers enrolled in an executive-level MBA programme described a successful and unsuccessful decision-making experience by answering the Vroom-Yetton questions and by indicating the extent those involved in making the decision experienced constructive controversy. Results indicate that both the Vroom-Yetton model and constructive controversy are significantly related to successful decision-making. A regression analysis indicated that constructive controversy accounted for 45 per cent of the variance of decision success whereas the Vroom-Yetton model accounted for 5 per cent. While the Vroom-Yetton model is useful at the preplanning stage for choosing a decision style, much greater contribution is provided by constructive discussions of opposing opinions when actually generating the decision.     

下向穿层瓦斯抽采钻孔新型封孔方法及应用

潘三煤矿17181(1)运输顺槽顶板岩层含水丰富,下向穿层钻孔抽采17181(1)运顺瓦斯受岩层富水影响较大。为解决这一问题,结合潘三矿11-2煤顶板实际情况,分析了影响下向穿层钻孔抽采瓦斯的主要因素,提出了"先区域封水,后打抽采钻孔,再利用‘两堵一注’快速封孔法封孔"成套技术解决方案,形成了一种新型下向穿层瓦斯抽采钻孔封孔方法。经潘三矿17181(1)瓦斯综合治理巷现场实践证明,下向穿层抽采钻孔的瓦斯抽采纯量与抽采浓度均有大幅度提高,钻孔封孔效果良好。     

An investigation of the willingness of managerial employees to accept an expatriate assignment

Data obtained with the aid of structured questionnaires from a Singaporean managerial sample (N = 228) were used to examine receptivity to an expatriate assignment in terms of the cultural similarity or dissimilarity of the country of relocation. Results of a paired t-test indicated that respondents were significantly more receptive to an expatriate assignment in a culturally similar location than in a culturally dissimilar location. Results of hierarchical regression analyses revealed mixed support for the study's propositions and explained only modest amounts of the variance in the culturally similar (R² = 22 per cent) and dissimilar (R² = 20 per cent) models. Limitations of the study, directions for future research and implications of the findings are discussed.     

Intraorganizational mobility and work related attitudes

Survey responses of 690 employees of a state agency were used to investigate the idea that internal mobility experiences ‘spill over’ to affect a variety of job attitudes and perceptions. Having one's internal mobility expectations met, as opposed to unmet, was associated with more favorable work-related attitudes, a finding not moderated by demographic factors. Furthermore, employees denied a job change for ‘fair’ reasons generally exhibited more favorable work-related attitudes than those denied for a reason construed as ‘unfair’ (e.g. sex discrimination, reverse discrimination). Demographic characteristics were again observed to moderate few relationships.     

Operationalizing the outcomes of union commitment: The dimensionality of participation

In contrast to the past and current reliance upon a unidimensional or additive index of union participation, our research presents evidence of the multidimensional nature of the construct of union participation, a behavioral manifestation of union commitment. In this study, we examined a more diverse set of items than typically used in studies of union commitment and participation, ranging from holding union office to voting and to the more mundane, day-to-day activities which may take place in the workplace. Our results suggest three distinct dimensions to union participation, each representing potentially varying strengths of union commitment: an administrative factor reflecting office holding duties; an intermittent factor, reflecting participation in activities scheduled or available at particular times; and a supportive factor, reflecting on-going participative activities in support of other members of the union. Our findings further suggest these dimensions are relatively stable across time periods in two diverse samples: a retail worker sample and a nursing sample. Implications of the results are discussed.     

Mentorship and career mobility: An empirical investigation

The literature on mentorship is briefly reviewed, revealing that many studies have documented the functions that mentors provide to proteges, including vocational and psychosocial support. This study investigates the link between these functions and the career mobility outcomes of proteges. Results from a random sample of 244 manufacturing managers supports previous research on the dimensions of mentoring. Further, vocational (coaching) and psycho-social (social support) were found to be related to managers' salary level and promotions. Implications of these results for future studies of mentoring are discussed.     

Age and work outcomes: The moderating effects of self-efficacy and tool design effectiveness

This field study addressed the relationship between age and work outcomes by investigating the effects of two potential moderators of age–work outcome relations: self-efficacy and perceptions of tool design effectiveness, while controlling for job tenure, job demands, and gender. Findings revealed that job-focused self-efficacy beliefs moderated the relationship between age and absenteeism, while tool design moderated the relationship between age and performance. Self-efficacy and tool design both had direct positive main effects on job satisfaction. Implications for research on age and constructive work force management are discussed.     

The effect of helmets on motorcycle outcomes in a level I trauma center in Connecticut

Objective: The State of Connecticut has a partial motorcycle helmet law, which has been linked to one of the lowest helmet compliance rates in the Northeast. We examine the clinical and financial impact of low motorcycle helmet use in the State of Connecticut.

Methods: A retrospective cohort study comparing the outcomes between helmeted and nonhelmeted motorcycle crash victims over a 12.5-year period, from July 2, 2002, to December 31, 2013. All patients who were admitted to the hospital after a motorcycle crash were included in the study. Patients were stratified into helmeted and nonhelmeted cohorts. Group differences were compared using t-test or Wilcoxon rank test for continuous variables and chi-square test for dichotomous outcomes. Regression models were created to evaluate predictors of helmet use, alcohol and drugs as confounding variables, and factors that influenced hospital costs.

Results: The registry included 986 eligible patients. Of this group, 335 (34%) were helmeted and 651 (66%) were nonhelmeted. Overall, nonhelmeted patients had a worse clinical presentation, with lower Glasgow Coma Scale (GCS; P <.01), higher Injury Severity Score (ISS; P <.01), higher incidence of loss of consciousness (LOC; P <.01), longer intensive care unit (ICU; P <.01) admissions, and higher incidence of head (P <.01) or face injuries (P <.01). Nonhelmeted patients were also twice as more likely to die from their injuries (P =.04, odds ratio [OR] = 1.89, 95% confidence interval [CI], 1.02–3.45). Financially, nonhelmeted patients incurred mean hospital costs of $18,458, whereas helmeted patients incurred $14,970 (P =.18). ISS, GCS, and ICU length of stay were significantly correlated with increased hospital costs (P <.01). Not using a helmet was a significant predictor of mortality (P =.04) after adjusting for alcohol/drug use and age.

Conclusions: Helmet use is associated with lower injury severity and increased survival after a motorcycle crash. These outcomes remained consistent even after controlling for age and alcohol and drug use. The medical and financial impact of Connecticut's partial helmet law should be carefully evaluated to petition for increased education and enforcement of helmet use.     

Willingness to accept mobility opportunities: Destination makes a difference

Previous research on employee willingness to accept mobility opportunities involving geographic relocation has generally not specified characteristics of potential destination communities. However, studies of employee adjustment following relocation suggest that community characteristics are critical to employee satisfaction. In order to better understand the factors that influence employees' acceptance of mobility opportunities, we investigated differences in both levels and antecedents of willingness to accept mobility opportunities involving relocation between similar communities and relocation between dissimilar communities. Results suggest that employees were particularly reluctant to accept moves between dissimilar communities, and that the role of career factors, community attachment, and location preferences as antecedents varied depending on the specific nature of the mobility opportunity. Implications for research and practice are discussed.     

Work role centrality of industrial workers as related to organizational conditions,task autonomy,managerial orientations and personal characteristics

The study shows that, for a sample of 818 industrial workers, work role centrality (WRC) is positively related to task autonomy and to organizational conditions of sector of ownership, unit-type of production system, and production stability; it is also weakly related to the orientations of production managers concerning the sharing of information, general supervision and granting autonomy. The task autonomy - work role centrality relationship is maintained beyond other organizational conditions, but the effects of managerial orientations are attenuated by task autonomy and by organizational conditions. Situational conditions such as production system and stability, managerial orientations and task autonomy add to the variance of WRC explained by personal attributes of gender, education and job training, and by the outcome of job satisfaction, and a combined model of both types of variables is the most efficient. Generally, work role centrality is found to be a fairly sensitive response to the work situation, but it is suggested that perceptual and attitudinal data be added to the explanatory model.     

The effect of correct cross-chest clip use on injury outcomes in young children during motor vehicle crashes

Objective: Traffic crashes have high mortality and morbidity for young children. Though many specialized child restraint systems improve injury outcomes, no large-scale studies have investigated the cross-chest clip's role during a crash, despite concerns in some jurisdictions about the potential for neck contact injuries from the clips. This study aimed to investigate the relationship between cross-chest clip use and injury outcomes in children between 0 and 4 years of age.

Methods: Child passengers between 0 and 4 years of age were selected from the NASS-CDS data sets (2003–2014). Multiple regression analysis was used to model injury outcomes while controlling for age, crash severity, crash direction, and restraint type. The primary outcomes were overall Abbreviated Injury Score (AIS) 2+ injury, and the presence of any neck injury.

Results: Across all children aged 0–4 years, correct chest clip use was associated with decreased Abbreviated Injury Scale (AIS) 2+ injury (odds ratio [OR] = 0.44, 95% confidence interval [CI], 0.21–0.91) and was not associated with neck injury. However, outcomes varied by age. In children <12 months old, chest clip use was associated with decreased AIS 2+ injury (OR = 0.09, 95% CI, 0.02–0.44). Neck injury (n = 7, all AIS 1) for this age group only occurred with correct cross-chest clip use. For 1- to 4-year-old children, cross-chest clip use had no association with AIS 2+ injury, and correct use significantly decreased the odds of neck injury (OR = 0.49; 95% CI, 0.27–0.87) compared to an incorrectly used or absent cross-chest clip. No serious injuries were directly caused by the chest clips.

Conclusions: Correct cross-chest clip use appeared to reduce injury in crashes, and there was no evidence of serious clip-induced injury in children in 5-point harness restraints.     

The contribution of traumatic brain injury to the medical and economic outcomes of motor vehicle-related injuries in Ohio

Objective

To describe traumatic brain injury (TBI) among injured roadway users. Aim 1 assessed the association of age, gender, alcohol/drug use, safety equipment use, type of roadway user, metropolitan area, and primary payer with motor vehicle-related TBI outcome. Aim 2 assessed the relationship of motor vehicle-related TBI and risk/protective factors with medical and economic outcomes.

Methods

Population-level hospital and trauma databases from the Ohio Hospital Association and Ohio Department of Public Safety, respectively, were probabilistically linked for 2003 through 2006. Injured roadway users (motor vehicle occupants, motorcyclists, bicyclists, pedestrians, and others) were assessed for TBI, ventilator use, intensive care unit (ICU) admission, injury severity score (ISS), need for rehabilitation, death, and total hospital charges.

Results

The odds of a motor vehicle-related TBI were greater among those not using safety equipment (OR = 1.56). The interactions of alcohol/drug use by gender and of alcohol/drug use by location were significant. Sustaining a TBI increased the odds of requiring ventilation (OR = 3.66), being admitted to the ICU (OR = 2.51), having a high ISS (OR = 4.24), requiring rehabilitation (OR = 2.22), or death (OR = 2.52). When compared with a non-TBI, total hospital charges increased by a factor of 1.35 for a TBI. Hospital charges were $46,441 on average for individuals who sustained a TBI, whereas mean hospital charges were $32,614 for patients with a non-TBI.

Conclusions

Among injured roadway users, individuals who sustain a TBI are more likely to require extensive medical care and have injuries resulting in death.

Impact on industry

Prevention strategies aimed at reducing alcohol use and increasing safety device use should be encouraged to reduce the burden of TBI.     

Perceived intra-organizational mobility: Reliable versus exceptional performance as means to getting ahead

‘Work hard and get ahead’ is a fundamental tenet of modern organizations, but employees have different interpretations of what it means to ‘work hard’ and perceive that there are multiple channels to ‘get ahead’. The current research explores employees' perceptions of the factors affecting their intra-organizational upward mobility. Results using a survey instrument in a large American medical college show that employees can distinguish among intra-organizational mobility channels based on reliable role performance, on exceptional role performance, and on non-performance factors such as personal characteristics (e.g. race and gender), or luck and favoritism. Perceptions of mobility channels are related to such organizationally relevant outcomes as employee satisfaction and turnover intentions. Occupational sub-groups, however, perceive different structures for upward mobility.