Organizational commitment,turnover and absenteeism: An examination of direct and interaction effects

A three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.     

泥炭粒径对阴燃蔓延速率影响的实验研究

实验研究了自然对流下,不同颗粒粒径(1mm,1mm~2mm,2mm~3mm,3mm~4mm,4mm)的泥炭向下阴燃现象。通过测量泥炭阴燃内部温度,分析了泥炭颗粒粒径大小对泥炭阴燃峰值温度、峰值温度处阴燃蔓延速率、水分蒸发前锋(T=90℃)蔓延速率、泥炭热解前锋(T=312℃)蔓延速率和炭氧化前锋(T=421℃)蔓延速率的影响。实验结果表明:各颗粒粒径泥炭的阴燃峰值温度在510℃到710℃之间变化,平均峰值温度大小呈现随着粒径的增大而减小的趋势。除了粒径1mm的泥炭阴燃实验外,其他粒径的泥炭阴燃稳定蔓延阶段峰值处的蔓延速率随着粒径的增大而增大。实验发现粒径2mm泥炭阴燃蔓延速率随着粒径的增大而增大,而粒径3mm泥炭阴燃蔓延速率随着泥炭粒径的增大而减小,粒径2mm~3mm是一个界限值。     

An examination of the curvilinear relationship between leader–member exchange and intent to turnover

Based on the theoretical identification of three different motivational forces for voluntary turnover—affective, calculative, and alternative—we hypothesize that the relationship between supervisor–subordinate relationship quality (i.e., leader–member exchange) and turnover intentions is best represented as curvilinear as opposed to linear. We test this hypothesis in two organizational samples consisting of 402 employees from a water management district and 183 employees from a distribution services organization. We found support for the hypothesis in both samples. We offer directions for future research. Copyright © 2005 John Wiley & Sons, Ltd.     

Age effects on the predictors of technical workers' commitment and willingness to turnover

Building commitment and preventing costly turnover of technical employees are key challenges facing organizations today. We examine whether the elements of the employment relationship that predict commitment and willingness to change companies vary significantly with age. Using a sample of over 3000 technical professionals from six large companies, we find that in comparison to those under 30, satisfaction with job security is more strongly related to the commitment of more senior workers (ages 31–45 and those over age 45) and to their desire to remain with their companies. In contrast, satisfaction with work–life balance is more strongly related to commitment of those under age 30 than those over 30. Also, for the under‐30s, satisfaction with opportunities to develop technical skills and pay linked to individual performance has a stronger negative relationship with willingness to change companies than for those over 45. While statistically significant, the size of the age effects is small, suggesting popular and managerial attention devoted to differences among age groups may be overblown. Copyright © 2002 John Wiley & Sons, Ltd.     

Attributional conflict between managers and subordinates: An investigation of leader-member exchange effects

The present study investigated the discrepancies, or conflict, between the attributions of leaders and members as a function of LMX quality and explored the relation between attributional conflict and subordinate job satisfaction, perceptions of equity, and turnover intentions. Data for the study were provided by 141 supervisor-subordinate dyads from the managerial ranks of a large manufacturing organization. Both parties of the dyad made attributions for subordinate loyalty, affect, and contributions, member behaviors identified as critical in previous LMX research. Limited support emerged for the hypothesis that attributional conflict would be greater in dyads where subordinates reported lower rather than higher LMX quality. Findings suggested that attributional discrepencies are due, in part, to the tendency of leaders to make more favorable attributions for subordinates reporting higher LMX quality than for subordinates reporting lower LMX quality. Results also revealed that, while attributional conflict was negatively related to subordinate satisfaction and perceptions of equity and positively related to turnover intentions, attributional conflict did not predict subordinate work outcomes when the effects of LMX quality were controlled. Implications of these findings were discussed.     

Job and industry fit: the effects of age and gender matches on career progress outcomes

Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned somewhat higher salaries in masculine‐typed jobs, while men earned considerably higher salaries in feminine‐typed jobs. In addition, we observed a three‐way interaction between gender, age, and age‐type of industry indicating that younger men received more promotions in old‐typed industries, while younger women received more promotions in young‐typed ones. Results are discussed in light of cognitive matching approaches and status characteristics theory. Copyright © 2004 John Wiley & Sons, Ltd.     

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.     

The effect of the Swedish bicycle helmet law for children: An interrupted time series study

BackgroundPrevious population-based research has shown that bicycle helmet laws can reduce head injury rates among cyclists. According to deterrence theory, such laws are mainly effective if there is a high likelihood of being apprehended. In this study, we investigated the effect of the Swedish helmet law for children under the age of 15, a population that cannot be fined.MethodAn interrupted time series design was used. Monthly inpatient data on injured cyclists from 1998–2012, stratified by age (0–14, 15 +), sex, and injury diagnosis, was obtained from the National Patient Register. The main outcome measure was the proportion of head injury admissions per month. Intervention effect estimates were obtained using generalized autoregressive moving average (GARMA) models. Pre-legislation trend and seasonality was adjusted for, and differences-in-differences estimation was obtained using adults as a non-equivalent control group.ResultsThere was a statistically significant intervention effect among male children, where the proportion of head injuries dropped by 7.8 percentage points. There was no evidence of an intervention effect on the proportion of head injuries among female children.ConclusionAccording to hospital admission data, the bicycle helmet law appears to have had an effect only on male children.Practical applicationsThis study, while quasi-experimental and thus not strictly generalizable, can contribute to increased knowledge regarding the effects of bicycle helmet laws.     

An experimental study on the effect of mobile phone conversation on drivers' reaction time in braking response

Introduction

This paper presents an experimental study in which the effect of three factors (distance between cars, mobile call duration, and time of driving (day or night)) on drivers' reaction time in braking response was investigated.

Methods

The experiment was performed in a real driving environment in which 27 male adults between the ages of 22 and 24 years participated. Three levels of the first two factors (i.e., distance between cars and call duration) and two levels of the last factor (i.e., time of driving) were selected to conduct the experimental study. A full factorial design of experiment with 18 treatment combinations and three replicates of each combination were used. Fifty-four trial runs were performed in a random manner and for each run drivers' reaction time in braking response was measured, which served the data for further analysis. Analysis of variance (ANOVA), interaction effect analysis, and various model adequacy tests were carried out using Design Expert software.

Results

The results of the study indicated that the most important factor affecting the drivers' reaction time in car braking response was the mobile call duration followed by the time of driving, with a high level of interaction between the two factors. It was also found that the distance between cars did not seem to have a significant effect on the reaction time in braking response. It is to be noted that these response times are expected to be higher under normal driving conditions where awareness of experimental environment is not present.

Impact on Industry

The findings of this study would help mobile phone industries in improving safety of mobile phone users in driving environment.     

曝气量及亚硝酸盐浓度对SBBR单级自养脱氮系统性能的影响

为了提高单级自养脱氮工艺的脱氮性能及稳定性,采用SBBR反应器,通过连续试验及间歇试验研究了曝气量对单级自养脱氮系统脱氮效率及脱氮负荷的影响,分析了反应器内不同曝气条件下氨氮降解特征、亚硝酸盐质量浓度与氨氮降解速率的关系,并探讨了污泥的亚硝酸盐氧化活性与SBBR反应器稳定性的关系。连续试验结果表明,曝气量从48 L/h提高到88 L/h,总氮平均去除率由72.46%增长至93.00%,总氮平均去除负荷由0.29 kg N/(m3·d)提高至0.57kg N/(m3·d)。间歇试验结果表明:氨氮降解速率随曝气量增加而提高,出水氨氮及总氮质量浓度随曝气量增加而降低;同时曝气期DO质量浓度随曝气量增加而有所升高;在整个SBBR周期内未出现亚硝酸盐积累的现象,亚硝酸氮质量浓度一直较低(低于2.00mg/L),向反应器中添加亚硝酸盐可以促进氨氮的降解;随曝气量增加,由于污泥的亚硝酸盐氧化活性较低,硝化作用产生的硝酸盐并未大幅增长,系统表现出了较好的稳定性;氨氮未完全降解时,反应器内DO质量浓度曲线缓慢下降或基本保持不变,当氨氮完全被去除时,系统不再耗氧,DO质量浓度迅速升高,曲线出现拐点,DO拐点对单级自养脱氮控制有重要参考价值。     

浅议企业安全文化建设与安全标准化建设的关系

目前由于国内各企业正在开展企业安全标准化建设工作,很多企业对安全标准化建设与企业安全文化建设之间的关系感到困惑。本文首先介绍了企业安全文化的层次和各层次间的关系以及安全标准化建设的相关内容,然后分析了企业安全文化建设与安全标准化建设之间的关系,最后得出安全标准化建设是企业安全文化的重要组成这一结论。安全标准化建设是建设安全文化的重要措施之一,企业可以通过安全标准化的建设来完善其在安全文化建设中的不足。本文能为企业进行安全标准化建设和安全文化建设的实施提供参考依据。     

An experimental study on the burning rate of a continuously released n-heptane spill fire on an open water surface

Spill fires are common during oil product storage and transportation after a loss of containment. Since the burning fuel is moving and the fuel depth is quite shallow, the burning rate in a spill fire is different from that of a pool fire with a static burning zone. Unlike pool fires, which have been studied for decades and have well-established correlations for burning rate, research on spill fires is inadequate. In this paper, continuously released n-heptane spill fire experiments were conducted on open water surfaces with varying fuel discharge rates. The pool diameters were measured, and the spill fire burning rates were estimated based on a dynamic balance between fuel supply and combustion. The burning rates in n-heptane pool fires from the literature were reviewed and compared with the estimated burning rates in spill fires of the same dimension. The spill fire burning rate was found to be close to that in a pool fire during the initial burning phase but lower than that in a bulk burning pool fire and that in a “fuel-level-controlled” pool fire. The distinction between the burning rates of spill fires and pool fires is explained by the heat balance analysis of the fuel layer. A model for the spill fire burning rate was proposed accordingly. The results calculated with the presented model are closer to the measured data than those calculated with pool fire models.     

The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis

Research on the association between high commitment Human Resource (HR) practices and work-related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta-analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and Compensation (SOC) theory and on Regulatory Focus theory, we identify a bundle of maintenance HR practices and a bundle of development HR practices, and hypothesize that the association between maintenance HR practices and work-related attitudes strengthens with age, and that the association between development HR practices and work-related attitudes weakens with age. Our meta-analysis of 83 studies reveals that, in line with social exchange and signaling theories, employees' perceptions of HR practices are positively related to their work-related attitudes, and that calendar age influences this relationship largely as expected. These results are discussed in light of the above mentioned theories. Copyright © 2009 John Wiley & Sons, Ltd.     

Incremental effects of reward on experienced performance pressure: positive outcomes for intrinsic interest and creativity

Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by performance pressure, was positively related to supervisors' ratings of creative performance. Study 3 found that college students' receipt of reward for high performance increased their experienced performance pressure which, in turn, was positively related to intrinsic interest and creativity. Copyright © 2008 John Wiley & Sons, Ltd.     

Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism

In this study we explore whether emotion experienced at work mediates the relationships between perceived supervisor support, psychological hardiness, and employee cynicism. Data were collected from employees working at a medical technology company located in Switzerland. Mediational analyses showed that employees' positive and negative emotions experienced amidst an organizational crisis fully accounted for the relations between perceived supervisor support and cynicism and psychological hardiness and cynicism. Practical implications and directions for future research are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

压裂钻孔孔壁破坏行为与注水流量相关性试验研究

为分析流量对水力压裂钻孔起裂特征的影响,开展了不同注水流量水力压裂实验,得到了煤体起裂过程的孔壁压缩应变-水压曲线。结果表明,流量的增大使破裂形态趋于复杂,表现在裂缝的数目及宽度会变多增大,而原煤则更易于沟通原生裂隙;对于无明显节理的配比型煤,随着注水流量增大,孔壁应变速率和起裂压力均增高;对于含明显节理的原煤,孔壁应变速率及起裂压力变化具有一致性,但与流量变化不一致,原煤内部的节理会影响试块起裂行为,降低钻孔内能量积聚速率和煤体破裂强度。研究成果对于揭示钻孔起裂行为具有重要理论意义,为水力压裂实验研究提供了一种新思路。     

兰州市蔬菜基地蔬菜体内As污染及累积效应研究

对兰州市蔬菜基地蔬菜体内As质量比进行方差分析和多重比较.结果表明,同一区域土豆、西红柿、茄子、辣椒、豆角、白菜和大葱体内As质量比之间表现出极显著差异,大葱体内As质量比显著高于其他蔬菜体内As质量比,白菜体内As质量比最低;不同区域相同土豆、西红柿、茄子、辣椒、白菜和大葱体内As质量比之间表现出显著差异.豆角体内As质量比之问没有表现出差异,兰州市七里河区蔬菜基地蔬菜体内As质量比显著高于其他各区蔬菜基地蔬菜体内As质量比,永登县蔬菜基地蔬菜体内As质量比最低.蔬菜体内As质量比与土壤As质量比呈显著正相关性.     

Cognitive and motivational frameworks in U.S. research on participation: a meta-analysis of primary effects

In this paper we classify 86 published studies of participation conducted in the U.S. according to whether they are based on cognitive or motivational conceptual frameworks, then conduct a meta-analysis of 124 correlation coefficients obtained from them to determine whether distinguishing between conceptual frameworks portends differences in the findings of U.S. research on the effects of participatory processes on performance and satisfaction. Results reveal noticeable differences in the findings of participation–satisfaction research, but also indicate that these differences diminish substantially upon elimination of research based on single-source self-reports. If interpreted as evidence of percept–percept inflation, these findings are wholly consistent with those of other recent analyses. If interpreted as evidence of the greater accuracy of self-report measures of intra-psychic phenomena, they suggest that research on the relationship between participation and satisfaction has been influenced by the conceptual frameworks used to design studies and formulate conclusions. © 1997 John Wiley & Sons, Ltd.     

安全产品的供求特性及其与行业安全形势的关系初探

基于安全经济学的基本原理，通过对不同行业的自动安全水平和法定安全水平之间的关系的分析，论述了不同行业安全产品的需求特性，以及与此相适应的安全产品供给特性；并对安全产品的特殊供求机制与特定行业的安全形势之间的关系进行了初步的探讨，提出了提高行业安全水平的对策。     

Effects of dyadic duration on the relationship between leader behavior perceptions and follower outcomes

This research focused on the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics. Specifically, a field study of engineering personnel examined dyadic duration as a moderator of the relationships between supervisory leadership behavior and subordinates' attitudes and behavior. Moderated regression analysis revealed that the length of time a subordinate had served under the same supervisor influenced the relationship between supportive and directive leader behaviors and follower performance. Implications of these findings were discussed, focusing on the exchange process between individual leaders and followers.