Perceived workplace racial discrimination and its correlates: A meta‐analysis

We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta‐analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination. Copyright © 2015 John Wiley & Sons, Ltd.     

Workforce engagement: What it is,what drives it,and why it matters for organizational performance

Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.     

Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity

Using Leventhal's rules as well as the group‐value model of procedural justice, we first examined how the negative effects of perceived racial discrimination on procedural justice judgments can be attenuated by perceived organizational efforts to support diversity. Secondly, we examine how these effects ultimately impact affective commitment and organizational citizenship behavior. We found that employees who believe some individuals in the workplace are discriminating against them on the basis of race tend to report lower levels of procedural justice from the organization. However, this negative relationship was attenuated when employees perceived that their organization was making efforts to support diversity. Results suggest that individuals' perceptions of organizational efforts to support diversity can help restore perceptions of procedural justice for employees who experience racial discrimination at work. Improving procedural justice also positively impacts affective commitment and organizational citizenship behavior directed at the organization. Copyright © 2009 John Wiley & Sons, Ltd.     

Big‐B versus Big‐O: what is organizational about organizational behavior?*

This paper is an empirically grounded essay about the current state of organizational behavior (OB) research and productive future directions. We report the results of a survey of OB scholars about the current importance of various research topics and their importance in an ideal world. We compare the survey responses with an archival analysis of papers published in leading OB journals over a 10‐year period. We suggest that many of the topics that our respondents perceive to be ‘under researched’ can be summarized with one particular definition of OB that emphasizes organizing behavior. Considering all three definitions together, we highlight the limitations of the traditional (Big‐B and Contextualized‐B) definitions and discuss the benefits of a more organizational (Big‐O) approach. Copyright © 2001 John Wiley & Sons, Ltd.     

Workplace racial/ethnic similarity,job satisfaction,and lumbar back health among warehouse workers: Asymmetric reactions across racial/ethnic groups

Racial and ethnic minority employees constitute a significant proportion of the U.S. workforce. The literature on demographic similarity in the workplace suggests that the proportion of co‐workers who share the same racial/ethnic background (racial/ethnic similarity) can influence job attitudes and employee well‐being and that the reactions to racial/ethnic similarity may differ between the racially dominant and subordinate groups. This study applies status construction theory to examine the extent to which racial/ethnic similarity is associated with job satisfaction and lumbar back health among warehouse employees. We surveyed 361 warehouse workers (204 whites, 94 African‐Americans, and 63 Latino workers) in 68 jobs in nine distribution centers in the United States. Multilevel analyses indicate that white and racial/ethnic minority groups react differently to racial/ethnic similarity. For job satisfaction, white employees experience higher job satisfaction when they are highly racially/ethnically similar to their colleagues, whereas Latino employees experience higher job satisfaction when they are racially/ethnically dissimilar to others. As for lumbar back health, among Latino and African‐American employees, higher racial/ethnic similarity is associated with better lumbar back health whereas for white employees, the association is the opposite. Across all groups, moderate levels of racial/ethnic similarity were associated with the best lumbar back health. Copyright © 2013 John Wiley & Sons, Ltd.     

Graduated driver licensing (GDL) in the United States in 2016: A literature review and commentary

This is the sixth in a series of reviews of research on graduated driver licensing (GDL) published in the Journal of Safety Research, the present review covering the period mid-2012 through 2016. In the two decades since GDL programs began to be introduced on a widespread basis in the United States, a vast amount of research has been published. The current review discusses recent research and the present state of knowledge on the following topics: characteristics of the novice driver population; effects of GDL on crashes for ages 16–19; the learner and intermediate periods; night and passenger restrictions; cellphone laws; GDL for older novices; enforcement of GDL rules; and programs attempting to influence GDL compliance and safe driving practices in general. GDL stands out as a successful policy for reducing teen driver crashes and is worth building on to extend its benefits. Strengthening existing GDL programs has the most potential for producing further crash reductions.     

STEMming the tide: New perspectives on careers and turnover

The question of why so many people leave science, technology, engineering and mathematics (STEM) jobs continues to echo through social science research and Government policy. This is not surprising given the considerable investments into uptake and quality of STEM education and that STEM workers have a pivotal role to play in addressing current and future grand challenges. Yet, too many individuals with tertiary degrees in STEM—disproportionately women, racial minorities, and the underprivileged—leave or pursue careers in non-STEM fields. While demand for employment in STEM continues to grow, such persistent STEM defections present a significant challenge. We offer an integrative special issue of eight empirical articles capturing current thinking and evidence on employee retention and turnover, both within and beyond the realm of STEM. Our thematic analysis of the articles reveals overarching themes around the fundamental question of why people choose to stay in their jobs and why they leave. From this, we provide a future research agenda recognizing the myriad work and nonwork factors influencing the desire and ability to stay in one's chosen profession, particularly in critical sectors where gender and minority attrition rates prevail.     

热爆炸研究的主题聚类、趋势与影响

为全面认识国际热爆炸研究的主题聚类、趋势与影响,使用科技文本挖掘工具VOSviewer对科睿唯安SCI数据库中的1 415篇热爆炸研究论文进行了分析。结果表明:国际热爆炸研究的热点主要分布在燃烧合成、分解、点火、晶体结构、含能材料等方面;以高频关键词为中心形成了5个主要聚类,分别为热爆炸理论基础、热合成、热分解、热行为及含能材料与晶体结构。主题趋势显示热爆炸研究在整体上首先经历了热爆炸理论基础研究,并渗透到了热合成、热分解、热行为和含能材料与晶体结构等方面,高影响主题集中在热合成和热分解两个领域。热合成研究的高影响主题相比其他领域要更加显著,高影响主题涉及传播、镍铝化物、钛镍、铝、碳化及致密化等方面。相比而言,作为热爆炸研究的基础领域,热爆炸理论研究的热度及对应聚类主题的整体引用次数要显著低于目前活跃的领域。     

Motivating the Workforce: The Value of External Health and Safety Awards

This paper considers the prevalence and use of external health and safety awards by companies in the United Kingdom. A review is provided of the types of award schemes currently available. The results from two small research projects present data on the benefits that motivate participation in these awards. The results demonstrate that award schemes are used to motivate the workforce, and a comparison is made with company incentive schemes. However, there are a number of further benefits that can be identified. These benefits may have commercial implications, and include improved opportunities in the competitive tendering process and strengthening of community relations. Benefits may also include positive feedback for the health and safety professional that could lead to acknowledgement by senior management of their contribution to the health and safety performance in the organization.     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.     

Household youth on minority operated farms in the United States, 2000: exposures to and injuries from work, horses, ATVs and tractors

INTRODUCTION: It is likely that youth living on minority operated farms (<3% of U.S. farms) face hazards similar to the general farm population; however, since minority youth are not well represented by general farm surveys, this information hasn't been confirmed. METHOD: Nonfatal injury and exposure data were obtained from the 2000 Minority Farm Operator Childhood Agricultural Injury Survey (M-CAIS). RESULTS: On racial minority farms, there were an estimated 28,600 household youth. Of these, about 41% worked, 26% rode a horse, 23% drove an ATV, and 23% operated a tractor. On Hispanic farms, there were an estimated 17,998 household youth. Of these, 44% worked, 30% rode a horse, 27% drove an ATV, and 25% operated a tractor. CONCLUSIONS: These results show the value of conducting a survey of minorities to identify high risk groups and target issues that may be unique to the minority farm population.     

工业生产粉尘爆炸预防和缓解──近期研究与发展综述

本文包括三个方面，即工业粉爆的基础研究、应用研究以及粉尘点人性和可爆性。基础研究包括粉尘云的形成和点火，火焰的传播以及粉煤产生的冲击波。工业预防措施包括惰化和消除点火源。缓解的方法包括隔爆、泄爆、部分惰化、抑爆和全封闭。基础研究和应用研究相互促进。计算机模拟模型可能成为非常有效的方法，也可用于专家系统。     

Emotional labor threatens decent work: A proposal to eradicate emotional display rules

Emotional labor—the management of emotional displays as part of one's work role—has emerged as a growth area of study within organizational behavior and customer service research. In this article, we call attention to the human costs of “service with a smile” requirements with little benefits. We first review the evidence showing that requiring positive emotions from employees induces dissonance and depleted resources, which hinders task performance and threatens well‐being. We articulate how formalized emotion display requirements limit self‐determination by threatening the autonomy, competence, and belongingness needs of employees. Further, via an organizational justice lens, we argue that emotional labor is an unfair labor practice because employees in such circumstances are (1) undervalued by the organization (constituting distributive injustice); (2) disrespected by customers (constituting interactional injustice); and (3) self‐undermined by organizational policies (constituting procedural injustice). We then argue for bringing light to the dark side of emotional labor with a “modest proposal”: Organizations and customers should abandon formalized emotion display expectations and replace such efforts with more humanistic practices that support and value employees, engendering positive climates and an authentically positive workforce. Copyright © 2015 John Wiley & Sons, Ltd.     

Passenger effects on teenage driving and opportunities for reducing the risks of such travel

OBJECTIVES: To review the research evidence concerning the effects of passengers on teenage driving and crash involvement, and to explore ways to reduce negative effects. METHODS: Review of the international literature on these topics. RESULTS: Passenger presence increases crash risk for teenage drivers, especially when the passengers are other teenagers and especially when they are male. Female passengers do not have the same effects. Teenagers are more susceptible to peer influences than adults. The combination of passenger-induced distraction and driving inexperience can disrupt driving behavior, and there is evidence that teenage driver risk taking increases in vehicles with multiple teenagers. Possible ways to reduce the resulting crash problem include altering the in-vehicle behavior of teenagers or influencing their selection of travel partners. Legal restrictions on passengers with teenage drivers have been found effective in reducing the crash problem. Parental monitoring of teenage driving behavior, and programs aimed at teenagers themselves, could be other options but their efficacy is unproven. It currently is unknown why female passengers have a different effect than males or if that might offer clues about future interventions. CONCLUSIONS: Despite passenger restrictions in the majority of states, 42% of 16- and 17-year-old drivers in fatal crashes in 2005 were transporting teenagers with no adults in the vehicle; 61% of teenage passenger deaths (1,222 in 2005) occurred in vehicles driven by other teenagers. Wider application of passenger restrictions is indicated. IMPACT ON INDUSTRY: Ways to make passenger restrictions more effective are needed, and other techniques for reducing this major problem need development and testing.     

Why we need theory in the organization sciences

To make the case that theory is a necessary part of research in the organization sciences, I develop three lines of argument. In the first, drawing upon Staw and Sutton's (1995, “What theory is not” Administrative Science Quarterly, 40, 371–384) classic piece, I outline the boundaries of theory and, using a recently published empirical article as an example, demonstrate how research based on literature references and line‐and‐box diagrams instead of explanatory theory can make only a limited contribution to the literature. I next discuss more generally the pitfalls of conducting research without first developing theory, citing the example of malaria. In the final section of the article, I defend the role of theory‐review articles, such as those published in the Academy of Management Review, and illustrate (again by reference to an example) how such articles are critical to advancing organizational research. Copyright © 2016 John Wiley & Sons, Ltd.     

Attraction in organizations: A model of workplace romance

Antecedents and consequences of participating in a romantic relationship in the workplace are critically examined. These factors are derived from social-psychological theories of interpersonal attraction, romantic attraction, love, emotion, and social exchange, as well as from previous research addressing romance in the workplace. The antecedent factors explain the processes by which romantic relationships develop between two members of the same organization, and the consequent factors highlight both the beneficial and detrimental effects that such relationships have on the participants, coworkers, and the host organization. Based on these formation and impact factors, a conceptual model of workplace romance is developed along with a series of testable propositions in order to facilitate and direct future research on romantic organizational behavior.     

A behavior based safety approach at a Kuwait research institution

INTRODUCTION: Behavior based safety (BBS) initiatives are the current trend toward improving safety performance. METHOD: This study outlines the framework of the BBS process and summarizes several behavioral safety approaches to accident prevention. RESULTS: Although most of the published research has focused on the improvement of safe behavior in industry, this study is the first to apply the current approach of behavior based safety in a research/educational setting. An experiment conducted at a research institution demonstrated the effectiveness of a well-designed behavior based safety process. A follow-up study indicated that the BBS produced a lasting effect for the experimental group. IMPACT ON INDUSTRY: Results from this study can be the driving force to implement behavior-based safety processes into educational, research, and training organizations.     

Safety and associated parameters influencing performance of rail road grade crossings: A critical review of state of the art

Introduction: Railroad grade crossings (RRGCs) have emerged as critical transportation infrastructures from the point of safety and operational aspects because two modes of transportation intermingle at the intersecting zone; the understanding of safety and traffic operation at RRGC is of prime concern while planning and designing this transportation facility. Method: In this context, this work tries to comprehend RRGC performance-related parameters from published literature and figure out critical gaps. An international synthesis on the identified potential parameters influencing the RRGC performance (i.e., safety, driver behavior, and operational impact) was carried out by critically reviewing the articles published worldwide. Furthermore, key findings, used variables, analysis methods, research gaps, and recommendations were studied. Results: The review revealed that many researchers had explored the driver behavior and safety aspect based on past crash data and violations prevailing at RRGC. However, little research has been done to evaluate the effect of highways' operational characteristics on the performance of RRGC. Moreover, limited investigation has been carried out to understand the dilemma of drivers and the proactive safety evaluation of pedestrians and non-motorized vehicles at RRGC. A total of seven critical research gaps concerning parameters are recognized, facilitating a clear agenda for further research pertaining to RRGC performance.     

基于CiteSpace的高校教师职业心理健康文献计量分析

为系统把握高校教师职业心理健康领域近10年的主要研究内容和研究方向,以中国知网(CNKI)作为数据源,经过2次检索得到2011—2020年10年间的文献,统计分析发文量,使用CiteSpace软件可视化处理,得到关键词共现图谱。结果表明:高校教师职业心理健康的相关研究主要集中于职业倦怠和职业压力,研究热点是成因和对策,重点研究对象为体育教师、青年教师、英语教师和女教师;通过内容分析发现,职业压力和职业倦怠均对高校教师职业心理健康存在消极影响;从社会、学校、个人3个层面有效干预可改善教师职业压力和职业倦怠,进而提升其心理健康。