Social support,group consensus and stressor–strain relationships: social context matters*

In this study, we examined the degree to which individuals' reactions to stressors were influenced by the quality of their shared social environments. Based on social support theory, we proposed that individuals in positive social environments would show lower levels of strain when exposed to stressors than would individuals in negative social environments. The quality of the shared social environment was assessed by measuring the degree of consensus among group members about an issue of importance to the group—namely about the group leadership. Social influence theory provides compelling reasons to believe that this measure of consensus should be a strong indicator of the quality of the social environment within the groups. In multilevel analyses using a sample of 1923 soldiers who were members of 52 Companies deployed to Haiti, we found that the quality of the social environment moderated relationships between (a) work stressors and morale and (b) work stressors and depression. Copyright © 2001 John Wiley & Sons, Ltd.     

Work stressors and coworker support as predictors of individual strain and job performance

This study examined job stressors and coworker social support in relation to both psychological strains and performance. One hundred and ninety‐eight door‐to‐door bookdealers, employed on a seasonal basis, completed self‐report measures of job stressors, psychological strains, coworker social support, and job performance. Performance data were also obtained from company records. Results indicated that stressors predicted both psychological strains and one of the two measures of performance. The strongest predictor was a job‐specific measure of chronic stressors. Social support predicted psychological strains, although it was only weakly related to performance. There was no evidence that social support moderated the effects of any of the stressors. Implications of these findings are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Work environment and the well-being of clerical and VDT workers

This paper explores the relationships between extent of video display terminal usage, perceptions of the physical work environment, task characteristics, and workers' health and well-being among a group of 1032 female office clerical workers. Data are drawn from responses to a 30-minute questionnaire administered at four employment sites during 1981 and 1982. All-day terminal users reported significantly higher levels of job and physical environment stressors than part-day VDT users, typists and non machine-interactive clerical workers. Reports of musculo-skeletal strain and dissatisfaction were also highest among all day terminal users. Part-day VDT users, typists and clerks all reported relatively similar levels of job and physical working conditions, health symptoms and job satisfaction. No significant differences between any of the groups were observed for gastrointestinal, respiratory, psychological and other non-specific health complaints. Typists and clerical workers who also held supervisory positions reported fewer stressors and greater job satisfaction than workers with no supervisory tasks; however there were no such differences between supervisors and non-supervisors engaged in all-day VDT work. Implications of these findings for further research and for job redesign strategies to alleviate the potentially stressful aspects of office automation are discussed.     

Key aspects of successful rehabilitation after repeated or serious driving offenses

Objective: In Germany, license restoration after serious or repeated offenses requires a positive medical psychological assessment (MPA), a test to determine the driver's aptitude. Fulfilling the conditions necessary for a positive MPA often takes longer than the period of license revocation, which is perhaps due to the involvement of different personal, organizational, and environmental factors. To optimize the rehabilitation process, the present study analyzed the key aspects of successful rehabilitation after repeated or serious driving offenses.

Methods: After participating in the MPA, 1,631 subjects completed a questionnaire about rehabilitation efforts. The selection of items for this questionnaire was made according to our own prior research, interviews with problem drivers, and the diagnostic criteria for the MPA. Participants were asked when and from whom they obtained certain information and how relevant this information was for their success. In contrast to other studies, which used reoffense rates as a criterion for successful rehabilitation, we used a positive MPA result (positive, negative, or training) as the criterion for success.

Results: Just over half (52%) of the participants considered themselves optimally informed about the rehabilitation process. The others (47.4% of participants) judged the adequacy of information received as less than satisfactory. Offenders who did not partake in counseling before the MPA achieved a successful result only about half as often (37.1%) as those who did (70%) and were around 3 times as likely to have additional courses imposed upon them (21 vs. 7.6%). Of the offenders who received crucial and helpful information at an early stage, 62.4% attained a positive MPA at the first attempt (regardless of having attended any training courses). The success rate for the first attempt rose to 81% for offenders who were well informed at an early stage and participated in counseling before their first MPA.

Conclusion: The results clearly indicate that the provision of relevant information at an early stage combined with counseling has a beneficial influence on success rates for the rehabilitation process (an increase from 37.1 to 81%). As such, we recommend the introduction of obligatory license consultations, offered by MPA experts, involving a status assessment to customize offenders' rehabilitation and thereby provide more or less intensive guidance or coaching depending on offenders' characteristics throughout their progression through the MPA system.     

Transit bus operator performance and attitudes toward a collision warning system: results of a simulator experiment

OBJECTIVE: This article discusses the results of a simulator experiment to examine the efficacy of a collision warning system for transit bus operators. METHODS: Bus operators from a major metropolitan transit agency were assigned to one of three conditions: a collision warning system with a visual-only driver-vehicle interface, a collision warning system with a visual and auditory driver-vehicle interface, or no collision warning system (baseline). Operators were exposed to a critical event at the end of the simulation, in which a vehicle suddenly stopped in front of the bus while the operator was distracted by an in-vehicle task. Upon completing the experiment, operators who used the collision warning system were asked about their experience using the system, as well as whether or not they would like such a system in real life. RESULTS: Experimental results revealed new information about transit bus operator performance, but indicated no statistically significant differences among the three conditions. Subjective data indicated that operators had a positive attitude toward collision warning system usage. Operators generally liked the collision warning system and felt that a system such as the one used in the experiment would help them in avoiding crashes in the real world. CONCLUSIONS: These findings suggest that a collision warning system for transit bus operators is feasible from the perspective of user acceptance. However, several technical areas still need to be resolved.     

The impact of feedback and self-efficacy on performance in training

This field experiment examined the main and interactive effects of self-efficacy and feedback (i.e. the use of feedback versus no feedback) on performance in a speed reading class. Results showed that the provision of feedback was beneficial to the performance of all subjects, however as subject self-efficacy increased, the beneficial effects of feedback to the subject's performance also increased. Subjects who received feedback on their performance experienced significantly greater increases in self-efficacy than subjects who received no feedback. The more positive the performance feedback received, the greater the increase in individual self-efficacy. The implications of these results for training programs are discussed.     

Pregnancy as a source of bias in performance appraisals

Notwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Langer, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non-pregnant women doing assessment-center-type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non-pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.     

Skin reactions to latex in dental professionals – first Croatian data

Purpose. To determine the prevalence of undesirable skin reactions to latex in dental professionals and students of the School of Dental Medicine in Zagreb, Croatia. Methods. Our research included 444 participants, of which 200 agreed to undergo a skin prick test (SPT). All participants answered a questionnaire in which we asked about incidence of skin lesions, duration of occupational exposure to latex, localization of skin lesions and symptoms. Statistical analysis of the questionnaire and test results was then carried out. Results. Of the total 444 participants surveyed, 249 (56.1%) reported lesions on their skin (professionals 64.8%, students 6.1–58.5%). From the questionnaire, 239 (96.0%) respondents reported lesions on the hands and fingers, mostly in the form of erythema (37.0%) and occasional dryness of skin (29.0%). Positive SPT results were found in 14 (7.0%) out of the 200 respondents who underwent the test. Conclusions. While a large number of subjects (56.1%) reported skin lesions when using latex products at their workplace, the SPT test was positive only in 7.0%. The results show that the prevalence of self-reported skin lesions was significantly related to the length of occupational exposure, with a substantial effect size (p?<?0.001; V?=?0.334).     

The role of dispositions,entry stressors,and behavioral plasticity theory in predicting newcomers' adjustment to work

This longitudinal field study examined the combined effects of dispositions, entry stressors, and behavioral plasticity theory in predicting newcomers' adjustment to work after four and 10 months of organizational entry. Recent graduates completed a questionnaire prior to entry that measured two dispositions (negative affectivity and general self‐efficacy), and a questionnaire four months after entry that measured four entry stressors (role conflict, role ambiguity, role overload, and unmet expectations). Measures of work adjustment were taken after four and 10 months. Based on behavioral plasticity theory, it was expected that the effects of the entry stressors would be most negative for the adjustment of newcomers with low general self‐efficacy. Limited support was found for behavioral plasticity theory. Those interactions that were significant indicated that increasing levels of role conflict were associated with lower organizational commitment and identification for newcomers with low general self‐efficacy. The results also provided weak support for a dispositional theory of work adjustment. The dispositions only predicted three of seven adjustment variables at four and 10 months. However, the entry stressors significantly predicted all seven adjustment measures. The results are discussed in terms of the predominant role played by the organizational setting in predicting newcomers' adjustment to work. Copyright © 2000 John Wiley & Sons, Ltd.     

基于SEM的不安全行为与其意向关系的研究

为检验不安全行为与不安全行为意向的关系,基于计划行为理论(TPB),对7个煤矿的735名一线作业人员进行问卷调查,收集工人被记录的和未被记录的不安全行为数据。采用结构方程模型(SEM)对不安全行为意向与不安全行为之间的关系进行分析。结果表明:安全行为态度、班组安全氛围、不安全行为风险认知偏差与不安全行为意向显著相关(路径系数分别为-0.36,-0.23和-0.57);不安全行为意向与不安全行为显著相关(路径系数为0.85);行为风险认知偏差与不安全行为显著相关(路径系数为0.51);而安全行为态度、班组安全氛围与不安全行为的关系并不显著。     

Driving disability and dizziness

PROBLEM: People with dizziness caused by vestibular (i.e., inner ear) disorders complain of difficulty driving. Physicians occasionally warn their patients with vestibular disorders not to drive. Few studies have asked patients about their driving performance, so little data are available. METHOD: Using the Driving Habits Questionnaire, the authors did structured interviews with people with several different vestibular disorders and with normal subjects. The self-reported crash rate and rate of citations for moving violations did not differ between the subject groups. RESULTS: Patients report reduced driving skills, particularly in situations when visual information is reduced, rapid head movements are used, and specific path integration or spatial navigation skills are needed.     

Modeling negative affectivity and job stress: a contingency‐based approach

Understanding the role of negative affectivity (NA) in relations between job stressors and resultant strains has been a major source of research interest in the organizational literature for almost two decades. In this study, we propose a contingency approach, whereby the role of NA depends on the nature of the strain construct under investigation. Specifically, we predicted that perceived job stressors would fully mediate the relationship between NA and turnover intentions, while job stressors would only partially mediate the relationship between NA and job and life satisfaction, and job stressors would be unrelated to depression once NA was taken into account. The relative fit of these four models is tested utilizing data from two divergent samples (sales representatives and managers) employing both self‐ and informant reports of strain measures where feasible. Hypotheses regarding the specified nature of the NA → stressor → strain relationship generally were supported and replicated across samples. In addition, an alternate model specifying that NA moderates the relationship between stressors and strains was not supported for any strain variable. Copyright © 2004 John Wiley & Sons, Ltd.     

Lower health risk with increased job control among white collar workers

Associations between increased job control and health status were tested with questionnaire data from a random sample of full-time workers (n = 8504) from the national Swedish white collar labor federation, TCO (representing 25 per cent of the Swedish work force). Of these subjects, 1937 had undergone a company-initiated job reorganization during the previous several years. Workers in the job reorganization group who had influence in the reorganization process and obtained increased task control as a result had lower levels of illness symptoms on 11 of 12 health indicators controlling for age and sex (11 of 12 associations significant for males, four of 12 associations significant for females). A previously validated measure of coronary heart disease was significantly lower in circumstances of increased job control for males (8.6 per cent symptom frequency with decreased control versus 3.4 per cent with increased control; p = 0.05). Absenteeism was lower: 10.7 per cent versus 5.0 per cent (0.01). Depression was lower 27.8 per cent to 13.7 per cent (0.001). However, smoking was significantly higher for women 11.0 per cent versus 23.5 per cent (0.01). All illness indicators showed that the process of job reorganization itself was associated with significantly higher symptoms (‘change stress’). However for males (only) symptoms levels when reorganization was accompanied by increased control were often as low or lower than symptom levels for no reorganization at all. Unfortunately, job reorganizations involving employee influence and increased task control were less frequent than job reorganizations involving reduced influence and no increased control, especially for women and older workers.     

Efficacy beliefs and work stress: An exploratory study

This study investigated the possible role of self-efficacy in the stress process by examining relations between stressors (role ambiguity, situational constraints, and hours), strains (job dissatisfaction, anxiety, frustration, and turnover intent), and efficacy beliefs (both individual and collective). Individual efficacy was related to only two of the four strains and had no mediating or moderating effects. Collective efficacy, however, was strongly related to both stressors and strains. Collective efficacy also moderated the effect of work hours and mediated the relation between situational constraints and two of the strain measures. It was concluded that the theory of individual self-efficacy (Bandura, 1977) may not adequately explain collective efficacy. Future research on the self-efficacy construct as well as its role in the stress process was suggested.     

Shiftwork and department-type related to job stress,work attitudes and behavioral intentions: A study of nurses

The present study examined the relationship of shiftwork and department-type with employees' job stress, stressors, work attitudes and behavioral intention. Data were collected by means of a structured questionnaire from nurses (N = 1148) working in eight hospitals in a large, metropolitan city in eastern Canada. One-way ANOVA, MANOVA and two-way ANOVA were used to analyze data. Results generally support the prediction that nurses working on fixed shifts were better off than nurses working on rotating shifts in terms of the dependent variables of the present study. The prediction that nurses working in non-intensive care departments were better off than nurses working in intensive care departments received mixed support at best. A few interaction effects of shiftwork × department-type on dependent variables were also noted. The impact of socio-demographic variables — age, marital status, cultural background (English- versus French-speaking) — on the above relationships were also analyzed. Results are discussed in light of the previous empirical evidence on shiftwork and department-type.     

How important is vehicle safety in the new vehicle purchase/lease process for fleet vehicles?

OBJECTIVE: Despite the potential benefits that fleet vehicle purchase decisions could have on road safety, the role that vehicle safety plays in fleet managers' purchase decisions is poorly understood. METHODS: In this study, fleet managers from Sweden and Spain completed a questionnaire regarding the importance of vehicle safety in the new vehicle purchase/lease process and the importance that is placed on safety options/features relative to other convenience and comfort features. RESULTS: The findings of the current study suggest that vehicle safety is generally not the primary consideration in the vehicle purchase process and is consistently outranked by factors such as price and dependability/reliability. For example, when asked to indicate the vehicle factors that are included in their company's criteria for purchasing/leasing a new vehicle, fleet managers from both Sweden and Spain were more likely to list the vehicle's price, reliability, running costs, size, and fuel consumption than the vehicle's safety (defined as the vehicle's EuroNCAP rating/other safety reports). In addition, the findings of this study suggest that the importance of vehicle safety did not differ across the two countries. For example, there was no significant difference in the proportion of fleet managers who indicated that EuroNCAP ratings were part of their official policy across the two countries. CONCLUSION: The findings highlighted the need to educate fleet managers about vehicle safety in the new vehicle purchase/lease process. In addition, vehicle safety information, such as EuroNCAP results or other crash test results need to be promoted more widely and effectively so that they play a more prominent role in their new vehicle choices.     

Stress and strain among union lay officials and rank-and-file members

This study explored the effects of fulfilling, on a voluntary basis, the role of lay officials in a local union of teachers on stress, strain, and the relationship between stress and strain. Levels of typical teachers' stress, and their effects on strain, were systematically compared for lay officials and rank-and-file members. Data were gathered from 1045 teachers who constituted 60 per cent of the staff in a representative sample of 30 high schools in Israel. Respondents completed a questionnaire that included measures of several types of occupation-specific stresses and two psychological strains: Somatic complaints and burnout. Relative to the rank-and-file members, union officials reported higher levels of overload and parent–teacher conflict, but the same levels of strain. The results of the regression analyses indicated, as expected, that union officials' strain was predicted by stresses associated with their representational duties. For the two groups of teachers, the measures of stress exerted the same detrimental effect on each of the strains. Thus, it was concluded that lay union officials were not at greater risk of psychological strain relative to their fellow teachers.     

Lower back pain and its association with whole-body vibration and manual materials handling among commercial drivers in Sabah

A cross-sectional study was undertaken to determine the prevalence of lower back pain (LBP) and its association with whole-body vibration (WBV) and manual materials handling (MMH). We studied 110 commercial vehicle drivers using a self-administered questionnaire and the VI-400Pro human vibration monitor. Prevalence of LBP was 66.4%. The percentage of drivers who had frequent manual handling of heavy loads was 45.5% and those who handled heavy loads in awkward postures accounted for 86.4%. Daily vibration A(8) averaged on the z axis was 0.25 (0.06) m·s^?2 and at vector sum was 0.29 (0.07) m·s^?2. Daily vibration exposures on the z axis, frequent manual handling of heavy loads and awkward posture during MMH were significantly associated with LBP. Drivers who are exposed to WBV and frequently handle heavy loads manually and with awkward postures probably have more LBP than drivers who are exposed to only one of these risk factors.     

Effects of an absenteeism feedback intervention on employee absence behavior†

The purpose of this study was to test the effects of an Absenteeism Feedback Intervention (AFI) on employee absenteeism. Three hundred and seventy‐one employees working in 14 experimental and 13 control groups in a medium sized hospital participated in the study. Employees working in the experimental groups received absenteeism feedback at three time periods that provided them with information about their own number of absent days and episodes (sequential days counted as a single absence episode) as well as the average of their work and occupational group. Comparisons of absent days and episodes between the AFI and control groups indicate some support for the effectiveness of the intervention. In particular, there was a reduction in absent days and episodes for employees with higher than average absenteeism during the previous year but who were not extreme offenders. The research and practical implications of the AFI for reducing employee absenteeism are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

A field experiment for studying race relations embedded in organizations

When social scientists conduct research in organizations, they engage in relationships with respondents in order to obtain information. For studies of race relations in organizations, questions arise about how researchers take account of their organizational and racial group memberships. This field experiment tests hypotheses derived from embedded intergroup relations theory about the effects of questionnaire administration procedures and race of respondents on response rate, reactions to the research, perceptions of race relations, and satisfaction. Results provided support for several hypotheses that predict respondents will experience the research and respond differently when they answer questionnaires in race alike group meetings than when they report anonymously by mail.