Managing OHS: A route to a new negotiating order in high-performance work organizations?

Contrary to a widely held view, rather than seeing the certification of Occupational Health and Safety (OHS) as a barrier to increasing employee participation, this article views new ways of structuring participation as a necessary step towards making improvements in OHS management systems. The article first considers how work organization has changed and then in a similar way traces how bargaining has shifted from being distributive to become integrative to create a fundamental change in the negotiation regime. Finally, by analyzing an OHS-certified firm in greater depth, the article shows how solutions for improvements in OHS management and notable bottom-up formulations of OHS benchmarks may help us discover how the organizational form of firms with high-performance work organization can be developed through new participatory structures.     

Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations

The present study examines the effects of training and development on organizational innovation. We specifically suggest that the training and development investments of an organization affect its innovative performance by promoting various learning practices. We empirically tested our hypothesis by using time‐lagged, multi‐source data collected from 260 Korean companies that represent diverse industries. Our analysis showed that corporate expenditure for internal training predicts interpersonal and organizational learning practices, which, in turn, increase innovative performance. The data also revealed that the positive relationship between interpersonal and organizational learning practices and innovative performance is stronger within organizations that have stronger innovative climates. By contrast, investment in employee development through financial support for education outside an organization poses a significant negative effect on its innovative performance and no significant effect on learning practices. The present study provides a plausible explanation for a mechanism through which the investment of an organization in employees enhances its innovative performance. Copyright © 2013 The Authors. Journal of Organizational Behavior published by John Wiley & Sons, Ltd.     

Explaining nursing turnover intent: job satisfaction,pay satisfaction,or organizational commitment?

A number of models have been developed to explain nurses' turnover behavior. The common theme that emerges from these models is that turnover behavior is a multistage process that includes attitudinal, decisional, and behavioral components. The purpose of this study was to assess both the direct and indirect impact of certain pay policies upon the turnover intentions of paediatric nurses. The two major questions addressed were: What was the relative impact of job satisfaction, pay satisfaction, and organizational commitment upon the turnover intentions of paediatric nurses eligible for these pay policies? What model accurately portrays the relationship among these three independent variables and turnover intentions? Exploration of the causal pathways among these variables and demographic factors revealed complex models of association. The results suggest that job satisfaction has only an indirect influence on the intention to quit, whereas organizational commitment has the strongest and most direct impact. A further finding that pay satisfaction had both direct and indirect effects on turnover intent was consistent with administrators' assumptions underlying the pay policies. Control variables such as having a degree, having children, and working 12-hour shifts were found to have both direct and indirect influences upon pay satisfaction and turnover intent. © 1998 John Wiley & Sons, Ltd.     

Prioritizing occupational injury prevention in the construction industry: injury severity or absence?

PROBLEM: National occupational injury prevention goals often prioritize the reduction of serious injuries. This study analyzed whether this prioritization is credible in respect to lost-time injuries and short and long term work absence, and the implications this has for injury severity-based versus injury absence-based prevention approaches. METHOD: The data consisted of national and work-site specific injury and absence data from construction workers in Denmark, including workers from the Copenhagen Metro construction sites, during the period 2000-2001. RESULTS AND IMPACT ON INDUSTRY AND GOVERNMENT: Absence length was significantly dependent on the type of injury. Sprains and strains were most prevalent and accounted for approximately one third of injuries and absence. Fractures accounted for one sixth of injuries and the greatest proportion of long-term absence. The results give credibility to the need for targeting sprains and strains in injury and absence prevention initiatives.     

Commentary: graduated licensing--moving forward or standing still?

The widespread application of graduated driver licensing (GDL), starting in the mid-1990s, has greatly reduced young driver crashes. Substantial further reductions are possible by raising the licensing age to 17. This can be done indirectly, through extension of GDL policies (minimum learner age of 16, one-year holding period), or by legislation directly establishing 17 as the licensing age. Other approaches are likely to have limited impact.     

公共安全领域新兴技术:机遇or挑战?

正新兴技术在各领域的应用不断深入和扩大,带来科技飞跃发展的同时,也带来了新兴风险和挑战。本文着眼于新兴技术应用于公共安全及生产安全领域带来的新兴风险和挑战,对未来新兴技术在应用过程中如何抵御风险、提高防范化解重大风险能力提出了建议。     

Safety rules: procedural freedom or action constraint?

The paper presents a partial classification of safety rules as constraints imposed from outside on the freedom of choice of individuals or companies. The classification is linked to the Reason model of skill-, rule-, and knowledge-based behaviour. The imposition of constraints is related to a number of criteria concerning the context and use of the rules to arrive at proposals for when and where to apply what type of rule. To illustrate the principles discussed an example is given of the rule from the Dutch Working Environment legislation concerning the requirement to use “current state of the art in prevention” in companies. The paper proposes providing procedural rule support to companies on how to meet the rule, in the form of a data bank of practicable solutions to health and safety problems.     

Positive emotions,negative emotions,or utility of discrete emotions?

We note a tendency in organizational behavior research to link positive emotions with positive outcomes and negative emotions with negative outcomes. In this Incubator, we argue against this simple association and provide suggestions for researchers to develop interesting lines of enquiry that look beyond simple symmetrical associations. Copyright © 2012 John Wiley & Sons, Ltd.     

One,two or three dimensions of work engagement? Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees

Work engagement, as conceptualized by the Utrecht Work Engagement Scale (UWES), is a work-related positive state of mind that is characterized by vigour, dedication and absorption; however, it still remains unclear how many dimensions work engagement comprises. This study tested the factorial validity of 11 different UWES factorial models that are available in the literature using a confirmatory factor analysis approach on a large sample of multi-occupational Polish employees (N?=?1420). The two-factor UWES-6, comprising vigour and dedication, was found to be reliable and remained invariant across samples drawn from four different organizational positions. It also presented a better fit than the three-factor UWES-9, which is a scale used as a standard in contemporary research on work engagement. The findings suggest that the three-factor UWES-9 might not be an optimal measure of work engagement in Poland.     

Exploring the linkage between the home domain and absence from work: Health,motivation, or both?

The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency are uniquely predicted by respectively health condition and job motivation. We used longitudinal, different‐source data from 1014 employees. The results showed that home quality time was negatively related to absence frequency and duration in the following year through a physical pathway (less physical stress symptoms and health complaints) and through a psychological pathway (less psychological stress symptoms, increased job motivation). Employees with heavy home demands reported more physical and psychological stress symptoms, more health complaints, and lower job motivation. Accordingly, they had longer and more frequent sick leaves in the consecutive year. We conclude that the home domain adds to our understanding of absence from work. In addition, the model including cross pathways between health complaints and job motivation on the one hand, and absence frequency and duration on the other, best fitted the data. Thus, a clear distinction between volitional absence (frequency) and absence due to illness (duration) seems hard to justify. Copyright © 2012 John Wiley & Sons, Ltd.     

A ventilation cooling shirt worn during office work in a hot climate: cool or not?

The aim of the study was to identify whether a ventilation cooling shirt was effective in reducing heat strain in a hot climate. Eight female volunteers were exposed to heat (38?°C, 45% relative humidity) for 2?h with simulated office work. In the first hour they were in normal summer clothes (total thermal insulation 0.8?clo); in the second hour a ventilation cooling shirt was worn on top. After the shirt was introduced for 1?h, the skin temperatures at the scapula and the chest were significantly reduced (p?<?0.05). The mean skin and core temperatures were not reduced. The subjects felt cooler and more comfortable by wearing the shirt, but the cooling effect was most conspicuous only during the initial 10?min. The cooling efficiency of the ventilation shirt was not very effective under the low physical activity in this hot climate.     

Safety teams. Government and business organizations want them and use them, but are they legal?

BACKGROUND: Safety teams have become a popular means to recognize and prevent injuries in the workplace. In fact, organizations, such as OSHA, NIOSH, NIEHS, DOE, and the Ohio BWC, not only encourage safety teams, but have implemented them in their organizations. However, safety teams may not be legal as defined by NLRB Act Sections 2(5) and 8(a)(2). OBJECTIVE: To determine whether safety teams are illegal labor organizations. METHODS: A review of government regulations, safety programs, and safety teams was performed to create a framework of what types of safety programs/regulations are requested and/or required by a variety of government agencies. Next, these requirements were compared to existing case law on illegal labor organizations as defined by the NLRB. RESULTS: Most safety teams and programs, even those implemented by the Federal Government, are illegal labor organizations as defined by NLRB Act Sections 2(5) and 8(a)(2). CONCLUSIONS: The Federal Government needs to amend existing legislation and develop a revision of the NLRB Act that would allow safety teams to function legally in organizations without having to meet intrusive, constricting guidelines that may inhibit the value of safety teams. IMPACT ON INDUSTRY: Organizations must be aware that safety teams may be valuable in reducing job-related accidents and injuries but they may be illegal labor organizations.     

Who takes the lead? A multi‐source diary study on leadership,work engagement,and job performance

Transformational leadership is associated with a range of positive outcomes. Yet, according to substitutes for leadership theory, there may be circumstances under which it is difficult, if not impossible, for leaders to inspire and challenge their employees. Therefore, we hypothesize that transformational leadership behaviors as well as employee self‐leadership strategies contribute to employee work engagement and job performance. Furthermore, we hypothesize that transformational leadership behaviors are more effective when employees have a high need for leadership, whereas self‐leadership strategies are more effective when employees have a low need for leadership. A sample of 57 unique leader–employee dyads filled out a quantitative diary survey at the end of each week, for a period of five weeks. The results of multilevel structural equation modeling showed that employees were more engaged in their work and received higher performance ratings from their leader when leaders used more transformational leadership behaviors, and when employees used more self‐leadership strategies. Furthermore, we showed that transformational leadership behaviors were more effective when employees had a high (vs. low) need for leadership and that the opposite was true for employee self‐leadership. These findings contribute to our understanding of the role of employees in the transformational leadership process. Copyright © 2015 John Wiley & Sons, Ltd.     

Safety climate: Leading or lagging indicator of safety outcomes?

This paper theorizes how and why safety climate can be conceived as both a leading and a lagging indicator of safety events (i.e., accidents, injuries). When safety climate is conceived as a leading indicator, a prospective design is utilized and safety climate data are correlated with accidents/injuries that occur in the future. When safety climate is conceived as a lagging indicator, retrospective designs are used in which safety climate data are correlated with prior accidents/injuries. We examine the research literature to reveal that safety climate has been investigated as both a leading and a lagging indicator, but it is usually only examined as one or the other within a given study and has been examined as a lagging indicator most frequently. Consistent with our theorizing, prospective designs yield stronger relationships than retrospective designs, suggesting that safety climate is a better leading indicator than lagging indicator; however, it is clearly both. Implications for safety climate research and study design are discussed.     

Work-contingent self-esteem: A boon or bane for worker well-being?

Work-contingent self-esteem (WCSE; the degree to which workers' self-esteem is based on workplace performance) has positive consequences for performance, yet less is known about its consequences for well-being. In this paper, we contribute to the literature on WCSE by examining the mechanisms through which it impacts well-being at work and outside of work. We challenge contingent self-esteem (CSE) theory (Crocker & Park, 2004), which argues that CSE negatively impacts well-being by fostering internally controlled (introjected) motivation and diminishing autonomous motivation, by suggesting that WCSE fosters autonomous and internally controlled motivation and thus has both beneficial and harmful effects on well-being. We also expand CSE theory by suggesting that WCSE can negatively impact well-being outcomes by causing work–nonwork conflict. Results from a time-separated design in a sample of full-time employees supported our arguments, revealing that WCSE impacted well-being at work through both autonomous and internally controlled work motivations. WCSE also had negative effects on well-being at and outside of work through work–nonwork conflict. The beneficial effects of WCSE outweighed its harmful effects on job satisfaction and neutralized its harmful effects for all other outcomes. We discuss theoretical implications for CSE theory, self-determination theory, and work–nonwork issues and note important practical implications.     

Forfeiture programs in California: why so few?

PROBLEM: It is estimated that at least 75% of suspended or revoked drivers continue to drive illegally. In states like California, there are also a substantial and growing number of people who drive without ever having been licensed. Some states, such as Ohio and California, have enacted vehicle impoundment and forfeiture programs as sanctions to reduce these offenses. Published evaluations indicate that vehicle impoundment laws reduce recidivism and crash rates. However, vehicle forfeiture programs have been less successful, mostly because of low levels of enforcement. METHOD: Police officers and district attorneys from 17 jurisdictions were interviewed by phone or in person to determine current enforcement levels and impediments to more aggressive application of statutory authority. RESULTS AND DISCUSSION: The survey found that most California jurisdictions are enforcing vehicle impoundments for first-time offenders. However, very few jurisdictions were enforcing the vehicle forfeiture law for repeat offenders. Among the reasons for not enforcing the vehicle forfeiture law was a perception that it was too time-consuming and/or not a priority among prosecutors. However, a number of authorities indicated that the simple vehicle impoundment procedure is often functionally equivalent to forfeiture because many drivers fail to retrieve the vehicle at the end of the impoundment period. IMPACT ON INDUSTRY: Vehicle impoundment programs are effective mechanisms in deterring illicit driving, and states should be encouraged to initiate vehicle impoundment laws. States could achieve even greater safety benefits if vehicle forfeiture sanctions were extensively used for repeat offenders. However, based on California's experience, the incremental benefits of vehicle forfeiture (over vehicle impoundment) may not be very great.     

Trust and distrust in safety leadership: Mirror reflections?

Although research shows that employees’ trust and distrust in management influences their safety behavior, less is known about how these attitudes develop. Based on two-factor models of trust, we hypothesize that distinct trustworthiness qualities precede the development of employees’ trust and distrust in their supervisors. Eighty-five UK construction employees responded to a paired comparison test of trustworthiness qualities, which provided 56 and 53 consistent rankings for trust and distrust, respectively. Consistent with our hypotheses, integrity (measured through honesty) was found to be the most important attitude in the development of both trust and distrust, while a reversed ordering of importance emerged for ability (measured through competence) and benevolence (measured through concern) in the development of trust and distrust. In all cases, only a small number of qualities were most important in the development of each attitude. We discuss how safety initiatives that focus on trust might gain by addressing the qualities that we identify.     

Ready or not: How do we accelerate the developmental readiness of leaders?

A theory of leader developmental readiness is examined comprised of leaders' motivation and ability to develop. Early theory-building and testing suggests leaders' motivation to develop is promoted through interest and goals, learning goal orientation, and developmental efficacy; while leaders' ability to develop is promoted through self-awareness, self-complexity, and meta-cognitive ability. Copyright © 2010 John Wiley & Sons, Ltd.     

Risk assessment in support to land-use planning in Europe: Towards more consistent decisions?

Recognising the importance of establishing appropriate separation distances between hazardous installations and vulnerable residential areas for mitigating the effects of industrial accidents, the European legislation for the control of major accident hazards - the so-called Seveso II Directive - calls for procedures ensuring that technical advice is taken systematically into account for land-use planning (LUP) purposes. Due to historical, administrative, cultural and other reasons, these European Union’s Member States which have consolidated procedures for addressing this issue, have employed different approaches, methods and criteria, with a potential for great divergence in the resulting land-use planning decisions. In order to address this situation and to increase consistency and ‘defendability’ of land-use planning decisions in the EU, a European Working Group has been established and is operating under the coordination of the European Commission’s Joint Research Centre (JRC). This Group, consisting of experts from the EU Member States, the industry and the academia, is trying to understand the different approaches and their implications to LUP decision-making, to develop guidelines in support to these decisions and to examine data sources and tools for consistent application of risk assessment in support to LUP. This paper presents the activities of the Group, reviews the situation with respect to LUP in Europe and discusses whether a direction towards more consistent LUP decisions is being followed in Europe.