矿工不安全行为DARF形成机制实证研究

为探明矿工不安全行为形成机制,控制不安全行为,在计划行为理论（TPB）和健康行动过程取向理论（HAPA）的基础上构建矿工不安全行为整合理论模型,通过问卷对468名矿工进行不安全行为调查,并利用结构方程模型对理论模型进行实证检验,结果表明:行动效能、主观规范、风险知觉、结果期待、态度对矿工不安全行为意向具有显著影响;行为态度是社会性规范、示范性规范、结果期待以及风险知觉与行为意向之间的中介变量;应对计划对于不安全行为具有正向影响;矿工不安全行为的形成源于DARF机制,包括以行为意向为核心的动力机制（D）、以应对计划为核心的行动机制(A)、以应对自我效能为核心的制约机制(R)、以主观规范为核心的反馈机制(F)。     

A Process investigation of realistic job previews: Mediating variables and channels of communication

A laboratory experiment was conducted to investigate the role of three possible mediating variables (job attitude, job knowledge, and job acceptance intention) to explain the effects of realistic job previews (RJPs) on entry-level outcomes. In addition, the effectiveness of an oral realistic job preview presented by an employment interviewer was compared to a written RJP. Sixty undergraduate student volunteers were randomly assigned to one of three conditions: (1) an oral RJP presented to job applicants by the employment interviewer during an employment interview; (2) a written RJP given to job applicants to read before an employment interview; and (3) a control condition in which job applicants received general job information from the interviewer during an employment interview. Results indicated that knowledge was an important mediator of RJP effects on several entry-level outcomes whereas attitude and job acceptance intention did not mediate RJP effects although both were strongly related to job acceptance decisions. In addition, the oral RJP was more effective than both the written RJP and general job information in creating positive preceptions of interviewer and organization honesty. Both the oral and the written RJP lowered subjects' job expectations and increased role clarity in comparison to the control group but did not affect job acceptance or commitment to job choice. The implications for future RJP research and application are discussed.     

Perceived enjoyment,concentration, intention,and speed violation behavior: Using flow theory and theory of planned behavior

Objective: Road accidents are an important public health concern, and speeding is a major contributor. Although flow theory (FLT) is a valid model for understanding behavior, currently the nature of the roles and interplay of FLT constructs within the theory of planned behavior (TPB) framework when attempting to explain the determinants of motivations for intention to speed and speeding behavior of car drivers is not yet known. The study aims to synthesize TPB and FLT in explaining drivers of advanced vehicles intentions to speed and speed violation behaviors and evaluate factors that are critical for explaining intention and behavior.

Method: The hypothesized model was validated using a sample collected from 354 fully licensed drivers of advanced vehicles, involving 278 males and 76 females on 2 occasions separated by a 3-month interval. During the first of the 2 occasions, participants completed questionnaire measures of TPB and FLT variables. Three months later, participants' speed violation behaviors were assessed.

Results: The study observed a significant positive relationship between the constructs. The proposed model accounted for 51 and 45% of the variance in intention to speed and speed violation behavior, respectively. The independent predictors of intention were enjoyment, attitude, and subjective norm. The independent predictors of speed violation behavior were enjoyment, concentration, intention, and perceived behavioral control.

Conclusions: The findings suggest that safety interventions for preventing speed violation behaviors should be aimed at underlying beliefs influencing the speeding behaviors of drivers of advanced vehicles. Furthermore, perceived enjoyment is of equal importance to driver's intention, influencing speed violation behavior.     

Antecedents and consequences of relational components of the new psychological contract

The literature regarding the new psychological contract suggests that the traditional paternalistic employer–employee relationship in U.S. companies has eroded. We investigated the relationship between relational components of the new psychological contract (personal responsibility for career development, commitment to type of work, and expectations of job insecurity), work experiences (involuntary job loss, organizational change, voluntary job change, and violation of obligations), and work outcomes (job satisfaction, participation in development activities, and intention to remain with the employer). We hypothesized that managerial and professional employees' level of agreement with relational components of the new psychological contract would mediate the relationship between their work experiences and work outcomes. In partial support of the model, we found that level of agreement with relational components of the new psychological contract mediated the relationship between work experiences and intention to remain with the employer and job satisfaction. Contrary to the model, no relationship was found among work experiences, level of agreement with relational components of the new psychological contract, and participation in development activities. Copyright © 1999 John Wiley & Sons, Ltd.     

Re‐examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators

This research examines whether the relationships between psychological contract violations and three types of employee behavior (intention to quit, neglect of in‐role job duties, and organizational citizenship behaviors) are mediated by unmet expectations and job dissatisfaction. Using a sample of over 800 managers from a wide variety of research sites, this study tests for mediator effects using both hierarchical regression analyses and structural equation modelling. The results suggest that unmet expectations and job dissatisfaction do partially mediate such relationships. Copyright © 2000 John Wiley & Sons, Ltd.     

Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior

This study examines the relationship between violation of an employee's psychological contract and civic virtue behavior. A psychological contract is a set of beliefs regarding mutual obligations between employee and employer. One hundred twenty-six MBA alumni were surveyed at the time of hire (T1), and after 18 months (T2) and 30 months (T3) on the job. When employees felt that their employers had failed to fulfil employment obligations at T2, they were less likely to engage in civic virtue behavior at T3. There was evidence that this relationship was partly mediated by trust. These findings have implications for research on OCB and for managers seeking to maintain employee citizenship behavior.     

Planning behavior and perceived control of time at work

This study investigated two mediation models of time management. The first model consisted of parts of Macan's ( 1994 ) model. The second model combined this model with Karasek's ( 1998 ) Job Demand–Control model. Two sets of self‐report questionnaires were collected and were analyzed using structural equation modeling. The first model, in which perceived control of time was hypothesized to fully mediate the relation between planning behavior and work strain, job satisfaction, and job performance, was found to be less adequate than the second model, which added workload and job autonomy as independent variables. Results also indicated that partial, rather than full, mediation of perceived control of time fitted the data best. The study demonstrated the importance of studying both planning behavior and job characteristics, which was not part of past research. Copyright © 2004 John Wiley & Sons, Ltd.     

The effects of attitude,subjective norm and self-efficacy on intention to benchmark: a comparison between managers with experience and no experience in benchmarking

Competitive benchmarking is a management technique used to compare company performance. The practices and processes of one's own organization are compared with the best performance of other organizations to set targets and learn ways to make improvements. Drawing on Ajzen's (1985) theory of planned behaviour, we examined the effects of attitude, subjective norm and self-efficacy on managers' intentions to undertake benchmarking in their organization. A sample of 49 managers with benchmarking experience was compared with 46 managers with no experience of the practice. Consistent with the theory of planned behaviour, attitude and subjective norm were significant predictors of intention to benchmark. However, contrary to the theory, self-efficacy was not a significant predictor. For managers with benchmarking experience, attitudinal beliefs toward the technique was the strongest predictor of benchmarking intention. For managers with no benchmarking experience, normative beliefs about the views of key groups such as senior management and employees, was the strongest predictor of intention to benchmark. These findings support the possibilities of refinement of the theory of planned behaviour to postulate the primacy of subjective norms in introduction of group behaviour and attitude primacy in continuation of group behaviour. The findings are also discussed in relation to beliefs about benchmarking and for preparing managers who are about to introduce or continue a benchmarking programme.     

Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories

Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter-organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been considered. This is surprising given that a key difference between self-centered and organization-centered career orientations is a positive attitude toward job changes. Building on hedonic adaptation, we examined how career orientations influence changes in job satisfaction and turnover intention throughout a job change. We compared self-centered and organization-centered employees using random coefficient modeling on two longitudinal data sets with voluntary job changers. Our results illustrate that self-centered career orientations foster a stronger decline in job satisfaction with the new employer, as well as a larger increase in turnover intention, than organization-centered career orientations. In contrast, employees with organization-centered career orientations experienced an upward trend in job satisfaction toward the end of the first year. Our findings offer important implications for research on the determinants of job attitude trajectories when individuals join a new organization.     

基于计划行为理论的侵犯驾驶行为研究

从社会心理学的角度,通过问卷调查的方式,对驾驶员侵犯驾驶行为的产生动机进行分析;基于计划行为理论,研究构建了能揭示驾驶态度与行为关系的理论模型,并得出驾驶员对侵犯驾驶行为的态度、主观标准、知觉行为可控性等心理因素,通过行为意向的中介作用,对驾驶员实施侵犯驾驶行为具有预测作用的结论。同时,提出了从态度改变、建立社会支持体系、提高驾驶员的自我能力评估等方面入手对驾驶员侵犯驾驶行为进行矫正的策略。     

A psychological process investigation for the effects of recruitment source and organization information on job survival

The purpose of this study was to examine the psychological processes for the effects of recruitment source and organization information on newcomers' job survival. Formal sources of recruitment were compared to informal sources, and a model based on the realism and met expectations hypotheses for the effects of information accuracy received from one's recruitment source and the organization on job survival was tested. Employees recruited through informal sources of recruitment (employee referrals, rehires, and self-initiated walk-ins) were found to have greater job survival in comparison to employees recruited through formal sources of recruitment (newspaper and radio advertisement, and posters), and reported receiving more accurate job information from their recruitment source, greater met expectations, and ability to cope. The results of a path analysis indicated that the accuracy of information received from one's recruitment source and the organization was significantly related to several of the hypothesized process variables of the realism hypothesis that are related to subsequent job survival. Further, the results support the met expectations hypothesis as one of the key psychological processes underlying the relationship between information accuracy and job survival. The implications for future research and practice are discussed from an information acquisition perspective that integrates the literature on recruitment sources and socialization.     

An application of a modified theory of planned behavior model to investigate adolescents’ job safety knowledge,norms, attitude and intention to enact workplace safety and health skills

Introduction: For many reasons, including a lack of adequate safety training and education, U.S. adolescents experience a higher rate of job-related injury compared to adult workers. Widely used social-psychological theories in public health research and practice, such as the theory of planned behavior, may provide guidance for developing and evaluating school-based interventions to prepare adolescents for workplace hazards and risks. Method: Using a structural equation modeling approach, the current study explores whether a modified theory of planned behavior model provides insight on 1,748 eighth graders’ occupational safety and health (OSH) attitude, subjective norm, self-efficacy and behavioral intention, before and after receiving instruction on a free, national young worker safety and health curriculum. Reliability estimates for the measures were produced and direct and indirect associations between knowledge and other model constructs assessed. Results: Overall, the findings align with the theory of planned behavior. The structural equation model adequately fit the data; most path coefficients are statistically significant and knowledge has indirect effects on behavioral intention. Confirmatory factor analyses suggest that the knowledge, attitude, self-efficacy, and behavioral intention measures each reflect a unique dimension (reliability estimates ≥0.86), while the subjective norm measure did not perform adequately. Conclusion: The findings presented provide support for using behavioral theory (specifically a modified theory of planned behavior) to investigate adolescents’ knowledge, perceptions, and behavioral intention to engage in safe and healthful activities at work, an understanding of which may contribute to reducing the downstream burden of injury on this vulnerable population—the future workforce. Practical application: Health behavior theories, commonly used in the social and behavioral sciences, have utility and provide guidance for developing and evaluating OSH interventions, including those aimed at preventing injuries and promoting the health and safety of adolescent workers in the U.S., who are injured at higher rates than are adults.     

The emergence of team helping norms: Foundations within members' attributes and behavior

This research examined the antecedents of organizational citizenship behavior helping norms in teams, specifically with regard to how members' personality, values, beliefs, and helping behavior predict the emergence of helping norms in newly formed project teams. We drew from theory on emergent phenomena and team composition research to propose and test a compilation model of how helping norms are influenced by having at least one member with particularly low (minimum) or high (maximum) levels of attributes that may influence helping‐norm development (i.e., conscientiousness, agreeableness, other‐oriented values, personal helping beliefs). We further examined the extent to which members' helping behaviors, as rated by peers, predicted helping norms and whether these behaviors mediated the relationship between individual attributes and helping norms. The results of a longitudinal study of 47 student project teams revealed that teams' minimums on agreeableness, other‐oriented values, and personal helping beliefs had direct relationships with helping‐norm emergence, and the effects of agreeableness were mediated through mean helping behavior. By contrast, teams' maximums on these attributes showed no relationships with helping norms, and only a team maximum on agreeableness was associated with teams' mean helping behavior. Copyright © 2011 John Wiley & Sons, Ltd.     

A psychological contract perspective on organizational citizenship behavior

This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three‐year period from 480 public sector employees. Separating perceived contract breach into its two components (perceived employer obligations and inducements), the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice did not moderate the relationship between employer inducements and OCB. The implications of the findings for psychological contract research are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

How career orientation shapes the job satisfaction–turnover intention link

This study examined the impact of career orientation on the static and dynamic relationships between job satisfaction and turnover intention. Longitudinal data of 255 employees were collected at three waves of measurement 1 year apart. Results for career orientations as a moderator differed between the static and dynamic job satisfaction–turnover links. The static relationship was found to be similar and less negative for employees with independent and loyalty‐focused career orientations than for promotion‐focused and disengaged employees. Regarding the dynamic relationship between job satisfaction change and turnover intention change, however, independent and loyalty‐focused employees differed: An increase (decline) in job satisfaction was more strongly related to a decline (increase) in turnover intention for independent employees than for loyalty‐focused employees. These findings provide new insights into the differential dynamics involved in assessing work situations and responding to them based on different career aspirations and interests. Consequences for research and practice regarding more effective human resource management are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Goal striving,idiosyncratic deals,and job behavior

Two important gaps remain to be filled in the idiosyncratic deals (i‐deals) literature. First, it is unclear which employees are predisposed to seek and receive i‐deals. Second, it is unclear how employees' perceptions of whether their coworkers are receiving i‐deals affect their own i‐deal experiences. This study proposed a theoretical model suggesting that (a) three key motivational goals identified in human development research, that is, achievement, status, and communion striving, predispose employees to seek and receive i‐deals; (b) employees' perceptions of whether their coworkers are receiving i‐deals moderate these relationships; and (c) employees' i‐deals are related to their job behavior. Data collected from more than 400 working adults in Italy showed that employees' motivational goals (particularly achievement and status striving) were positively related to the levels of i‐deals they received, and that these i‐deals were in turn positively related to supervisors' assessments of their in‐role job performance, voice behavior, and interpersonal citizenship behavior. High perceptions of the extent to which coworkers received i‐deals further strengthened the relationship between status striving and employees' perceptions of their own i‐deals, highlighting a trait‐situation interactionist perspective on employees' i‐deal experiences. Copyright © 2015 John Wiley & Sons, Ltd.     

Facilitating and inhibiting effects of job control and social support on stress outcomes and role behavior: a contingency model

High levels of job control and social support are often related to effective job performance and coping with work stressors. However, support may have more positive effects on role behavior when job control is low. In addition, despite theoretical expectations, simple demands–control and demands–support interactions are infrequently found to predict health and psychological strain outcomes. The ‘demands–control–support’ model (Johnson and Hall, 1988) of stress coping integrates these ‘stress buffering’ and ‘decision latitude’ models and observes more consistent findings. This model posits that social support buffers the adverse effects of high demand, low control jobs. However, explicit tests of the interaction of these variables suggest that control can have positive or negative effects on strain, depending on the level of social support. In this study, supervisor consideration was positively related to subordinate job performance, extra-role behavior, and in-role prosocial behavior (conscientiousness) among subordinates perceiving low job control. The relationship between consideration and performance and extra-role behavior was negative among high control subordinates. The demands×control×support interaction predicted health symptoms, organizational commitment, supervisor satisfaction, and absence due to illness, but the interaction plots do not support the prevailing perspective that support buffers the effects of ‘high strain’ (i.e. low control, high demand) jobs. Patterns were similar for different demands and different social support loci (i.e. supervisor, co-workers). An alternative theoretical process of the demands–control–support interaction is proffered, and implications for organizational intervention are discussed. © 1998 John Wiley & Sons, Ltd.     

基于TPB的通航企业事件信息自主上报意愿影响因素研究*

为探讨通航企业不安全事件信息自主上报意愿的影响因素,基于扩展计划行为理论的分析框架,采用结构方程模型和差异显著性分析,对我国通航企业170份样本数据进行分析。结果表明:企业性质、规模和成立年限显著影响企业事件信息报告行为意向。其中,国有企业行为意向显著高于民营企业,500人以上较大规模企业行为意向显著高于500人以下较小规模企业,成立3 a以上企业的行为意向显著高于成立3 a以下的企业。此外,通航企业不安全事件自主上报的行为意向直接影响因素包括行为态度、主观规范、知觉行为控制、感知成本及认知,间接影响因素是感知成本与感知收益、示范性规范与指令性规范。     

The role of self‐regulation in the relationship between abusive supervision and job tension

Trait and state self‐regulation both have critical influences on workplace behavior, but their influences are thought to operate quite differently. We draw from social exchange and ego depletion theories to investigate the relationship between trait and state self‐regulation, as well as how they differentially affect the relationship between subordinates' perceptions of abusive supervision and job tension. Specifically, we examine (a) how the interaction between abusive supervision and trait self‐regulation affects job tension and (b) how state self‐regulation mediates the relationship between abusive supervision and job tension. Using 3 studies that include an experiment (n = 81) and 2 field studies with cross‐sectional (n = 157) and time‐separated (n = 109) data, we demonstrate that the interaction between abusive supervision and trait self‐regulation increases experienced job tension for subordinates who report higher levels of abusive supervision and trait self‐regulation than others. Also, we provide evidence that abusive supervision is indirectly associated with job tension through state self‐regulation. This study's findings have important implications for abusive supervision and self‐regulation research, as well as social exchange and ego depletion theories, because we extend our understanding of how trait and state self‐regulation affect cognitive responses associated with abusive supervision.     

Behaving safely under pressure: The effects of job demands,resources, and safety climate on employee physical and psychosocial safety behavior

Introduction: Previous research has shown that employees who experience high job demands are more inclined to show unsafe behaviors in the workplace. In this paper, we examine why some employees behave safely when faced with these demands while others do not. We add to the literature by incorporating both physical and psychosocial safety climate in the job demands and resources (JD-R) model and extending it to include physical and psychosocial variants of safety behavior. Method: Using a sample of 6230 health care employees nested within 52 organizations, we examined the relationship between job demands and (a) resources, (b) safety climate, and (c) safety behavior. We conducted multilevel analyses to test our hypotheses. Results: Job demands (i.e., work pressure), job resources (i.e., job autonomy, supervisor support, and co-worker support) and safety climate (both physical and psychosocial safety climate) are directly associated with, respectively, lower and higher physical and psychosocial safety behavior. We also found some evidence that safety climate buffers the negative impact of job demands (i.e., work–family conflict and job insecurity) on safety behavior and strengthens the positive impact of job resources (i.e., co-worker support) on safety behavior. Conclusions: Regardless of whether the focus is physical or psychological safety, our results show that strengthening the safety climate within an organization can increase employees' safety behavior. Practical implication: An organization's safety climate is an optimal target of intervention to prevent and ameliorate negative physical and psychological health and safety outcomes, especially in times of uncertainty and change.