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

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

Organizational attitudes and behaviors as a function of participation in strategic and tactical change decisions: An application of path–goal theory

Based upon path–goal theory of leadership, decision type (strategic versus tactical) was suggested as a moderator variable between employee participation in decision making (PDM) and work outcomes. A total of 249 respondents in five Israeli organizations undergoing planned changes, participated in the study. Results from four out of the five organizations revealed that participation in tactical rather than strategic decisions was a better predictor of an increase in change acceptance, work satisfaction, effectiveness, and time allotted to work. The stronger effects associated with tactics rather than strategy were found even if PDM expectations were included. Theoretical and practical implications of the results were discussed.     

The safety impact of the 65 mph speed limit: A case study using Alabama accident records

On August 1, 1987, a change in Alabama laws went into effect raising the speed limit on the rural interstates to 65 mph. Two accident data sets (one year before and one year after the law change) were compared to assess the impact of the 65 mph speed limit on severity and frequency of accidents. Although accident severity appeared to remain the same from before to after time periods, the frequency of accidents on the rural interstates increased significantly, by 18.88%. However, the significant increase on the rural interstates was accompanied by a nonsignificant decrease of 456 accidents in the entire state of Alabama. This confounding result made it difficult to isolate the cause of various significant changes, but the overall evidence is not favorable to the recent increases in driving speeds.     

Prevalence and demographic differences in microaccidents and safety behaviors among young workers in Canada

IntroductionThe present study examines the self-reported frequency of non-lost work time workplace injuries (“microaccidents”) and the frequency of three types of work-related safety behaviors (i.e., safety voice, safety compliance, and safety neglect) recalled over a four-week period.MethodWe analyzed data on microaccidents and safety behaviors from 19,547 young workers (aged 15–25 years, Mdn = 18 years; 55% male) from multiple Canadian provinces.ResultsApproximately one-third of all young workers recalled experiencing at least one microaccident at work in the last four weeks. Comparisons across three age groups revealed that younger workers, particularly between the ages of 15–18, reported more frequent microaccidents, less safety voice, less safety compliance, and more safety neglect than workers aged 19–22. This pattern of results also held for comparisons between workers in 19–22 and 23–25 age groups, except for safety voice which did not differ between these two older age groups. In terms of gender, males and females reported the same frequency of microaccidents, but males reported more safety voice, more safety compliance, and more safety neglect than females did. The results and limitations of the present study are discussed.ConclusionFrequency of microaccidents and safety behavior vary among young worker age sub-groups.     

Maturation of work attitudes: Correlated change with big five personality traits and reciprocal effects over 15 years

As employees grow older, do their attitudes regarding work change over time? Can such long‐term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean‐level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean‐level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work‐related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.     

A spectral power analysis of driving behavior changes during the transition from nondistraction to distraction

Objective: This article investigated and compared frequency domain and time domain characteristics of drivers' behaviors before and after the start of distracted driving.

Method: Data from an existing naturalistic driving study were used. Fast Fourier transform (FFT) was applied for the frequency domain analysis to explore drivers' behavior pattern changes between nondistracted (prestarting of visual–manual task) and distracted (poststarting of visual–manual task) driving periods. Average relative spectral power in a low frequency range (0–0.5 Hz) and the standard deviation in a 10-s time window of vehicle control variables (i.e., lane offset, yaw rate, and acceleration) were calculated and further compared. Sensitivity analyses were also applied to examine the reliability of the time and frequency domain analyses.

Results: Results of the mixed model analyses from the time and frequency domain analyses all showed significant degradation in lateral control performance after engaging in visual–manual tasks while driving. Results of the sensitivity analyses suggested that the frequency domain analysis was less sensitive to the frequency bandwidth, whereas the time domain analysis was more sensitive to the time intervals selected for variation calculations. Different time interval selections can result in significantly different standard deviation values, whereas average spectral power analysis on yaw rate in both low and high frequency bandwidths showed consistent results, that higher variation values were observed during distracted driving when compared to nondistracted driving.

Conclusions: This study suggests that driver state detection needs to consider the behavior changes during the prestarting periods, instead of only focusing on periods with physical presence of distraction, such as cell phone use. Lateral control measures can be a better indicator of distraction detection than longitudinal controls. In addition, frequency domain analyses proved to be a more robust and consistent method in assessing driving performance compared to time domain analyses.     

Transformational leadership,relationship quality,and employee performance during continuous incremental organizational change

Although transformational leadership has been investigated in connection with change at higher levels of organizations, less is known about its “in‐the‐trenches” impact. We examined relations among transformational leadership, explicit change reactions (i.e., relationship quality), change frequency, and change consequences (i.e., task performance and organizational citizenship behavior (OCB)) during continuous incremental organizational change at lower hierarchical levels. In a sample of 251 employees and their 78 managers, analyses revealed that the quality of relationships between leaders and employees mediated the influence of transformational leadership on employee task performance and OCB. We also found that change frequency moderated the positive association of relationship quality with task performance and OCB, such that associations were stronger when change frequency was high. Copyright © 2012 John Wiley & Sons, Ltd.     

Estimated trends and patterns of road traffic fatalities in China, 2002–2012

Objective: This study examined the time trends and age distribution patterns of estimated road traffic fatalities (RTFs) in China over the period 2002–2012. Methods: Data on age-, sex-, and region-specific RTF rates were provided by the Chinese Ministry of Health. The crude rates were standardized and the Mann-Kendall test was used to test the significance of time trends. Annual number of RTFs was calculated. To minimize the effect of yearly variations, magnitude of changes in and age distribution patterns of the RTFs were examined using mean values of 2 years. Results: RTFs increased significantly in China during the study period. Several features were identified for the RTFs in China. First, RTF rates skyrocketed in rural areas including towns and counties. Second, a significant increase in RTFs was also observed in cities even though the change in RTF rates was not statistically significant there. Third, individuals aged 20–24, 40–49, and 55–64, especially in rural areas, were particularly at risk for RTFs in recent years. Finally, RTFs became more common among middle-aged and older adults than young Chinese, with roughly 57% of all RTFs occurring among individuals aged 45 and above during 2011–2012. Conclusions: RTFs increased dramatically in China during the past decade, especially in rural areas. Age distribution patterns of RTFs have changed there. Community-based public health education and intervention programs are warranted.     

地下结构震害类型及机理研究

地下结构由于受到周围岩体或土体的约束 ,一直被认为具有良好的抗震性能。但是 ,随着地下结构数量的增多和地下结构震害的频繁出现 ,地下结构的震害问题日益受到世界各国地震工作者的高度重视 ,笔者通过对大量地下结构震害的分析研究 ,对地下结构震害进行了分类 ,并研究了震害的影响因素及机理 ,以期为地下结构的抗震设计提供科学依据和有益的参考。     

Good relationships at work: The effects of Leader–Member Exchange and Team–Member Exchange on psychological empowerment,emotional exhaustion,and depression

Emotional exhaustion and depression pose a threat to employees' psychological health. Social relationships at work are important potential buffers against these threats, but the corresponding psychological processes are still unclear. We propose that the subjective experience of high‐quality relationships with supervisors (i.e., Leader–Member Exchange [LMX]) is one of the protective factors against psychological health issues at work and that this effect is mediated by psychological empowerment. We tested these assumptions with two studies (one cross‐sectional and one time lagged) on diverse samples of employees from different organizations. The first study employed emotional exhaustion as the outcome measure; the second used depression. Results from both studies support the proposed process by showing that LMX positively affects empowerment, which negatively affects emotional exhaustion (Study 1) and depression (Study 2). Additionally, Study 2 also showed that Team–Member Exchange is as important as LMX for preventing psychological health issues among employees. Copyright © 2015 John Wiley & Sons, Ltd.     

12-Year longitudinal study linking within-person changes in work and family transitions and workplace injury risk

Introduction: Despite the rich tradition of research on predictors of workplace injury, most studies rely on cross-sectional, between-person designs. Furthermore, prior research has often overlooked the possibility that factors outside the work domain can influence the occurrence of actual injuries at work. To address these limitations, the current study examined the effects of work and family demands on the occurrence of workplace injury. Drawing on the intuition of the work-home resources model (W-HR), we investigated how within-person level changes in demands and resources from both domains influence work injuries over a 12-year period. Method: We used 12 years of longitudinal data (N = 7,820) to study the long-term within-person changes in work and family domains and to capture the event of low frequency incidence such as workplace injury. Specifically, we conducted multilevel analyses to study the links between within-person change in time and energy resources both in work and family domains and within-person change in the likelihood of experiencing a workplace injury. Results and conclusion: The findings showed that within-person changes in work hours, spousal work hours, income and number of children, were significantly associated with changes in the likelihood of experiencing a workplace injury. We conclude with a discussion of implications for theory and future research of workplace injuries. Practical application: The research provided useful insights on the intimate association between work and family domains in the context of safety management.     

Job satisfaction as mediated by the value congruity of supervisors and their subordinates

This study represents an attempt to individualize values and job satisfaction. Using a specifically designed Value Scale and the J.D.I., a sample of 48 supervisors and 337 subordinates in six production organizations was investigated. It was found that those subordinates who indicate high job satisfaction tend to have value structures more similar to their superiors than do subordinates who evidence lower satisfaction. The implications of this value homogeneity within work groups were advanced and further research suggested.     

When the going gets tough: Employee reactions to large-scale organizational change and the role of employee Machiavellianism

Large-scale, long-term change initiatives take time to unfold, which can be a source of uncertainty and strain. Investigating the initial 19 months of a large-scale change, we argue that during these stages, employees' change-related beliefs become more negative over time, which negatively affects their work engagement and, ultimately, increases their turnover intentions. Furthermore, we investigate the impact of a trait, Machiavellianism, on change reactions and propose that employees high in Machiavellianism react more negatively during change processes as they are especially susceptible to uncertainty and stress. We test our (cross-level) moderated mediation model in a three-wave longitudinal study among employees undergoing a large-scale change (T1: n = 1,602; T2: n = 1,113; T3: n = 759). We find that employees' beliefs about the impact and value of the change are indeed negatively related to change duration and that decreases in these perceptions come with a decline in engagement and increases in turnover intentions. Moreover, employees high in Machiavellianism react more strongly to a deterioration in change-related beliefs, showing stronger reductions in engagement and stronger increases in turnover intentions than employees low in Machiavellianism. Our study offers explanations for the negative effects of large-scale changes including an explanatory factor for disparate employee reactions to change over time.     

A longitudinal examination of role overload and work–family conflict: The mediating role of interdomain transitions

Through the lens of boundary theory, we examine whether the relationship between role overload and work–family conflict is explained by the use of interdomain transitions. With a sample of 250 working adults, we examined whether individuals respond to role overload by engaging in interdomain transitions and how the frequency of these transitions influences work–family conflict both concurrently and over time. Results support our expectation that at a given time, interdomain transitions function as an episodic coping mechanism with short‐term costs (greater work–family conflict) and benefits (less role overload). Also, engaging in interdomain transitions was an explanatory variable linking role overload and work–family conflict. We expected that, over time, engaging in interdomain transitions would function as a preventive coping mechanism, serving to reduce role overload. Interestingly though, several of the longitudinal hypotheses were counter to prediction. Our findings provide further evidence for the use of boundary theory in examinations of the work–family interface. Insights on areas within the literature that require further theoretical development are discussed, along with a consideration of the application of emerging methodologies within our empirical designs. Copyright © 2013 John Wiley & Sons, Ltd.     

Group absenteeism and positive affective tone: a longitudinal study

This study investigates temporal variation in group absence behavior, and the relationship between group absenteeism and the group's positive affective tone. Absenteeism data were obtained from 97 work groups, aggregated over each of the four quarters of a year. The group's positive affective tone was measured through two employee opinion surveys. Multi‐level regression analyses were carried out, in which linear, quadratic, and cubic change trends were tested as predictors of change over time in group absenteeism. All three change trends explained unique variance in the group absenteeism data, indicating that the level of group absenteeism changes over time. We also found that there was significant variation between groups in the strength and direction of the linear and quadratic change trends. Positive affective tone was negatively related to the level of group absenteeism, and change in positive affective tone predicted the strength and direction of the linear change trend for group absenteeism. Copyright © 2003 John Wiley & Sons, Ltd.     

Employment relations in Norway: some dimensions and correlates

This article draws upon psychological, sociological, and economic theories of employment relations to examine five dimensions of employment conditions (information, compensation, time frame, investment, and change) in Norway. Each of these dimensions is conceptualized as a continuum anchored by relational exchange on one side and transactional exchange on the other. Using data from nationally representative surveys of Norwegian work organizations and their employees, we first develop measures of the five dimensions of employment relations and test several hypotheses about their antecedents. We find that full‐time employees in supervisory positions and in higher prestige occupations generally have employment conditions that have more relational aspects. In addition, we find that degree of relationalism tends to be greater in organizations that have firm internal labour markets and encourage personal development. We then examine some individual‐level consequences of relationalism, and find that persons with relational employment conditions are generally more committed to their organizations, somewhat less likely to leave them, and more satisfied with their jobs. Copyright © 2000 John Wiley & Sons, Ltd.     

Luminance of the Surround and Visual Fatigue of VDT Operators

Luminance distribution in the visual field is considered as one of causal factors with a significant influence on visual fatigue, especially for intensive and extended Video Display Terminal (VDT) work. The aim of the study was to define visual fatigue of VDT operators for different values of surrounding luminance. Experiments were carried out in laboratory conditions under 3 lighting conditions. Only 1 lighting parameter—the luminance of the wall behind the display (surrounding luminance)—changed. Visual fatigue was measured both by a subjective evaluation of different visual complaints (asthenopic symptoms) and by objective measurements of changes in the following visual functions: accommodation, convergence, habitual horizontal phoria, critical fusional frequency (CFF), and visual acuity. The same experiments were done for CRT (Cathode Ray Tube) and LCD TFT (Liquid Crystal Display with Thin Film Transistor) screens. The results of the study have shown that there was no significant influence of the value of surrounding luminance on the asthenopic symptoms for either type of screen. A general tendency towards bigger visual complaints for LCD TFT than for CRT participants was found. An objective evaluation of visual fatigue demonstrated a tendency towards bigger changes in visual functions with an increase of surrounding luminance for both screens. Statistical analysis of the results has shown that surrounding luminance influences significantly the reduction of the accommodation amplitude (significance level < .05).     

Cold Flow Properties of Fatty Esters

This article is devoted to the study of cold flow properties of neat esters of branched chain alcohols with fatty acids and blends of these esters with fossil diesel fuel. According to determined CFPP values the influence of alcohol branching on the fuel filterability is negligible. Fossil fuel blending with fatty esters of branched alcohols up to 10 vol % does not substantially change the cold flow properties of fossil fuel. The low-temperature properties of fossil diesel and fatty acid methyl/ethyl ester (FAME/FAEE) blends with low ester content (up to 10 vol %), prepared mainly from oils/fats with higher share of saturated fatty acids namely palm oil, tallow and lard, were also measured. The obtained results show that studied esters do not change low-temperature properties of fossil fuel in the blends with the low esters content of 3–5 vol %, although their own CFPP is over the value permissible by the standard EN 14 214. However, current standard EN 590 specifies to meet all parameters of the standard EN 14 214 also for FAME assigned for blended fuels entirely. The proposal to repeal the CFPP limit for esters assigned for blending is fully justified, without any negative effects on fuel quality.     

沉积磷在不同pH水平下的释放与转化规律

为了探讨沉积磷在不同pH条件下的转化及释放行为,有效控制内源磷向水体释放,一定程度上缓解因内源污染导致的水体富营养化问题,采用室内模拟的方法,考察了pH值对沉积物中不同形态磷元素释放与转化的影响.实验研究了在不同pH水平下,沉积物中内源磷的相互转化及向水体释放的总磷(TP)、总溶解磷(TSP)、溶解反应磷(SRP)、总反应磷(TRP)、溶解水解磷(SHP)等5种形态磷的含量.结果表明,受试沉积物样品TP含量为760 mg/kg,属于中等富营养化水平; pH值是影响内源磷释放的重要因素,pH在5～9之间,沉积物中5种形态磷的释放水平较低; 酸性范围内,pH=3的极端酸性条件下,沉积磷释放量最大,在连续38 d的释放时间内,TP最大释放量可达1.47 mg/kg; 在pH=11的极端碱性条件下,能大幅提高沉积磷的释放量,其中TP释放量最高达14.27 mg/kg; 对于同一pH值,除SHP外 ,其余4种形态磷的释放量随时间的变化趋势大体一致,不同pH值对沉积磷形态含量之间的转化影响不明显; SHP受沉积物吸附表面积动态变化影响较明显.     

Perceived organizational support and perceived safety climate from the perspective of safety professionals: Testing reciprocal causality using a cross-lagged panel design

Introduction: The objective of this study was to determine the reciprocal relationship between safety professionals perceived organizational support (POS) and perceived safety climate. Safety professionals are most effective when they perceive support from management and employees and they also attribute most of their success to support from the organization. Their work directly improves safety climate, and organizations with a high safety climate show a higher value for the safety professional. The causal direction of this relationship is, however, unclear. Method: Using a sample of 162 safety professionals, we conducted a cross-lagged panel study over one year to examine whether safety professionals’ POS improves their perceived safety climate and/or whether safety climate also increases POS over time. Data were collected at two points and, after testing for measurement invariance, a cross-lagged SEM was conducted to analyze the reciprocal relationship. Results: Our findings show that safety professionals’ POS was positively related to perceived safety climate over time. Perceived safety climate, however, did not contribute to safety professionals’ POS. Conclusions: This study significantly adds to the discussion about the factors influencing safety professionals’ successful inclusion in organizations, enabling them to perform their work and, thus, improve occupational safety. Practical Applications: Since safety climate increases in organizations in which safety professionals feel supported, this study points out the kind of support that contributes to improved organizational safety. Support for safety professionals may come in classical forms such as approval, pay, job enrichment, and information on or influence over organizational policies.