Fathers' work experiences,the father-child relationship and children's behaviour

The effects of fathers' subjective work experiences on their children's behaviour have been largely neglected, despite increasing recognition accorded to the fathers' role in all aspects of child development. The present study redresses this issue by assessing whether (a) fathers' work experiences are related to children's behaviour, (b) the father-child relationship moderates the effects of fathers' work experiences on children's behaviour, and (c) specific child behaviours are associated with paternal work experiences. One hundred and forty two fathers (M age = 39.55 years) and their eldest child (M age = 9.2 years; 66 boys, 76 girls) participated. Moderated multiple regressions demonstrated that fathers' job satisfaction was related to specific child behaviours, viz. conduct problems and hyperactivity. More importantly, the father-child relationship moderated both these relationships: Where fathers were dissatisfied with their jobs, conduct problems and hyperactivity were significantly greater when the father-child relationship was of a higher quality. Implications for studying the effects of both mothers' and fathers' work experiences on their children's behaviour are drawn.     

Too much of a good thing: Curvilinear effect of positive affect on proactive behaviors

Current organizational theory and research affirm the beneficial effects of experiencing positive affect at work. In recent years, researchers have begun to question the popular notion that the more positive affect at work, the better—that more positive affect is desirable for work‐related outcomes. In this article, we propose a rationale for why more positive affect may not be better for proactive behaviors at work. Findings from two field studies using two unique data sources demonstrate support for our hypothesis, suggesting that intermediate levels of positive affect are most beneficial for proactive behaviors. Copyright © 2013 John Wiley & Sons, Ltd.     

Examination of the combined effects of work values and early work experiences on organizational commitment

We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitment (affective, continuance, and normative: Allen and Meyer, 1990) on different occasions following entry. Regression analyses revealed that values and experiences did interact in the prediction of affective commitment and normative commitment, but that the nature of the interaction was different for different work value/experience combinations. The findings provide some challenge to the common sense assumption that positive work experiences will have the strongest effect on commitment among those who most value such experiences. Implications for research and practice are discussed. © 1998 John Wiley & Sons, Ltd.     

Work experiences and marital interactions: Elaborating the complexity of work

Previous research suggests that work experiences affect family interactions and family processes but does not adequately specify the job characteristics that influence such family-level outcomes. This study examines relationships between the quality of marital interactions and a range of job characteristics including the level of enrichment provided by the job, job time demands, job pressure, schedule flexibility, and job insecurity. The sample consisted of 523 married full time employees at a major U.S. company. Multiple regression analysis indicated that these job characteristics significantly predict the quality of marital interactions. Some directly influenced the quality of marital interaction while the influence of others was moderated by the presence or absence of stressful household roles. Results suggest that characteristics workers' jobs, and not merely workers' reactions to them, are associated with family interactions and family processes.     

Abusive supervision and work behaviors: The mediating role of LMX

We investigated the mediating role of the leader–member exchange (LMX) in the association of abusive supervision and employee work behaviors (task performance and organizational citizenship behaviors toward the organization and individuals). Using data collected from 366 supervisor–subordinate dyads, we found that LMX fully mediated the negative effects of abusive supervision on all three work behaviors. In addition, we conducted a supplementary study on the basis of the data collected from 54 supervisor–subordinate dyads from a garment company, and we found that LMX mediated the relationship between abusive supervision and employee objective future performance with interactional justice controlled. Copyright © 2011 John Wiley & Sons, Ltd.     

Overqualification and counterproductive work behaviors: Examining a moderated mediation model

The current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person–job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person–job fit. Drawing on the dual‐process model, we further suggested that in processing their person–job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time‐lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization‐based self‐esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self‐rated and supervisor‐rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Routinization,work characteristics and their relationships with creative and proactive behaviors

Researchers have claimed that routinization hinders creativity. However, empirical evidence for this assumption is sparse. In this study, we argue that routinization may be beneficial for creativity and related behavior due to available resources that can be used to develop new ideas while working. We examine the relationship between routinization and four work characteristics (job control, job complexity, time pressure, and supervisor support) on the one hand and a range of creative and proactive behaviors on the other hand in a randomly selected sample of 278 employees of a German high‐tech company. Regression analyses reveal that in addition to work characteristics, routinization is generally positively related to creative and proactive behaviors. Ways to enhance routinization and thereby creative and proactive behaviors are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Driving concerns among older adults: Associations with driving skill,behaviors, and experiences

Objectives: The purpose of this investigation was to determine what older adults find most concerning about driving as they age and how these concerns are related to driving skill, behaviors, and experiences.

Methods: In partnership with the Maryland Motor Vehicle Administration, a sample of 751 older adults ages 65 and older completed an online survey between October 2017 and May 2018. A content analysis was used to code open-ended responses about driver concerns, and multivariate logistic regression models were used to analyze the associations between driving concerns and driving skill, behavior, and experiences.

Results: Eighty-four percent of participants reported at least one driving concern, with 44% concerned about others’ driving, 34% concerned about their own driving, and 24% concerned about driving conditions. The most frequently mentioned driving concerns were other drivers in general, driving at night, visual ability and awareness, and other drivers being aggressive or reckless. Being concerned with their own driving was significantly associated with decreased perceived driving skill and increased odds of experiencing negative driving experiences in the past year. Being concerned about others’ driving was associated with increased odds of wearing a seat belt (adjusted odds ratio [AOR]?=?2.67; 95% confidence interval [CI], 1.02, 7.00), having high perceived driving skills in emergency situations (AOR = 1.56; 95% CI, 1.14, 2.12), and getting in a near crash or collision in the past year (AOR = 1.50; 95% CI, 1.04, 2.18).

Conclusions: Older adult drivers are frequently concerned about their own driving as well as the driving of others. Implications for future research and health practice are discussed.     

The relationship of organizational politics and support to work behaviors,attitudes, and stress

The purpose of this paper is to report two studies that investigated the consequences of organizational politics and organizational support on two separate samples of employees. Study 1 surveys 69 full-time employees, while Study 2's sample includes 185 part-time workers. Four major findings were observed. First, the present studies replicated prior findings concerning the relationships of politics and support to such variables as withdrawal behaviors, turnover intentions, job satisfaction and organizational commitment. In general, politics is related to negative work outcomes while support is related to positive ones. Consistent results were obtained within both the full- and part-time samples. Second, we elaborated upon previous work concerning the relationship of politics and support to job involvement. Third, we found in both samples that politics and support did predict above and beyond each other, suggesting that they should be viewed as separate constructs rather than opposite ends of a single continuum. Lastly, Study 2 extended the research on politics and support by analyzing their relationships to four work stress variables: job tension, somatic tension, general fatigue, and burnout. Each of these four variables was predicted by both politics and support. © 1997 by John Wiley & Sons, Ltd.     

攀钢"强基健体"安全管理之经验

安全生产是一个系统工程,涉及到人、机、料、法、环等5大因素.笔者认为企业要实现安全生产必须"强基健体",做好以下几方面工作.     

Multifoci effects of injustice on counterproductive work behaviors and the moderating roles of symbolization and victim sensitivity

Past research suggests that employees, in response to workplace experiences, selectively engage in targeted counterproductive work behaviors (CWBs). Taking a retributive justice and target similarity perspective, we predict that employee perceptions of unfairness from the organization uniquely predict CWB specifically targeted at the organization whereas employee perceptions of supervisory unfairness uniquely predict CWB specifically targeted at the supervisor. We further hypothesized that moral identity‐symbolization would strengthen these target‐similar relationships. Finally, drawing from the sensitivity to mean intentions model, we hypothesized that victim sensitivity would not only strengthen these target‐similar relationships but also lead to cross‐foci effects of multifoci fairness perceptions on targets of CWB. Results from 3 field studies of full‐time employees provided support for most of our hypothesized relationships.     

空气污染与呼吸系统疾病对儿童肺功能的交互影响

在中国4城市儿童肺功能的队列研究数据基础上,通过3步回归的统计方法,就空气污染和支气管炎或哮喘的交互作用对儿童肺功能的影响进行了研究.结果发现,空气颗粒物与支气管炎或哮喘等呼吸系统疾病对儿童肺功能有不利影响,而儿童在短期内患过支气管炎或哮喘会显著地加重空气颗粒物污染对FVC和FEV1的有害影响,但从长期来看,这种有害影响趋于减弱.对于FEV1/FVC,支气管炎或哮喘与空气颗粒物对肺功能的作用是独立的.与气态污染物相比,颗粒物与呼吸系统疾病对儿童肺功能的交互作用更大.     

When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

The present study examined the consequences of a dispersion‐based conceptualization of unit‐level abusive supervision or abusive supervision variability. Abusive supervision variability was proposed to negatively affect a number of employee attitudes and behaviors through the mediating effects of interpersonal justice climate strength. The results revealed significant cross‐level effects such that abusive supervision variability was negatively related to individual perceptions of leader ethicality, organizational ethicality, leader satisfaction, and affective organizational commitment. These effects remained robust after controlling for individual‐level abusive supervision. Abusive supervision variability was also positively related to the frequency with which unit members as a whole engaged in counterproductive work behaviors. Last, the results revealed partial support for the mediating effects of interpersonal justice climate strength. In sum, the findings highlight the importance of examining abusive supervision at both the individual and unit levels of analyses. Copyright © 2012 John Wiley & Sons, Ltd.     

Interactive mechanism of working environments and construction behaviors with cognitive work analysis: an elevator installation case study

Unsafe behavior is a leading factor in accidents, and the working environment significantly affects behaviors. However, few studies have focused on detailed mechanisms for addressing unsafe behaviors resulting from environmental constraints. This study aims to delineate these mechanisms using cognitive work analysis (CWA) for an elevator installation case study. Elevator installation was selected for study because it involves operations at heights: falls from heights remain a major cause of construction worker mortality. This study adopts a mixed research approach based on three research methodology stages. This research deconstructs the details of the working environment, the workers’ decision-making processes, the strategies chosen given environmental conditions and the conceptual model for workers’ behaviors, which jointly depict environment–behavior mechanisms at length. By applying CWA to the construction industry, environmental constraints can easily be identified, and targeted engineering suggestions can be generated.     

Emotional competence and work performance: The mediating effect of proactivity and the moderating effect of job autonomy

This paper proposes and tests a model where emotional competence influences work performance through employees' proactive behaviors toward their supervisors. Results from 196 supervisor‐employee pairs supported that emotional competence was positively associated with proactive behaviors, and proactive behaviors were positively associated with both task effectiveness and social integration. In addition, proactive behaviors significantly mediated the relationships between emotional competence and work performance, although this was mostly true of followers who had a higher degree of autonomy in their work. Copyright © 2009 John Wiley & Sons, Ltd.     

The effect of work hours on adverse events and errors in health care

Introduction

We studied the relationship between registered nurses' extended work duration with adverse events and errors, including needlestick injuries, work-related injuries, patient falls with injury, nosocomial infections, and medication errors.

Method

Using bivariate and multivariate logistic regression, this secondary analysis of 11,516 registered nurses examined nurse characteristics, work hours, and adverse events and errors.

Results

All of the adverse event and error variables were significantly related to working more than 40 hours in the average week. Medication errors and needlestick injuries had the strongest and most consistent relationships with the work hour and voluntary overtime variables.

Discussion

This study confirms prior findings that increased work hours raise the likelihood of adverse events and errors in healthcare, and further found the same relationship with voluntary overtime.

Impact on Industry

Legislation has focused on mandatory overtime; however, this study demonstrated that voluntary overtime could also negatively impact nurse and patient safety.     

Getting even with one's supervisor and one's organization: relationships among types of injustice,desires for revenge,and counterproductive work behaviors

I tested hypotheses derived from the agent–system model of justice specifying that, among the different types of justice, interpersonal and informational justice explain the most unique variance in counterproductive work behavior (CWB) directed toward one's supervisor, and procedural justice explains the most unique variance in CWB directed toward one's organization. I also tested whether individuals' desires for revenge against one's supervisor and one's organization mediate certain justice–CWB relationships. Results (N = 424) provided considerable support for the study hypotheses, showing that employees tend to direct their CWB toward the source of perceived mistreatment, and that desires for revenge explain part, but not all, of the relationships between some types of injustice and CWB. Implications for theory, research, and practice are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

Simultaneous effect of shift work on blood pressure and lipid profile: a path analysis

The aim of this study was to assess the direct and indirect effects of shift work (SW) on the systolic blood pressure (SBP) and lipid profile of male workers. For this purpose, a cross-sectional study was conducted involving 6539 male workers of Esfahan Mobarakeh Steel Company. From all of the participants, 3065 (46.8%) were day workers and the remainder were shift workers. The results of path analysis revealed that the most effective variables on SBP were body mass index, fasting blood sugar, triglycerides and SW with a total effect of 0.241, 0.095, 0.064 and 0.056, respectively.     

The effect of turnover on work satisfaction and mental health: Support for a situational perspective

This study finds support for the situational approach to affect determination in a prospective, two-year longitudinal field study. Specifically, turnover was shown to predict changes in subsequent job measures of work satisfaction and mental health. Employees who changed jobs and occupations showed greater increases in both work satisfaction and mental health than employees who only changed jobs or employees who remained in their initial positions. Further research directions are introduced.