Thought self-leadership: The influence of self-talk and mental imagery on performance

Self-leadership theory can be described as the ‘process of influencing oneself ’as opposed to the influence of leaders over followers (Manz, 1983, 1986). We focus on and develop a model for a particular aspect of self-leadership — thought self-leadership — emphasizing two primary elements, self-talk and mental imagery. The major thrust of this model is that employees can influence or lead themselves by utilizing specific cognitive strategies that focus on individual self-dialogue and mental imagery. It is proposed that constructive thought management through the effective application of cognitive strategies can lead to enhanced individual and organizational performance.     

Self-leadership and performance outcomes: the mediating influence of self-efficacy

A key foundation of empowering organizations is employee self-leadership. This study examines the effects of self-leadership skills and self-efficacy perceptions on performance. Structural equations modeling determined whether the influence of self-leadership on performance is mediated by self-efficacy perceptions. Results for the sample of 151 respondents indicated self-leadership strategies had a significant effect on self-efficacy evaluations, and self-efficacy directly affected performance. Further, self-efficacy perceptions were found to fully mediate the self-leadership/performance relationship. Theoretical and practical implications are discussed. © 1998 John Wiley & Sons, Ltd.     

Increasing coping resources at work: A field experiment to increase social support,improve work team functioning,and enhance employee mental health

Correlational studies have identified worksite coping resources such as social support and perceived control, and have suggested a positive role for such resources in employee stress processes. However, little experimental evidence has demonstrated the causal role of worksite coping resources in improving mental health, nor how worksite coping resources can be enhanced. This paper reports the results of a field experiment intended to provide such evidence. Human service workers participated in a theory-driven training program designed to increase individual and group psychosocial coping resources and individuals' abilities to use those resources when coping with job demands. The inclusion of selection variables in models used to estimate the impact of the intervention controlled for selection biases and also allowed for the assessment of the impact of the training on those workers identified as most prone to turnover and on those most likely to participate in such an intervention. Results indicated that the program enhanced the work team climate and reduced depresssive symptoms and somatization in those most at risk for leaving their jobs. The program was also effective in increasing the amount of supervisor support received on the job and strengthening perceptions of coping abilities in those workers most likely to participate in the program.     

Do speeding tickets reduce the likelihood of receiving subsequent speeding tickets? A longitudinal study of speeding violators in Maryland

OBJECTIVE: Speeding tickets are the most commonly used tool to deter speeders, yet little is known about how speeding citations affect individual drivers' behavior over time. This study examined the effects of being cited for speeding and types of legal consequences on drivers' subsequent speeding citations, which are an indicator of speeding behavior. METHODS: A cohort of 3,739,951 Maryland licensed drivers were identified and followed for one year. Drivers were categorized by whether or not they received a speeding citation in May 2002. Among those cited for speeding in May 2002, drivers were grouped by type of penalty (fines and points; probation before judgment [PBJ, which results in fines but no points]; or no legal consequences). The relative risks (RR) and 95 percent confidence intervals (CI) of receiving a speeding citation during follow-up were compared between drivers ticketed and not ticketed in May 2002, as well as among different penalty groups. Cox proportional hazards regression modeling was used to adjust for potential confounders, including age, gender, alcohol-impaired driving, and residence. Kaplan-Meier survival functions were used to examine timing of violations. RESULTS: Young drivers and male drivers were more likely to receive a speeding citation. Drivers who received a speeding citation in May 2002 had almost twice the risk of receiving a speeding citation during follow-up, compared with those not cited for speeding that month (RR 1.6, 95% CI 1.52-1.68). Overall legal consequences had no significant effect on the risk of receiving a repeat speeding citation relative to ticketed drivers who escaped those consequences (RR 0.98, 95% CI 0.84-1.15); however, stratified analyses showed a significant decrease in repeat citations among females (RR 0.75, 95% CI 0.63-0.90) and drivers who received PBJ (RR 0.81, 95% CI 0.67-0.96). Kaplan-Meier curves showed that the study group of speeders had a significantly shorter time between May 2002 until receipt of a speeding citation than controls. Among penalty groups, significantly shorter times until receipt of another citation were observed among drivers escaping consequences or receiving fines/points compared with drivers receiving fines/PBJ. CONCLUSIONS: Drivers who receive speeding citations are at increased risk of receiving subsequent speeding citations, suggesting that speeding citations have limited effects on deterrence in the context of the current traffic enforcement system. When comparing different penalties, PBJ is associated with a reduced rate of recidivism more than stronger penalties; however, it is unclear whether the reduction primarily is attributable to the penalty itself or to characteristics of drivers receiving PBJ. Increasing drivers' perceptions that they are at risk of being caught speeding may improve the effectiveness of speeding law enforcement.     

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.     

An investigation of safety climate in OHSAS 18001-certified and non-certified organizations

Many organizations worldwide have implemented Occupational Health and Safety Assessment Series (OHSAS) 18001 in their premises because of the assumed positive effects of this standard on safety. Few studies have analyzed the effect of the safety climate in OHSAS 18001-certified organizations. This case–control study used a new safety climate questionnaire to evaluate three OHSAS 18001-certified and three non-certified manufacturing companies in Iran. Hierarchical regression indicated that the safety climate was influenced by OHSAS implementation and by safety training. Employees who received safety training had better perceptions of the safety climate and its dimensions than other respondents within the certified companies. This study found that the implementation of OHSAS 18001 does not guarantee improvement of the safety climate. This study also emphasizes the need for high-quality safety training for employees of the certified companies to improve the safety climate.     

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

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

Time‐based differences in the effects of positive and negative affectivity on perceived supervisor support and organizational commitment among newcomers

Building on the broaden‐and‐build theory and research on the negativity bias, this study examines how trait affectivity, as a stable predisposition predicting the pattern of emotional responding, shapes newcomers' perceptions of supervisor support and experience of organizational commitment. Using latent growth modeling and data collected at four points in time from newcomers (N = 158), we found the initial level of perceived supervisor support to mediate a negative relationship between negative affectivity and the level of commitment. Moreover, although newcomers experienced a general decrease in perceived supervisor support and a related decrease in commitment, those with high positive affectivity experienced a weaker decrease in perceived supervisor support, which led to a weaker decrease in commitment. Incidentally, positive affectivity was also positively related to the initial level of commitment. Two post hoc studies indicated that positive and negative affectivity exerted their effects controlling for state affect and replicated the relationship between change in perceived support and commitment. We discuss how these findings inform our understanding of trait affectivity's influence on newcomers' work attitudes.     

The effects of ergonomics training on the knowledge, attitudes, and practices of teleworkers

PROBLEM: The rapid growth of teleworking has raised several social and legal issues regarding an employer's responsibility for the safety of an employee's home office. In this paper, researchers discuss the need for safety training for teleworkers and the effectiveness of a home office ergonomics training program. METHOD: Study participants (N = 50) were randomly assigned into a treatment or control group. The treatment group completed the ergonomics training and a pre- and posttest. The control group completed the pre- and posttests without training. RESULTS: The study demonstrated the need for teleworker ergonomics training. More than 85% of participants had not received teleworker training before, and 44% had experienced pain or discomfort while teleworking. Participants who completed the training significantly improved their scores on knowledge, attitude, and practices subtests. In a follow-up survey, participants indicated that they had made ergonomic changes to their offices based on the training. Several participants indicated that the pain or discomfort that they had been experiencing was eliminated or reduced as a result of the training.     

Self-perceived mental well-being amongst Malaysian dentists

Purpose. To assess Malaysian dentists’ perceptions of their mental well-being. Methods. A self-administered questionnaire was developed based on a conceptual framework of mental health and well-being model. Two aspects were assessed, namely the physiological (two domains) and the psychological (six domains). Participants were asked to rate their experiences of the aforementioned aspects using a 5-point Likert scale ranging from all the time to never. Results. The response rate was 81%. Most of the dentists (61.7%) perceived having positive mental well-being. Under the physiological aspect, most respondents reported that they were ‘generally happy’ (93.3%), but about 30% stated they were ‘stressed physically and emotionally’. Of the six domains under the psychological aspect, positive well-being was observed in the ‘sense of coherence’ and ‘behavioural stress’ domains. Participants who were above 40 years old, married and had children reported having a more positive mental well-being when compared with their counterparts. Conclusion. Overall, most Malaysian dentists perceived having a positive mental well-being. It is crucial, however, to closely monitor and initiate early interventions for those with negative symptoms to ensure the safe practice of dentistry.     

Improving mental health status and coping abilities for long‐term unemployed youth using cognitive‐behaviour therapy based training interventions

This paper reports on immediate and long‐term well‐being outcomes for a group of long‐term unemployed youth who attended specially devised training courses based on the cognitive‐behaviour therapy (CBT) model. The courses were aimed specifically at improving the mental health of participants, and providing them with coping skills to deal better with the negative consequences of prolonged unemployment. Results for participants were compared with a waiting‐list, control group. Outcomes investigated were well‐being (psychological distress, self‐esteem, positive and negative affect), and coping behaviours (social support, self care, recreation, and cognitive coping strategies). Behavioural plasticity effects were also examined by comparing outcomes for participants who had higher distress scores prior to the course with participants who reported lower scores at that time. Immediate benefits were identified for both mental health and coping behaviours, and many of these benefits persisted into the long term. Participants with higher levels of pre‐course psychological distress improved more than their low distressed counterparts, supporting the behavioural plasticity hypothesis. Copyright © 1999 John Wiley & Sons, Ltd.     

Perceived safety climate, job demands, and coworker support among union and nonunion injured construction workers

PROBLEM: This study evaluated injured construction workers' perceptions of workplace safety climate, psychological job demands, decision latitude, and coworker support, and the relationship of these variables to the injury severity sustained by the workers. METHODS: Injury severity was assessed using the Health Assessment Questionnaire (HAQ), which evaluates functional limitations. Worker perceptions of workplace variables were determined by two instruments: (a) the Safety Climate Measure for Construction Sites and (b) the Job Content Questionnaire (JCQ). RESULTS: The overall model explained 23% of the variance in injury severity, with unique contributions provided by union status, the Safety Climate Score, and Psychological Job Demands. A positive significant correlation was found between injury severity and the Safety Climate Scores (r = .183, P = .003), and between the Safety Climate Scores and union status (r = .225, P < .001). DISCUSSION: There were statistically significant differences between union and nonunion workers' responses regarding perceived safety climate on 5 of the 10 safety climate items. Union workers were more likely than nonunion workers to: (a) perceive their supervisors as caring about their safety; (b) be made aware of dangerous work practices; (c) have received safety instructions when hired; (d) have regular job safety meetings; and (e) perceive that taking risks was not a part of their job. However, with regard to the 49-item JCQ, which includes Coworker Support, the responses between union and nonunion workers were very similar, indicating an overall high degree of job satisfaction. However, workers who experienced their workplace as more safe also perceived the level of management (r = -.55, P < .001) and coworker (r = -.31, P < .001) support as being higher. IMPACT ON INDUSTRY: The findings of this study underscore the critical need for construction managers to alert workers to dangerous work practices and conditions more frequently, and express concern and praise workers for safe work in a manner that is culturally acceptable in this industry. Workplace interventions that decrease the incidence and severity of injuries, but that are flexible enough to meet a variety of potentially competing imperatives, such as production deadlines and client demands, need to be identified.     

Critical Success Factors for Behavior-Based Safety: A Study of Twenty Industry-wide Applications

One-on-one interviews and focus-group meetings were held at 20 organizations that had implemented a behavior-based safety (BBS) process in order to find reasons for program success/failures. A total of 31 focus groups gave 629 answers to six different questions. A content analysis of these responses uncovered critical information for understanding what employees are looking for in a BBS program. A perception survey administered to individual employees (n = 701) at these organizations measured a variety of variables identified in prior research to influence success in safety efforts. The survey data showed five variables to be significantly predictive of employee involvement in a BBS process: 1) perceptions that BBS training was effective; 2) trust in management abilities; 3) accountability for BBS through performance appraisals; 4) whether or not one had received education in BBS; and 5) tenure with the organization. Also, employees in organizations mandating employee participation in a BBS process (n=8 companies) reported significantly higher levels of: (a) involvement; (b) trust in management; (c) trust in coworkers; and (d) satisfaction with BBS training than did employees whose process was completely voluntary (n = 12 companies). In addition, employees in mandatory processes reported significantly greater frequency of giving and receiving positive behavior-based feedback.     

Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels

Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to performance via their relationships with promotional justice and organizational commitment. In a sample of 305 employee–supervisor pairs, we found that both promotional justice and organizational commitment mediated between perceptions of promotion criteria and supervisor rated in‐role and extra‐role performance, and that having received a promotion in the past predicted attributions that promotions were based relatively more on performance or nonperformance criteria. Study 2 further examined the role of promotions themselves in the formation of perceptions of promotion criteria. Drawing from image and attribution theories, we hypothesized that the relationship between having received a promotion or not and perceptions of promotion criteria depends on ego defensiveness. In a sample of 145 employees, we found that those who scored high on ego defensiveness and who had not been promoted were especially likely to attribute promotion decisions to nonperformance criteria. Copyright © 2012 John Wiley & Sons, Ltd.     

Exposure to the sobriety "Checkpoint Strikeforce" campaign in Maryland: impact on driver perceptions of vulnerability and behavior

OBJECTIVES: To compare drivers who were: (1) exposed to Maryland's sobriety "Checkpoint Strikeforce" campaign; (2) not exposed but were aware of it; and (3) neither exposed nor aware of it. This six-month campaign involved periodic road-side sobriety checkpoints, in which police attempted to detect and arrest drunk drivers and a series of radio Public Service Announcements (PSAs) that promoted public awareness. METHODS: A statewide sample of 1725 drivers were interviewed by telephone to determine their exposure to and awareness of this campaign, as well as their beliefs and behaviors concerning drunk driving and seat belt usage. RESULTS: Relatively few people (9.6%) were exposed in any way to the campaign; however almost 30% were aware of it. Significant increases in perceived vulnerability to arrest for drinking and driving were found among those who were exposed. There were no differences in reported drinking and driving, but seat belt usage in the last 30 days was higher among those who were exposed. There were no differences among those people who had been directly exposed to the campaign (i.e., personally gone through a sobriety checkpoint) and those who were indirectly exposed (i.e., knew a family member or someone else who went through a checkpoint). CONCLUSIONS: Exposure to a sobriety checkpoint was associated with increased perceptions of drink-driving risk (i.e., likelihood of getting caught by the police), which was not dependent upon having personally experienced it. Awareness without exposure appears to be insufficient to change perceived risk. The need to increase the reach and frequency of the sobriety "Checkpoint Strikeforce" campaign is indicated.     

Impact of training programs on decision-making and situation awareness of trainee watch officers

This paper examines the impact of training programs on the ability of trainee watch officers to make decisions in collision avoidance situations.It draws on previous studies which have shown that experts are able to manage complex situations in an acceptable way. However, observations of students on simulators have revealed that many of them are unable to manage such situations or even to recall their main features. It is therefore necessary to identify new training tools that will give trainees the capacity to assess a situation quickly and accurately, and to perform satisfactory actions. These would be in addition to formal regulations.Exercises were designed to evaluate the impact of such tools on the decision-making process of trainees. The impact of the type of navigation experienced by trainees during their on-the-job training was also evaluated.Results showed that decision-making exercises did tend to improve the trainees’ capacity to analyse a complex situation; however, they did not have a clear impact on the manoeuvre performed. On the contrary, there was an obvious difference between the trainees who experienced complex avoidance situations during their on-the-job training period and those who did not.At a time where ship-owners are looking to reduce the length of the “on-the-job” training period, these results point to its vital importance.     

Soccer,concussions, and safety: Perceptions of parents of youth soccer participants

Introduction: The rate of concussions in youth soccer is among the highest of all youth sports. Parents play an important role in caring for their children and making decisions regarding whether they should participate in a sport, such as soccer, where concussions are well known. This study examined parental perceptions regarding: (a) coaches’ role in concussion management, (b) heading restriction policies, and (c) overall concussion risk and participation issues. Method: Online surveys were completed by 419 parents of youth soccer players who participated in the largest U.S. youth soccer programs nationwide. Results: Findings indicated 44.5% of the respondents had considered keeping their children from playing organized soccer and 47.2% were concerned about a potential decline in youth soccer participation due to concussions. Nearly 69% of responding parents agreed that heading should be banned for participants 10 years old or younger, while 56.5% thought heading should not be limited for participants 13 or older. Only 35% of parents were very confident about their child’s coach’s ability to properly identify concussions and remove those suspected of a concussion from play. Parents’ socioeconomic status (SES), soccer coaching and playing experience, and previous history of concussion(s) were key predictors of greater perceived risk about concussions. Conclusions: Findings from this study shed light on parents’ perceptions about concussions and related safety issues in youth soccer. Understanding what parents believe about concussions is vital to preserve youth soccer participation and can be used to strengthen education and policies that promote a safer environment for youth sport participants. Practical Applications: Youth soccer coaches can benefit from stronger, comprehensive educational efforts at the league/club level. Additionally, parents of youth athletes who are in the lower SES communities should be targeted to receive concussion safety information and/or interventions that would improve their knowledge, attitude, and practices regarding concussion safety.     

First aid training in secondary schools: A comparative study and implementation considerations

Introduction: School-based first aid training has benefits for adolescents with an opportunity to increase health and safety knowledge relating to injury and cardiac arrest. Method: Using a quasi-experimental design we evaluated differences among students (M_age = 13.46 years, 55% female) taught first aid through the Skills for Preventing Injury in Youth (SPIY) program (n = 1942), treatment-as-usual school-based first aid training (n = 675), and students who did not receive first aid training (n = 489). Results: Results showed significant differences in self-reported knowledge scores at twelve-month follow-up (controlling for baseline knowledge). Students in the SPIY group and the treatment-as-usual first aid group had higher total scores than the control group. Teachers and students reported positive perceptions to first aid study, in particular the interactive delivery and scenarios for contextualizing information. Practical Applications: The study provides support for the retention of first aid knowledge up to 12-months and thus the inclusion and feasibility of first aid training in secondary school curriculum.     

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.     

Driving safety improves after individualized training: An RCT involving older drivers in an urban area

Objective: This study aimed to reproduce the results of a previous investigation on the safety benefits of individualized training for older drivers. We modified our method to address validity and generalizability issues.

Methods: Older drivers were randomly assigned to one of the 3 arms: (1) education alone, (2) education?+?on road training, and (3) education?+?on road?+?simulator training. Older drivers were recruited from a larger urban community. At the pre- and posttests (separated by 4 to 8 weeks) participants followed driving directions using a Global Positioning System (GPS) navigation system.

Results: Our findings support the positive influence of individualized on-road training for urban-dwelling older drivers. Overall, driving safety improved among drivers who received on-road training over those who were only exposed to an education session, F(1, 40) = 11.66, P = .001 (26% reduction in total unsafe driving actions [UDAs]). Statistically significant improvements were observed on observation UDAs (e.g., scanning at intersections, etc.), compliance UDAs (e.g., incomplete stop), and procedural UDAs (e.g., position in lane).

Conclusion: This study adds to the growing evidence base in support of individualized older driver training to optimize older drivers’ safety and promote continued safe driving.