Is there a link between children's motor abilities and unintentional injuries?

PROBLEM: The common view is that clumsy children experience unintentional injury more frequently. Empirical evidence supporting this position is mixed. METHOD: One hundred 6- and 8-year-olds completed a battery of nine tasks designed to assess motor ability. Mothers completed a lifetime injury history measure about their children and families completed a 2-week injury diary assessing frequency and severity of daily injuries. RESULTS: Internal reliability for the motor ability battery was good. Correlations between motor ability measures and injury risk were nonsignificant and near zero. DISCUSSION: Motor ability does not appear to be directly related to injury risk. Possible explanations include: (a) coordinated and clumsy children engage in hazardous activities with differing frequency; or (b) other individual difference factors may interact with motor ability to explain children's injury risk. IMPACT ON INDUSTRY: Children's motor abilities do not appear to be directly linked to rate of unintentional injury, but instead may influence risk for injury in conjunction with other factors. Results could have implications to the engineering of children's toys and playground equipment and to the design of appropriate supervision strategies for children engaging in potentially dangerous activities.     

Is there a link between motor vehicle collisions and being a cigarette smoker in Canada? Analysis of survey data from Ontario from 2002 to 2014

Objective: Although most research on drugs and driving has focused on the use of alcohol and cannabis, research that has been conducted on cigarette smoking and collisions has found that smokers have an increased collision involvement. Studies dating from 1967 through 2013 have shown a crude relative risk of about 1.5 among smokers compared to nonsmokers. In Canada, the association between smoking and collisions has not been recently investigated. Studies that have examined the association between smoking and collisions often did not control for all confounding factors, such as alcohol use and driving exposure, which have been associated with increased collision rates. Additionally, a number of these studies were examined in countries and at times when prevalence of smoking was much higher than is currently the case in Canada. The purpose of this research is to examine the association between self-reported current smoking and past-year collision involvement, controlling for confounding factors, in a large representative sample of adult drivers in Ontario, Canada, from 2002 and 2014.

Method: Data are based on the Centre for Addiction and Mental Health (CAMH) Monitor, an ongoing, rolling telephone survey of Ontario adults that provides epidemiological surveillance of indicators related to alcohol, tobacco, and other drug use, as well as physical and mental health. The survey uses random-digit-dialing methods via Computer-Assisted Telephone Interview, with response rates over 50%.

Results: Prevalence of self-reported collision involvement within the past year for 2002–2014 was 8.6% among those who currently smoke compared to 6.5% of nonsmokers. Logistic regression analysis, controlling for the potential confounding effects of sociodemographics, driving exposure measures, drinking frequency, and hazardous alcohol use, found that the overall odds for collision involvement in the preceding year among current smokers for 2002–2014 was 1.27 (95% confidence interval [CI], 1.06–1.53) times that of nonsmokers.

Conclusions: These findings indicate that despite a substantial reduction in overall prevalence of smoking in Canada, smokers still have a significantly increased odds of collision involvement, even when controlling for alcohol and exposure. Additionally, the results are consistent with the increased odds/risks of motor vehicle collisions found in other countries.     

Is career management related to employee development and performance?

The career management process involves career exploration, development of career goals, and use of career strategies to obtain career goals. The relationship between different aspects of the career management process and employee development behavior and performance was examined in this study. Employees provided information concerning their personal characteristics, career management strategies, their manager's support for career development, and willingness to participate in development activities. Managers provided ratings of each employee's job performance and developmental behavior. Position, manager's support for development, environmental exploration, and distance from career goal explained significant variance in employees' willingness to participate in development activities and developmental behavior. Career management was not significantly related to performance ratings. Research and practical implications of the study findings are discussed.     

Is there a need for new theories,models and approaches to occupational accident prevention?

This paper discusses occupational accident modelling challenges associated with a changing working life, and asks whether ideas from models developed for high-risk, complex socio-technical systems can be transformed and adapted for use in occupational accident prevention. Are occupational accidents mainly simple component failures or is a systemic approach to the phenomenon of some interest and value?     

Is there agreement between worker self and supervisor assessment of worker safety performance? An examination in the construction industry

Introduction: Individual safety performance (behavior) critically influences safety outcomes in high-risk workplaces. Compared to the study of generic work performance on different measurements, few studies have investigated different measurements of safety performance, typically relying on employees' self-reflection of their safety behavior. This research aims to address this limitation by including worker self-reflection and other (i.e., supervisor) assessment of two worker safety performance dimensions, safety compliance and safety participation. Method: A sample of 105 workers and 17 supervisors in 17 groups in the Chinese construction industry participated in this study. Comparisons were made between worker compliance and participation in each measurement, and between workers' and supervisors' assessment of workers' compliance and participation. Multilevel modeling was adopted to test the moderating effects on the worker self-reflection and supervisor-assessment relationship by group safety climate and the work experience of supervisors. Results: Higher levels of safety compliance than participation were found for self-reflection and supervisor assessment. The discrepancy between the two measurements in each safety performance dimension was significant. The work experience of supervisors attenuated the discrepancy between self- and supervisor-assessment of compliance. Contrary to our expectations, the moderating effect of group safety climate was not supported. Conclusions: The discrepancy between worker self- and supervisor-assessment of worker safety performance, thus, suggests the importance of including alternative measurements of safety performance in addition to self-reflection. Lower levels of participation behavior in both raters suggest more research on the motivators of participatory behavior. Practical applications The discrepancy between different raters can lead to negative reactions of ratees, suggesting that managers should be aware of that difference. Assigning experienced supervisors as raters can be effective at mitigating interrater discrepancy and conflicts in the assessment of compliance behavior.     

How does spouse career support relate to employee turnover? Work interfering with family and job satisfaction as mediators

Employee turnover is a major concern because of its cost to organizations. Although theory supports the influence of nonwork factors on turnover, our understanding of the degree to which nonwork factors relate to actual turnover behavior is not well developed. Using a sample of 5505 U.S. Army officers, we assessed the extent to which spouse career support related to reduced turnover four years later through work interfering with family (WIF) and job satisfaction as mechanisms. Results revealed that spouse career support decreased the odds of turnover, and WIF and job satisfaction sequentially mediated this relationship, with lower WIF and higher job satisfaction reducing the odds of turnover. Practical implications of using family support systems as retention interventions are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors

Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.     

Restraint use and seating position among children less than 13 years of age: Is it still a problem?

Introduction

The purpose of this study was to calculate national estimates and examine the extent to which children prematurely use adult seat belts and ride in the front seat of a vehicle during a 30 day period.

Methods

Data were obtained from a nationally representative cross-sectional random-digit-dial telephone survey that included child-specific questions on motor vehicle restraint use and seating position.

Results

Among children less than 13 years, parents reported an estimated 618,337 who rode unrestrained and more than one million who rode in the front seat of a vehicle at least some of the time in the past 30 days. During the same time period, close to 11 million children 8 years and younger reportedly used only adult seat belts.

Discussion

Our results highlight the need for continued outreach to parents regarding optimal restraint use and rear seating position for children every trip, every time.     

Feeling insulted? Examining end‐of‐work anger as a mediator in the relationship between daily illegitimate tasks and next‐day CWB

In this daily diary study, we investigated the within‐person relationship between daily illegitimate tasks and next‐day counterproductive work behavior (CWB). We explored a moderated mediation model where the link between illegitimate tasks and CWB is mediated by daily end‐of‐work anger, with daily time pressure moderating the relationship between illegitimate tasks and end‐of‐work anger. We collected data from 114 full‐time employees across 10 consecutive working days. Results showed that within individuals, daily illegitimate tasks positively predicted next‐day CWB, and the relationship was mediated by daily end‐of‐work anger. Further, daily time pressure moderated the relationship between daily illegitimate tasks and daily end‐of‐work anger with the relationship being stronger when daily time pressure was high.     

Is using work–life interface benefits a career‐limiting move? An examination of women,men, lone parents,and parents with partners

Using a large national sample based on Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, we examined the effects of employee usage of seven organizational work–life interface benefits on promotions. Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. The main effect of using work–life interface benefits on promotions was positive, indicating that using these benefits is not a career‐limiting move. Gender, presence of young children, and marital status interacted with the use of work–life interface benefits. Single parents benefitted less than other employees from using work–life interface options. Altogether, these findings suggest that the ongoing positive effects of conservation of time and energy resources for employees outweigh the initial short‐term negative effects of signaling and stigmatization. Copyright © 2012 John Wiley & Sons, Ltd.