Age-related accident risks among assembly workers: A longitudinal study of male workers employed in the Swedish automobile industry

This study investigates whether there is evidence of age-related accident risks among male assembly workers in the Swedish automobile industry. Age-related accident ratios (ARs) were measured for all accidents aggregated and for six accident types over a 10-year period, using five age categories and three time intervals. The results showed that regardless of accident type, ARs were generally higher among younger workers than older ones, though not for all accident types and time periods. ARs by (open) age cohorts increased over time in four accident situations out of six for assemblers aged 25–34 (35–44 in 1990–1991). Inequalities in risk exposure, labor-market factors, and early deselection from the occupation are emphasized as significant external factors in the age-related differences observed in ARs.     

Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior

Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other hand, are highly motivated to enhance how they feel about themselves and thus identify affectively with groups. Across three studies, we develop measures of cognitive and affective identification and then show that neuroticism is positively related to cognitive identification, whereas extraversion is positively related to affective identification. We also find that affective identification provides incremental predictive validity over and above cognitive identification in the prediction of organizational commitment, organizational involvement, and organizational citizenship behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

Differential effects of strain on two forms of work performance: individual employee sales and creativity

In this research, we develop and test a model of the links between psychological strain (subjective experiences of feeling conflict and tension) and work performance. Our model includes two types of strain (work strain and home strain) and two forms of work performance (quantity of individual sales performance and creativity). Thus we acknowledge the importance of work and non‐work sources of strain as well as the multidimensional nature of work performance. We test the proposed relationships with data collected over six months from a field sample of 195 hair salon stylists (personal service workers who interact directly with customers and provide services directly to individuals and not to other firms). Results demonstrate a positive relation between work strain and individual employee sales performance and a negative relation between home strain and employee creativity at work. Leader–member exchange moderated the effects of work strain and home strain on creativity. We discuss findings and implications, emphasizing multiple roles, the importance of differentiating types of strain, and the multidimensionality of work performance. We conclude by suggesting that strain may be particularly relevant to work performance of employees in jobs like those in our sample which are characterized by high social interdependence and low task interdependence. Copyright © 2001 John Wiley & Sons, Ltd.     

Work and non-work correlates of illness and behaviour in male and female Swedish white collar workers

Four broad classes of dependent variables (psychological strain, physical illness symptoms, health-related behaviour and social participation) were associated with eleven categories of stressors and stress moderators from work and family life, using multiple logistic regression analysis for a random sample of 8700 full-time male and female members of T.C.O., a major Swedish white-collar labour federation (covering 25 per cent of the Swedish labour force). Our goal was to find broad patterns of associations by comparing relative magnitudes of effects for (a) stressors and stress moderators; (b) work and family activities, and (c) males and females. Fifty per cent of the associations between environmental factors and dependent variables were significant in the predicted direction at the 5 per cent level. However, only 5 per cent of the associations are as strong, for example, as average smoking/heart disease associations. Our primary conclusion is that job factors are the next strongest set of predictors of health and behaviour after age. Job factors are stronger than family factors for both men and women; proportionally increasing the explained variance by over 60 per cent versus roughly 20 per cent for family factors (over the 25 per cent of explanation due to demographic factors). The overall pattern of stressor/outcome associations is quite similar for men and women, although both job/outcome and family burden/outcome associations are stronger for women than for men. We failed to find a clear linkage between particular stressors and particular physical illnesses. Among the job factors, control and work load have the strongest associations; with the former predicting behaviour patterns and job satisfaction (along with social support), and the latter predicting mental strain symptoms. Family problems are associated with increased health risks (stronger for men) and family responsibilities and constraints affect health behaviour (stronger for women). Job satisfaction is the most successfully predicted outcome in the study, and is similarly affected for men and women.     

The influence of career stage on the work attitudes of male and female accounting professionals

The present study compared work commitments, overall job satisfaction, intrinsic and extrinsic rewards satisfactions, and organizational and professional turnover intentions of 718 male and female accounting professionals at different career stages. Career stage was measured by professional tenure. The results indicate that there are some differences in work attitudes across career stages for male accounting professionals. Job involvement, organizational commitment, and intrinsic and extrinsic rewards satisfaction are positively related to professional tenure. Organizational turnover intentions are negatively related to professional tenure for male accounting professionals. There are no significant differences in work attitudes across career stages for female accounting professionals. An examination of reasons for differences in work attitude patterns between male and female accountants suggests the need for research to determine whether later career stages (advancement and maintenance) differ for men and women. The results also suggest that future research should consider defining career stage in terms of the overlap between stages defined using alternate career stage measures.     

Social support by four categories of work colleagues: Relationships between activities,stress and satisfaction

An approach to the study of social support at work is presented emphasizing nature and type of social support. One hundred employees in a range of occupations rated the frequency of engaging in 12 types of social and work-related activity with each of four work colleagues varying in degree of intimacy. They also rated levels of job satisfaction and work stress. The results confirm the usefulness of this approach and also suggest that type of work relationship is associated with different sorts of socially supportive activities, and that these affect stress but not satisfaction. These findings were discussed in terms of the interaction between type of support given, source of support, and outcome.     

Required hours of practice for learner drivers: A comparison between two Australian jurisdictions

Problem

This study considers whether requiring learner drivers to complete a set number of hours while on a learner license affects the amount of hours of supervised practice that they undertake. It compares the amount of practice that learners in Queensland and New South Wales report undertaking. At the time the study was conducted, learner drivers in New South Wales were required to complete 50 hours of supervised practice while those from Queensland were not.

Method

Participants were approached outside driver licensing centers after they had just completed their practical driving test to obtain their provisional (intermediate) license. Those agreeing to participate were interviewed over the phone later and asked a range of questions to obtain information including socio-demographic details and amount of supervised practice completed.

Results

There was a significant difference in the amount of practice that learners reported undertaking. Participants from New South Wales reported completing a significantly greater amount of practice (M = 73.3 hours, sd = 29.12 hours) on their learner license than those from Queensland (M = 64.1 hours, sd = 51.05 hours). However, the distribution of hours of practice among the Queensland participants was bimodal in nature. Participants from Queensland reported either completing much less or much more practice than the New South Wales average.

Summary

While it appears that the requirement that learner drivers complete a set number of hours may increase the average amount of hours of practice obtained, it may also serve to discourage drivers from obtaining additional practice, over and above the required hours.

Impact on Industry

The results of this study suggest that the implications of requiring learner drivers to complete a set number of hours of supervised practice are complex. In some cases, policy makers may inadvertently limit the amount of hours learners obtain to the mandated amount rather than encouraging them to obtain as much practice as possible.     

矿工心理因素、工作压力反应和不安全行为关系研究

为研究在巨大工作压力下,矿工的心理因素与工作压力反应和不安全行为的关系,以问卷的形式调查陕西省2家具代表性煤矿的工人,分别以矿工的心理因素、工作压力反应和作业过程中的不安全行为作为外生变量、中介变量和内生变量,构建心理因素、压力反应和不安全行为的结构方程模型。通过对调研数据处理与分析,得出如下结论:本研究中的4项心理因素,性格因素、心理素质、注意力和工作态度显著影响不安全行为的发生;性格因素、心理素质和注意力对压力反应有显著影响;工作态度与煤矿工人的压力反应的关系不显著;性格因素、心理素质、注意力和工作态度通过影响矿工的压力反应,间接影响矿工的不安全行为。     

An experimental study to evaluate musculoskeletal disorders and postural stress of female craftworkers adopting different sitting postures

This study aimed to evaluate musculoskeletal disorders (MSDs) and postural stress among female craftworkers. The study was carried out on 75 adult female craftworkers in different districts of West Bengal. The prevalence of MSDs, body part discomfort (BPD) rating and body joint angles of the workers were evaluated with standard methods. Electromyography (EMG) of the shoulder and back muscles was recorded with the BIOPAC system. The prevalence of MSDs, BPD rating and deviation of joint angle were comparatively lower in the case of sitting on the floor with folded legs than squatting and sitting on the floor with stretched legs postures. The EMG and rms values of the shoulder and back muscles were comparatively lower in this posture. Therefore, it was concluded that sitting on the floor with folded legs was less hazardous and it imposed less postural stress in comparison to other sitting postures.     

Moderating effects of self-efficacy for the relationship between training method and anxiety and stress reactions of newcomers

The purpose of this study was to examine the moderating effect of self-efficacy for the relationship between training method and newcomers' anxiety and stress reactions. The two methods of training examined were formal orientation and training and tutorial training. A sample of 198 newly-hired entry-level accountants completed a questionnaire following their first few weeks of entry. The results indicated that self-efficacy was negatively related to anxiety but not stress. However, a positive relationship between anxiety and stress suggested that self-efficacy was indirectly related to stress through its relationship with anxiety. Further, self-efficacy was found to moderate the relationship between training method and anxiety. Formal orientation and training was related to lower anxiety for newcomers with low technical self-efficacy. The opposite result was found for tutorial training. Tutorial training was related to higher anxiety for newcomers with low academic self-efficacy. The relationship between training and anxiety did not vary by training method for newcomers with high self-efficacy. The research and practical implications of a self-efficacy theory framework are discussed for the training, socialization, and adjustment of newcomers.     

Effects of external and internal interruptions on boredom at work: two studies

It is proposed that attentional difficulties are central to the experience of boredom. Events which disrupt attention during task performance may contribute to feelings of boredom with the task. Two sources of disruption are explored: external interruptions from the physical environment, and internal interruptions in the form of non-task-related thoughts about current concerns. Study 1 found that external interruptions reduced boredom on a simple task which required little attention, but contrary to expectations, had no impact on reactions to a simple task that did require attention or on reactions to a complex task. Study 2 manipulated internal interruptions via a role-playing methodology, and found that observers attributed greater boredom and less satisfaction to performers who were more frequently interrupted by non-task-related thoughts while at work, especially when these thoughts were about non-urgent concerns. The concepts of internal and external interruptions may be quite useful in understanding variations in the day-to-day experience of work, and in the relationship of non-work to work spheres of life. © 1998 John Wiley & Sons, Ltd.     

Proactive and reactive helping: Contrasting the positive consequences of different forms of helping

Research on helping has identified positive consequences of helping for the helper, beneficiary, group, and organization. Recent research, however, raises concerns about contingencies that influence the outcomes of helping and suggests the need for a more nuanced perspective on the positive outcomes of helping. In this paper, we develop a novel theoretical perspective to address these contingencies by differentiating between proactive helping and reactive helping. Drawing from the two main theoretical frameworks, which have been used as the basis for studying helping—social exchange theory and functional motives theory—we discuss differences in the positive consequences of reactive and proactive helping for helpers, dyads, groups, and organizations. We submit that reactive helping facilitates heedful relationships, such that it creates and perpetuates social exchange norms that benefit others in the group. Conversely, we posit that proactive helping is often based on fulfilling personal needs, such that it benefits the self in terms of reputational benefits, well‐being, favorable self‐evaluations, need satisfaction, and self‐development. We discuss theoretical implications of this framework for future research on the positive consequences of helping. Copyright © 2012 John Wiley & Sons, Ltd.     

Relationship between organizational justice and employee work outcomes: a cross‐national study

This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power distance index, and most of these study participants were in the U.S. (versus Hong Kong) sample. Limitations of the study and the implications of the findings for managing cross‐culturally are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Relationships between psychological climate perceptions and work outcomes: a meta‐analytic review

In this study, meta‐analytic procedures were used to examine the relationships between individual‐level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well‐being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta‐analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta‐analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James ( 1989 ) PC_g model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual‐level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. Copyright © 2003 John Wiley & Sons, Ltd.     

Identity salience: a moderator of the relationship between group gender composition and work group conflict

This study proposes and tests models in which the salience of gender serves as a moderator of the relationship between group gender composition and work group conflict. The numerical distinctiveness of gender group composition was found to trigger the salience of group members' gender identities for men in the group. Identity salience was found to affect work group conflict beyond what one would predict on the basis of gender diversity alone. Support was found for gender identity salience as a moderator variable with respect to the linkage between numerical distinctiveness in gender work group composition and relationship conflict in work groups for men. This study offers an explanation for the differing effects found across studies regarding the effect of group composition on work group conflict: the extent to which gender is relied upon by group members in describing those in their group. Copyright © 2002 John Wiley & Sons, Ltd.