Self‐monitoring and performance appraisal: rating outcomes in project teams

Two studies examined the relationship between ratee self‐monitoring and performance appraisal in project teams using three appraisal sources: self, peer, and supervisor. Study 1, a laboratory study, found that high self‐monitoring (HSM) subjects produced self‐ratings significantly higher than their low self‐monitoring (LSM) counterparts. Further, higher agreement among sources occurred for LSM than for HSM subjects. HSMs' tendency to portray themselves differently to various audiences resulted in less rating convergence across sources. Study 2, employing project teams in five corporations, replicated the convergence finding. Implications for use of various sources of appraisal and for understanding the role of self‐monitoring in performance appraisal are discussed. Copyright © 2000 John Wiley & Sons, Ltd.     

Achievement motive and entrepreneurial orientation: a structural analysis

In this study we have attempted to assess the achievement motive of students of small business, considered as having high entrepreneurial orientations, and students of business and economics, considered as having lower entrepreneurial orientations. Based on a facet definition of achievement motive we analyzed the structure of achievement motive for both samples. As hypothesized, results reflected the three facets of achievement motive: type of confrontation, time perspective related to task performance, and behavior modality. As hypothesized, small business students were found to score higher than their business and economics colleagues on most of the achievement items. Considerable differences between the samples were found on four achievement components: the readiness to face uncertainty, calculating risk, undertaking personal responsibility, and solving problems. The discussion focused on the advantages of the multifaceted approach to achievement motive and implications for assessing it in various settings. Copyright © 1999 John Wiley & Sons, Ltd.     

Beyond the mean: Understanding firm‐level consequences of variability in diversity climate perceptions

We develop and test an organizational‐level model of the consequences of diversity climate for company performance. Drawing from affective events theory and the organizational climate literature, we highlight the role of idiosyncrasies in employees' diversity climate perceptions. Specifically, we consider diversity climate strength (i.e., agreement in employees' climate perceptions) as a boundary condition of diversity climate's organizational‐level effects and expect high climate strength to be particularly beneficial in demographically diverse organizations. Moreover, we introduce collective positive affect as an underlying mechanism of diversity climate's conditional effects on company performance. Hypotheses are tested in a study of 82 German small‐and‐medium‐sized companies with 13,695 surveyed employees. Results show a moderated mediation relationship where diversity climate is only positively related to organizational performance (via collective positive affect) at relatively high diversity climate strength. Although this finding holds for both demographically diverse and homogeneous organizations, post hoc analyses provide initial evidence that a strong climate only helps to realize the effects of diversity climate on collective positive affect when members of age‐ and gender‐related demographic subgroups converge in their climate perceptions. Our study contributes to a better understanding of diversity climate as an effective lever for managing diversity.     

Relocation decision‐making and couple relationships: a quantitative and qualitative study of dual‐earner couples

We present the results of two empirical studies of the relocation decision‐making process of dual‐earner couples. The first study is a quantitative survey of 155 management‐level employees and focuses on the variables likely to moderate the influence of the spouse (partner) on the probability of accepting or turning down geographical mobility. The second complementary study is qualitative, consisting of 11 in‐depth interviews of dual‐earner couples; it attempts to identify the dynamics within the couple when making relocation decisions. We found that the couple's decision‐making process in the face of a transfer proposition is above all a search for compromise solutions that are a function of the respective occupational and family roles within the couple as well as their expectations of how to organize their life as a couple. Copyright © 2005 John Wiley & Sons, Ltd.     

Workplace safety perceptions and perceived organizational support: do supportive perceptions influence safety perceptions?

The current study investigated the relationship between organizational safety climate and perceived organizational support. Additionally, it examined the relationship with job satisfaction, worker compliance with safety management policies, and accident frequency. Safety climate and supportive perceptions were assessed with Hayes, Perander, Smecko, et al. 's (1998) and Eisenberger, Fasolo and LaMastro's (1990) scales respectively. Confirmatory factors analysis confirmed the 5-factor structure of Hayes et al. 's WSS scale. Regression analysis and t-tests indicated that workers with positive perspectives regarding supportive perceptions similarly expressed positive perceptions concerning workplace safety. Furthermore, they expressed greater job satisfaction, were more compliant with safety management policies, and registered lower accident rates. The perceived level of support in an organization is apparently closely associated with workplace safety perception and other organizational and social factors which are important for safety. The results are discussed in light of escalating interest in how organizational factors affect employee safety and supportive perceptions.     

Presence of drug screening and employee assistance programs: Exclusive and inclusive human resource management practices

Drug screening and employee assistance programs (EAPs) are human resource management practices for addressing substance abuse among employees. The two practices reflect different human resource management strategies and lead to different outcomes for employees and applicants. Drug screening is designed to exclude drug users from the workplace whereas EAPs offer them ‘rehabilitation’. Characteristics of worksites and their surrounding labor market may influence the presence or absence of these personnel practices. The results suggest that, when controlling for number of employees, economic sector, industry, and union presence, worksites with low turnover and in areas with high unemployment rates are more likely to engage in pre-employment drug screening, while worksites with low turnover more often provide an EAP.     

Cognitive‐affective stress propensity: a field study

A cognitive‐affective stress propensity model was examined using field study data. Structural equation models analyses tested hypothesized and alternate models to determine their goodness‐of‐fit with the data. The results supported a direct relationship between stress propensity and strain, and an indirect, mediated relationship between stress propensity and strain through a subjective stress construct. In addition, stress propensity was found to moderate the relationships of experienced negative affect with somatic and with psychological strain, and with one of three measures of subjective stress. Implications of the results for research and practice are discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

DUI offenders' perceptions and misperceptions of basic alcohol information

This paper describes the perceptions and misperceptions of basic alcohol and DUI-related information held by two groups of subjects: first-time DUI offenders and multiple-DUI offenders. The results revealed that both samples of subjects were well informed regarding some basic information (e.g., tolerance, elimination of alcohol from the body by the liver, effect of several drinks on increased likelihood of accident) and that the multiple-DUI offenders appeared more knowledgeable on several items (e.g., penalty for refusing breath test, beverage equivalency). These results tend to discredit the knowledge-deficit model of DUI prevention/education/rehabilitation, and an alternative coping skills model is proposed.     

Beliefs about ‘improvability’ of career‐relevant skills: relevance to job/task analysis,competency modelling,and learning orientation

Based on data obtained from three samples of participants from both a work organization and a college setting, this paper addressed two major research objectives relevant to organizational behavior and applied psychology. First, we wanted to explore the nature of implicit theory of skill malleability in more detail than has been done before. This was done by drawing on KSAO dimensions from the task/job analysis literature, and examining linkages among: (a) task/job analysis; (b) implicit theories; and (c) competency modelling (an area in which there has been little empirical research). The studies found multiple factors of beliefs about KSAO improvability and showed a clear ordering of improvability beliefs (from most to least improvable) that follow predictions made in the Iceberg model of competencies. The present studies also found relationships between perceptions of KSAO importance and KSAO improvability, as well as evidence that this relationship is stronger for people who have been in a role/job longer, having had greater opportunity to observe critical KSAOs improve over time. A second major objective of the research was to explore improvability beliefs within a nomological network that would help to further establish the construct validity of the beliefs within the learning/development area. Using structural modelling, the improvability beliefs were tied to learning‐oriented concepts including self‐efficacy for learning and development, tendency to compare oneself to others when learning, as well as learning‐oriented attitudes and behaviors. The potential practical value of improvability beliefs is discussed, as are suggestions for future research. Copyright © 2003 John Wiley & Sons, Ltd.     

Cognitive processes in procedural justice judgments: The role of ease‐of‐retrieval,uncertainty, and experience

In a field experiment with 517 job applicants, the processes underlying the formation of procedural justice judgments were investigated. It was hypothesized that procedural justice judgments may be based not only on content information (e.g., “What are fair aspects of the selection procedure?”), but also on the felt ease or difficulty with which this content information can be retrieved from memory (ease‐of‐retrieval; e.g., “How easily can I recall fair aspects of the selection procedure?”). Evaluations of the company's online application procedure show that job candidates based procedural justice judgments on content information or on ease‐of‐retrieval, depending on their uncertainty regarding the online application procedure as well as their prior experiences with online applications. Specifically, experienced applicants who felt certain based their judgments on ease‐of‐retrieval, whereas all other applicants based their judgments on content information. Implications for research on the formation of justice judgments as well as practical applications are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Parental risk perceptions of childhood pedestrian road safety: a cross cultural comparison

INTRODUCTION: This cross-sectional community-based randomized telephone survey, aimed to compare the parental risk perceptions on childhood pedestrian road safety among three different major community language speaking groups and the mainstream English speaking Australians in Sydney, Australia. METHOD: This was a community-based telephone survey with subjects randomly selected from the population of specific cultural languages in Sydney. RESULTS: Results indicated that Chinese and Arabic speaking parents or caregivers perceived the road environments as significantly less hazardous for their 4-12 year old children as pedestrians when compared with Vietnamese and English speaking parents. This was true even after adjusting for the age of child, socioeconomic status, and the living environments of respondents. CONCLUSION: The implication of the results was discussed in light of possible application to childhood safety behavior across different cultures. IMPACT TO THE INDUSTRY: The results obtained have highlighted the importance of cultural factors in risk perceptions, and safety behaviors. Cultural differences in risk perceptions should be taken into consideration in the design of safety education programs.     

Agent-based analysis and support for incident management

This paper presents an agent-based approach for error detection in incident management organizations. The approach consists of several parts. First, a formal approach for the specification and hierarchical verification of both traces and properties. Incomplete traces are enriched by enrichment rules. Furthermore, a classification mechanism is presented for the different properties in incident management that is based on psychological literature. Classification of errors provides insight in the functioning of the agents involved with respect to their roles. This insight enables the provision of dedicated training sessions and allows software support to give appropriate warning messages during incident management.     

The development of a measure of safety climate: The role of safety perceptions and attitudes

In understanding the safety climate or culture of a workplace, the perceptions and attitudes of the workforce are important factors in assessing safety needs. Safety solutions may fail if they do not take into account these prevailing attitudes and perceptions. Also, changes in attitudes and perceptions about safety are often likely outcomes of safety interventions. The aim of this study was to develop a measure of perception and attitudes about safety as an indicator of safety culture for use with working populations. After reviewing the structure and content of a number of older, related measures of safety attitudes, a 67-item questionnaire was developed. The questionnaire was distributed in a self-administered form to 1560 workers in a wide variety of types of jobs and 660 questionnaires were returned from 7 workplaces with a response rate of 42%. Items were evaluated by Cronbach alpha which showed that the item set shared considerable common variance. Scale development was approached in two ways. First items which were highly skewed were removed, resulting in removal of around half of the items, with very little loss in alpha. The remaining items were then subjected to factor analysis which revealed five factors; personal motivation for safe behaviour, positive safety practice, risk justification, fatalism and optimism. This factor structure showed acceptable psychometric properties. Second, in an effort to produce a unidimensional scale with a small, but representative set of items, additional items were removed which had high correlation with other items. This resulted in loss of around half of the remaining items. The short scale contained 17 items with again overall acceptable psychometric properties. The most striking finding in the development of this questionnaire was that there was little variation between respondents on a very large proportion of the questions originally selected. Clearly there are well-known beliefs about safety in the working community which need to be understood in order to progress the concept of safety culture.     

Self-appraisal and perceptions of the appraisal discussion: A field experiment

Performance evaluation based on self-appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both-rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty-one ratees and 81 raters randomly assigned to self-appraisal and control groups participated in the study. Results indicated that the self-appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self-appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non-self appraisers. However, informal self-appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self-appraisal which warrant future research.     

Winners and losers: Employee perceptions of their company's technological transformation

This paper reports an unusual opportunity to explore the range of reactions that a company's technological transformation aroused in its workforce. Based on tape recordings of interviews conducted with 56 of the 141 employees, individuals were categorized on the basis of their perception of proportion of personal gains to losses: 21 were identified as winners, 17 as losers, and 18 as sideliners. Concurrently, researchers independently rated the job fate of each individual as a result of the changes, classifying jobs as protected/enhanced, threatened/diminished or unaffected. Losers were similar to winners in their belief in the need for change, their strong identification with the company, and even the amount of job disruption already experienced. Where they differed significantly, was in their perception of the future; losers feared that they would not have a place in the new company or elsewhere, and from their perspective job content was clearly irrelevant until and unless job security, or at least employment elsewhere, was assured. Losers' fears could not be dismissed simply as ‘resistance to change’ but had some basis in reality in that there was a strong correlation between loser status and threatened diminished job status, as judged by external observers. Based on these findings, the argument is made that research on the human consequences of technological transformation cannot be limited only to positive or negative effects, but should include a consideration of both; the recognition of the complexity and differential impact of technological change constitutes a first step in being able both to foster its progress while, at the same time, seeking means to moderate its negative consequences.     

Some consequences of labor–management negotiations: Laboratory and field studies

The stress associated with labor-management negotiations is investigated in two longitudinal studies. In Study 1, changes in anxiety and blood pressure following a simulated negotiation exercise are assessed. The sample consisted of 49 advanced undergraduate Industrial Psychology students, divided into experimental (n = 24) and control (n = 25) groups. The experimental group engaged in a simulated labor–management negotiation, whereas the control group participated in a class discussion session. Anxiety and blood pressure levels of both groups were tested before and after the manipulation. Statistically controlling for pretest differences, the experimental group yielded more negative changes in anxiety and blood pressure levels than the control group from pretesting at posttesting. In Study 2, moderators and psychological consequences of participation during in vivo labor–management negotiations were studied. Data were collected from 96 industrial relations (IR) practitioners immediately before negotiations and three months later. Using moderated multiple regression, negatively perceived IR stress predicted negative changes in psychological well-being. Family support moderated the relationship, while personality hardiness yielded a negative buffering effect on this relationship. Explanations of the findings are discussed and implications for future research are suggested.     

Organization–environment adaptation: A macro‐level shift in modeling work distress and morale

We theorized that organization–environment adaptation, the interaction between external demands and personnel resources, predicts distress and morale. We tested this hypothesis in 29 stations within one state police department, and combined three data sources. We measured environmental demands for policing via census data pertaining to the station precinct (e.g., per cent unemployed; per cent in public housing). We assessed resources via personnel numbers within stations. Outcomes were employee's perceptions of staff distress and morale at the station (N = 247), assessed twice, 14 months apart. Using hierarchical linear modeling, we found that environmental demands predicted perceptions of workgroup distress and morale and that the relationships were moderated by personnel resources. For distress, when resources were low, demands were positively associated with distress; when resources were high, demands were negatively associated with distress. For morale, when resources were high, demands were positively associated with morale; there was no relationship when resources were low. Results show that aversive and pleasurable reactions at work may be traced to how resources are employed to manage external demands. Results support a macro‐level shift in modeling distress and morale, incorporating external demands, and strategic management decisions regarding personnel resourcing. Our research suggests that rather than being a result of individual failure to adapt, compromised work ability may result from an organizational failure to adapt to the environmental context. Copyright © 2012 John Wiley & Sons, Ltd.     

Event investigations at nuclear power plants in Sweden: Reflections about a method and some associated practices

The MTO-E method for event investigation is described in the light of almost 20 years of usage in the Swedish nuclear industry. Various problems are addressed in the context of the method, e.g. accident models, causality, the use of the barrier concept, the meaning of safety culture, and the process of going from problem identification to problem solving. It is argued that future applications of in-depth investigations should focus more on (innovative) methods when suggesting remedial actions as a consequence of information derived from event investigations.     

Beyond contractual interpretation: bias in arbitrators' case perceptions and award recommendations

This study applies literature on extra‐legal variables and impression management towards an understanding of judgment biases in arbitration. The extra‐legal variables of previous record and consequence of infraction as well as impression management strategy were manipulated in a written case sent to practising arbitrators. Results suggest that impression management and previous record independently affected the severity of the arbitrator's ruling. In addition, significant interactions occurred. The data are discussed in terms of implications for arbitration and future studies in the area. Copyright © 2000 John Wiley & Sons, Ltd.