Correlates of career-oriented mentoring for early career managers and professionals

This study examines several different kinds of correlates of career-oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work-involved respondents from higher socioeconomic origins received more career-oriented mentoring. In addition, managers received more mentoring than professionals, as did those who were higher in the organization hierarchy. While gender of the protégé was unrelated to the amount of career mentoring received, reasons are offered for this result. Various boundary conditions likely to affect mentoring processes are discussed and several directions are recommended for future research on mentoring.     

Antecedents and consequences of basic versus career enrichment benefit satisfaction

Using a sample of 250 medical technologists (MTs) over a four‐year time period, this study presents initial evidence for differentiating two different facets of benefit satisfaction—basic and career enrichment. Basic benefit satisfaction exhibited stronger relationships to subsequent general benefit satisfaction, organizational withdrawal intent, and turnover behavior, while career enrichment benefit satisfaction exhibited a stronger relationship to subsequent affective organizational commitment. Copyright © 2001 John Wiley & Sons, Ltd.     

Capitalizing on proactivity for informal mentoring received during early career: The moderating role of core self‐evaluations

This paper examines the role of proactive personality in the receipt of informal mentoring received (i.e., psychosocial and career‐related mentoring) among a sample of 174 early career employees in China. The regression results indicated that networking behavior mediated the relationship between proactive personality and career‐related mentoring, whereas voice behavior mediated the relationship between proactive personality and psychosocial mentoring. Furthermore, core self‐evaluations moderated the aforementioned two indirect relationships such that they were stronger at higher levels of core self‐evaluations. Our analyses also showed that the moderating effects occurred at the first stage of the indirect relationships. We discuss the theoretical and practical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

Organizational commitment,career factors and career/life stage

A model of organizational commitment was developed using, as independent variables, factors associated with self, with family and with career. Australian military officers (males only) were used as the research population (N=13OO). All these factors were influential in explaining the variance in organizational commitment. Examination of the interplay of the independent variables across career/life stages gives insight into the dynamics of organizational commitment.     

Stayers versus movers: Social capital and early career imprinting among young professionals

We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”     

Demographic similarity to the work group: A longitudinal study of managers at the early career stage

A sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full-time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyle.     

The effect of career stage on the meaning of key organizational events

This study addresses the question of how career stage affects the meaning managers attribute to key organizational events. Propositions were developed suggesting that career stage provides a frame of reference when interpreting events and that the frequency with which this frame of reference is used differs in each career stage. In depth interviews with 40 managers across three career stages supported these propositions.     

Factors related to presenteeism among employees of the private sector

The objective was to explore the relationship between person-based variables and work-related variables of presenteeism in four different private sector workplaces. Employees (N=413) filled in a questionnaire related to demographic and socio-economic characteristics, social networks, work-related factors, lifestyle factors and state of health. Presenteeism was assessed using the Stanford Presenteeism Scale 6 (SPS-6). The majority of respondents were male (77.2%), and mean age was 34.7±8.1 years. The prevalence of chronic conditions was 15.9%. The mean score for the SPS-6 was 19.9 (SD, 3.3). The female score was higher than the male score on the SPS-6 in this study. Total score was higher among workers who reported working at high speed. SPS-6 score was higher among individuals with a chronic health problem. Understanding of the workplace and personal factors related to presenteeism may support the health and well-being of workers.     

Antecedents of fatigue, close calls, and crashes among commercial motor-vehicle drivers

PROBLEM: Minimizing driver fatigue among commercial motor-vehicle (CMV) drivers is a major safety issue in the United States. This study examines the effects of potentially fatigue-inducing factors inherent in truck driving work and company safety management in explaining: (a) drivers driving while fatigued, (b) the frequency of close calls due to fatigue, and (c) actual crashes among CMV drivers. METHOD: Data for this study are derived from a survey of CMV drivers in 116 trucking firms, with all data being driver-reported. The relative roles of fatigue-inducing factors and safety management practices in explaining variation in fatigue, close calls, and crashes are reported, along with the roles of fatigue in affecting close calls and crashes via hierarchical regression. RESULTS: Findings indicated that fatigue-inducing factors inherent in driving work and safety practices accounted for appreciable variation in driving fatigued (R(2) =.42) and close calls (R(2) =.35), but not crash involvement. Driving while fatigued also accounted for incremental increases in the amount of variation in close calls, after consideration of inherent factors and safety practices. IMPACT ON INDUSTRY: Findings indicate that safety practices (e.g., establishment of a strong safety culture, dispatcher scheduling practices, company assistance with fatiguing behaviors such as loading and unloading) have considerable potential to offset fatigue-inducing factors associated with truck driving work.     

Predicting early career research productivity: the case of management faculty

We used a longitudinal design to examine the predictors of early career research productivity for 152 management professors over the first six years of their career. Results revealed early career research productivity to be a function of dissertation advisor research productivity, pre‐appointment research productivity, and the research output of a faculty member's academic origin and academic placement. However, the effects of these predictors varied over time in terms of strength. The findings are discussed in terms of guiding the evaluation and hiring of new researchers in knowledge‐based industries. Copyright © 2003 John Wiley & Sons, Ltd.     

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.     

伊拉克中资企业员工面临的爆炸风险分析与规避

为规避伊拉克项目中资企业员工面临的爆炸风险并确保项目生产平稳运行,同时对其他高风险项目中资企业员工爆炸风险规避提供指导,以191起典型伊拉克爆炸案为研究对象,对其中明确报道的袭击目标、爆炸场所、大致时段及袭击方式进行定量分析.认为伊拉克及其他高风险项目中资企业员工所面临的爆炸风险构成要素应为目标吸引力、袭击目标暴露频率及袭击目标脆弱性.在企业采用各项安全生产技术和落实安全管理措施的基础上,应重点实施员工出行审批,加强旅程安全管理来规避爆炸风险.     

A study of cross-cultural differences in work attitudes among three groups of Israeli prison employees

The study investigated differences in work attitudes among three cultural groups of Israeli prison officers: Druze (N = 83), Jews of North African origin (N = 127) and Jews of Georgian origin (N = 96). Several hypotheses were derived from previous knowledge of the three cultures and differences were explored in the relationships between perceptions and attitudes concerning specific aspects of the job on the one hand, and two measures of overall affective responses—general job satisfaction and tedium—on the other hand. Consistent cross-cultural differences that can be related to characteristics of the studied cultures were revealed only with regard to satisfaction with promotion and to role ambiguity. No other coherent and meaningful cross-cultural differences could be identified. The theoretical and practical significance of these results is discussed and a general direction for future studies in this area is recommended.     

An awareness campaign decreases distracted driving among hospital employees at a rural trauma center

Abstract

Objective: To evaluate whether an educational campaign on distracted driving will have an impact in a given community.

Methods: Investigators were stationed in an employee parking lot of a 256-bed hospital to determine baseline distracted driving followed by a 4-week hospital-wide distracted-driving awareness campaign. The campaign included signs/posters in the hospital, a booth outside of the cafeteria with flyers, a large banner in the employee lot and an opportunity for people to sign a pledge form to drive distraction free. The same employee lot was observed at the same time of the day to re-assess distracted driving immediately following the campaign. The observations were repeated again one year later to evaluate the short and long-term impact of the campaign.

Results: A total of 485 vehicles were observed pre-campaign, identifying 170 (35%) distracted drivers at baseline. The awareness campaign resulted in 525 people pledging to drive distraction free. Following the campaign, 495 vehicles were observed and the number of distracted drivers was 64 (12.9%), showing a significant decrease in the number of distracted drivers by 22.1% (p?<?0.01). One year later, 530 drivers were observed with 150 (28%) displaying one form of distraction.

Conclusions: A local distracted driving educational campaign resulted in a significant decrease in the number of distracted drivers immediately following the campaign. However, one year after the campaign, there was an increase in distracted driving. The proportion of distracted drivers was still significantly lower than the initial rate of distracted-drivers.     

Study on the early stage of runaway reaction using Dewar vessels

In this paper, compared with a UN cylindrical 500 mL Dewar (H.4 in the UN tests), a spherical 1 L Dewar vessel was used to study the early stages of runaway reactions of several liquid and solid samples, including three organic peroxides and a reactive material. The samples were filled in the vessels and the temperature profiles versus times at different positions of the samples were measured. As a result, the minimum temperatures, defined as the SADT, were averagely 10 K lower than those measured in the cylindrical Dewar vessels. At the same time, the temperature profiles of solids in the spherical Dewars tended to be homogeneous. The heat transfer coefficient of a spherical Dewar is only 0.18 W/K/m, one-eighth of a conventional cylindrical Dewar vessel. Meanwhile it has a low phi factor. These factors are essential to simulate low heat loss bulk conditions in the equilibrium process and at the early stage of a runaway reaction. To characterize the ability of the adiabaticity of a storage vessel, it can be seen that a spherical Dewar could simulate the plant process having critical storage size of a reactive-material, r₀, approximately 0.6 m. It is recommended that such a technique is used to investigate the SADT of an unstable material in larger scale packaging or a material with very weak heat release in industry.     

境外项目中方雇员(含华人)遭袭案例分析与规避

美国石油学会和美国石油炼制者协会提出了石油石化行业社会安全脆弱性评估方法,其中可能性的参考点主要包袭击动机、袭击方式、袭击时间、袭击地点和遭袭者身份5个要素,该风险评估模式仅对可能性的1～5级进行了简要的定性描述.对2001年1月至2014年4月间新闻媒体公开报道的122起境外中方人员(含华人)遭袭的事故案例进行了定量分析(袭击动机:抢劫钱财39.34％、地缘政治19.67％、宗教或文化冲突18.03％、社区诉求13.12％及其他动机9.84％.袭击方式:持枪袭击32.79％、实施暴力20.49％、绑架劫持19.67％、炸弹袭击12.30％及其他方式14.75％.袭击时间:凌晨18.03％、上午12.30％、中午4.10％、下午8.20％、夜间27.05％及不明时间30.32％.遭袭地点:人群集聚区24.59％、华人商业区22.15％、工地22.15％、路途13.13％、豪华酒店3.28％、郊区2.47％及其他地区12.23％.遭袭者身份:中方雇员41.80％、华人店主/个体35.24％、中国留学生8.20％、中方游客5.74％及其他人员9.02％),将此统计结果的百分比与可能性构成要素各项最高分级数值5相乘,得出以122起遭袭案例为样本的风险评估可能性的更为准确的数值.还结合该122起事故案例的统计分析结果详细介绍了中国石油天然气集团公司社会安全管理体系的关键性要素.     

Burning velocity evaluation from pressure evolution during the early stage of closed-vessel explosions

In the present paper, a comprehensive set of data on explosions in a spherical and a cylindrical vessel with central ignition was examined in order to check the validity of the cubic law, empirically found by many authors for explosions in small- and medium-size closed vessels. Experiments were performed on propylene–oxygen mixtures, in the presence of various additives (Ar, N₂, CO₂, CH₂BrCl or exhaust gases), at total initial pressures p₀ from 0.3 to 1.3 bar. For this pressure range, the cubic law was found valid for pressure rise Δp≤p₀ and the cubic law constants were evaluated by a non-linear regression analysis. These constants were further used to compute the burning velocities of the examined systems according to the isothermal and adiabatic compression models. This simple and reliable method for burning velocity determination may find an useful application to complex systems, formed either by a composite fuel (landfill gas, gasoline, Diesel fuel) and air or by single fuel–air mixed with composite additives (i.e. their own exhaust gases).     

Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees

Retention of new hires is a critical issue for organizations. We propose that relationships are important mechanisms through which socialization tactics influence commitment and turnover. The key theoretical mechanisms connecting socialization tactics to turnover in our model are the extent to which newcomers perceive their relationship with the organization as supportive, caring, and entailing positive social exchanges and the extent to which newcomers become embedded within the organization. We collected longitudinal data from over 500 employees over the first year of employment. Consistent with our hypotheses, socialization tactics influence perceived organizational support (POS) and job embeddedness, and POS and embeddedness both relate to organizational commitment and voluntary turnover. Results support POS and embeddedness as relational mechanisms that bind employees to the organization as a result of socialization tactics. Copyright © 2012 John Wiley & Sons, Ltd.     

Drivers of freelance career success

Recent evidence shows that the frequently proclaimed collapse of the traditional career model is actually not supported by job tenure data. This paper argues that the observed stability of job tenure might be explained by an increasing number of shamrock organizations. This organizational form has three types of workers: core employees, professional freelancers, and routine workers. In such an organization, two very different career models coexist. The organization largely determines the career of the core employee, whereas the individual essentially shapes that of the professional freelancer. This paper studies extensively the career of this second group: the professional freelancer, a growing phenomenon in many developed countries but not yet the focus of many career studies. We develop a freelance career success model on basis of the intelligent career framework augmented by insights from literature on entrepreneurship. Data are from a web survey with responses from about 1600 independent professionals in the Netherlands, in combination with 51 in‐depth interviews. We provide two main contributions. First, we report findings from the first large‐scale quantitative study into freelance career success. Second, this study enhances our understanding of the success of the modern career by building bridges between career and entrepreneurship literatures. We conclude that the external environment in which an individual freelancer operates is the most important factor determining career success. The study therefore suggests that more work needs to be performed on the relationship between the environment and individual career success. Copyright © 2012 John Wiley & Sons, Ltd.