The determinants of job seekers' reputation perceptions

Although job seekers' reputation perceptions may be based on different factors than other constituents (e.g., investors, consumers), we know little about the antecedents of job seekers' reputation perceptions. The present study utilizes verbal protocol analysis to explore the factors that job seekers consider when evaluating employers' reputations. Results from this qualitative investigation are complemented and cross‐validated with an experimental policy capturing study and a field study of recruiting organizations. Data from all three methodologies suggest that some factors affecting job seekers' reputation perceptions are quite different from factors that have been revealed in previous reputation research, which has focused primarily on executives. For example, results from the present study reveal that the type of industry in which a firm operates, the opportunities that a firm provides for employee development, and organizational culture affect job seekers' reputation perceptions. Copyright © 2000 John Wiley & Sons, Ltd.     

Leadership and employees’ perceived safety behaviours in a nuclear power plant: A structural equation model

Leadership is considered an essential element in guaranteeing the safe running of organizations. The purpose of the present study is to find out how leader behaviours influence employees’ safety behaviours (perceived safety behaviours) in the nuclear field. In an attempt to answer this question, the authors of this research have considered the way this influence is exercised, taking into consideration some important factors like safety culture and safety climate. To achieve this, the empowerment leadership model, based on a behavioural approach to leadership, was used. The sample was made up of 566 employees from a Spanish nuclear power plant. The results indicated that when safety culture was strong, leader behaviour generated a higher safety climate among the members, which predicted their perceived safety behaviours. Support was found for a structural model linking leadership and safety behaviour to safety culture and safety climate. The implications of these findings for the theory of safety and the way they can be put into practice are outlined.     

工程系统一体化安全风险模型研究

借鉴功能模拟原理,利用目标树-成功树-主逻辑图(GTST-MLD)框架,提出了一个一体化安全风险模型。该模型对关联于工程系统安全特性的目标、功能、结构、行为等因素予以综合,提供了从多层次研究解决安全问题的模型基础,克服了基于事件树/故障树模型的概率风险评估等传统方法而分别对系统结构、行为、事件进行研究的问题,支持实现在更高的系统功能层面上对系统安全性的分析研究。通过研究该模型在安全风险评估、事故因果关联分析、潜在交互作用鉴别中的应用,表明研究成果为解决复杂工程系统安全问题提供了新的分析手段。     

Risk homeostasis theory, utility and accident loss in a simulated driving task

The suggestion that utility is logically necessary for behavioural adjustments to be made in response to changes in intrinsic risk is fundamental to risk homeostasis theory (RHT). However, the methodology used to investigate RHT — analysis of road traffic accidents — is ill-suited to the investigation of this assertion. The role of utility and intrinsic risk as possible determinants of behavioural compensation were therefore examined experimentally across 14 specific behaviours using the Aston Driving Simulator. RHT predicts that these two factors act in a multiplicative way to form a statistical interaction. It also predicts that the behavioural pathways through which the effect manifests itself should be reconcilable with the concept of utility. Both predictions received little support in this experiment, suggesting that utility and intrinsic risk operate as independent factors: both factors produced significant main effects across a number of behaviours. This finding, if it can be generalised, implies that, contrary to mathematically-based models of danger compensation and the traditional model of risk homeostasis, utility is not logically necessary for behavioural compensation in response to a change in intrinsic risk.     

Consequential cognition: Exploring how attribution theory sheds new light on the firm‐level consequences of product recalls

It is unclear why some firms suffer greater negative consequences than others following a product recall. To shed light on this question, we extend attribution theory to the firm level to explore how consumers engage in an attributional process following product recalls that shapes their responses to firms. Integrating attribution theory and the demand side theoretical perspective, we assert that consumer judgments of responsibility toward manufacturers are shaped by causal data regarding the locus of causality (i.e., manufacturer or supplier) and controllability (i.e., prior knowledge or awareness) of a recalled product's potential for harm. We then examine the impact of product recall characteristics on judgments of responsibility and firm‐level outcomes using an experimental test involving responses from 320 subjects. Our findings suggest that judgments of responsibility are attributed to the manufacturing firm more when consumers are given causal information indicating that the firm is the source of, or is aware of, a product's defects. The results also indicate that judgments of responsibility can have costly firm‐level consequences in the form of reputational damage, diminished consumer purchase intentions, and increased legal damage recommendations. We discuss theoretical contributions, practical implications, and opportunities for further research.     

Risk homeostasis theory: A study of intrinsic compensation

Risk homeostasis theory (RHT) suggests that changes made to the intrinsic risk of environments are negated in one of three ways: behavioural adjustments within the environment, mode migration, and avoidance of the physical risk. To date, this three-way model of RHT has little empirical support, whilst research findings on RHT have at times been diametrically opposed. A reconciliation of apparently opposing findings might be possible by suggesting that extrinsic compensation fails to restore previously existing levels of actual risk in cases where behavioural adjustments within the environment are incapable of negating intrinsic risk changes. This paper reports a study in which behavioural adjustments within the physical risk-taking environment are capable of reconciling target with actual risk. The results provide positive support for RHT in the form of overcompensation for the intrinsic risk change on specific driver behaviours.     

A reliability evaluation method based on the weakest failure modes for side-by-side offloading mooring system of FPSO

Offshore structures are complex systems, and numerous failure modes must be taken into consideration when reliability analysis in different loads and environment conditions are conducted on them. It is difficult to obtain structural system reliability with respect to complicated systems with numerous failure modes and dependency consideration among them. This paper applies the combination of the weakest failure modes theory with structural reliability theory to conduct reliability analysis on of side-by-side offloading mooring system of FPSO. Firstly, the numerical simulation of the system in different conditions is addressed to acquire the statistical data of time-history stress of components including hawsers, fenders and yoke, based on which, the reliability indexes of all the failure modes and correlation coefficient matrix are derived. Then the weakest failure modes, i.e. the representative failure modes that have significant impact on the system, are located through Probability Network Evaluation Technique. The probability of structural system is estimated through the weakest failure modes by considering the system as series. The analysis results indicate that two environment conditions (0°&0°&0° and 0°&30°&45° in combinations of wave, wind and current) are relative dangerous, which is in good correspondence with the practical expertise. The method is verified to be an effective and convenient evaluation approach for structural reliability analysis in terms of complex systems. It is beneficial for the identification of structure indicators from the weakest failure mode group and conduct optimum of structural system configurations in the design stage.     

Working in small family businesses: empirical comparisons to non-family businesses

Members of the owning family of a small family firm are reputed to experience special problems, most notably specific types of conflicts and outcomes associated with them. This analysis uncovered more advantages than disadvantages, however, when family members were compared to non-family members of the same firms and to members of similar non-family-owned businesses. Previous literature had not used comparison groups and may have been based upon a subset of family businesses that differs systematically from family firms in general and from this study's sample specifically. © 1997 John Wiley & Sons, Ltd.     

High‐performer turnover and firm performance: The moderating role of human capital investment and firm reputation

Research has shown a complex relationship between turnover and firm performance. Not only does it matter who leaves (e.g., high‐performing versus low‐performing employees), but the context also stands to influence this effect in complex ways. We apply human capital theory, social capital theory, and the cost–benefit perspective to propose two boundary conditions to the high‐performer turnover and firm performance relationship. Specifically, we predict that the negative impact of high‐performer turnover on firm performance will be the strongest for reputable firms and for firms who invest less in human capital (e.g., selection, training, and incentive‐based pay). We present data from 155 South Korean firms that support the hypothesized model. We discuss findings in terms of current and future theory, practical implications, and subsequent research needs. Copyright © 2012 John Wiley & Sons, Ltd.     

Overtime work as the antecedent of employee satisfaction,firm productivity,and innovation

Overtime work has been blamed for the deterioration of employee satisfaction and productivity. However, the organization‐level implications of overtime work as a normative expectation remain unclear. In this study, such effects were analyzed through human capital theory and a causal attribution approach. Various organizational outcomes and boundary conditions were explored in explaining these implications. The analysis of time lagged data from 273 firms affirmed that a firm's overtime level was related negatively to employee satisfaction. However, it was positively related to the firm's productivity and curvilinearly (inverted U‐shaped) related to innovation. The effects of the firm's overtime level on firm productivity and innovation were also moderated by organizational trust. This study highlights the costs and benefits of overtime work as tools for utilizing human capital and reveals the critical contingency of organizational trust that enables firms to attenuate the costs of the overtime level and accentuate its potential benefits.     

Configuration of a functional department: A study of contextual and structural variables

This study investigates whether departments performing the same functions in different firms incur similar changes in structural configuration in response to industry-wide stimuli. Based on the proposition that the context of functional departments is similar across firms, changes in differentiation, integration, and perspective are hypothesized. Managers' perceptions of the validity of a series of statements to conditions five to 10 years ago and to present conditions are contrasted and show statistically significant shifts in these structural configurations. This change is confirmed by the analysis of responses of other managers in different departments within the same firms. Correlation analysis shows significant agreement among alternative measures of the same aspects of structure, and significant comovement among different structural dimensions. The later result supports the quantum theory of organizations.     

Developing leading indicators from OHS management audit data: Determining the measurement properties of audit data from the field

IntroductionOHS management audits are one means of obtaining data that may serve as leading indicators. The measurement properties of such data are therefore important. This study used data from Workwell audit program in Ontario, a Canadian province. The audit instrument consisted of 122 items related to 17 OHS management elements. The study sought answers regarding (a) the ability of audit-based scores to predict workers' compensation claims outcomes, (b) structural characteristics of the data in relation to the organization of the audit instrument, and (c) internal consistency of items within audit elements.MethodThe sample consisted of audit and claims data from 1240 unique firms that had completed one or two OHS management audits during 2007–2010. Predictors derived from the audit results were used in multivariable negative binomial regression modeling of workers' compensation claims outcomes. Confirmatory factor analyses were used to examine the instrument's structural characteristics. Kuder–Richardson coefficients of internal consistency were calculated for each audit element.ResultsThe ability of audit scores to predict subsequent claims data could not be established. Factor analysis supported the audit instrument's element-based structure. KR-20 values were high (≥ 0.83).ConclusionsThe Workwell audit data display structural validity and high internal consistency, but not, to date, construct validity, since the audit scores are generally not predictive of subsequent firm claim experience. Audit scores should not be treated as leading indicators of workplace OHS performance without supporting empirical data.Practical applicationsAnalyses of the measurement properties of audit data can inform decisionmakers about the operation of an audit program, possible future directions in audit instrument development, and the appropriate use of audit data. In particular, decision-makers should be cautious in their use of audit scores as leading indicators, in the absence of supporting empirical data.     

Multiple dimensions of human resource development and organizational performance

Building on strategic human resource management literature, this study investigates the effects of various human resource development (HRD) dimensions on organizational performance. We identify four distinct dimensions of HRD that reflect either quantitative or qualitative approaches from either managerial or employee perspectives. Furthermore, we propose that HRD affects organizational performance by shaping employee outcomes, a prevailing but rarely tested assumption. Multi‐source data collected from 207 manufacturing companies at three time points over a 5‐year period largely support our theoretical propositions. A series of structural path analyses confirm that HRD improves employee commitment and competence, which in turn determine the financial performance of the organization. The quantitative dimensions of HRD (resource investment in HRD) predict only employee commitment. By contrast, the qualitative dimensions of HRD (management support for, and perceived benefits of, HRD) enhance both employee commitment and competence. Our analysis also demonstrates synergistic interactions between the quantitative and qualitative dimensions of HRD in predicting employee outcomes. This study elaborates the distinct values of different dimensions of HRD and highlights the significance of employee outcomes as the mediating mechanism between HRD and firm performance. Copyright © 2014 John Wiley & Sons, Ltd.     

Mobile phone use while driving: Predicting drivers’ answering intentions and compensatory decisions

The current study considered, for the first time, compensatory decisions within the theory of planned behaviour (TPB) to explain why people use mobile phones while driving. The effects of age, gender, and mobile phone mode on respondents’ answering intentions and compensatory decisions were mainly examined. A series of questions were administered to 333 drivers (ages 25-59), which included (1) demographic measures, (2) scales that measured prior mobile use activities in both driving and ordinary contexts, (3) a question to measure drivers’ perceptions of the safety of hands-free phones, and (4) TPB measures, which measured answer intention and two compensatory behavioural decisions (i.e., reminding the caller that he/she is driving, limiting the length of a conversations (including perceived its limits)), along with predictive variables. Drivers reported a moderate likelihood of answering intention and a strong tendency to engage in the two compensatory behaviours. Answering intention and compensatory decisions, perceived behavioural control, perceived risk, and usage frequency were more dependent on mobile phone mode and age group than gender. The regression models explained 64% and 67% of the variance in answering intention in the handheld and hands-free scenario separately. Attitudes, subjective norms, perceived behavioural risk and control (PBRC), and prior answering behaviour emerged as common predictors. The predictive models explained 31% and 37% of the variance for perceived limits of a conversation length in handheld and hands-free scenarios, respectively. Answering intention and PBRC consistently predicted most of the variance (handheld: 28%; hands-free: 32%) for this compensatory perception limits. The theoretical and practical implications of these results are discussed.     

我国建筑防火性能化设计的研究和应用现状

回顾近10年特别是“十五”以来我国建筑防火性能化设计的研究和应用概况。介绍性能化防火设计在我国引入、吸收和创新的发展历程;通过国内外对比分析,介绍在火灾场景设计、烟气流动与控制、人员安全疏散等方面取得的研究进展;结合我国当前消防安全管理体制,探讨实施性能化防火设计应关注的应用范围、执行流程以及设计资质等几个问题;并从火灾科学和消防安全工程学的基础理论、性能化防火设计的方法与工具、设计规范与技术标准等几方面探讨我国建筑防火性能化设计的发展思路。     

Buyer–supplier alliances in the automobile industry: how exit‐voice strategies influence interpersonal relationships

Although automobile manufacturers emphasize that they are building more cooperative, long‐term relationships with their suppliers, we hypothesized and found that buyers are actually pursuing a dual strategy approach, in which they use threats on out‐group suppliers while providing help to in‐group members. Our hypotheses were based on the exit, voice, and loyalty typology, and on research from leader–member exchange theory. We also found that the macro‐level strategy set the context for the micro‐level interactions between buyers and suppliers. The degree to which the buyers and suppliers interacted in a friendly, informal manner depended more on the in‐ or out‐group status of the supplier firm than on the interaction style preferences of the suppliers. These findings are consistent with Mischel's ( 1977 ) theory that individual differences predict behavior under weak environmental conditions but not under strong environments. Compared to buyers, suppliers were more likely to prefer a friendly, informal interaction style. These findings were predicted based on the research on emotional display rules and emotional labor. Copyright © 2000 John Wiley & Sons, Ltd.     

Behavioural approaches to safety management within UK reactor plants

The current study is concerned with the evaluation of a process of behavioural safety within the nuclear industry. The focus of the investigation is on personal inputs to, and experiences of a behavioural safety process (BSP), over a 4-year period, rather than organisational safety performance per se. Its purpose is to describe how employees within participating UK reactor plants regard behavioural approaches to safety management. In particular, the study addresses the perceived strengths and weaknesses of behavioural approaches to safety management and identifies both current and future potential for individual and organisational learning.Personnel from three representative UK reactor sites and other key stakeholders participated in the investigation. Several methods were utilised to gather data in relation to the study objectives, including semi-structured interviews, plant observations and questionnaires. Findings indicate a positive commitment to behavioural safety at all levels within the study organisation. Interviewees articulated a number of specific examples of individual learning and possibilities for learning enhancement. Results from the questionnaire study indicate that the BSP is embedded at all levels and within all representative sites participating in the current study. However, the issue of sustainability has been identified as a potential problem at one of the participating sites. The investigation findings are discussed in relation to existing theoretical frameworks of behavioural change.     

采空区场流安全理论及其研究的新进展

提出采空区场流安全理论的概念,并对采空区场流流态、瓦斯涌出和自燃“三带”理论及自燃温度等数值模拟计算的发展历程进行概要总结;分析了当前采空区场流安全理论研究的最新进展和发展趋势。指出目前的现代通风安全理论研究正处在前所未有的历史变革时期,即从网络流通风安全理论到场流安全理论的过渡与统一。采空区问题(瓦斯涌出和自燃)应综合考虑特定开采条件下的采场漏风与供氧系统的背景环境。其理论研究的主流方向应是基于场流方法的灾害与各因素影响关系的分析,重点是灾害机理和多灾害间耦合等一般规律;技术手段是多孔介质渗流力学、多相气体扩散、综合传热理论和有限元数值模拟方法,关键是模型求解的收敛稳定性和流场分布解问题。     

When does adaptive performance lead to higher task performance?

Adaptive performance is a facet of performance that reflects acquiring enhanced competencies in response to change. Micro‐level researchers have assumed that adaptive performance is beneficial for task performance. Similarly, macro‐level researchers have suggested that organizations need to attend to, monitor, and respond to contingencies in their environments for adaptive performance to be beneficial for firm performance. Drawing from the attention‐based theory of the firm and resource theory, we suggest that perceptions of organizational politics and individual differences in conscientiousness constitute contingencies of the adaptive performance–task performance relationship. In a sample of 92 call center employees, we found that adaptive performance is positively associated with task performance but that conscientiousness and organizational politics jointly influence the adaptive performance–task performance relationship. Copyright © 2011 John Wiley & Sons, Ltd.     

The effect of habit as a behavioural response in risk reduction programmes

A company's decision to implement a risk reduction programme must take account of employees' behavioural responses to the target risk. Hazard reporting by train drivers is examined in semi-structured interviews and a questionnaire study. It is suggested that the behavioural response of drivers, in terms of writing a report, depends on how the hazard is perceived. The response to “trivial” and “routine” hazards is habitual non-reporting, being characterized by a lack of risk evaluation. However, hazards that are evaluated as posing a significant risk are reported. Possible ways of breaking habitual responses to hazards, using behavioural change programmes, are discussed, and it is argued that management commitment is essential for their success.