Financial incentives,professional values and performance: A study of pay‐for‐performance in a professional organization

We investigated the effect of financial incentives on performance in a professional organization. Whereas agency theory treats tangible rewards such as money as a potentially powerful motivator for improving performance, the professional control perspective posits that the motivational effects of financial incentives will depend on the intended recipients attitudes toward the incentives relative to their professional values. The study setting was a large network of physician practices that adopted a financial incentive program to improve physician performance in the management of diabetic patients. Consistent with agency theory, performance did improve following the introduction of the incentive. However, consistent with the professional control perspective, physicians' psychologically based attitudes toward the incentive program regarding its impact on their own work autonomy and the importance of the performance goals moderated the effect of the incentive on performance. Study findings indicate that agency theory and professional control are complementary theoretical perspectives for understanding how professionals will respond to the imposition of performance‐related financial incentives. In terms of practice, pay‐for‐performance programs aimed at professional organizations should be designed to take into account the values and goals of an organization's professionals to maximize the effect of financial incentives on performance. Copyright © 2012 John Wiley & Sons, Ltd.     

Being there: the acceptance and marginalization of part‐time professional employees

Part‐time professional employees represent an increasingly important social category that challenges traditional assumptions about the relationships between space, time, and professional work. In this article, we examine both the historical emergence of part‐time professional work and the dynamics of its integration into contemporary organizations. Professional employment has historically been associated with being continuously available to one's organization, and contemporary professional jobs often bear the burden of that legacy as they are typically structured in ways that assume full‐time (and greater) commitments of time to the organization. Because part‐time status directly confronts that tradition, professionals wishing to work part‐time may face potentially resistant work cultures. The heterogeneity of contemporary work cultures and tasks, however, presents a wide variety of levels and forms of resistance to part‐time professionals. In this paper, we develop a theoretical model that identifies characteristics of local work contexts that lead to the acceptance or marginalization of part‐time professionals. Specifically, we focus on the relationship between a work culture's dominant interaction rituals and their effects on co‐workers' and managers' reactions to part‐time professionals. We then go on to examine the likely responses of part‐time professionals to marginalization, based on their access to organizational resources and their motivation to engage in strategies that challenge the status quo. Copyright © 2003 John Wiley & Sons, Ltd.     

Double-conscious professional self-expression of racial minority scientists-in-training

Double-consciousness pervades the workplace experiences of minority professionals. Prior research captures various manifestations of double-consciousness in the workplace, yet much of what we know comes from understanding the experiences of minority professionals in predominantly White workplaces. Inherent in conceptions of double-consciousness is the sense of twoness in one's self concept that arises from seeing oneself through the eyes of both the predominantly White profession and one's own racial community. In this study, we examine contrasts as well as commonalities in experiences of double-consciousness across different social contexts in the socialization of minority scientists-in-training. We draw from qualitative data collected from 64 individuals (including 39 underrepresented minority doctoral students, and 25 faculty, staff, and administrators) in science, technology, engineering, and mathematics (STEM) doctoral programs in both predominantly White and historically Black institutions to examine and compare the factors across different contexts that influence how minority scientists-in-training are able to express their emerging professional identity. Our findings reveal how minority scientists-in-training experience twoness as both a struggle and a strength, and we develop an inductive model of how different socializations influence the double-conscious professional self-expressions of minority scientists in training.     

The effect of contextual information on professional judgment: Reliability and biasability of expert workplace safety inspectors

Introduction: A critical aspect of occupational safety is workplace inspections by experts, in which hazards are identified. Scientific research demonstrates that expectation generated by context (i.e., prior knowledge and experience) can bias the judgments of professionals and that individuals are largely unaware when their judgments are affected by bias. Method: The current research tested the reliability and biasability of expert safety inspectors’ judgments. We used a two-study design (Study 1, N = 83; Study 2, N = 70) to explore the potential of contextual, task-irrelevant, information to bias professionals’ judgments. We examined three main issues: (1) the effect that biasing background information (safe and unsafe company history) had on professional regulatory safety inspectors’ judgments of a worksite; (2) the reliability of those judgments amongst safety inspectors and (3) inspectors’ awareness of bias in their judgments and confidence in their performance. Results: Our findings establish that: (i) inspectors’ judgments were biased by historical contextual information, (ii) they were not only biased, but the impact was implicit: they reported being unaware that it affected their judgments, and (iii) independent of our manipulations, inspectors were inconsistent with one another and the variations were not a product of experience. Conclusion: Our results are a replication of findings from a host of other professional domains, where honest, hardworking professionals underappreciate the biasing effect of context on their decision making. The current paper situates these findings within the relevant research on safety inspection, cognitive bias and decision making, as well as provides suggestions for bias mitigation in workplace safety inspection. Practical Application: Our results have implications for occupational health and safety given that inspection is an integral aspect of an effective safety system. In addition to our findings, this study contributes to the literature by providing recommendations regarding how to mitigate the effect of bias in inspection.     

Benefactor or burden: Exploring the professional identity of safety professionals

IntroductionThe professional identity of safety professionals is rife with unresolved contradictions and tensions. Are they advisor or instructor, native or independent, enforcer of rules or facilitator of front-line agency, and ultimately, a benefactor for safety or an organizational burden? Perhaps they believe that they are all of these. This study investigated professional identity through understanding what safety professionals believe about safety, their role within organizations, and their professional selves. Understanding the professional identity of safety professionals provides an important foundation for exploring their professional practice, and by extension, understanding organizational safety more broadly.MethodAn embedded researcher interviewed 13 senior safety professionals within a single large organization. Data were analyzed using grounded theory methodology. The findings were related to a five-element professional identity model consisting of experiences, attributes, motives, beliefs, and values, and revealed deep tensions and contradictions. This research has implications for safety professionals, safety professional associations, safety educators, and organizations.     

The influence of organizational democracy on employees' socio‐moral climate and prosocial behavioral orientations

This study investigates the effects of workers' perceived participation in democratic decision‐making on their prosocial behavioral orientations, democratic values, commitment to the firm, and perceptions of socio‐moral climate. The sample consists of 325 German‐speaking employees from 22 companies in Austria, North Italy, and Southern Germany that vary in their level of organizational democracy (social partnership enterprises, workers' co‐operatives, democratic reform enterprises, and employee‐owned self‐governed firms). The findings suggest that the extent employees participate in democratic forms of organizational decision‐making is positively related to the firm's socio‐moral climate as well as to their own organizational commitment and prosocial and community‐related behavioral orientations. The results also indicate that socio‐moral climate is positively related to employees' organizational commitment. The effect of participation in decision‐making on organizational commitment is partially mediated by socio‐moral climate. Implications for promoting societal and organizational civic virtues among individuals are described. Copyright © 2009 John Wiley & Sons, Ltd.     

Business strategy,work processes and human resource training: are they congruent?

This study examines the extent to which human resource (HR) training (content and context) is contingent on business strategy (i.e. classified according to Miles and Snow (1984) typology—‘Designing strategic human resource systems’, Organizational Dynamics, 13 , 36–52) as well as the characteristics of the work process. Sixty‐five Spanish organizations (i.e. 65 senior executives and 65 senior HR officers) participated in the study. Using primarily factorial and cluster analyses, support was found to the assertion that companies adopting a particular type of training strategy/policy have a high degree of internal consistency amongst the training objectives sought. In terms of work processes and training, results indicate that under work processes where the content of work provides for enrichment and for long‐term results, companies tend to adopt training strategies where emphasis is on enhancement of individual specialized skills aimed at improving direct productivity. By contrast, firms who use work processes that are characterized by repetitive and routine tasks, de‐emphasize this type of training content. Results also indicae that limited level of contingencies exist between training policies and business strategy, especially when time dimension is also accounted for. While the theory suggests that organizations that have their HR training fit (contingent) on their business strategy are more effective, the empirical results portrayed in this study shows a more complex picture. Copyright © 2000 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.     

An empirical assessment of the loose–tight leadership model: quantitative and qualitative analyses

Using questionnaire and interview data, this study attempted to find out whether the organizational loose (participative) and tight (directive) practices are compatible with or contradict each other. Using the theoretical framework of Sagie's ( 1997 ) loose–tight leadership approach, our hypotheses concerned the effects of both practices on the employee's work‐related attitudes, and the mediating role of two variables, cognitive (information sharing) and motivational (exerting effort), in these effects. Data were analysed using two methodological approaches, quantitative and qualitative. Based on a quantitative analysis of the questionnaires given to 101 professional employees of a textile company, partial support was provided for the study hypotheses. A qualitative analysis of in‐depth, semi‐structured interviews with all the employees (n = 20) in one of the company divisions led to similar conclusions. Specifically, we found that although the loose and tight practices affected work attitudes, the interviewees attributed more impact to the tight practice. In addition, none of the study variables mediated the loose impact on attitudes, whereas information sharing (but not exerting effort) mediated the influence of tight practice. Finally, the qualitative analysis revealed a deeper insight into the nature of both leader practices and their possible integration in the decision‐making processes in organizations. Copyright © 2002 John Wiley & Sons, Ltd.     

Women executives and off-the-job misconduct by high-profile employees: A study of National Football League team organizations

The risk of off-the-job misconduct by high-profile employees is a serious concern of top management in professional sport organizations, media and entertainment companies, and public-facing entities in the government and education sectors. Yet there is little research on how to prevent or mitigate this form of misconduct in organizations. Utilizing upper echelons theory and the literature on demographic composition, we examine the relationship between the gender composition of executives of team organizations in a men's professional sport league and subsequent misconduct by players on those teams. Specifically, we employed multilevel and logistic regression analyses to unique data on U.S. National Football League team organizations, and we found that firms with a critical mass of women executives experienced fewer player arrests. No support was found for executive power as a moderator of this relationship. We discuss the implications of our findings for the demographic composition literature. We also offer guidance for preventing and managing off-the-job misconduct by high-profile employees.     

Managers' reactions to a corporate acquisition: A test of an integrative model

Drawing upon previous theoretical and empirical work on mergers and acquisitions, survivors' reactions to layoffs, organizational stress, and perceived personal control, we proposed a structural model of managers' reactions to the acquisition of their company. The model was evaluated on the basis of survey data collected from a sample of middle-level managers (N=91) whose company was acquired through a hostile takeover by another company. Both were Fortune 500 companies. Though most variables were measured 16 months after the initial implementation phase of the merger, manifest indicators of change in job control were measured twice: at the beginning of the implementation phase and 16 months later. Mixed latent/manifest variable structural equations analyses provided results that were generally consistent with the proposed model. Implications of the results as well as suggestions for future research are discussed.     

Environmental knowledge memory: Contribution of the DIK model

A company does not only generate goods and services which meet the requirements in terms of deadlines, costs, quality and environment, but it also generates knowledge that must be capitalized. In order for a company to benefit from the skills and competences acquired during the realization of a project, some processes of memorization prove to be necessary. This article fits in this context and aims at suggesting a knowledge capitalization model in order to create a capital of environmental knowledge.To illustrate our suggestion, we have chosen an Environmental Performance Contract (EPC) signed by tens of Algerian companies which are reputed for their pollution of the environment. Capitalizing this knowledge allows these companies to anticipate on their environmental management and to guarantee the success of the EPC.     

Workforce engagement: What it is,what drives it,and why it matters for organizational performance

Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate), supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.     

安全工程专业人才培养模式及课程体系探讨

安全工程高等教育是培养安全专业人才的最主要途径,而人才培养必须首先确立人才培养目标、人才培养模式以及与此相对应的课程体系。安全工程专业的培养目标应该足培养能适应现代科学技术飞速发展和社会经济日益变化的高级安全专门人才。为此必须进行宽口径、重基础、淡专业的通才教育模式。在课程体系的设置上必须根据自身的实际情况,扬长避短,制定出具有自身特色的专业培养计划,同时要考虑到新时期人才市场的要求和高等教育的人才培养规律,只有这样才能将安全工程专业办出特色,在激烈的人才市场竞争中立于不败之地。     

R&D professionals' views of criteria for intrafirm job mobility: Individual and aggregate analyses of transfer climate perceptions in West German and British Industrial R&D Organizations

Prior research on employees' views of various criteria for obtaining a desirable intrafirm transfer has conceptualized these perceptions on an individual level of analysis (i.e. has examined psychological transfer climates). It is argued that the identification of aggregate transfer climate dimensions on an organizational (subsystem) level of analysis is important for improving the effectiveness of R&D via better transfer policies. Factor analyses of questionnaire data obtained from 729 R&D professionals in 11 FRG industrial firms and 141 R&D professionals in three U.K. industrial firms revealed that both FRG and U.K. subjects perceived three broad means (overall task performance, publication and patent productivity, favouritism) for obtaining a desirable job transfer. Empirically the idea was supported that, for certain transfer criteria (overall task performance, manifest professional output, educational level, luck), individuals' scores can be meaningfully aggregated to obtain organizational transfer climate measures. Remarkable differences in the importance of company tenure and educational level as criteria for transfers in R&D were found between FRG and U.K. organizations. Using the FRG data set differences in the performance responsiveness of organizational transfer climates were shown to be significantly related to work-related outcome variables. Implications are sketched for R&D transfer policies and for explaining U.K./FRG differences in the corporate treatment of R&D activities.     

Age effects on the predictors of technical workers' commitment and willingness to turnover

Building commitment and preventing costly turnover of technical employees are key challenges facing organizations today. We examine whether the elements of the employment relationship that predict commitment and willingness to change companies vary significantly with age. Using a sample of over 3000 technical professionals from six large companies, we find that in comparison to those under 30, satisfaction with job security is more strongly related to the commitment of more senior workers (ages 31–45 and those over age 45) and to their desire to remain with their companies. In contrast, satisfaction with work–life balance is more strongly related to commitment of those under age 30 than those over 30. Also, for the under‐30s, satisfaction with opportunities to develop technical skills and pay linked to individual performance has a stronger negative relationship with willingness to change companies than for those over 45. While statistically significant, the size of the age effects is small, suggesting popular and managerial attention devoted to differences among age groups may be overblown. Copyright © 2002 John Wiley & Sons, Ltd.     

Motivating the Workforce: The Value of External Health and Safety Awards

This paper considers the prevalence and use of external health and safety awards by companies in the United Kingdom. A review is provided of the types of award schemes currently available. The results from two small research projects present data on the benefits that motivate participation in these awards. The results demonstrate that award schemes are used to motivate the workforce, and a comparison is made with company incentive schemes. However, there are a number of further benefits that can be identified. These benefits may have commercial implications, and include improved opportunities in the competitive tendering process and strengthening of community relations. Benefits may also include positive feedback for the health and safety professional that could lead to acknowledgement by senior management of their contribution to the health and safety performance in the organization.     

A methodology for enhancing the reliability of expert system applications in probabilistic risk assessment

In highly complex industries, capturing and employing expert systems is significantly important to an organization's success considering the advantages of knowledge-based systems. The two most important issues within the expert system applications in risk and reliability analysis are the acquisition of domain experts' professional knowledge and the reasoning and representation of the knowledge that might be expressed. The first issue can be correctly handled by employing a heterogeneous group of experts during the expert knowledge acquisition processes. The members of an expert panel regularly represent different experiences and knowledge. Subsequently, this diversity produces various sorts of information which may be known or unknown, accurate or inaccurate, and complete or incomplete based on its cross-functional and multidisciplinary nature. The second issue, as a promising tool for knowledge reasoning, still suffers from lack of deficiencies such as weight and certainty factor, and are insufficient to accurately represent complex rule-based expert systems. The outputs in current expert system applications in probabilistic risk assessment could not accurately represent the increasingly complex knowledge-based systems. The reason is the lack of certainty and self-assurance of experts when they are expressing their opinions. In this paper, a novel methodology is presented based on the concept of Z-numbers to overcome this issue. A case study in a high-tech process industry is provided in detail to demonstrate the application and feasibility of the proposed methodology.     

How work ideologies shape the psychological contracts of professional employees: doctors' responses to perceived breach

This study suggests that the psychological contract between a professional and his/her employing organization is shaped by both professional and administrative work ideologies and therefore involves both professional and administrative roles and perceived role obligations. It is also suggested that because of important differences between these two ideologies, a professional employee's response to perceptions that his/her organization is not fulfilling its role obligations will depend on whether the perceived breach involves professional or administrative obligations. Hypotheses based on this general proposition were strongly supported in a sample of medical professionals. Specifically, results suggest that perceived breaches of administrative role obligations are most strongly associated with dissatisfaction, thoughts of quitting, and turnover whereas perceived breaches of professional role obligations are most strongly associated with lower organizational commitment and job performance (productivity and client satisfaction). Implications for theory and research on the dimensionality of the psychological employment contract and on the employment of professionals are considered. Copyright © 2001 John Wiley & Sons, Ltd.     

专业认证与安全工程本科教育

专业认证是注册安全工程师制度的基础与前期,对培养安全人才的安全工程本科专业的认证,对完善注册安全工程师制度有重要意义。随着我国安全工程本科专业认证试点工作的开展与深入,专业认证对安全工程本科专业的影响愈加明显,甚至在某种程度上预示着安全工程本科专业教育发展的趋势。论文从专业认证的内涵分析入手,指出我国安全工程本科专业需要专业认证,并简要介绍了我国安全工程本科专业认证的具体情况。在此基础上,从标准规范、培养目标、课程体系、教学方法、质量保障等五个方面透视了专业认证对安全工程本科教育的影响,旨在推动安全工程本科教育改革,使专业认证与安全工程本科教育形成良性互动,提高安全科技人才培养质量,为安全生产做出应有贡献。