Ironic evaluation processes: effects of thought suppression on evaluations of older job applicants

This research explored ironic evaluation processes initiated by suppression instructions conveyed during diversity training. Raters watched one of three training videos: a video providing information about age diversity and recommending that they try to suppress age‐related thoughts; a video providing information about age, sex, race, and ethnic diversity and recommending that they try to suppress demography‐related thoughts; or a control video containing no suppression recommendations. All raters then evaluated a series of job applicants. During the evaluation task, some raters were cognitively busy while others were not. Ironically, busy raters instructed to suppress age‐related thoughts evaluated an older applicant less favorably than raters in other conditions. These results suggest that organizational diversity training including instructions to suppress stereotypic thoughts may have detrimental effects on evaluations of non‐traditional job applicants if raters are cognitively busy when they implement these instructions. Copyright © 2000 John Wiley & Sons, Ltd.     

Entitled to solutions: The need for research on workplace entitlement

Workplace entitlement is a pressing concern for modern organizations and managers. Organizational scholars, however, have largely overlooked this phenomenon in their research. In this Incubator, we summarize the untapped opportunities that entitlement research offers for impacting both scholarly thinking and practitioner knowledge on the subject. Copyright © 2015 John Wiley & Sons, Ltd.     

Subjective time in organizations: Conceptual clarification,integration, and implications for future research

Despite the rapid growth of organizational research on subjective time, the extant literature is fragmented due to a lack of conceptual clarification and integration of temporal constructs. To address this fragmentation, we synthesize temporal research from both organizational behavior and adjacent disciplines (i.e., strategy, entrepreneurship, and organizational theory) and introduce a framework that allocates temporal constructs according to their basic conceptual nature (trait–state) and level of analysis (individual–collective). We employed the Linguistic Inquiry and Word Count text analysis to determine the trait–state property of the constructs and a coding method to determine their level of analysis. This framework categorizes four generic types of subjective time: individual temporal disposition, individual temporal state, collective temporal state, and collective temporal disposition. We clarify the conceptualizations of the temporal constructs belonging to each of the four archetypes of subjective time and review their key findings in the organizational literature. Based on this integrative framework, we identify critical knowledge gaps in the current state of research and chart a future agenda with specific suggestions.     

The psychological contracts of violation victims: A post‐violation model

Organizations may fail to keep their commitments to their employees, at times leading to psychological contract violation. Although many victims of violation remain with their employer despite such adverse experiences, little research exists on their responses in the aftermath of violation. This paper develops a post‐violation model to explain systematically how violation victims respond to and cope with violation and the effects this process has on their subsequent psychological contract. Central to post‐violation are the victims' beliefs regarding the likelihood of violation resolution and the factors affecting it. The model specifies how the victim engages in a self‐regulation process that results in an array of potential psychological contract outcomes. Possible outcomes include reactivation of the original pre‐violation contract, the formation of a new contract that may be more or less attractive than the original, or a state of dissolution wherein the victim fails to form a functional psychological contract with the employer. The research and practical implications of this model are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

The virtue and vice of workplace conflict: food for (pessimistic) thought

Many authors, myself included, have suggested that workplace conflict may be beneficial to the organization. I argue that the support for this conclusion is rather weak. A selective and necessarily limited review of the literature shows that: (1) the positive functions of conflict are found only under an exceedingly narrow set of circumstances, (2) the conclusion that (particular forms of) conflict and conflict management has positive functions can be criticized on methodological grounds, (3) even under favorable circumstances a number of serious negative functions can be identified as well, (4) negative functions easily outweigh positive functions, prohibiting the emergence of ‘positive workplace conflict’ (where conflict has predominantly positive consequences), and (5) organizations need cooperative conflict management not because it brings positive conflict, but because it prevents workplace conflict to hurt too much. Copyright © 2007 John Wiley & Sons, Ltd.     

Mapping process safety: A retrospective scientometric analysis of three process safety related journals (1999–2018)

Over the last decades, process safety has been an important area of academic inquiry, aiming to build knowledge which can contribute to reduce the occurrence of industrial accidents in the process and chemical industries, or to mitigate their consequences. Knowledge in this interdisciplinary research domain is created using applied science, engineering, organizational, and social science approaches. This article provides a retrospective overview of the process safety research field, through the lens of three major journals contributing to the development of this knowledge domain: Journal of Loss Prevention in the Process Industries, Process Safety and Environmental Protection, and Process Safety Progress. An analysis of the articles in these journals, published between 1999 and 2018, provides insights in the structure, developments, trends, and highly influential works in this research domain, while revealing differences and similarities between these three core process safety journals. General publication trends, the geographic distribution of leading knowledge producers (countries/regions and institutions), their collaboration and temporal evolution patterns, topic clusters and emerging trends, and highly cited sources and articles, are identified and discussed.     

Is “feeling good” good enough? Differentiating discrete positive emotions at work

Overwhelming evidence demonstrates the benefits of positive affect for various life and work outcomes. However, the relevant organizational research almost exclusively has focused on general positive affect, thereby implying that all positive affect has consistent and equal relationships with other work variables. The purposes of this theoretical paper are to review and highlight research from basic psychology demonstrating the unique nature and correlates of specific positive emotions and to translate those ideas and findings into the organizational context. Specifically, we discuss three discrete positive emotions—pride, interest, and gratitude—and offer propositions regarding their differential effects on relevant workplace outcomes and regarding the differential antecedents of them. Our hope is that this paper stimulates future research on this topic, and we offer specific research strategies and ideas to facilitate those endeavors. Copyright © 2014 John Wiley & Sons, Ltd.     

Retracted: Authentically leading groups: The mediating role of collective psychological capital and trust

Although there have been recent theoretical advances in what is increasingly being recognized as authentic leadership, research testing possible mediating processes and the impact on group‐level outcomes has not received attention. To help address this need, this study examined at the group level of analysis the role that collective psychological capital and trust may play in the relationship between authentic leadership and work groups' desired outcomes. Utilizing 146 intact groups from a large financial institution, the results indicated a significant relationship between both their collective psychological capital and trust with their group‐level performance and citizenship behavior. These two variables were also found to mediate the relationship between authentic leadership and the desired group outcomes, even when controlling for transformational leadership. Implications for future research and practice conclude the paper. Copyright © 2009 John Wiley & Sons, Ltd.     

Risky business: Investigating influences on large truck drivers' safety attitudes and intentions

Introduction: Safety research in the U.S. motor carrier context remains important, as the trucking industry employs approximately 1.7 million large truck drivers. Drivers face many competing pressures in this unique high risk, high regulation, and low direct supervision context. They represent the cornerstone of safe carrier operations. Methods: Using a multi-theoretical approach, this study investigates how drivers' perceptions of carrier safety climate influence their safety-related attitudes and intentions. Results: Responses from nearly 1500 over the road drivers provide evidence that safety climate directly influences drivers' attitudes toward safety, safety norms, and driver risk avoidance, and indirectly influences drivers' intentions to commit unsafe acts. These findings replicate previous findings and also extend the nomological network of theory in this context, adding driver risk avoidance as a central factor to the driver safety theoretical framework. Additionally, carrier managers are encouraged to reflect on the study's evidence and pursue a better understanding of their drivers' risk perceptions and tolerance, while minimizing avoidable risk through prudent safety and operational policies, procedures, and processes. Future research in this area is highly encouraged.     

Structural anatomy and temporal trends of road accident research: Full-scope analyses of the field

Introduction: Scholarly research on road accidents over the past 50 years has generated substantial literature. We propose a robust search strategy to retrieve and analyze this literature. Method: Analyses was focused on estimating the size of this literature and examining its intellectual anatomy and temporal trends using bibliometric indicators of its articles. Results: The size of the literature is estimated to have exceeded N = 25,000 items as of 2020. At the highest level of aggregation, patterns of term co-occurrence in road accident articles point to the presence of six major divisions: (i) law, legislation & road trauma statistics; (ii) vehicular safety technology; (iii) statistical modelling; (iv) driving simulator experiments of driving behavior; (v) driver style and personality (social psychology); and (vi) vehicle crashworthiness and occupant protection division. Analyses identify the emergence of various research clusters and their progress over time along with their respective influential entities. For example, driver injury severity ” and crash frequency show distinct characteristics of trending topics, with research activities in those areas notably intensified since 2015 Also, two developing clusters labelled autonomous vehicle and automated vehicle show distinct signs of becoming emerging streams of road accident literature. Conclusions: By objectively documenting temporal patterns in the development of the field, these analyses could offer new levels of insight into the intellectual composition of this field, its future directions, and knowledge gaps. Practical Applications: The proposed search strategy can be modified to generate specific subsets of this literature and assist future conventional reviews. The findings of temporal analyses could also be instrumental in informing and enriching literature review sections of original research articles. Analyses of authorships can facilitate collaborations, particularly across various divisions of accident research field.     

A critique on neuroscientific methodologies in organizational behavior and management studies

Organizational neuroscience continues to flourish in organizational behavior and management studies as indicated by the growing number of publications. However, with a few exceptions, substantive critiques of organizational neuroscience are conspicuous by their absence. In this point–counterpoint article, we aim to redress this imbalance. We do so by asking two significant yet neglected questions: (i) how strong is the science behind this domain, and (ii) why are we doing this type of research (the so what? question)? Our analysis shows that the science behind organizational neuroscience is far less rigorous than currently advocated (due to low statistical power of some neuroimaging studies plus an inability to locate mental phenomena precisely in the brain). In terms of the so what? question, we encourage researchers to move away from general statements and become more specific about the phenomena they research. We contend that the practical implications of this research, as well as inferences of the link to behavioral changes, are currently overstated. We also underscore the importance for these studies to become contextually sensitive in order for the researchers to capture important events in the workplace. Finally, we offer some suggestions for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

Risk analysis in research environment – Part II: Weighting Lab Criticity Index using the Analytic Hierarchy Process

A new methodology for risk analysis, namely Laboratory Assessment and Risk Analysis – LARA, is proposed in the companion paper to assess risks in research/academia environment. The core of this methodology relies on defining the adequate role player factors to assess risks in research environment and their mathematical combination to quantify and assess the risk. Quantitative outcome of the analysis results in a Lab Criticity Index – LCI, constructed as a rather comprehensive function of probability, severity, risk worsening factors, research specificities and Hazard Detectability. Even though the LCI model can be used at this stage, its “surjective” and “linear” properties were outlined; the non differentiation between LCI factors remains to be solved.The present article addresses this problematic, bringing a solution based on a Multicriteria Decision Making – MCDM modeling, namely Analytic Hierarchy Process – AHP. This leads to a refined criticity index being “bijective” and unique for every combination of factors.A preliminary risk assessment based on the LARA methodology is discussed for a research lab working with lasers.     

An empirical analysis of surface acting in intra‐organizational relationships

Prior research analyzing surface acting—employees' regulation of emotional expressions—has mostly focused on the interactions between front‐line employees and their customers in service industries and paid very little attention to intra‐organizational relationships. With an aim to shed light on this important yet relatively unexplored area, I developed a theoretical model analyzing the antecedents and outcomes of surface acting within organizations, by drawing on the sociometer theory and self‐presentation theory frameworks. To test the model, I conducted a cross‐level field study in a sample of 65 work groups and 478 employees in two organizations, located in a large city in Northern California. I have collected the data from two sources, including employees and their supervisors who rated their performance. Results indicated that employees were more likely to engage in surface acting when their affective traits and personal goals were less congruent with work environment. Surface acting was also positively related to perceived organizational politics and self‐monitoring. As for outcomes, surface acting was positively related to emotional exhaustion and negatively to performance. I discuss limitations, implications, and future research direction. Copyright © 2012 John Wiley & Sons, Ltd.     

Organizational career development is not dead: a case study on managing the new career during organizational change

New forms of careers have received increased attention in contemporary organizational research. A prominent focus in this research has been whether and how, in an increasingly unpredictable career environment, individuals are taking responsibility for their own career development. The implication is that career is becoming less central to organizational management practices. At the same time there is evidence that organizational changes typically described in this literature (such as delayering the organization in a quest for flexibility) have had a negative impact on career progress, resulting in resistance to change. The implication here is that career concerns are more central to organizational management practices. This in‐depth qualitative case study examines whether individuals do in fact take more responsibility for their career development during times of organizational change. We also examine whether this does indeed mean that the organization takes less responsibility for career management. Our data indicate that individuals are, in fact, taking more responsibility for their own careers. At the same time we found that the organization in our case study also became more actively involved in career development and management. However, this active approach did not resemble traditional top‐down career management and development. To us, the pattern of organizational and individual career development actions appear to constitute a kind of ‘organizational dance,’ a highly interactive mutual influence process, in which both parties are at once the agent and the target of career influence. Strengths and limitations of the study are discussed, as are directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.     

A qualitative study of college students' perceptions of risky driving and social influences

Objectives: Young adults and teens are documented as the riskiest drivers on the road, and newer issues such as texting and driving are a growing concern. This study sought to determine the risk perceptions of young adults regarding various driving behaviors, their past experiences, how their social circles are structured, and how this might affect their driving. Methods: This study conducted qualitative research with 25 college undergraduate students to determine their peer and social influences regarding distracted driving. Data were analyzed and related to the health belief model and past research on social influence. Results: Though most participants felt that their behaviors were set after learning to drive, they were, in fact, quite susceptible to the influence of those in their social circles (e.g., fear of judgment and accountability) and, more broadly, to social norms. Texting and driving was the largest and most topical distracted driving issue and was also identified as very difficult to stop due to perceived barriers and the idea that intervening is rude. Participants identified low perceived susceptibility and severity (perceived threat) for a number of risky driving behaviors, including texting and driving. Conclusions: Training is needed to encourage people to intervene and speak up regarding behaviors other than drinking and driving, and cues to action and campaigns should target intervention to increase self-efficacy, as well as norms, susceptibility, and common rationalizations for risky behavior.     

A critical overview of driver recording tools

Introduction: Technological advancements during recent decades have led to the development of a wide array of tools and methods in order to record driving behavior and measure various aspects of driving performance. The aim of the present study is to present and comparatively assess the various driver recording tools that researchers have at their disposal. Method: In order to achieve this aim, a multitude of published studies from the international literature have been examined based on the driver recording methodologies that have been implemented. An examination of more traditional survey methods (questionnaires, police reports, and direct observer methods) is initially conducted, followed by investigating issues pertinent to the use of driving simulators. Afterwards, an extensive section is provided for naturalistic driving data tools, including the utilization of on-board diagnostics (OBD) and in-vehicle data recorders (IVDRs). Lastly, in-depth incident analysis and the exploitation of smartphone data are discussed. Results: A critical synthesis of the results is conducted, providing the advantages and disadvantages of utilizing each tool and including additional knowledge regarding ease of experimental implementation, data handling issues, impacts on subsequent analyses, as well as the respective cost parameters. Conclusions: New technologies provide undeniably powerful tools that allow for seamless data handling, storage, and analysis, such as smartphones and in-vehicle data recorders. However, this sometimes comes at considerable costs (which may or may not pay off at a later stage), while legacy driver recording methods still have their own niches to fill in research. Practical Applications: The present research supports researchers when designing driver behavior monitoring studies. The present work enables better scheduling and pacing of research activities, but can also provide insights for the distribution of research funds.     

A case study on the influence of a magnetic shielding retrofit on the static magnetic field present in a Magnetic Resonance Imaging (MRI) suite

PurposeThe purpose of this research is to assess whether the practice of retro-fitting passive magnetic shielding to Magnetic Resonance Imaging (MRI) suites is effective in retaining the 0.5 mT footprint of the static magnetic field to within its designed position.MethodologyThe research methodology involved identification of an MRI installation where passive magnetic shielding was to be fitted to an installation already in operational use. Site based physical measurements of the magnetic flux density of the static field were then taken both ante and post installation of the shielding, so as to be able to determine its effectiveness.FindingsThe results identified areas in the retrofitted magnetic shielding where, as a result of its design, hot spots in excess of 0.5 mT occurred.Practical implicationsThis research highlights design, construction and safety issues that the designer could, if he had this prior knowledge, have eliminated at source.ValueAt the planning stage of a new MRI suite, designers could use the information contained in this research as part of their design risk management process. This research serves to demonstrate the importance of eliminating any possible future need to install retrofitted passive magnetic shielding to an original MRI suite design. It also shows the need for designers to identify the location of any hot spots in the shielding installation where the magnetic flux density may exceed 0.5 mT and become a potential hazard to those individuals fitted with heart pacemakers or other electronic body implants.     

The moderating effects of political skill on the perceived politics–outcome relationships

Previous research has established that perceptions of organizational politics are associated with negative organizational outcomes. However, this may not hold true for all individuals. We offer subordinate and supervisor political skill, the ability to understand interactions at work and to use that understanding to effectively influence others, as possible moderators. Specifically, this study investigates the impact of both employees' self‐rated political skill and their managers' political skill on job satisfaction, job performance, and manager‐rated commitment. We examined these relationships in an organizational sample of 106 matched dyadic pairs and found mixed support for the joint moderating effect of self and manager political skill on the politics perceptions‐outcome relationships. Strengths, limitations, and directions for future research are discussed. Copyright © 2010 John Wiley & Sons, Ltd.     

Avoiding or embracing social relationships? A conservation of resources perspective of leader narcissism,leader–member exchange differentiation,and follower voice

In this study, we draw from the conservation of resources theory and the narcissism literature to examine why and when narcissistic leaders develop and maintain differentiated social relationships with followers in a group setting, therefore demotivating follower voice. Using data from 457 employees and their 95 supervisors working at a large Chinese consulting company, we tested and found support for our hypotheses that leader narcissism had a negative direct effect on employee voice, as well as a negative indirect effect on voice via group-level leader–member exchange (LMX) differentiation. Our findings further showed that leaders' upward exchange, leader–leader exchange (LLX), with their own supervisor moderated the negative indirect effect of narcissism on voice such that this negative indirect effect was stronger in the presence of low leader LLX but turned nonsignificant in the presence of high leader LLX. Theoretical and practical implications of our research are discussed. Limitations and directions for future research are also offered.