Work performance,affective commitment,and work motivation: the roles of pay administration and pay level

The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collective components (profit and behavior of the unit and the organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit support, perceptions of distributive and procedural justice, and type of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self‐reported work performance and affective unit commitment, and that these relationships were partly mediated by intrinsic motivation. Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directions for future research on pay in knowledge intensive organizations are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

An extension of Lee and Mitchell's unfolding model of voluntary turnover

Lee and Mitchell ( 1994 ) proposed a decision process‐based voluntary turnover model, which identifies the psychological processes involved in the decision to quit a job. The current study tests and extends the Lee and Mitchell's ( 1994 ) unfolding model of voluntary turnover using a sample of voluntary ‘quitters’ and ‘stayers’. Survey and interview results from 84 practicing accountants suggest that the Lee and Mitchell's ( 1994 ) model does an excellent job of capturing employee decision process‐data in an accounting environment. Additional extension hypotheses pertaining to economic consequences and gender differences are also proposed and subsequently supported. Copyright © 2006 John Wiley & Sons, Ltd.     

Occupational deaths and injuries by the types of street cleaning process

This study aims to obtain an overall picture of occupational injuries by the types of street cleaning process. Three hundred and fifty-four injured persons were analyzed in terms of the company size and details of the injured persons and accidents. Results show that ‘roadway cleaning’ was the most common type of cleaning process for injuries, followed by ‘sidewalk cleaning,’ ‘going/returning to work by bike’ and ‘lifting/carrying.’ The findings also show that most accidents which occur when ‘going/returning to work by bike’ are in the form of traffic accidents, while in other processes they happen most often in the form of slips. Most of the accidents related to ‘lifting/carrying’ affected workers in their 50s or younger while other processes had a large portion of injured persons in their 50s or older. The findings of this study can be used as baseline data for preventative policies.     

Explaining the effects of transformational leadership: an investigation of the effects of higher‐order motives in multilevel marketing organizations

Multilevel marketing organizations (MLMs) are a rapidly growing organizational type enlisting nearly 10 million members and producing over 20 billion dollars in sales annually. Despite their remarkable recent growth, few studies have examined these unusual organizations, and none of these have addressed issues of transformational leadership. In MLMs, the key leadership relationships are those between individual member distributors and the members who recruited them into the organization (i.e., their ‘sponsors’). Although sponsors are expected to provide leadership to the members they recruit, they possess no direct supervisory resulting—authority in an uncertain ‘quasi‐leadership’ role. Using a sample of 736 female MLM members, the present study empirically tests an important explanatory component of transformational leadership theory: that belief in the higher purpose of one's work is a mechanism through which transformational leadership achieves its positive outcomes on cohesion, satisfaction, effort, and performance. The results offer support to the notion that transformational leadership indeed ‘transforms’ followers by encouraging them to see the higher purposes in their work. Additionally, the results show positive relationships between belief in a higher purpose of one's work and job satisfaction, unit cohesion, and effort. Copyright © 2001 John Wiley & Sons, Ltd.     

Inherently safer design of solvent processes at the conceptual stage: Practical application for substitution

The implementation of inherently safer design concepts is considered beneficial to avoid hazards during early stages of design. The application of existing process design and modeling techniques that aid ‘substitution’, ‘intensification’ and ‘attenuation’ has been shown in this work. The techniques have been applied to solvent processes because of the inherent hazards associated with them, such as large inventories, and presence of highly toxic and flammable materials. For ‘substitution’, computer aided molecular design technique has been applied to select inherently safer solvents for a solvent operation. For ‘intensification’ and ‘attenuation’, consequence models and regulatory guidance from EPA RMP have been integrated into process simulation. Combining existing techniques provides a design team with a higher level of information to make decisions based on process safety. A case study has been shown for liquid extraction of acetic acid–water mixture. Suitable solvents were identified using ICAS 11.0-ProCAMD, and consequence models were integrated into Aspen plus simulator using a calculator sheet. Solvents such as 5-nonanone, 2-nonanone and 5-methyl-2-hexanone provide inherently safer options, but conventionally-used solvent, ethyl acetate, provides higher degree of separation capability. A conclusive decision regarding feasible solvents and operating conditions would depend on design requirements, regulatory guidance, and safety criteria specified for the process. Inherent safety has always been an important consideration to be implemented during early design steps, and this paper presents a methodology to incorporate the principles and to obtain inherently safer alternatives.     

Social identity and applicant attraction: Exploring the role of multiple levels of self

Applicant attraction is a critical objective of recruitment. Common predictor variables of applicant attraction are limited in that they do not provide a comprehensive understanding of the process that shapes the perceptions and beliefs of job applicants about the firms for which they aspire to work for. Because individuals have the inherent desire to expand and enhance their social identities (e.g., personal, relational, and collective identities), they are likely to be attracted to organizations that allow them to do so. Building on recent work on levels of self, our paper suggests that social identities mediate the relation between currently established predictor variables of applicant attraction (e.g., compensation, type of work, and organizational image) and important applicant attraction outcomes. Common predictor variables of applicant attraction can lead to the activation, evaluation, and identification processes described by social identity theory. A theoretical framework is presented that illustrates the mediating influence of social identity on the relations between common predictor variables and applicant attraction outcomes. This framework may lead to more effective recruitment strategies. Copyright © 2015 John Wiley & Sons, Ltd.     

Implications of turnover and trust for safety attitudes and behaviour in work teams

Turnover potentially leads to a new individual being selected into a work team. This study investigated the safety-specific trust which team members place in their organisation’s selection and induction processes, and related this to the perceived risk from new employees. The research was conducted with teams working in forest harvesting, an occupation which has high-turnover, high risk and a high accident rate. Results indicate that trust in induction processes was negatively correlated with perceived risk from a new employee. Team members also engaged in a number of safety ensuring behaviours when a new individual joined the team, and these were related to the level of perceived risk, and how much they cared about their team members’ safety. It is argued that trust in the safety-specific characteristics of an organisation’s selection and induction process may have negative consequences for safety.     

The impact of technology characteristics and job control on worker mental health

Recent research suggests that the occurrence of operational problems in advanced manufacturing technology (AMT) places stressful demands on operators. Applying Karasek's demand–control model, we predict that two properties of operational problems, namely technological uncertainty and abstractness, interact with timing and method control to predict operator strain. The results failed to confirm ordinal effects for timing or method control, but showed a dis-ordinal (crossover) interaction for timing control. While these findings provide little support for the demand–control model, they suggest that two new processes, namely ‘traction–distraction’ and ‘passivity–challenge’, are critical to understanding the nature of the relationship between operational problems and operator strain in AMT systems. We describe these processes and examine the implications for future research. © 1997 John Wiley & Sons, Ltd.     

Working safely with foreign contractors and personnel

Foreign companies and personnel are increasingly being employed for risky activities in process industry (Agro, Gas and Chemicals) in the north of the Netherlands. Against the backdrop of these developments, the need arose within the ‘VGM Noord-Nederland’ cooperation (health, safety and the environment in the Northern Netherlands) to further investigate experienced and detected problems, possible explanations, solutions and directions for preventing unsafe situations when working with foreign contractors and personnel. Because of little scientific information available on the topic, in autumn of 2004 an exploratory study was conducted into ‘working with foreign contractors and personnel’ in the process industry in the northern Netherlands under the auspices of VGM Noord-Nederland. In the course of the study, ten qualitative interviews were held with safety experts working at multinational companies in the agro, gas and chemical industry in the Northern Netherlands. The objective of the study was to gain sharper insight into the common problems and best practices experienced by these companies when working with foreign contractors and personnel in order to focus future joint activities towards these problematic areas. The study resulted in the identification of five problematic areas: communication, level of education, cultural differences, specific employment situations and cooperation between principal and contractor. All of these factors can be located within the ‘latent failure types’ or ‘basic risk factors’ described by the well known Tripod Model (i.e. Groeneweg, J., Lancioni, G.E., Metaal, N., 2002. Motivating for Safety, Leading by Example: moving from Compliance to Competence, Profshore Management Motivation Module, Stavanger) of accident causation. The results of the interviews are described for each problem area individually and are linked to state of the art scientific theory and models. Directions for ‘best practice’ examples are given and an indication for follow-up action is made.     

Facilitating and inhibiting effects of job control and social support on stress outcomes and role behavior: a contingency model

High levels of job control and social support are often related to effective job performance and coping with work stressors. However, support may have more positive effects on role behavior when job control is low. In addition, despite theoretical expectations, simple demands–control and demands–support interactions are infrequently found to predict health and psychological strain outcomes. The ‘demands–control–support’ model (Johnson and Hall, 1988) of stress coping integrates these ‘stress buffering’ and ‘decision latitude’ models and observes more consistent findings. This model posits that social support buffers the adverse effects of high demand, low control jobs. However, explicit tests of the interaction of these variables suggest that control can have positive or negative effects on strain, depending on the level of social support. In this study, supervisor consideration was positively related to subordinate job performance, extra-role behavior, and in-role prosocial behavior (conscientiousness) among subordinates perceiving low job control. The relationship between consideration and performance and extra-role behavior was negative among high control subordinates. The demands×control×support interaction predicted health symptoms, organizational commitment, supervisor satisfaction, and absence due to illness, but the interaction plots do not support the prevailing perspective that support buffers the effects of ‘high strain’ (i.e. low control, high demand) jobs. Patterns were similar for different demands and different social support loci (i.e. supervisor, co-workers). An alternative theoretical process of the demands–control–support interaction is proffered, and implications for organizational intervention are discussed. © 1998 John Wiley & Sons, Ltd.     

Decoupling task and relationship conflict: the role of intragroup emotional processing

The present paper focuses on the role of emotion in intragroup conflict processes. We propose that how group members handle emotion affects intragroup interactions and has implications for task and relationship conflict. Three types of variables—collective emotional intelligence, intragroup relational ties, and conflict‐relevant interactional norms—constrain negative emotionality and may determine whether task conflict results in damaging relationship conflict. The moderating influence of these variables is discussed, as are compositional issues associated with measuring them. Copyright © 2004 John Wiley & Sons, Ltd.     

Post‐acquisition integration processes in publicly owned professional service companies: Senior professional behaviour and company performance

The client relationships and tacit knowledge of professionals are professional service firms' (PSFs') major value creating resources producing challenges in generating post‐merger and acquisition value and risks of reducing the productivity or losing key professionals and their clients. The recent emergence of publicly owned PSFs and rapid growth through consolidating smaller privately owned firms potentially increases this risk by integrating small firms and their professionals into large public companies that may be governed very differently. This study explores post‐acquisition integration processes: professional behaviours and associated performance implications in two highly acquisitive publicly owned accounting companies. In one company, the integration process was rapid and heavily directed by senior management, while in the second company, integration was more gradual, initially undirected but then facilitated by senior management. The findings suggest that integration processes can impact the behaviour of professionals and acquiring firm performance. This research contributes to the understanding of post‐acquisition integration processes in PSFs and decision‐making and professional behaviour in recently emerged publicly owned PSFs. The study contributes to knowledge‐based theory by identifying factors that can affect the decision authority of executives and how organisational behaviour can constrain the implementation of executive integration decisions. Copyright © 2017 John Wiley & Sons, Ltd.     

Ranking of process safety cultures for risk-based inspections using indicative safety culture assessments

Although major hazard industries have no legal obligations to demonstrate a good safety culture, it is an increasingly important factor for risk-based inspections. This paper describes the development and evaluation of a relatively simple method for external indicative assessment of the process safety culture in major hazard industries. As a first step, a tool was developed. Second, the tool was successfully tested in a workshop with major hazard inspectors. After this ‘proof of concept’ and a few adaptations to improve the tool, quantitative evaluation and validation were carried out with a representative sample of major hazard inspectors in the Netherlands. In this stage, the tool comprised 30 questions, of which 19 sufficiently frequent valid responses were given for the validity test. The evaluations demonstrate that without specific preparations, inspection teams can use the tool to discriminate between plants with poor or good safety cultures. That is sufficient for ranking as additional input for risk-based inspection strategies. The resulting indicative ‘scores’ for safety culture correlate meaningfully with the quality of process safety management systems and the number of (legal) non-compliances, which were identified by the inspection team at the same occasion. The use of the tool can be further improved by training inspectors, making minor adaptations of the inspection process, and broadening the scope of a few questions. It is expected that external assessments of safety culture will become increasingly important not only for inspectorates, but also for a range of other external stakeholders.     

Simple graphical method for inherent occupational health assessment

The concept of inherently safer design was introduced to design a fundamentally safer process so that hazards can be avoided or minimized rather than controlled or managed. The ideology has later been extended to the environmental, but not health criteria due to its complicated underlying principles. Even though health risk methods are already established, majority are for existing plants assessment. Early consideration of health aspect starting from process design stage however, has received much less attention. This paper introduces a simple graphical method to evaluate the inherent occupational health hazards of chemical processes during the R&D stage. A survey was conducted to identify the important health parameters for the graphical method development, involving nine world inherent safety and health experts. Based on their input, process mode, material volatility, operating pressure and chemical health hazard (toxicity and adverse effect) are the significant factors affecting inherent health hazards of chemical processes. The choice of parameters was bounded by the information availability at this stage. The method was applied on six routes to methyl methacrylate and ten routes to acetic acid. The parameters were plotted for each subprocess of the alternative routes. The ‘healthiest’ route was selected based on thorough hazards assessment across all the subprocesses. The first case study reveals the tertiary butyl alcohol as the ‘healthiest’ one as it poses relatively lower, or at least comparable hazards to the other routes due to exposure and health impacts. Meanwhile the acetic acid case study indicates ethanol oxide and ethyl oxide based routes as the inherently healthier as they operate at lower operating pressure besides posing comparable hazards level for the other three parameters, compared to the other routes. The case studies show that the inherent occupational health of a chemical process can already be evaluated easily in the R&D stage with the simple graphical method proposed.     

Promoting safety awareness in fishing communities through community arts: An action research project

Commercial fishing is a very dangerous industry. Traditionally safety education has focused on making individual fish harvesters aware of safety regulations and procedures. An alternative approach is to raise community awareness of safety issues and to consider both individual and collective strategies for improving safety in the industry. Such an approach would be based upon the local fishing communities’ cultural traditions. This paper presents details of the use of drama, music and associated arts-based activities designed to promote safety awareness in three fishing communities in Newfoundland. Local residents planned and performed all of the activities. Discussions were subsequently conducted with key community participants to clarify the process of implementing these projects. These participants were very enthusiastic about the projects and keen to develop other similar activities in their communities. It would seem that community arts is a very effective means of engaging communities in discussion about safety related issues.     

A little knowledge is a dangerous thing – Unexpected reaction case studies make the case for technical discipline

The old saying, “what you don't know can't hurt you,” implies that ignorance is bliss. “A little knowledge is a dangerous thing,” may be closer to the truth; however, it is not the little that we know that is dangerous, but that which is not known. By design, the processes used in the chemical industry are reactive, and the intended reaction receives much scrutiny. However, other reactions occur, often unexpectedly, and possibly with severe consequences. The lessons we learn from these reactions must drive the improvement of our process development and technology management processes and the culture that shapes those processes, a culture of Technical Discipline.Technical Discipline, analogous to Operating Discipline in the manufacturing organization, is a culture committed to fully identifying and characterizing chemical and reaction hazards, and properly documenting and communicating those hazards to create a permanent knowledge and understanding within the organization operating that process.A culture of Technical Discipline will reveal reaction hazards that might otherwise remain unknown until being unveiled in a dramatic and unexpected fashion. Until you fully identify and characterize the hazards of the materials you handle in your processes…what you don't know can hurt you.     

安全社会学与社会学基本理论

安全社会学即是将安全问题与社会学知识结合起来,把安全看做一种社会过程,研究安全问题的社会原因、社会过程、社会效应及其本质规律。无论古典社会学还是现代社会学,无论社会学结构主义还是社会学建构主义,都长期在探讨个人—社会关系中的行动、理性、结构、系统4个方面,因此,安全社会学同样需要研究安全行动、安全理性、安全结构、安全系统。基于4个视角而不断涌现的社会问题说、哈贝马斯沟通行动论和系统-生活世界理论、吉登斯和贝克的风险社会理论、越轨社会学、社会冲突论、集合行为理论、女性主义和社会性别学等都直接为安全社会学提供了社会学的理论依据。     

Measuring safety culture in a research and development centre: A comparison of two methods in the Air Traffic Management domain

This paper describes two safety surveys carried out in an Air Traffic Management Research and Development centre (EUROCONTROL Experimental Centre). The paper discusses the differences and similarities between the two tools with regard to their development, the method of conducting the surveys, the results and their implications. It has been estimated that about 50%¹ to 60%² of accidents and incidents appear to have their roots in the design and development process, and since this is the core business of the EEC, it was deemed necessary to investigate the maturity of safety at the EEC. The challenge for the EUROCONTROL Experimental Centre (EEC) was to develop a tool that is relevant to a research and development environment with the objectives of (i) identifying areas of weakness in the safety culture of the organization (ii) helping in developing a Safety Management System. The first objective was addressed by developing a Safety Culture Survey (SCS) tool and surveying the EEC (March, 2003). The second objective was addressed by customizing an existing (SMS) survey tool (RD) for the R&D environment. The SCS is based on traditional measures adapted to ATM and then to R&D, and the River Diagram (RD) is more of a safety management survey, adapted from other industries and already applied to HQ (EUROCONTROL Head Quarters) to examine their commitment to safety. Nevertheless, the two surveys have been compared to see where they agree and where they ‘dissociate’. Overall, the SCS has a broader focus on “softer issues”, i.e. more complex issues of ‘trust in management’. Diagnostically, the River Diagram survey helps the practitioner develop SMS implementation plans more readily than the Safety Culture survey.