New hire perceptions of their own and their employer's obligations: A study of psychological contracts

Psychological contracts are individual beliefs in reciprocal obligations between employees and employers. In a sample of 224 graduating MBA students who had recently accepted job offers, beliefs regarding employment obligations were investigated. Two types of obligation were demonstrated empirically: transactional obligations of high pay and career advancement in exchange for hard work and relational obligations exchanging job security for loyalty and a minimum length of stay. These types of obligations are connected with two forms of legal contracts: transactional and relational. Relational contract obligations for employers correlated with employee expected length of stay with the firm. Transactional contract obligations were associated with careerist motive on the part of new recruits. The relationship between these and other motives of new hires was also investigated.     

Workplace safety perceptions and perceived organizational support: do supportive perceptions influence safety perceptions?

The current study investigated the relationship between organizational safety climate and perceived organizational support. Additionally, it examined the relationship with job satisfaction, worker compliance with safety management policies, and accident frequency. Safety climate and supportive perceptions were assessed with Hayes, Perander, Smecko, et al. 's (1998) and Eisenberger, Fasolo and LaMastro's (1990) scales respectively. Confirmatory factors analysis confirmed the 5-factor structure of Hayes et al. 's WSS scale. Regression analysis and t-tests indicated that workers with positive perspectives regarding supportive perceptions similarly expressed positive perceptions concerning workplace safety. Furthermore, they expressed greater job satisfaction, were more compliant with safety management policies, and registered lower accident rates. The perceived level of support in an organization is apparently closely associated with workplace safety perception and other organizational and social factors which are important for safety. The results are discussed in light of escalating interest in how organizational factors affect employee safety and supportive perceptions.     

Drinking and driving and perceptions of arrest risk among California drivers: Relationships with DUI arrests in their city of residence

Objective: Addressing drinking and driving remains a challenge in the United States. The present study aims to provide feedback on driving under the influence (DUI) in California by assessing whether drinking and driving behavior is associated with the DUI arrest rates in the city in which the driver lives; whether this is due to perceptions that one can get arrested for this behavior; and whether this differed by those drivers who would be most affected by deterrence efforts (those most likely to drink outside the home).

Methods: This study consisted of a 2012 roadside survey of 1,147 weekend nighttime drivers in California. City DUI arrest rates for 2009–2011 were used as an indicator of local enforcement efforts. Population average logistic modeling was conducted modeling the odds of perceived high arrest likelihood for DUI and drinking and driving behavior within the past year.

Results: As the DUI arrest rates for the city in which the driver lives increased, perceived high risk of DUI arrest increased. There was no significant relationship between either city DUI arrest rates or perceived high risk of DUI arrest with self-reported drinking and driving behavior in the full sample. Among a much smaller sample of those most likely to drink outside the home, self-reported drinking and driving behavior was negatively associated with DUI arrests rates in their city of residence but this was not mediated by perceptions.

Conclusion: The results of the present study suggest that perceptions are correlated with one aspect of DUI efforts in one's community. Those who were more likely to drink outside the home could be behaviorally influenced by these efforts.     

Employee silence motives: Investigation of dimensionality and development of measures

In four studies, I examine the motives for employee silence. In Study 1, I examine open‐ended survey responses to determine the nature and scope of silence motives. Study 2 develops measures of these motives and explores their factor structure. Study 3 refines the measures and provides confirmatory evidence of factor structure. Study 4 examines relationships between the new measures and related factors (employee voice, psychological safety, neuroticism, extraversion). Results indicate that six dimensions of silence motives (ineffectual, relational, defensive, diffident, disengaged, and deviant) emerged from the data, which can be reliably measured and provide incremental value for understanding and assessing employee silence. Copyright © 2012 John Wiley & Sons, Ltd.     

Employee representation and occupational health and safety: the significance of Europe

This paper considers the implementation and operation of provisions for employee representation in health and safety in a number of member states of the European Union. It describes the results of two studies undertaken in seven European countries, including the UK, between 1989 and 1993. These studies compared legislative provisions for employee representation in health and safety in different countries and analysed the information available on the implementation and operation of these provisions. With regard to the coverage and implementation of legislation, the research found a similar pattern in all of the countries studied, with Britain distinguished by a number of features, most notably the very specific rights on this subject given to trade unions. However, analysis of information on operation of the provisions in all of the countries studied pointed to the strong association between trade union workplace organization and support as a powerful influence and determinant of the effectiveness of employee representation in health and safety. Taking this finding into account, the paper discusses the present and future situation in Britain with special reference to the implications of the provisions on employee representation found in the CEC Framework Directive 89/391.     

Insider or outsider? how employee perceptions of insider status affect their work behavior

Many researchers have used the insider–outsider distinction when discussing employment relationships (e.g., Graen & Scandura, 1987; Pfeffer & Baron, 1988). However, there is no known empirical research directly assessing employees' perceptions of their status as organizational insiders. This article is intended as an initial step to theoretically and empirically explore the concept of perceived insider status (PIS). First, we build theoretical arguments describing how organizations may differentiate between insider and outsider employees, leading to differences in perceptions of insider status. We then hypothesize and show empirical evidence that contrasts, but relates, actual inclusion and perceived organizational support to PIS. We subsequently examine two types of discretionary employee behavior, altruism and production deviance, as potential consequences of PIS. Our results suggest that both actual inclusion, as well as perceived insider status, have implications for organizational functioning via discretionary employee behaviors. Copyright © 2002 John Wiley & Sons, Ltd.     

Employee involvement and the middle manager: evidence from a survey of organizations

Although the literature on employee involvement suggests that some organizations experience significant benefits to employee attitudes and productivity, the results from individual studies vary widely. This study focuses on those factors that may mediate the success or failure of employee involvement practices, especially the role played by middle managers. A postal survey of 155 organizations examined the perceived outcomes of different employee involvement practices and the support or resistance attributed to middle managers. Hypothesized correlates of middle management resistance to employee involvement were examined. As hypothesized, positive outcomes of employee involvement were lower in organizations that experienced middle management resistance. The study supports the view that middle managers may resist employee involvement practices in response to threats to self interest (managerial job loss and delayering). However, lack of congruence between organizational systems and structures and the goals of EI and divided or unclear senior management support for EI were also found to be strongly related to middle management resistance. © 1998 John Wiley & Sons, Ltd.     

Self-appraisal and perceptions of the appraisal discussion: A field experiment

Performance evaluation based on self-appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both-rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty-one ratees and 81 raters randomly assigned to self-appraisal and control groups participated in the study. Results indicated that the self-appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self-appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non-self appraisers. However, informal self-appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self-appraisal which warrant future research.     

Parental perceptions of teen driving: Restrictions,worry and influence

IntroductionParents play a critical role in preventing crashes among teens. Research of parental perceptions and concerns regarding teen driving safety is limited. We examined results from the 2013 Summer ConsumerStyles survey that queried parents about restrictions placed on their teen drivers, their perceived level of “worry” about their teen driver’s safety, and influence of parental restrictions regarding their teen’s driving.MethodsWe produced frequency distributions for the number of restrictions imposed, parental “worry,” and influence of rules regarding their teen’s driving, reported by teen’s driving license status (learning to drive or obtained a driver’s license). Response categories were dichotomized because of small cell sizes, and we ran separate log-linear regression models to explore whether imposing all four restrictions on teen drivers was associated with either worry intensity (“a lot” versus “somewhat, not very much or not at all”) or perceived influence of parental rules (“a lot” versus “somewhat, not very much or not at all”).ResultsAmong the 456 parent respondents, 80% reported having restrictions for their teen driver regarding use of safety belts, drinking and driving, cell phones, and text messaging while driving. However, among the 188 parents of licensed teens, only 9% reported having a written parent-teen driving agreement, either currently or in the past. Worrying “a lot” was reported less frequently by parents of newly licensed teens (36%) compared with parents of learning teens (61%).Conclusions and Practical ApplicationsParents report having rules and restrictions for their teen drivers, but only a small percentage formalize the rules and restrictions in a written parent-teen driving agreement. Parents worry less about their teen driver’s safety during the newly licensed phase, when crash risk is high as compared to the learning phase. Further research is needed into how to effectively support parents in supervising and monitoring their teen driver.     

高温作业的危害和防护

<正>在高气温或同时存在高温热源的环境下进行的生产劳动,通称为高温作业。高温环境容易影响人体的生理及心理状态,在这种环境下工作,除了会影响工作效率外,更会引发各种意外和危机。高     

Employee responses to employment‐relationship practices: The role of psychological empowerment and traditionality

In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

Workers' perceptions of workplace safety: an African perspective.

This study investigated workers' perceptions of workplace safety in an African work environment, specifically in Ghanaian work places. Workers' safety perceptions were examined with Hayes et al.'s. (1998) Work Safety Scale. Comparative analyses were done between high- and low-accident groups, and t tests were employed to test for differences of statistical significance. Relative to their colleagues in the low-accident category, workers in the high-accident category exhibited negative perceptions on safety. They had negative perceptions regarding work safety, safety programmes, supervisors, and co-workers' contributions. Besides, they expressed less job satisfaction and were less committed to safety management policies. Perceptions regarding management's attitude towards safety between the 2 groups were not of statistical significance. The analyses provided an explanation for the cause of a substantial portion of the high rate of industrial accidents in Ghana's work environment. Implications for safety management are discussed.     

Opening Pandora's box: studying the accuracy of managers' perceptions

Both researchers and managers depend on the accuracy of managers' perceptions. Yet, few studies compare subjective with ‘objective’ data, perhaps because it is very difficult to do well. These difficulties also muddy interpretations of results. On one hand, studies suggest that managers' perceptions may be very inaccurate. On the other hand, the observed errors in managerial perceptions may arise from research methods instead of managers. Because perceptual data are so significant for both researchers and managers, researchers need to understand both the potential contaminants of perceptual research and the determinants of perceptual errors and biases. This article reviews studies of the accuracies of managers' perceptions, points out hazards in such research, and suggests various ways to improve studies of perceptions. The suggestions encompass improvements in gathering more valid subjective data, locating more appropriate ‘objective’ data, finding appropriate respondents, and using statistical methods that provide accurate and reliable estimates with small samples.     

Formal mentoring versus supervisor and coworker relationships: differences in perceptions and impact

Formal mentoring programs in two companies were examined regarding (1) the extent to which mentees and mentors agreed on the nature of the mentoring relationships and (2) the extent to which dimensions of mentoring relationships were related to outcomes for the mentees, compared with the extent to which dimensions of supervisory and coworker relationships were related to the same outcomes: job satisfaction, organizational commitment, and turnover intentions. Mentors were at least two hierarchical levels above the mentee, and both were part of the companyies' formal mentoring program. Sixty‐one pairs of mentors and mentees participated. Overall, there was little agreement between mentees and mentors regarding the nature of the mentoring relationship. Furthermore, the mentoring relationship was not related to mentee outcomes, while supervisory and coworker relationships were. It is suggested that, if one desires to affect job satisfaction, turnover intentions, and organizational commitment, mentoring functions may be best performed by supervisors and coworkers rather than assigned formal mentors from higher up in the organizational hierarchy. Copyright © 2003 John Wiley & Sons, Ltd.     

Beyond contractual interpretation: bias in arbitrators' case perceptions and award recommendations

This study applies literature on extra‐legal variables and impression management towards an understanding of judgment biases in arbitration. The extra‐legal variables of previous record and consequence of infraction as well as impression management strategy were manipulated in a written case sent to practising arbitrators. Results suggest that impression management and previous record independently affected the severity of the arbitrator's ruling. In addition, significant interactions occurred. The data are discussed in terms of implications for arbitration and future studies in the area. Copyright © 2000 John Wiley & Sons, Ltd.     

Self‐management perceptions and practices: a structural equations analysis

Self‐management has many potential benefits for organizations. However, application of self‐management to organizational settings has been hampered by lack of theoretical frameworks for self‐management specifically applied to work settings and by a corresponding dearth of psychometrically sound measures. This paper presents results of structural equations modeling of measures of self‐management anchored in a revised version of the Brief and Aldag (1981) model of the self in organizational behavior. Using confirmatory factor analysis procedures (CFA), two a priori measures of self‐management are examined. Results point to two relatively distinct facets of self‐management, each of them composed of four relatively independent subscales. Finally, a structural model evidencing a pervasive set of relationships between self‐management perceptions and self‐management practices is provided. Copyright © 1999 John Wiley & Sons, Ltd.     

Drink-driving and perceptions of legally permissible alcohol use

OBJECTIVE: The leading cause of death for young people in developed countries is road traffic crashes, a large proportion of which are attributable to drink-driving. The aims of the study were to estimate the prevalence of drink-driving and drink-riding in a sample of New Zealand university students, and to identify potential risk factors, in particular, students' perceptions of legally permissible consumption before driving. METHODS: Participants were 1,564 survey respondents (82% response, mean age = 20.5 years) who were asked to indicate whether they had driven after having "perhaps too much to drink to be able to drive safely," if they had been a passenger in a vehicle "where the driver had perhaps too much to drink to be able to drive safely," and how many standard drinks they could consume in one hour and legally drive a car. An estimated blood alcohol concentration was computed and compared with legal limits. RESULTS: Drink-driving (past four weeks) was reported by 3.4% of women and 8.4% of men. Drink-riding (past four weeks) was reported by 7.0% of women and 11.5% of men. Estimated blood alcohol concentrations from students' reports of how much they could drink in one hour and be below the legal limit of 0.08 g/ml, showed that most respondents dramatically underestimated permissible consumption; only 5.8% overestimated it. CONCLUSIONS: This may be a case where misperception of a public health message serves the public good. Further reductions in drink-driving/riding will require attention to transport needs, more visible enforcement of existing legislation, and modification of youth drinking behavior.