Making a life in the physical sciences

As a practicing physical chemist, I argue that the challenges faced by the physical sciences have more parallels with organization science than it might first appear. While the physical sciences do represent a strong paradigm endeavor, many of the same issues that were raised in the article “Making a life in the field of organizational science” arise in physical sciences. An essential difference between the physical sciences and organization science is the essentially capital intensive nature of our research. Ironically, the constant pursuit of the requisite research dollars leads to substantial similarity between the fields. The state of academic physical sciences is analyzed in this context informed by the current state of research funding in the United States. Copyright © 2008 John Wiley & Sons, Ltd.     

必须把安全生产作为重要政治任务来抓——李毅中就国办通知答新华社记者问

针对近来接连发生的重特大生产安全事故和因自然灾害引起的事故灾难,国务院办公厅下发了《关于进一步加强安全生产工作,坚决遏制重特大事故的通知》(以下简称《通知》)。新华社记者为此于9月4日采访了国家安全监管总局局长李毅中。     

Attribution theory in the organizational sciences: A case of unrealized potential

We argue that although attributional processes appear to affect virtually all goal and reward oriented behavior in organizations, they have not received adequate attention in the organizational sciences. In this Incubator, we encourage scholars to unlock the potential of attribution theory to develop more complete explanations of organizational behavior. Copyright © 2010 John Wiley & Sons, Ltd.     

When the going gets tough: Employee reactions to large-scale organizational change and the role of employee Machiavellianism

Large-scale, long-term change initiatives take time to unfold, which can be a source of uncertainty and strain. Investigating the initial 19 months of a large-scale change, we argue that during these stages, employees' change-related beliefs become more negative over time, which negatively affects their work engagement and, ultimately, increases their turnover intentions. Furthermore, we investigate the impact of a trait, Machiavellianism, on change reactions and propose that employees high in Machiavellianism react more negatively during change processes as they are especially susceptible to uncertainty and stress. We test our (cross-level) moderated mediation model in a three-wave longitudinal study among employees undergoing a large-scale change (T1: n = 1,602; T2: n = 1,113; T3: n = 759). We find that employees' beliefs about the impact and value of the change are indeed negatively related to change duration and that decreases in these perceptions come with a decline in engagement and increases in turnover intentions. Moreover, employees high in Machiavellianism react more strongly to a deterioration in change-related beliefs, showing stronger reductions in engagement and stronger increases in turnover intentions than employees low in Machiavellianism. Our study offers explanations for the negative effects of large-scale changes including an explanatory factor for disparate employee reactions to change over time.     

Two (or three) is not equal to one: Multiple jobholding as a neglected topic in organizational research

The objective of this Incubator is to stimulate research in the area of multiple jobholding (MJH), a long‐neglected topic in organizational behavior. We first discuss the prevalence of, and motivation for, MJH and then discuss possible dangers and benefits of MJH. Throughout, we discuss ideas for future research. Copyright © 2014 John Wiley & Sons, Ltd.     

25 years of higher‐order confirmatory factor analysis in the organizational sciences: A critical review and development of reporting recommendations

We discuss how confirmatory factor analysis results should be used to examine potential higher‐order constructs and advocate that researchers present five types of evidence, which are as follows: (1) the ability of the higher‐order model to reproduce the observed covariation among manifest variables; (2) the ability of the higher‐order model to reproduce the observed covariation among manifest variables better than more parsimonious alternative models—and no less well than less parsimonious alternative models; (3) the ability of the higher‐order model to reproduce the observed covariation among lower‐order factors; (4) the ability of the higher‐order factor to explain variation in lower‐order factors; and (5) the ability of the higher‐order factor to explain variation in manifest variables. We illustrate how this type of evidence could be presented with a worked example and contrast our recommendations with the manner in which higher‐order confirmatory factor analysis has been used in the organizational sciences over the past 25 years to support claims regarding higher‐order constructs such as core self‐evaluations and transformational leadership. Our review shows that a substantial proportion of the 44 examined articles failed to present enough evidence to allow readers to understand the size and importance of higher‐order factors. Copyright © 2015 John Wiley & Sons, Ltd.     

Thriving in a self‐made niche: how to create a successful academic career in organizational behavior

Granting that organizational behavior may be a field with a weak paradigm, this can be viewed as an advantage rather than as a nemesis that makes success in an academic career nearly impossible for neophytes to the field. The weak paradigm allows many niches to emerge. A niche is an identifiable, circumscribed area of scholarly inquiry that can provide a good match with the individual's qualifications, interests, and career aspirations. Within these niches individual scholars can thrive. There a newcomer can find colleagues with similar interests, form partnerships, exchange information, and, in general, derive support for a career. Characteristics of niches are described and examples are provided. How niches evolve and the notion of creating one's own niche are discussed. The implications of the niche composition of organizational behavior for developing a successful academic career, and advice how to go about doing it, are provided. Tyros will fare much better if they adopt a niche strategy rather than seeing themselves as sitting ducks in a shooting gallery due to the role of chance factors in career advancement. Copyright © 2008 John Wiley & Sons, Ltd.     

Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity

Using Leventhal's rules as well as the group‐value model of procedural justice, we first examined how the negative effects of perceived racial discrimination on procedural justice judgments can be attenuated by perceived organizational efforts to support diversity. Secondly, we examine how these effects ultimately impact affective commitment and organizational citizenship behavior. We found that employees who believe some individuals in the workplace are discriminating against them on the basis of race tend to report lower levels of procedural justice from the organization. However, this negative relationship was attenuated when employees perceived that their organization was making efforts to support diversity. Results suggest that individuals' perceptions of organizational efforts to support diversity can help restore perceptions of procedural justice for employees who experience racial discrimination at work. Improving procedural justice also positively impacts affective commitment and organizational citizenship behavior directed at the organization. Copyright © 2009 John Wiley & Sons, Ltd.     

Externalization of employment in a service environment: the role of organizational and customer identification

This study investigates the impact of employment externalization (in the form of limited‐term vs. permanent employment status) on customer‐oriented service behavior, and how identification processes may help to resolve the ‘paradox of externalization’ (i.e., organizations relying more on potentially disenfranchised employees to maintain strong connections with their customers). Survey data were obtained from 369 sales, service, and technical support personnel from the Canadian subsidiary of a large international service organization in the high technology sector. Organizational and customer identification fully mediate the relationship between employment status and customer‐oriented service behavior. Additionally, the perceived external image of the organization and the visibility of one's affiliation with the organization moderate the relationships between employment status and organizational and customer identification. Copyright © 2007 John Wiley & Sons, Ltd.     

Evaluating the impact of criminalizing drunk driving on years of life lost due to road traffic deaths in one megacity,China

Objective: Road safety is an important public health issue worldwide. However, few studies have analyzed the association between criminalizing drunk driving and years of life lost (YLL) due to road traffic deaths (RTDs). Our study can provide useful information about this policy.

Methods: We used interrupted time-series analysis to find the changes in monthly YLL and RTD before and after law enforcement began using RTD data from 2008 to 2014 in Tianjin.

Results: After adjustment for seasonality, months, holidays, and the number of people in each district, criminalizing drunk driving was followed by a 11.1% (95% confidence interval [CI], 1.1–21.1%) reduction in risk of RTDs and a corresponding 778.1-year (95% CI, 200–1,355.1) reduction in monthly YLL. The reduction in YLL was especially significant among males, those aged 16–64 years old, and suburban residents.

Conclusions: This study highlights that the law can lead to a reduction in YLL due to RTDs in Tianjin, China. Large immediate public health benefits resulted from the new road traffic law in China. YLL provides a complementary measure for examining the effect of criminalization on drunk driving RTDs.     

安全发展国泰民安——2006年全国安全月掠影

2006年6月1日上午,“全国安全生产万里行”在贵州省贵阳市人民广场举行发车仪式。6月11日上午,全国安全生产月宣传咨询日活动在北京市海淀区科技馆拉开帷幕。     

Prompting safety-belt use in the context of a belt-use law: the flash-for life revisited

PROBLEM: Safety-belt use reduces motor vehicle crash-related morbidity and mortality, yet an estimated 18% of drivers do not consistently buckle up (NHTSA, 2005). In 1985, Geller and colleagues developed an interpersonal Flash-for-Life prompt that increased belt use among 22% of 1,087 unbuckled drivers (Geller, Bruff, & Nimmer, 1985). METHOD: The Flash-for-Life intervention was re-introduced at a large university with high safety-belt use (i.e., 80%). College students stood at parking-lot entrance/exits and "flashed" signs with the message, "Please Buckle Up, I Care" to unbuckled drivers. RESULTS: Of 427 unbuckled drivers observed, 30% of these complied with the prompt. Male drivers were significantly more likely to comply with prompts delivered by females. DISCUSSION: Compliance was higher than in the 1985 study, indicating a high baseline rate of safety-belt use does not negate potential beneficial influence of a prompting intervention. This intervention is particularly effective with college-aged males, a sub-group of the driving population least likely to buckle-up. IMPACT ON INDUSTRY: A simple behavioral prompt could be used at most industrial complexes to increase safety-belt use among vehicle occupants who are not buckled-up.     

某铅锌矿巷道围岩破坏原因及治理对策分析

为了澄清1 330 m中段巷道发生冒顶、片帮及底鼓的原因,并预测深部各中段巷道的地压显现规律及治理对策,应用FLAC3D模拟实际开挖和开采过程,并分析巷道围岩的应力变化。结果表明:巷道地压显现是拉应力长期作用而发生疲劳拉坏的结果;南侧矿体无断层与巷道贯通,且离1 330 m中段巷道较远,其开采对巷道稳定性影响微弱;北侧矿体有正断层与巷道贯通,离巷道水平距离只有10 m,其开采是引起巷道围岩拉应力增大的主要原因,贯通断层是引起巷道围岩拉应力增大的次要原因;深部巷道应布置在矿体下盘分界线以外不小于15 m处;鞍部矿体采空,有利于1 330 m中段巷道卸压,对1 280 m中段巷道卸压效果微弱;确保断层附近顶柱的完整性,有利于降低巷道围岩的拉应力;对拉伸疲劳破坏的巷道,采用无预应力锚杆支护几乎不起作用。该结论与开挖、开采实践基本吻合。     

球接管容器气体爆炸尺寸效应的试验研究与数值分析

为了解尺寸对球形容器连接管道甲烷-空气混合物爆炸的影响规律,利用Fluent软件,采用κ-ε湍流模型、涡耗散模型(简称EDC模型)、壁面热耗散、热辐射模型及SIMPLE算法,建立了球形容器连接管道内甲烷-空气混合物爆炸的数值模型,对容器与管道内甲烷-空气预混气体爆炸的尺寸效应进行了数值模拟。结果表明:随管道内径增大,球形容器内最大爆炸压力逐渐增大,管道末端最大爆炸压力变化无明显规律;而随管道长度增加,球形容器内最大爆炸压力逐渐减小;改变管道内径,较大体积球形容器内最大爆炸压力均大于较小体积球形容器内最大爆炸压力,最大爆炸压力上升速率的规律则相反,容器体积对管道末端最大爆炸压力的影响无明显规律。     

The effects of attitude,subjective norm and self-efficacy on intention to benchmark: a comparison between managers with experience and no experience in benchmarking

Competitive benchmarking is a management technique used to compare company performance. The practices and processes of one's own organization are compared with the best performance of other organizations to set targets and learn ways to make improvements. Drawing on Ajzen's (1985) theory of planned behaviour, we examined the effects of attitude, subjective norm and self-efficacy on managers' intentions to undertake benchmarking in their organization. A sample of 49 managers with benchmarking experience was compared with 46 managers with no experience of the practice. Consistent with the theory of planned behaviour, attitude and subjective norm were significant predictors of intention to benchmark. However, contrary to the theory, self-efficacy was not a significant predictor. For managers with benchmarking experience, attitudinal beliefs toward the technique was the strongest predictor of benchmarking intention. For managers with no benchmarking experience, normative beliefs about the views of key groups such as senior management and employees, was the strongest predictor of intention to benchmark. These findings support the possibilities of refinement of the theory of planned behaviour to postulate the primacy of subjective norms in introduction of group behaviour and attitude primacy in continuation of group behaviour. The findings are also discussed in relation to beliefs about benchmarking and for preparing managers who are about to introduce or continue a benchmarking programme.     

2006年美国"安全月"

一、活动主题美国国家安全委员会把每年的6月份确定为“全国安全月”,向全国公众宣传预防道路、家庭、社区和工作场所伤害事故的建议和措施。美国国家安全委员会在健康和安全领域已有90多年的工作经验,是保护国民生命、促进国民健康的非赢利、非政府组织,“全国安全月”已成为其组织的一个标志性活动。2006年6月,美国国家安全委员会将在全国举行第10届“全国安全月”活动,主题是“使我们的世界变得更安全”。这个主题也反映了美国国家安全委员会的使命,即:通过教育使人们在日常生活的各方面保持安全、健康的习惯和行为,以预防伤害和死亡事故…     

Safety issues related to the maintenance operations in a vegetable oil refinery: A case study

The present work was focused on maintenance hazards related to vegetable oil refining. An incident occurred in an Italian vegetable oil refinery was presented to evidence this safety criticality. The incident took place during a maintenance shut down, and was associated to the ignition of the solid residual in a packed column. No fatalities or injuries were reported, but the column was strongly damaged and removed from the plant. A specific experimental characterization of the solid residues accumulated in the column, sampled both from the damaged and undamaged parts of the column, was carried out in order to determine the conditions leading to unwanted combustion of the residues. At the same time, samples taken from the damaged column steelwork were subjected to metallurgical analysis aimed at the thermal and mechanical characterization of the steel, obtaining information about the incident duration and temperature reached during the combustion phenomenon. The study evidenced the need of adequate maintenance procedures and safety management in the generic framework of food industry, identified as key lessons learned.