Relationships of frontal offset crash test results to real-world driver fatality rates

In a study of the relationship between Insurance Institute for Highway Safety frontal offset crash test ratings and real-world fatality rates, there was a clear trend for better-rated vehicles to have lower driver fatality risk, although the correlation was not uniform across all vehicle groups or statistically significant in all cases. For all types of crashes combined, fatality rates per registered vehicle were generally lower for vehicles rated good than for vehicles rated poor, but rates for acceptable and marginal vehicles were not always within this range. A more precise examination of fatality risk was accomplished by comparing driver outcomes in fatal two-vehicle crashes. When a rated vehicle collided with a nonrated vehicle, the fatality risk for the rated vehicle driver was highest for poorly rated vehicles, then progressively smaller for vehicles with marginal, acceptable, or good ratings. For two-vehicle crashes of similar vehicles rated good and poor, the odds of driver fatality was 34 percent lower for the good vehicle than for the poor vehicle, but this estimate was not statistically significant. Finally, in head-on crashes of rated vehicles, the estimated odds of driver fatality was approximately 74 percent lower for the good vehicle than for the poor vehicle, with confidence limits ranging from 28 to 91 percent.     

Demographic similarity to the work group: A longitudinal study of managers at the early career stage

A sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full-time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyle.     

IIHS head restraint ratings and insurance injury claim rates

Objectives: The Insurance Institute for Highway Safety (IIHS) rates front seat/head restraint designs using a combination of static and dynamic measurements following RCAR-IIWPG procedures. The purpose of this study was to determine whether vehicles with better IIHS-rated seats/head restraints had lower injury risk in rear-end collisions and how the effect of better rated seats interacted with driver gender and age.

Methods: The presence of an associated insurance injury claim was determined for rear-impact crashes using 2001–2014 model year cars and SUVs. Logistic regression was used to compare injury risk for vehicles with good, acceptable, and marginal IIHS-rated seats/head restraints with poor-rated seats/head restraints. Analyses were run by gender and driver age and also by the rate of more severe injury claims.

Results: Injury rates were 11.2% lower for vehicles with seats/head restraints rated good compared to vehicles with seats/head restraints rated poor. The percentage reduction for good- versus poor-rated seats was greater for females (12.7%) than males (8.9%). Comparing good- with poor-rated seats, driver ages 15–24 had the largest reduction at 19.8%, followed by 10.7% for driver ages 45–64 and 10.4% for driver ages 25–44.

Conclusions: Seats/head restraints with better IIHS ratings are associated with lower injury rates in rear-impact collisions than seats rated poor. The reductions in injury rates were strongest for females and for young-to–middle-age drivers. The strong reductions in injury rates for these groups are encouraging given their high initial injury rates.     

Union elections at the local level: the role effectiveness of committee persons

Survey data were collected before and after a local union governance election in which half of the committeeperson incumbents lost. Examination of committeeperson role effectiveness shows that those who lost were rated significantly lower before the election compared to those who were retained. Newcomers who replaced incumbents were rated higher than those they replaced. © 1998 John Wiley & Sons, Ltd.     

Antecedents and outcomes of employee perceptions of intra‐organizational mobility channels

Employees' beliefs about how promotions are awarded within their organizations can have important consequences. We conducted two studies that focus on perceptions of the criteria used to make promotion decisions. In Study 1, we identified two types of perceived promotion criteria, performance‐based and nonperformance‐based. Then we use justice and social exchange theories to develop a model linking employee perceptions of promotion criteria to performance via their relationships with promotional justice and organizational commitment. In a sample of 305 employee–supervisor pairs, we found that both promotional justice and organizational commitment mediated between perceptions of promotion criteria and supervisor rated in‐role and extra‐role performance, and that having received a promotion in the past predicted attributions that promotions were based relatively more on performance or nonperformance criteria. Study 2 further examined the role of promotions themselves in the formation of perceptions of promotion criteria. Drawing from image and attribution theories, we hypothesized that the relationship between having received a promotion or not and perceptions of promotion criteria depends on ego defensiveness. In a sample of 145 employees, we found that those who scored high on ego defensiveness and who had not been promoted were especially likely to attribute promotion decisions to nonperformance criteria. Copyright © 2012 John Wiley & Sons, Ltd.     

When the dark ones become darker: How promotion focus moderates the effects of the dark triad on supervisor performance ratings

The current study adds to a growing body of research on dark personality traits by investigating the moderating role of promotion focus on the relationships among dark triad traits and facets of job performance. Specifically, we investigated the effects of the dark triad (i.e., Machiavellianism, narcissism, and psychopathy) on supervisor ratings of performance, and the moderating effect promotion focus has on those effects. Using field data, we surveyed 549 employees from a manufacturing company in the USA and obtained supervisor ratings of task performance and helping behavior for each employee. We found support for multiple hypotheses, which suggests that managers rated narcissistic and psychopathic employees as having poorer task performance and psychopathic employees as engaging in fewer helping behaviors than employees low in those traits. Furthermore, promotion focus strengthened these negative relationships. We did not find these effects for Machiavellianism. Implications of these findings for future dark personality research as well as the practical implications for managers and organizations are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Leader self‐awareness: An examination and implications of women's under‐prediction

Self‐awareness represents an important aspect of leadership. However, past research on leader self‐awareness has focused on one component of self‐awareness, self versus others' ratings, leaving the second component, the ability to anticipate the views of others, largely neglected. We examined this second component of self‐awareness by focusing on women leaders who have been found to under‐predict how others rate them. In two studies, we measured how women leaders anticipate the views of their bosses in regard to their leadership. In Study 1, 194 leaders rated their leadership, were rated by their bosses, and then predicted how their bosses rated their leadership. While we found that women under‐predict their boss ratings compared with men, we did not find that boss gender or feedback played a role in this under‐prediction. In Study 2, 76 female leaders identified (via open‐ended questions) possible reasons and consequences of under‐prediction for women in organizations. Results from Study 2 reveal the following: (1) the reasons for women's under‐prediction include a lack of self‐confidence, differences in feedback needs, learned gender roles, and self‐sexism; and (2) the perceived consequences of under‐prediction are negative for both women and the organization. Copyright © 2013 John Wiley & Sons, Ltd.     

Preventing alcohol-related convictions: the effect of a novel curriculum for first-time offenders on DUI recidivism

OBJECTIVE: To determine whether DUI offenders can better avoid future drinking and driving by controlling their vehicle usage rather than by controlling their drinking. METHODS: Using a randomized experimental post-test only design, 9,571 first-time DUI offenders were randomly assigned to receive one of two 12-hour educational programs: a traditional DUI curriculum or the PARC (Preventing Alcohol-Related Convictions) curriculum, which uses a novel theoretical approach to preventing DUI recidivism. Whereas traditional programs focus on participants controlling their drinking to avoid future drinking and driving, the PARC curriculum focuses on participants controlling their driving. Instead of trying to control alcohol consumption after driving to a drinking venue (previously found to be a flawed strategy), PARC teaches students to make a decision before leaving home not to drive to a drinking event, thus greatly limiting the possibility of drinking and driving. Driving records were obtained from the Florida Department of Motor Vehicles using driver's license numbers to assess DUI recidivism rates among the students in the PARC and Traditional curricula for the first year following program participation and again at 2 years post-intervention. RESULTS: Binary logistic regression analyses revealed that offenders receiving the PARC curriculum exhibited significantly lower 1-year and 2-year recidivism rates than those receiving the Traditional curriculum. The effect was consistent across two different measures of recidivism, and across gender, race, ethnicity, and location. CONCLUSION: Results suggest that the PARC educational approach may be more effective than the traditional approach in reducing DUI recidivism.     

When the type of move matters: employee outcomes under various relocation situations

The type of job change associated with relocation and the type of relocation decision were examined as predictors of post‐move attitudes and intentions. Employees who relocated for a lateral or downward job change reported lower perceived organizational support and higher turnover intentions than those who relocated for a promotion. Further, those taking downward moves or moving involuntarily had lower perceptions of support and higher intentions to quit than lateral relocators and voluntary relocators, respectively. Copyright © 2000 John Wiley & Sons, Ltd.     

Gainsharing and women's and men's relative pay satisfaction

There is some evidence that women have equal or higher pay satisfaction than similarly situated men, even though they may earn less than these men. Using Major's (1994) model of entitlement, this study examined gender differences in pay satisfaction in two companies before and after gainsharing bonus programmes were introduced. Results indicated that women had higher pay satisfaction than men prior to the introduction of gainsharing and there was some evidence that this difference was greater among lower‐paid employees. Women did not exhibit higher pay satisfaction after gainsharing was introduced. The potential association of gainsharing with changes in female–male pay satisfaction is discussed. Copyright © 1999 John Wiley & Sons, Ltd.     

Racial differences in promotion candidate performance and reactions to selection procedures: a field study in a diverse top‐management context

The present study examined African‐American and White promotion candidates' reactions to and performance on selection procedures that were completed within a police department where African Americans occupied the majority of top‐management positions. Reactions (perceived job relatedness and test‐taking motivation) of 187 candidates competing for promotion to the rank of sergeant were assessed after completing a written job knowledge test and a situational interview. Analyses showed that both the African‐American and White candidates judged the situational interview to be more job‐related than the pencil‐and‐paper job knowledge test. In addition, African Americans perceived both selection measures to be more job‐related and reported higher levels of test‐taking motivation than White candidates even though African Americans performed more poorly than White candidates on the paper‐and‐pencil test. These results challenge the contention that lower test‐taking motivation for African‐American candidates is related to racial differences in performance on pencil‐ and‐paper tests. Implications and directions for future research on reactions to selection procedures for promotion in racially diverse employment settings are discussed. Copyright © 2007 John Wiley & Sons, Ltd.     

Sex proportion and performance evaluation among high‐ranking military officers

This field study examined the relationships between sex proportion and performance evaluation among 3014 high‐ranking officers (Majors and Lieutenant Colonels) in the Israeli Defense Forces. Women's performance was rated lower than that of men when the women were token members of their units. However, the performance of women was rated higher than that of men when they constituted a higher proportion. Men's overall performance did not co‐vary with proportion. In addition, the interaction of sex with proportion had a significant effect on the dimensions of Operational and Analytic Competence. The pattern of findings supports Kanter's framework of skewed and tilted groups. Copyright © 2001 John Wiley & Sons, Ltd.     

Self‐esteem,appraisal and coping: a comparison of unemployed and re‐employed people

The negative effects of unemployment on psychological health are well documented, yet Kasl's ( 1982 ) reverse causation hypothesis is that positive psychological health, and in particular self‐esteem, facilitates re‐employment. The aim of this study was to investigate this proposal by assessing levels of self‐esteem, cognitive appraisals and coping efforts among unemployed persons and relating these factors to their employment status six months later. Two hundred and one unemployed (49 per cent female, 51 per cent male; mean age = 32.41 ± 10.18 years) and 128 employed respondents (59 per cent female, 41 per cent male; mean age = 35.0 ± 11.73 years) participated in the study. Participants completed the Adult Self‐Perception Profile, Access to Categories of Experience, Locus of Control, Deakin Coping Scale, and the Meaningful Leisure Activities Questionnaire at baseline and at six‐month follow‐up using a mail‐out survey. Comparison of baseline appraisals revealed that future re‐employed participants rated their latent deprivation lower and their internal locus of control higher than those continuously unemployed, and they also derived more internal meaning from leisure activities. Overall, the results provide support for Kasl's reverse causation hypothesis extended to these other domains of psychological health. Intervention strategies designed to incorporate the promotion of these factors are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

Effects of emphasis terminology in warning instructions on compliance intent and understandability

IntroductionThe aim of this study was to examine whether differing terminology in warning directives can influence compliance intentions and understandability. Despite its important role for warning effectiveness, warning instructions has not received much attention in warning research. Emphasis terms that can be used in warning directives were investigated.MethodThree experiments were conducted. In Experiment 1, participants rated a set of 12 warning directive statements consisted of one basic warning directive, which served as the control and the other 11 one- or two-word emphasis phrases that added to a basic directive. In Experiment 2, participants rated 37 emphasizers on compliance intent. In Experiment 3, participants rated the same emphasizers on understandability.ResultsThe first 2 experiments showed substantial differences in compliance intentions depending on the emphasizer used. For example, some terms and phrases (e.g., “urgent”) produced high compliance intent whereas others showed lower compliance intent (e.g., “recommended”). In Experiment 3, some terms were rated as understandable (e.g., “important”), whereas others were rated as somewhat understandable (e.g., “compulsory”).ConclusionThe addition of emphasis terms to the warning directives influenced people's compliance intent and understandability. In addition, significant correlations were found among compliance intent, understandability, and measures of variability.Practical application. The findings from this research could aid warning designers in selecting understandable wording that gives rise to different levels of compliance intentions.     

Patterns of drinking four weeks prior to an alcohol-related vehicular crash

OBJECTIVE: The primary objective of the study was to determine if drinking patterns on the days immediately prior to an alcohol-related motor vehicle crash (ARMVC) were significantly different than drinking patterns in the weeks prior to the crash. METHODS: Following ARMVC, 187 hospitalized non-alcohol dependent young-adults (43 females, 144 males) were enrolled. Mean age was 29.03 years, mean blood alcohol level was 165.18 mg/dL, and mean injury severity score was 10.50. When alcohol-free, subjects were interviewed by nurse clinicians to determine the quantity/frequency of alcohol consumption during the 28 days prior to the crash. Subjects reported the number of standard drinks using the Timeline Followback procedure. Total drinks/day were determined, with day 1 considered 4 weeks prior to the crash and day 28 the day of the crash. A random-intercepts general linear mixed model (GLMM) was used to test the effect of several covariates (segment 1 [days 1-26], segment 2 [days 27-28], age, sex, race, holiday/non-holiday period, driver/passenger status, and weekend/weekday crash) on the amount of standard drinks/day. RESULTS: There was no significant interaction among the covariates. The only significant predictors of drinks/day were segment 2 (b = .322, p < .0001) and gender (b = -.221, p = .016). The positive, statistically significant slope for segment 2 indicated an increase in consumption of drinks/day in the two-day period prior to the ARMVC and the negative slope for gender indicated greater consumption of drinks/day for men than women. CONCLUSION: Persons injured in an ARMVC had a significant increase in alcohol consumption on the day before and the day of vehicular crashes (days 27 and 28) as compared to the first 26 days in the 28-day period preceding the crash. When non-alcohol-dependent subjects are counseled to reduce their risk of traffic crashes, they should be alerted that when their patterns of drinking change, they are at higher risk than usual for a crash.     

The informal rules of working relationships

It was expected that there would be informal rules of several kinds for working relationships. In the first study subjects rated 33 common rules and a number of relationship-specific rules for three work roles. It was found that certain rules were strongly endorsed for work-mates, superiors and subordinates. These provide a maintenance function by regulating general and relationship-specific sources of conflict. Rules about cooperation, help and fairness applied strongly to work-mates, rules about consideration and skilful use of power to supervisors, rules about using initiative and accepting orders and criticism to subordinates. Rules about reward were also obtained and these tended to be task-focused rather than intimacy sustaining. In the second study one hundred and twenty-four subjects rated the degree of dissatisfaction which they would feel for 11 types of rule violation by each of four work colleagues varying in degree of intimacy. Some level of dissatisfaction was expressed for each rule violation particularly maintenance rules, and the degree of expressed dissatisfaction increased with increased closeness to the work colleague. Study I was replicated in three other countries — Italy, Hong Kong and Japan, and cross-cultural comparisons were made. While there was some cross-cultural consistency for certain maintenance rules, there were cultural differences both in the type of rules endorsed and the strength of endorsement. Japanese relationships in particular were most dissimilar to other countries, characterized by greater homogeneity of overall rule structure within the four work roles, and by lower levels of intimacy and emotional expressiveness towards the other person in each relationship.     

The impact of race on managers' experiences of developmental relationships (mentoring and sponsorship): An intra-organizational study

This study examines the influence of race on protégés' experiences of forming developmental relationships. Data were collected from 88 black and 107 white managers, who, collectively, accounted for 487 developmental relationships. The results indicate that white protégés have almost no developmental relationships with persons of another race. Black protégés, however, form 63 per cent of their developmental relationships with whites. Blacks are more likely than whites to form relationships outside the formal lines of authority and outside their departments. Furthermore, same-race relationships were found to provide significantly more psychosocial support than cross-race relationships.     

Pregnancy as a source of bias in performance appraisals

Notwithstanding recent gains, women have still not achieved parity with men in the workplace. This is further complicated by common negative images of pregnant women (Taylor and Langer, 1977). The present study investigated (1) stereotypes about pregnant working women, and (2) the effect of an employee's pregnancy on performance evaluation. In the first study, subjects' attitudes about pregnant employees were assessed via questionnaire. Substantial negative stereotyping was found to exist, especially among males. In Study 2, subjects viewed videotapes of either a pregnant or a non-pregnant women doing assessment-center-type tasks and were asked to evaluate her performance. When the employee was pregnant, she was consistently rated lower compared to when she was non-pregnant. A main effect of rater sex and a rater sex by pregnancy condition interaction were found, indicating that males assigned lower ratings than females and were also more negatively affected by the pregnancy condition. Implications for organizational policy regarding employee pregnancy and performance appraisal systems are discussed.     

A field experiment for studying race relations embedded in organizations

When social scientists conduct research in organizations, they engage in relationships with respondents in order to obtain information. For studies of race relations in organizations, questions arise about how researchers take account of their organizational and racial group memberships. This field experiment tests hypotheses derived from embedded intergroup relations theory about the effects of questionnaire administration procedures and race of respondents on response rate, reactions to the research, perceptions of race relations, and satisfaction. Results provided support for several hypotheses that predict respondents will experience the research and respond differently when they answer questionnaires in race alike group meetings than when they report anonymously by mail.