The more I want,the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation,depressive mood states,and citizenship behavior

Research has emphasized the negative effects of organizations' broken promises and failed obligations on employee attitudes and behaviors. However, not all employees respond in the same manner. This paper integrates research on psychological contracts and psychological entitlement to examine how individuals with exceedingly high demands and expectations react to a perceived letdown by the organization. Drawing on conservation of resources theory, we argue that a psychological contract violation is associated with employee depressive mood states, which, in turn, influence the amount of citizenship behavior displayed. We further posit that psychological entitlement moderates the link between contract violation and depressive mood states. Using Hayes' PROCESS macro to assess a moderated mediation model, findings from a multi‐source field study support our predictions. This research contributes to the work on psychological contracts and psychological entitlement on multiple fronts. Suggestions for future research and practical implications for managers are discussed. Copyright © 2016 John Wiley & Sons, Ltd.     

When workplace safety depends on behavior change: Topics for behavioral safety research

Introduction

Comprehensive interventions that address public-health concerns invariably include behavior-change strategies. In occupational safety and health, behavioral safety is an approach designed to improve safety performance directly through peer observations of safe behaviors, goal setting, performance feedback, and celebrations or incentives for reaching safety goals. Although the basic components of behavioral safety processes have been studied and widely documented, the current safety literature reveals several gaps in knowledge. These gaps are associated mostly with wide practice variations among the common process elements and uncertainty about the influence of organizational and other external factors.

Impact to Industry

A major objective of this paper was to highlight not only key topic areas that warrant further research, but also to propose a list of research questions that are tied to uncertainties about various intervention practices. If only a portion of these topic areas and research questions are addressed through systematic reviews, field interventions, surveys, and laboratory-based studies, then the knowledge gained will significantly improve the delivery and effectiveness of behavioral safety interventions and thus their impact on worker health and safety.     

External relational attributions: Attributing cause to others' relationships

I present an attributional approach to understanding how people perceive and respond to the effects of others' relationships in the workplace by suggesting that people perceive others' relationships to be causal sources of workplace outcomes. Specifically, I suggest that individuals' responses to negative outcomes at work can be better understood by differentiating between two types of external attributional explanations: external relational attributions and external nonrelational attributions. This research focuses on the conceptual development of external relational attributions, which are defined as those attributional explanations made for outcomes or behaviors experienced or observed by a focal individual that locate the cause of an outcome within the relationship between two others (people, groups, organizations, or any combination), not including the focal individual. Further, I propose situational antecedents and behavioral outcomes of external relational attributions, with an emphasis on individuals' behaviors toward others' relationships. Lastly, I highlight the advantages of considering the role of others' relationships when applying attribution theory to a variety of organizational phenomena and present directions for future research.     

作业场所职业危害统计指标筛选研究

建立科学、实用的作业场所职业危害统计指标对准确收集职业危害数据,为监管决策提供依据具有重要意义。本研究通过变异系数法、相关系数法、聚类分析、主成分分析法等数理统计学方法对5类65项待筛选统计指标进行筛选,选择次数较多的统计指标,并开展应用试点研究,最终确定入选指标。入选指标符合科学、必要和可行的原则,可用于评价各地作业场所职业危害状况。     

The relentless pursuit of perfectionism: A review of perfectionism in the workplace and an agenda for future research

The pursuit of perfectionism resonates with many individuals across workplaces resulting in a recent flurry of research on the topic. Although extant research has examined the costs and benefits of perfectionism at work, these efforts are scattered across multiple disciplines and utilize varying conceptualizations. As a result, we lack a coherent understanding of how perfectionism influences work behavior. To address this issue, we integrate the nascent but fragmented perfectionism at work literature, including both empirical findings and theoretical perspectives. We introduce and discuss a future research agenda that addresses not only the need to broaden understanding of perfectionism's antecedents, processes, and boundary conditions but also its multilevel applications and methodological limitations. Our review will enable organizational scholars to develop a deeper understanding of how perfectionism renders its influence in the workplace.     

The need for a systems theory approach to road safety

In other hazardous complex socio-technical systems in society, e.g. nuclear power and aviation, systems-theoretical assumptions are considered a promising way to better understand and manage safety. In this paper, two fundamental approaches to road safety were assessed in the light of a systems theory approach. One approach, is based on a premise where individual road-users are solely responsible when crashes occur. In that case countermeasures are aimed at altering the behavior of the road-user in order to adapt him/her to the road transport system. The other approach, the so-called zero-tolerance position, or Vision Zero approach, to road safety is built around two axioms; the system must be adapted to the psychological and physical conditions and limitations of the human being and the responsibility for road safety must be shared between the road-users and the designers and professional operators of the system. It was found that the most important determinants of systems theory are basically not present in the road-user approach. However, even if the Vision Zero approach clearly takes step towards systems theory, it does leave room for articulating even more features of systems theory.     

The application of the psychological contract to workplace safety

INTRODUCTION: Psychological contracts of safety are conceptualized as the beliefs of individuals about reciprocal safety obligations inferred from implicit or explicit promises. Although the literature on psychological contracts is growing, the existence of psychological contracts in relation to safety has not been established. The research sought to identify psychological contracts in the conversations of employees about safety, by demonstrating reciprocity in relation to employer and employee safety obligations. The identified safety obligations were used to develop a measure of psychological contracts of safety. METHOD: The participants were 131 employees attending safety training sessions in retail and manufacturing organizations. Non-participant observation was used to collect the data during safety training sessions. Content analysis was used to analyze the data. Categories for coding were established through identification of language markers that demonstrated contingencies or other implied obligations. RESULTS: Direct evidence of reciprocity between employer safety obligations and employee safety obligations was found in statements from the participants demonstrating psychological contracts. A comprehensive list of perceived employer and employee safety obligations was compiled and developed into a measure of psychological contracts of safety. A small sample of 33 safety personnel was used to validate the safety obligations. CONCLUSIONS AND IMPACT ON INDUSTRY: Implications of these findings for safety and psychological contract research are discussed.     

We're all in this together…except for you: The effects of workload,performance feedback,and racial distance on helping behavior in teams

We draw from social categorization theory and the actor–observer hypothesis to extend previous research regarding receiving high levels of help from team members. Specifically, we explore how a team member's performance feedback on how they handled a disproportionately heavy share of the team's workload and how their racial distance from the rest of their teammates affect the amount of helping that person receives from their teammates. Results from a laboratory study in which 79 teams worked on a computerized, decision‐making task demonstrated a three‐way interaction between workload, performance feedback, and the racial distance between the feedback recipient and the rest of their teammates. Racially distant negative feedback recipients who had a disproportionately heavy share of their team's workload received less help from teammates than their racially similar counterparts. Copyright © 2012 John Wiley & Sons, Ltd.     

Risky, aggressive, or emotional driving: addressing the need for consistent communication in research

Problem. Researchers agree that a consistent definition for aggressive driving is lacking. Such definitional ambiguity in the literature impedes the accumulation of accurate and precise information, and prevents researchers from communicating clearly about findings and implications for future research directions. This dramatically slows progress in understanding the causes and maintenance factors of aggressive driving. Summary. This article critiques prevailing definitions of driver aggression and generates a definition that, if used consistently, can improve the utility of future research. Pertinent driving behaviors have been variably labeled in the literature as risky, aggressive, or road rage. The authors suggest that the term “road rage” be eliminated from research because it has been used inconsistently and has little probability of being clarified and applied consistently. Instead, driving behaviors that endanger or have the potential to endanger others should be considered as lying on a behavioral spectrum of dangerous driving. Three dimensions of dangerous driving are delineated: (a) intentional acts of aggression toward others, (b) negative emotions experienced while driving, and (c) risk-taking. Impact on Industry. The adoption of a standardized definition for aggressive driving should spark researchers to use more explicit operational definitions that are consistent with theoretical foundations. The use of consistent and unambiguous operational definitions will increase the precision of measurement in research and enhance authors' ability to communicate clearly about findings and conclusions. As this occurs over time, industry will reap benefits from more carefully conducted research. Such benefits may include the development of more valid and reliable means of selecting safe professional drivers, conducting accurate risk assessments, and creating preventative and remedial dangerous driving safety programs.     

The effects of passive leadership on workplace incivility

In this article, we examine the effects of passive leadership on workplace incivility across two studies. Study 1 examines passive leadership–incivility relationships in a sample of employee–supervisor dyads, and Study 2 examines these relationships in a sample of employee–coworker dyads. Results from these studies suggest that passive leadership has a significant direct effect on behavioral incivility and an indirect effect through experienced incivility. Moreover, our results suggest that the relationship between experienced incivility and behavioral incivility is conditional on the level of passive leadership, such that the effect of experienced incivility on behavioral incivility is stronger at higher levels of passive leadership. Copyright © 2014 John Wiley & Sons, Ltd.     

The proficiency trap: how to balance enriched job designs and the team's need for support

The present study seeks to enlighten our understanding of ways to promote the performance of teams of professionals. Considering that job enrichment practices might block support for a team, and hence its performance, the study examined the moderating effects of cultural factors, namely individualism–collectivism and power distance, and the team leader's practices as a source of support in the job enrichment–team support relationship. Further, the study examined the mediating role of team support in improving the performance of professional teams. Results from 56 healthcare teams from different hospitals indicated that attempts to promote professionals' performance should consider at a minimum how to balance job enrichment practices and the team's need for support. The findings suggest that this balance could be achieved by emphasizing the support provided by the leader, and by strengthening the cultural values of low power distance and collectivism in the team. Copyright © 2004 John Wiley & Sons, Ltd.     

Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness

Although all human relationships are believed to generally adhere to the basic tenets of social exchange theory, recent research suggests that exchange processes may vary as a function of individual differences. We tested this possibility by examining whether the effects of uncivil workplace exchanges on employee attitudes and behavior were moderated by conscientiousness. Using matched data from 190 job incumbents and their supervisors, we found (i) the effect of workplace incivility on citizenship performance to be transmitted through affective commitment and (ii) the strength of this effect to depend on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of workplace incivility on citizenship performance through affective commitment was stronger for individuals high (as compared with those low) in conscientiousness. These findings broaden the focus of prior research by illustrating that, in addition to the mediating effects of cognitive and stress‐based factors, social exchange processes are important for understanding incivility's adverse effects on citizenship performance and that such exchanges are moderated by individual differences in conscientiousness. Copyright © 2011 John Wiley & Sons, Ltd.     

Causal attributions of Ghanaian industrial workers for accident occurrence: miners and non-miners perspective

Problem: Reports from the accident literature indicate that accident rates tend to vary with type of occupation. The mining industry has been recorded as the most dangerous with a high disabling injury rate. This observation has been attributed to the extremely stressful conditions under which miners work. Besides, the intimidating work environment in the mines has been insinuated to invoke a sense of helplessness, fatalism and hence defensive causal attributions for accident occurrences. Method: This study compared causal attributions between accident victims in Ghana's mining industry with their counterparts in textile factories. T values and Chi-square were employed to test for statistically significant differences between the two groups of accident victims. Results: Findings indicate that there is no difference between the causal attributions for miners and non-miners. Impact on Industry: Accident frequency and occupational type have no impact on causal attributions.     

Prevention through design: The effect of European Directives on construction workplace accidents

Workplace accidents still occur with distressing frequency, particularly in construction. Industrialized countries have become increasingly aware of this situation and have adopted policies to attempt to deal with this issue. Such policies have led to the development of new laws and regulations with a view to improving workplace conditions.This paper first analyzes policies regarding accident prevention in the European Union, as initially stipulated in the European Framework Directive 89/391/EEC, and more specifically in Directive 92/57/EEC, on the implementation of minimum safety and health requirements at temporary or mobile construction sites, concentrating on prevention through design. Whilst designers previously had some responsibilities for reducing risk under common law provisions in many countries, this directive was the first explicit legislation to enforce particular duties upon them. The adaptation of the provisions in this directive to the national legislation of EU member countries is also studied.The second section of the paper analyzes the incidence rate of workplace accidents in the construction sector in each country from the year when these regulations came into force until the present time. Based on the evolution of these accident rates, the paper postulates the extent to which European policies have contributed to accident prevention in construction. It is now more than a decade since this legislation has been in force which provides a suitable period for a reflective analysis on it is impact.     

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.     

The need to consider time,level, and trends: A turnover perspective

We focus on the contributions to research generated by considering attitudes and behaviors as dynamic over time and across different levels. Using turnover research as an example, we demonstrate how a past, present, and future focus, across levels, may enhance both theory and methodology. Copyright © 2013 John Wiley & Sons, Ltd.     

The effects of managerial and employee attributions for corporate social responsibility initiatives

Although corporate social responsibility (CSR) can affect employees, we know little about how it affects them. Employees' interpretation of CSR is important because of the paradoxical nature of CSR. When firms operate in ways that seem counter to their nature (i.e., pursuit of social good rather than profit), the causal attributions of affected employees are crucial to understanding their work‐related behavior, as is the role of contextual factors such as leadership processes in shaping these attributions. Drawing from attribution and social learning theories, we develop a multilevel social influence theory of how CSR affects employees. We integrate managers as second observers in the baseline actor (i.e., firm)—observer (i.e., employee) dyad, whereas most attribution theory research has focused on single actor–observer dyads. Multisource field data collected from 427 employees and 45 managers were analyzed using hierarchical linear modeling. Managers' genuine (self‐serving) CSR attributions are positively related to employees' genuine (self‐serving) CSR attributions; and the strength of the relationship between managers' and employees' genuine CSR attributions depends on managers' organizational tenure. Employees' genuine CSR attributions also are positively related to employee advocacy, whereas—interestingly—employees' self‐serving CSR attributions do not appear to harm employee advocacy. Copyright © 2017 John Wiley & Sons, Ltd.     

Accident models and organisational factors in air transport: The need for multi-method models

Event analysis is needed to learn and improve safety. In air transport, ‘occurrences’ are routinely reported by pilots and air traffic controllers, and in-flight data analysis systems automatically monitor aircraft system behaviour and capture parameter threshold exceedances. The safety analyst of a large airline has to analyse dozens of occurrences each day. To understand why events happened the analyst has to go beyond the given information and make causal inferences. The analyst is able to do this for causal factors closely related in time and space to the event itself by applying individual knowledge and expertise. But typically the result of the analysis is ad hoc reaction to each individual event. Systematic analysis is needed to find areas of improvement for factors that are further removed from the event (latent factors). New tools are needed to help the analyst in this respect. There is a need for models that represent possible causal event sequence scenarios that include technical, human, and organisational factors. Building such models is a huge task, and requires the combination of detailed knowledge of all aspects of the system, processing huge amounts of data, a substantial mathematical background and the ability to capture this all in a user friendly software tool to be used by the safety analysts. Experience in Causal Modelling of Air Transportation System (CATS) in the Netherlands and similar projects in FAA and Eurocontrol in aviation shows that this is indeed a formidable task, but it has to be done to further improve safety.     

作业场所职业危害监管监察力量配备研究

职业危害形势严峻与监管力量相对匮乏的矛盾,是我国当前职业危害监管需要解决的问题之一。但是,实现作业场所职业危害的有效监管,应当配备多少数量的监管人员,一直以来缺乏系统的研究论证。本文根据国务院经济普查数据,以及国家统计局公布的有关工业企业的数据,初步探讨了分级监管模式下作业场所职业危害监管力量的配备情况,认为实现作业场所职业危害的有效分级监管,万名工人监管人员数至少达到1．34较为适宜,根据我国当前的工业企业从业人员数,全国范围内宜配备至少18590名职业卫生监管人员。