They don't want to be temporaries: similarities between temps and core workers

This study investigated the impact of employment status (temporary/regular) on the employee–organization relationship in samples from two firms employing both temps (n = 234) and regular or core (n = 204) workers. Temps and regular workers held similar beliefs regarding the nature of their employment relationship. However, among those temps for whom temporary work was their preferred status, the employment relationship was less socioemotional and more economic than was the case for other workers. When these temps preferred regular employment, their relationships were high socioemotional and low economic, comparable with that of core workers. A employee–organization relationship high on socioemotional terms was positively related to satisfaction with the organization, an attitude which in turn mediated the relationship between employment relationship and employees' performance and civic virtue behaviors (behaviors as assessed by their supervisors). Copyright © 2007 John Wiley & Sons, Ltd.     

Effects of Dram Shop,Responsible Beverage Service Training,and State Alcohol Control Laws on Underage Drinking Driver Fatal Crash Ratios

Objectives: In this study, we aimed to determine whether three minimum legal drinking age 21 (MLDA-21) laws—dram shop liability, responsible beverage service (RBS) training, and state control of alcohol sales—have had an impact on underage drinking and driving fatal crashes using annual state-level data, and compared states with strong laws to those with weak laws to examine their effect on beer consumption and fatal crash ratios.

Methods: Using the Fatality Analysis Reporting System, we calculated the ratio of drinking to nondrinking drivers under age 21 involved in fatal crashes as our key outcome measure. We used structural equation modeling to evaluate the three MLDA-21 laws. We controlled for covariates known to impact fatal crashes including: 17 additional MLDA-21 laws; administrative license revocation; blood alcohol concentration limits of.08 and.10 for driving; seat belt laws; sobriety checkpoint frequency; unemployment rates; and vehicle miles traveled. Outcome variables, in addition to the fatal crash ratios of drinking to nondrinking drivers under age 21 included state per capita beer consumption.

Results: Dram shop liability laws were associated with a 2.4% total effect decrease (direct effects: β =.019, p =.018). Similarly, RBS training laws were associated with a 3.6% total effect decrease (direct effect: β =.048, p =.001) in the ratio of drinking to nondrinking drivers under age 21 involved in fatal crashes. There was a significant relationship between dram shop liability law strength and per capita beer consumption, F (4, 1528) = 24.32, p <.001, partial η² =.016, showing states with strong dram shop liability laws (Mean (M) = 1.276) averaging significantly lower per capita beer consumption than states with weak laws (M = 1.340).

Conclusions: Dram shop liability laws and RBS laws were both associated with significantly reduced per capita beer consumption and fatal crash ratios. In practical terms, this means that dram shop liability laws are currently associated with saving an estimated 64 lives in the 45 jurisdictions that currently have the law. If the remaining 6 states adopted the dram shop law, an additional 9 lives could potentially be saved annually. Similarly, RBS training laws are associated with saving an estimated 83 lives in the 37 jurisdictions that currently have the laws. If the remaining 14 states adopted these RBS training laws, we estimate that an additional 28 lives could potentially be saved.     

Involuntary retirement,bridge employment,and satisfaction with life: A longitudinal investigation

The increased popularity of bridge employment has raised questions about its consequences for well‐being in late adult life. This research explored the consequences of bridge employment for the level of life satisfaction of older adults during the retirement transition period. Changes in life satisfaction were considered to be a function of the different intentions and motives for taking bridge jobs. Furthermore, the impact of bridge employment was empirically examined conditional on the voluntariness of the exit from the career job. Panel data on Dutch retirees (N = 1248) were investigated using conditional change models. The results demonstrate that older adults willing to prolong their work careers but unable to find bridge jobs reported lower levels of life satisfaction compared with full retirees not considering bridge employment. In addition, participation in bridge employment for financial motives was associated with decreases in life satisfaction compared with postretirement working based on intrinsic motives. Moreover, compared with voluntary retirement, involuntary retirement was detrimental to life satisfaction, but participation in a bridge job was found to mitigate this negative shock. These findings contribute to the understanding of the consequences of various postretirement employment trajectories for older individuals. Copyright © 2013 John Wiley & Sons, Ltd.     

Is fixed-term employment a new risk for adverse physical working conditions?

Relationships between employment type and the physical work environment were studied among blue-collar workers (n = 1,127). Based on survey data, we set out to compare the evaluations of environmental load and physical strain at work given by fixed-term (17% of all) and permanent workers. The type of employment was not related to environmental load. However, working on a fixed-term basis increased the risk of physical strain at work. Analyses revealed that this connection was evident only among fixed-term construction workers. The results did not support the much-cited view that the disintegration of standard employment has given rise to a new series of work environment problems. Such problems are concentrated in an area with a long tradition of work environment problems, that is, in the construction industry.     

煤炭行业推行安全生产责任保险作用及问题探讨

为了减少事故及其造成的损失,使企业不致因灾后赔付而陷人困境和摆脱“企业赚钱,政府发丧”的怪圈,在煤炭行业推行安全生产责任保险,把商业保险模式引入安全生产领域,分散转移风险,并运用保险行业风险管理方法,规避、控制和管理风险,强化事故预防,以达到安全发展、可持续发展的目标。笔者在认真研究有关政策法规,搜集整理相关资料,实地凋研考察的基础上,结合我国煤炭行业安全生产以及煤炭行业责任风险管理现状,对我国煤炭行业推行安全生产责任保险的作用以及试点省市安全生产责任保险实施过程中遇到的问题进行了分析探讨。     

Employment commitment as a moderator of the maternal employment status/child behavior relationship

Research findings suggest that maternal employment exerts no consistent detrimental effects on children. In this study, the moderating role of employment commitment and child sex on the relationship between maternal employment status and child behavior is investigated. Mothers and teachers provided behavioral ratings for 185 elementary school children (M age = 9.42 years). Employment commitment moderated the influence of employment status on mothers' and teachers' ratings of children's attention problems and immaturity: Children whose mothers' employment status and commitment were not congruent were less attentive and more immature than those whose mothers' employment status and commitment were congruent. The statistical and applied significance of these results is suggested, as is the possibility that mother-child interactions mediate the manner in which incongruencies between employment status and employment commitment influence children's inattention-immaturity.     

Teenagers' part-time employment and their work-related attitudes and aspirations

We assessed the relationship between the quality (i.e., job characteristics, role stressors, and interpersonal relationships) and quantity of part-time employment, and work-related attitudes and aspirations among 349 students. Neither the linear nor the quadratic components of employment quantity predicted any of the outcome variables. Motivation to do good work was predicted both by role stressors and by family achievement orientation. Career maturity was predicted by role stressors at work, and cynicism by role stressors and satisfaction with interpersonal relationships. In contrast, job involvement was significantly related to family achievement orientation but not to any perceived job factors. These findings question the assumption that only intensive work during high school exerts negative effects for teenagers, and support the importance of employment quality for teenagers as well as adults. © 1998 John Wiley & Sons, Ltd.     

Occupational and public health and safety in a changing work environment: An integrated approach for risk assessment and prevention

During recent years the work environment has undergone significant changes regarding working time, years of employment, work organization, type of employment contracts and working conditions. In this paper, consequences of these changes on occupational and public health and safety are examined. These include the disruption of human biological rhythms, the increase of workers fatigue due to changes in patterns of working hours and years of employment, job insecurity and occupational stress, which have a serious impact on workers’ health and may result in an increase in occupational accidents. Unsafe work practices related to workload and time pressure, the impact of work changes on public safety and the deterioration of workers’ living conditions with respect to income, social-family life, health and insurance benefits, are also described. In this context, difficulties that occur due to the changing work environment in conducting effective occupational risk assessments and implementing OSH measures are discussed (for example, frequent changes between tasks and workplaces, underreporting of occupational accidents and diseases, lack of methodological tools, etc.). A fundamental criterion used while studying consequences on health and safety and the relative preventive measures is that health and safety must be approached as ‘the promotion and maintenance at the highest degree of the physical, mental and social well-being of workers’ and not only as retention of their work ability. Limits in combining “flexibility” at work and overall protection of occupational and public safety and health in a competitive market are put forward for discussion.     

A test of a multidimensional model of job insecurity: the case of Israeli teachers

The research reported here adopted a multidimensional approach to studying job insecurity, using Israeli teachers as a case in point. Based on two determinants of job insecurity—unionization and kibbutz affiliation—four distinct employment types were identified: unionized city teachers, unionized kibbutz members, unionized kibbutz hirees, and non-unionized personal contract teachers. The a priori job insecurity status of the four employment types matched the subjective reports of these teachers, supporting the external validity of the job insecurity scale used. The study explored the effect of job insecurity on work attitudes. Results indicated that job insecurity had an adverse effect on organizational commitment, perceived performance, perceived organizational support, intention to quit and resistance to change, supporting predictions in related literature. The results of this study have implications on the management of job insecurity in changing environments.     

Why should I be generous when I have valued and accessible alternatives? Alternative exchange partners and OCB

An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of perceived ease of finding alternative employment. In a pilot study with N = 149 German employees, we confirm the proposed distinction with confirmatory factor analyses. Based on power‐dependence theory and rational choice models, we predict that under high ease the relationship between attractiveness and OCB should be more strongly negative than under conditions of low ease. In addition, we hypothesize that the interaction between attractiveness and ease should be greater for OCB than for task performance because task performance is exchanged in a relationship with an enforceable, binding contract, while OCB is voluntarily. Results from moderated multiple regression analysis on N = 86 German professional–supervisor dyads support our prediction for a negative relationship between attractiveness and OCB under high ease. Under low ease, we find a positive relationship between attractiveness and OCB. Moreover, there was no relationship with the interaction and task performance. Implications of the findings both for extra‐role and job mobility theory formation and research are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

Type of employment,work–family conflict and well‐being: a comparative study

The study examined the impact of work and family role characteristics on work–family conflict, and indicators of psychological well being among self‐employed and organizationally employed women and men. Results show that employment type and gender have independent main effects on several of the study variables. Self‐employed persons enjoy greater autonomy and schedule flexibility at work, and report higher levels of job involvement and job satisfaction than those employed in organizations. However, they also experience higher levels of work–family conflict, and lower family satisfaction than organizational employees. The findings suggest that there are trade‐offs between the costs and benefits of self‐employment, and that business ownership is not a panacea for balancing work and family role responsibilties. Directions for future research are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Trends in occupational injuries and fatality in Turkey

Introduction. The aim of this study was to evaluate the trend of occupational injuries in Turkey using epidemiologic criteria such as incidence mortality and fatality/all injuries recorded – rates. Materials and methods. Safety and health data were obtained from the Annual Statistic Books of the Social Insurance Institution (1988–2006) and Social Security Institution (2007–2011) of Turkey. Results. The results from the official data showed that although total employment is increasing the number of occupational injuries and incidence and mortality rates are decreasing. The results also demonstrate that occupational fatality/all injuries recorded – rate is increasing. The fatality/all injuries recorded – rate per 1000 injuries increased to 25.5 in 2011 from 8.6 in 1988. Each work day an average of five people died because of occupational injuries. Discussion and conclusions. The fatality/all injuries recorded – rate (the number of fatal cases per 1000 occupational injuries) is an important indicator of the injury rate for a country. Systems of occupational injury and illness surveillance constitute a critical resource for the management and reduction of occupational injuries and illness.     

Determinants of salaries earned: Comparisons of black and white healthcare managers

We develop and test a model of salaries attained for four groups of healthcare executives: white males (n=216); black males (n=124), white females (n=249) and black females (n=139). We show that blacks are not earning as much as whites and that females of either race are earning less than males. Three sets of predictors are evaluated: individual achievements; access to employment by certain types of healthcare organizations; and treatment within the employing organization. Individual attainments, such as years of experience, predict higher salaries in all four groups. Only black males benefit from having taken a specialized degree in healthcare management. Also, supervision of whites within the employing organization raises the salaries of all groups except white females. Hospital employment, and private-sector employment play only an indirect role in salaries achieved by blacks in this 1991 survey.     

Protestant work ethic,work involvement and the psychological impact of unemployment

This study is an attempt to replicate and extend recent findings concerning the moderating effect of employment commitment on the psychological impact of unemployment. It was carried out in a highly educated population and employed Protestant work ethic endorsement (PWE) and work involvement (WINV) as indicators of commitment to work. Evidence was collected by questionnaires from 432 individuals who had been unemployed and again, six months later, from most of the same individuals. Cross-sectional and longitudinal analysis shows that individuals with high WINV were likely to suffer more from unemployment and to gain more from finding employment than low work-involved individuals. PWE, on the other hand, did not moderate the relationship between employment status and psychological state.     

Impact of globalization on human work

This contribution addresses the phenomenon of globalization in its impact on the nature of work. Starting from an analysis and characterization of the general understanding of globalization, the contribution will attempt to identify those factors of globalization processes which appear to affect most strongly the work of different employment categories (e.g. management, production workers, intellectual workers). In a next step, the work and organizational psychological consequences of globalization in a two-pronged perspective will be analyzed: (1) The significant changes on work places (e.g. growth of mental work, expansion of service sector employment and corresponding shrinking of production work, work hour changes, unemployment, industrial relations). (2) The changing psychological demands on individuals in the work force (e.g. flexibility, coping with diversity, changing competence demands, changing the meaning of working). The concluding section considers the requisite political reorientation towards work in a globalizing world.     

Self-Rated Physical Loads of Work Tasks Among Firefighters

Objectives. The present study sought to identify firefighters’ rated physical demands for the most frequently occurring work tasks and to determine if the ratings differed between full-time and part-time firefighters to help create a basis for the development of physical employment tests for firefighters. Methods. An extensive questionnaire was completed by 125 and 68 firefighters in 2000 and 2010, respectively. The data were analysed with the Mann-Whitney U test and binominal test and ranked on the basis of the responses in each category. Results. Significant differences were seen between the full- and part-time firefighters. The work tasks rated as the most physically strenuous in terms of aerobic fitness, muscle strength, work posture and body control by most respondents were smoke diving upstairs (carrying a hose), victim rescue in different ways, carrying a stretcher over terrain and pulling a hose. Conclusions. Physically strenuous work tasks should be included in the end-point performance variables used to select physical performance tests for firefighters. The part-time firefighters with no experience in several of the work tasks suggests that work-related exercises are important if both groups of firefighters are expected to do similar work.     

Employment relations in Norway: some dimensions and correlates

This article draws upon psychological, sociological, and economic theories of employment relations to examine five dimensions of employment conditions (information, compensation, time frame, investment, and change) in Norway. Each of these dimensions is conceptualized as a continuum anchored by relational exchange on one side and transactional exchange on the other. Using data from nationally representative surveys of Norwegian work organizations and their employees, we first develop measures of the five dimensions of employment relations and test several hypotheses about their antecedents. We find that full‐time employees in supervisory positions and in higher prestige occupations generally have employment conditions that have more relational aspects. In addition, we find that degree of relationalism tends to be greater in organizations that have firm internal labour markets and encourage personal development. We then examine some individual‐level consequences of relationalism, and find that persons with relational employment conditions are generally more committed to their organizations, somewhat less likely to leave them, and more satisfied with their jobs. Copyright © 2000 John Wiley & Sons, Ltd.     

Investigation of work-related musculoskeletal disorders among male kitchen workers in South India

Objective. This study aims to quantify the prevalence of work-related musculoskeletal disorders (MSDs) and risks among male kitchen workers in the catering industry. Method. Data were collected with the help of the Nordic musculoskeletal questionnaire and by direct observations. Results. In total, 114 male kitchen workers from various hostels of a college in South India were considered for this study. The average age and mean years of employment of the workers are 26.4 (SD 7.7) and 7.8 respectively. The statistical analysis carried out reveals that 67.5% of male kitchen workers reported MSDs during the past 12 months. The highest prevalence rate has been found in the lower back (65.8%) and shoulder region (62.3%). Among different categories of kitchen work analyzed, it is evident that chief cooks suffer more from MSDs (79.2%) than assistant cooks (74.3%) and kitchen aides (30.0%). Workers in the older group, i.e., ≥41 years, and workers with 6–10 years of experience suffer with higher risk of MSDs, i.e., 93.9% and 87.5%, respectively. Conclusion. The male kitchen workers who participated in this research were found to possess both MSDs and ergonomic hazards.     

Experimental evidence for the effects of task repetitiveness on mental strain and objective work performance

People frequently have to work in high repetitive jobs. Previous research has focused exclusively on the effects of task repetitiveness on well‐being, while neglecting effects on work performance. In the present study, we aimed to fill this void by conducting two workplace simulations with experimental manipulations of task repetitiveness. Participants worked for about 5 hours at either a computer workstation, compiling computer hardware packages according to customer requests (Experiment 1, N = 160), or at an assembly line, piecing together equipment sets for furniture (Experiment 2, N = 213). Both experiments provide consistent evidence that high repetitiveness has a detrimental effect on well‐being, whereas work performance increases under conditions of high repetitiveness. On a practical level, our study hence shows that high task repetitiveness is a double‐edged sword for both employees and organizations. On a conceptual level, our findings emphasize the necessity to account for both mental strain and work performance when examining the effects of task repetitiveness. Copyright © 2014 John Wiley & Sons, Ltd.