Loyal rebels? A test of the normative conflict model of constructive deviance

Constructive deviance is a voluntary behavior that violates organizational rules but is conducted with honorable intentions to benefit the organization or its stakeholders. Despite emerging interest in this behavior, the antecedents of constructive deviance remain unclear, with particular ambiguity concerning the relationship between organizational identity and constructive deviance. In this article, we address this ambiguity with the normative conflict model, which posits that organizational identity drives constructive deviance in the workplace only when people perceive normative conflict with organizational rules. In Studies 1a and 1b, we develop and validate a measure of normative conflict. In Study 2, we conduct a preliminary test of the model with employed students and find that identity is positively related to constructive deviance only when normative conflict is high. In Study 3, we replicate and extend the model to show that the moderating effect of normative conflict is mediated by experienced psychological discomfort and that organizational identity is positively related to constructive deviance among working adults only when discomfort is high. In total, our findings demonstrate the utility of the normative conflict model for explaining when constructive deviance is mostly likely to occur in the workplace.     

Work-home conflict among nurses and engineers: Mediating the impact of role stress on burnout and satisfaction at work

Using structural equation modeling, this paper compares a more traditional, unmediated model of work-based role stress and its consequences on job satisfaction and burnout to two models in which the role stress-affective work outcome relationship is mediated (partially and completely) by work-home conflict across two samples of public sector professionals: engineers and nurses. The findings indicate that a model in which role conflict and overload have both direct and indirect effects—via work-home conflict—on job burnout and satisfaction (‘Partial Mediation’ model) achieves a better overall ‘fit’ than two alternative models. Furthermore, the findings suggest that while the two groups perceive many aspects of the work-home relationship differently, for both groups, work-based role conflict is an important antecedent of work-home conflict, and increased burnout an important direct consequence of work-home conflict. Finally, on the basis of the findings, the authors conclude that perspectives which view the work and non-work realms as independent must be reconsidered, and that the nature of the work-home relationship may, to a great extent, be contingent upon the way different occupational groups perceive their work situations.     

The mediating effects of multidimensional commitment on job satisfaction and intent to leave

Structural equation modeling is used to estimate the mediating effects of affective, continuance, and normative commitment on the relationship between job satisfaction and intent to leave. Several competing configurational models are tested to determine whether the best fitting model is one whereby multidimensional commitment fully mediates, partially mediates, or does not mediate the relationship between job satisfaction and intent to leave. The results suggest that contrary to Meyer and Allen's (1991) fully mediated three‐component model of organizational commitment, a partially mediated model fits the data best for this study. Copyright © 2000 John Wiley & Sons, Ltd.     

Competing hypotheses analyses of the associations between group task conflict and group relationship conflict

Although previous research have reported strong and positive intercorrelations between group task conflict and group relationship conflict, several different theoretical rationales exist for the positive link and the empirical literature remains equivocal. To clarify the causal linkage between the two types of conflict, we derived seven models specifying how group task and relationship conflict can be related to each other, including some rival explanations. We tested the competing models using a longitudinal panel design, with data collected from 74 project teams comprising a total of 388 students. The results indicated that relationship conflict led to an increased subsequent task conflict through negative group affect. Task conflict, however, predicted a subsequent relationship conflict under a specific context, that is, groups that had lower levels of trust among the members. Copyright © 2010 John Wiley & Sons, Ltd.     

Work—nonwork conflict and the perceived quality of life

From additive models of overall quality of life, two hypotheses were derived about the relationships among work—family conflict, work—leisure conflict, job satisfaction, family satisfaction, leisure satisfaction and global life satisfaction. In supporting these two hypotheses, path analyses of survey data from a national probability sample of United States workers (n = 823) showed: (1) the direct paths between work—nonwork conflict and global life satisfaction were nonsignificant; and (2) the indirect paths between work—nonwork conflict and global life satisfaction, which are mediated by job satisfaction and nonwork satisfaction, were all significant. Further analyses indicated that, in general, the magnitude of these path coefficients was not significantly moderated by sociodemographic variables. Discussion considered the role of additive models as conceptual frameworks for studies concerned with the effects of work experiences on the overall quality of life.     

Identity salience: a moderator of the relationship between group gender composition and work group conflict

This study proposes and tests models in which the salience of gender serves as a moderator of the relationship between group gender composition and work group conflict. The numerical distinctiveness of gender group composition was found to trigger the salience of group members' gender identities for men in the group. Identity salience was found to affect work group conflict beyond what one would predict on the basis of gender diversity alone. Support was found for gender identity salience as a moderator variable with respect to the linkage between numerical distinctiveness in gender work group composition and relationship conflict in work groups for men. This study offers an explanation for the differing effects found across studies regarding the effect of group composition on work group conflict: the extent to which gender is relied upon by group members in describing those in their group. Copyright © 2002 John Wiley & Sons, Ltd.     

集装箱岸桥安全操作中信息处理建模及分析

为研究集装箱岸桥(QC)装卸作业安全操作机理,利用信息论的理论和方法对岸桥信息处理与传递进行建模和计算。首先总结集装箱装卸作业流程的11个作业环节,以人脑为信道,利用通信系统模型建立岸桥司机装卸作业各环节的信息传输转换模型。基于甘特图思想,建立整个装卸作业流程的刺激-反应流程图;并计算作为刺激的各信息源事件的信息量I(xi),信源熵H(X)和信息传递量HT。根据描述性模型和定量计算结果,对各作业环节提出有针对性的事故预防措施。     

驾驶行为模型的研究进展

驾驶员行为模型的研究对于预测和干预驾驶员的风险行为、设计相关的道路安全设施与车内设备,以及制定交通法律法规等具有重要的意义。为了解和掌握学术界关于驾驶行为模型的研究进展,搜集、筛选和归纳了1960—2010年被SCI数据库索引的相关文章,将驾驶行为模型分类为描述性模型、信息处理模型、动机模型、计划行为理论(TPB)和躯体标识假设,并对每种模型进行评述和总结,理清这些模型间的内在联系。研究发现,现有各模型只是从某个角度研究驾驶员行为的部分特征,而不能解释驾驶员的全部行为。今后应不断完善和整合各类模型,并借鉴心理学、生理学和行为科学等相关领域的理论、知识,使驾驶行为模型变得更为实用、有效。     

Understanding the connections between relationship conflict and performance: The intervening roles of trust and exchange

Research shows that relationship conflict has a negative impact on job performance. There is scant theoretical work, however, explaining the interpersonal dynamics that lead to this outcome. A conceptual model is developed that explores how relationship conflict impacts performance through its effects on trust and exchange. We argue that relationship conflict has a detrimental effect on trust motivating coworkers to rely more on calculus‐based trust than on relationship‐based trust. This, in turn, affects the form of exchange coworkers use with one another, leading them to rely on negotiated exchange to the exclusion of reciprocal exchange. This kind of exchange relationship, finally, affects in‐role, extra‐role, and attitudinal outcomes. The literature shows that superordinate goals can mitigate relationship conflict and we use social and self‐categorization theories to explain and explore this effect on both relationship conflict and trust. How trust and exchange might change over time is also explored. Copyright © 2009 John Wiley & Sons, Ltd.     

考虑驾驶方式的车辆与航空器交叉冲突评估*

为量化不同驾驶方式下车辆与航空器行驶风险,提出车辆与航空器交叉运行冲突评估模型,该模型将特种车辆驾驶方式分为激进、稳定、保守3类,综合驾驶特性和管制规则定义车辆速度演化规律,结合运行场景、间隔配备等要素确定冲突条件,并基于航空器与车辆实时速度、位置变化构造冲突评估模型。研究结果表明:冲突评估模型能够计算车辆与航空器在十型交叉口的冲突概率;激进方式下车辆先于航空器通过交叉口,风险概率均值相对最大,为0.679;保守方式下航空器先于车辆通过交叉口,最大间隔是安全间隔的4.7倍;稳定驾驶方式可兼顾安全和效率。本文模型能再现十型道口车辆与航空器交叉运行冲突产生、发展及解脱过程,计算结果可用于场面实时冲突识别和预警,能够为机场危险源识别和风险管控提供依据。     

Work–family conflicts of women in the Air Force: their influence on mental health and functioning

This paper examined the effects of work and family stressors and conflicts on Air Force women's mental health and functioning. We analyzed data from a 1993 survey of representative stratified samples of 525 Air Force women from the active duty reserve and guard forces. The analyses of the data are guided by the comprehensive model of work–family conflict that has been tested by Frone, Russell, and Cooper (1992) using a large representative community sample. Structural equation modeling analyses provided support for the work–family conflict model. The analyses also provided support for an extension of the model, which included the separate effects of marital and parental roles on mental health. The extended model demonstrated that job and parental stresses had direct effects on work–family conflicts and that job and marital distress and family–work conflict had an independent adverse effect on mental health. Whereas job and parental involvement had a beneficial effect on distress, they had an adverse effect on work–family conflicts. Copyright © 1999 John Wiley & Sons, Ltd.     

考虑等待位置的航空器交叉滑行冲突概率模型

为解决交叉道口冲突范围定义不完整等问题,提出了航空器交叉滑行冲突概率模型。该模型针对交叉滑行道结构特点,以T型交叉口为例,综合等待位置、机身长度、喷流范围等要素,扩展冲突区域,基于实时速度、位置变化构造冲突概率模型,并利用速度分布密度函数对模型求解。仿真验证表明:模型能计算不同运动状态的中型机在T型交叉口处的冲突概率,T型道口等待位置对冲突概率影响较大,等待位置较近将造成冲突判断延迟,等待位置较远会产生虚警误判,致使滑行中断。利用实际滑行轨迹验证,结果表明:模型能够再现T型道口上2架中型机滑行冲突产生、发展及解脱过程,计算结果与实际运行情况一致,能为管制员、飞行员提前判断冲突,及时采取措施提供依据。     

Group-level organizational citizenship behavior: Effects of demographic faultlines and conflict in small work groups

Organizational scholars have recently shifted their attention to examining organizational citizenship behavior (OCB) as a group-level phenomenon. Adopting the input-mediator-outcome model of group performance, we examined antecedents and intermediate processes that predict group-level OCB (GOCB) in small work groups. The results, based on data from 62 work groups representing a variety of industries, revealed that demographic faultlines based on relation-oriented attributes (gender, age, and race) and a task-related attribute (tenure) had differentiated relationships with task and relationship conflict, which mediated the relationships between faultlines and group outcomes (GOCB and group performance). Both task and relationship conflict were negative predictors of group performance. However, task conflict increased GOCB, whereas relationship conflict decreased it. The present study offers evidence of the relationship between demographic faultlines and various group processes and outcome variables in natural work groups. Copyright © 2009 John Wiley & Sons, Ltd.     

一种改进的混合交通交叉口安全仿真评价方法

为解决经典冲突分析模型SSAM中最小碰撞时间方法在冲突仿真中的不足,根据混合交通中机动车、非机动车及行人的运行特征并基于交通冲突理论,提出在交通仿真模型中易于实现的冲突时刻差法,即通过测量任意2股车流经过潜在冲突点的时间,计算冲突发生的时间差值。该方法可以通过交通仿真软件的二次开发方便地实现对混合交叉口交通安全状况的评估。最后以典型混合交通交叉口绿灯间隔评价为例,对比分析了2种方法的适用性。结果表明,冲突时刻差法比最小碰撞时间法更能细致刻画交叉口的安全水平;在不同的绿灯间隔水平下,后一种方法比前者漏检80%以上的交通冲突,冲突时刻差法更能适应混合交通交叉口安全仿真分析评价的需要。     

Antecedents and consequences of role stress: A covariance structure analysis

An earlier model of the consequences of role conflict and role ambiguity is expanded to incorporate antecedent job conditions and the outcome of organizational commitment. This newer model clarifies the impact of role stressors on commitment and other established outcomes (i.e. tension, job dissatisfaction, and turnover intention). The antecedent job conditions are added in consideration of research indicating that role conflict and ambiguity do not directly influence affective and behavioral reactions when other perceptions of the work environment are included in the analysis. A LISREL analysis of this model with cross-validation on an independent sample indicated that the direct effects of participation and co-worker social support on job satisfaction may account for the direct effects of role conflict and role ambiguity on satisfaction and turnover intention observed in previous studies. In addition, organizational commitment appeared to mediate the effects of other variables on turnover intention. Implications for theories of role-related variables and directions for future research are discussed.     

Antecedents of work–family conflict: A meta‐analytic review

This study provides and meta‐analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work‐to‐family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family‐to‐work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.     

Tracking managerial conflict adaptivity: Introducing a dynamic measure of adaptive conflict management in organizations

Since Darwin, adaptation to change has been associated with survival and fit. Yet, despite this, leaders and managers often get stuck in dominating approaches to conflict, and few scholars have examined the role of adaptation in managing conflicts effectively over time and across changing situations. The goal of this paper is threefold. First, we develop a new measure for assessing conflict adaptivity of managers [the Managerial Conflict Adaptivity Assessment (MCAA)], based on a situated model of conflict in social relations. We define conflict adaptivity as the capacity to respond to different conflict situations in accordance with the demands specified by the situation. The measure consists of 15 distinct work‐conflict scenarios and provides five behavioral response options, which represent five primary strategies employed in conflict. Individuals who tend to respond to the conflicts in a manner consistent with the situations provided are considered to be more adaptive. Second, we test and find that managerial conflict adaptivity is related to higher levels of satisfaction with conflict processes at work as well as higher levels of well‐being at work. Third, we test the MCAA's construct validity and provide evidence that the MCAA is positively related to behavioral flexibility and self‐efficacy. Copyright © 2014 John Wiley & Sons, Ltd.     

The role and expectancy participation model: An empirical assessement and extension

Four hypotheses were investigated. The results substantially support and extend the usefulness of Schuler's role and expectancy participation model (1980). Schuler's model posits that participation intervenes to attenuate the relationships between job objectives and role conflicts and ambiguity. Also, participation, role conflict and role ambiguity are assumed to intervene to attenuate the relationships between job objectives and job satisfaction. The four hypotheses were tested using a sample of 187 retail store managers. Results revealed that job objectives were related to the role variables and satisfaction. Participation significantly attenuated the job objectives, role conflict and job satisfaction relationships. Implications for the use of the attributes of job objectives approach to integrate other objective setting paradigms are discussed.     

基于交通量的平面信号控制交叉口交通冲突模拟研究

针对我国交通冲突技术发展尚处于起步阶段 ,交通冲突数据统计尚不充分的现状 ,笔者研究了交通量和交通事故、交通冲突的密切关系 ,尝试建立以交通量为基础的交通冲突数学模型 ,力求更加准确地对平面交叉口进行安全评价 ,克服传统的基于事故统计的安全评价方法的不足。