Cognitive and affective identification: Exploring the links between different forms of social identification and personality with work attitudes and behavior

Individuals often identify with groups in order to either reduce perceived uncertainty or to feel better about who they are as individuals. This suggests that cognitive and affective identification are two distinctive forms of social identification in organizational settings. Because neurotic individuals are highly motivated to reduce perceived uncertainty, they will tend to identify cognitively with groups. Extraverted individuals, on the other hand, are highly motivated to enhance how they feel about themselves and thus identify affectively with groups. Across three studies, we develop measures of cognitive and affective identification and then show that neuroticism is positively related to cognitive identification, whereas extraversion is positively related to affective identification. We also find that affective identification provides incremental predictive validity over and above cognitive identification in the prediction of organizational commitment, organizational involvement, and organizational citizenship behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

Stress and mental strain in hospital work: Exploring the relationship beyond personality

This study focuses on the relationship between job stressors and mental strain in hospital work, adjusting for differences in personality traits. Questionnaires were obtained from 760 full-time employees. Fourteen scales of job stressors were clustered into four factors: professional latitude, clinical demands, workload problems and role difficulties. A mental strain index was derived from the addition of three sub-scales: depression, anxiety and irritation. Two personality traits were measured: Locus of Control (Rotter) and Striver-Achiever (Sales). The four job demand factors were dichotomized into high-low grouping variables. A 2⁴ factorial analysis of covariance was conducted, using the two personality traits as covariates, in order to test and adjust for trait-related strain. Results show that Locus of Control adjusted differences in mental strain appear significantly related to work stressors. A direct relationship was found with role difficulties, professional latitude and workload problems. Moreover, high levels of role difficulties and low levels of professional latitude interact significantly with adjusted levels of mental strain. The Striver-Achiever trait, however, appears most strongly correlated with workload problems but not with mental strain. We believe that this exploratory analysis suggests that the stressor-strain relationship might be best conceived as a combination of direct and complex pathways, relating facets of both job demands and of personality with outcomes, under a cognitive and conditional paradigm.     

Maturation of work attitudes: Correlated change with big five personality traits and reciprocal effects over 15 years

As employees grow older, do their attitudes regarding work change over time? Can such long‐term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean‐level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean‐level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work‐related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.     

Psychological and physiological stress reactions of male and female assembly workers: a comparison between two different forms of work organization

Psychological and physiological stress responses of 36 male and 29 female assembly workers were examined during and after work at a car engine factory. Two different ways of organizing assembly work were compared, (1) a more traditional assembly line with fixed work stations organized as a chain and involving short repetitive work cycles and, (2) a new and more flexible work organization with small autonomous groups having greater opportunities to influence the pace and content of their work. Each worker was examined during and after a normal day at work on 2 consecutive days and, in order to obtain endocrine baseline data, during a corresponding work‐free period at home. As expected, both female and male workers in the flexible organization reported significantly more variation, independence and abilities to learn new skills at work. Workers in both forms of work organization showed a significant increase in urinary epinephrine and norepinephrine during work compared to the work‐free day at home. Males had significantly higher epinephrine and systolic blood pressure levels than females. Successive self‐reports of tiredness increased significantly more at the assembly line compared to the flexible work organization. In keeping with this, systolic blood pressure, heart rate and epinephrine increased significantly during the work shift at the assembly line but not during work in the flexible organization. Catecholamine levels revealed that the subjects were able to unwind more rapidly after work in the flexible organization. This pattern was particularly pronounced for the female workers. In summary, the various stress indicators support the notion that the flexible work organization induces less stress than the assembly line and that the female workers were able to benefit most from this new form of work organization. Copyright © 1999 John Wiley & Sons, Ltd.     

Perceived prosocial impact,perceived situational constraints,and proactive work behavior: Looking at two distinct affective pathways

This paper examines the role of affect as a linking mechanism between experiences at work (perceived prosocial impact and situational constraints) and two distinct components of proactive work behavior (issue identification and implementation). Based on a dual‐tuning perspective, we argue that both positive affect and negative affect can be beneficial for proactive work behavior. Multi‐level path analysis using daily‐survey data from 153 employees showed that perceived prosocial impact predicted positive affect and that situational constraints as a typical hindrance stressor predicted negative affect. Negative affect, in turn, predicted issue identification, and positive affect predicted implementation. Overall, our study suggests that both positive and negative affects can be valuable in the organizational context by contributing to distinct components of proactive behavior. Copyright © 2015 John Wiley & Sons, Ltd.     

The relationship between self-efficacy for participating in self-managed work groups and the big five personality dimensions

Little research has been done on characteristics of successful self-managed work group members, despite the fact that almost every major U.S. corporation is considering implementing such teams. This study examined the relationship between the Big Five personality dimensions and self-efficacy for participating in self-managed work groups. A questionnaire was administered to 126 workers in a manufacturing organization that is planning the implementation of self-managed work groups. Results indicated that Neuroticism, Extraversion, Agreeableness, and Conscientiousness were significantly related to self-efficacy for participating in self-managed work groups. Due to the relationship between self-efficacy and performance, one implication of these findings is that organizations should consider personality when deciding whether or not to implement self-managed work groups or who should be selected to work in this type of structure. Future research should include measures of individual and group performance and withdrawal behaviors to extend these findings.     

福建省安全生产与经济社会发展关系研究

安全生产是一个国家或地区经济社会发展过程中必然面临的一个课题.通过统计分析福建省经济社会发展相关指标及安全生产事故相关指标,分析了安全生产与经济社会发展之间的联系,论述了两者的辩证统一关系.     

Organizational politics and organizational support as predictors of work attitudes,job performance,and organizational citizenship behavior

This study investigated the relationship of organizational politics and organizational support to various work attitudes and behaviors among a field sample of 128 participants. Consistent with our hypothesis, politics and support were related to job satisfaction, commitment, turnover intentions, and supervisor ratings of organizational citizenship behaviors. However, only support was related to job performance. We also examined whether or not organizational politics and organizational support comprise two distinct constructs or one global factor. The evidence here was ambiguous. Fit indices obtained from confirmatory factor analysis suggested that it is more parsimonious to treat politics and support as opposite ends of the same construct, though the two‐factor model did show a slightly better fit. On the other hand, subsequent multiple regression analyses showed that support tended to account for additional criterion variance beyond the effect of politics, implying that there may be some practical utility to retaining politics and support as distinct constructs. Copyright © 1999 John Wiley & Sons, Ltd.     

Stressful work characteristics,health indicators and work behavior: the case of machine operators

This article shows the results of research on psychosocial risks for a group of machine and plant operators (n?=?1014) from the construction, chemical, energy, mining, metal and food industries in Poland. The Psychosocial Risk Scale designed in Nofer Institute of Occupational Medicine (NIOM) by Moscicka-Teske and Potocka was used to indicate the occurrence of general and specific occupational stressors and the level of their stressfulness. The results revealed that the studied machine and plant operators experience job context stress – related to working environment features concerning work organization – more frequently than job content stressors – related to the type of tasks they perform. Moreover, a correlation analysis between work features and the health and occupational functioning of the respondents revealed significant but weak relationships between the variables (from ?0.08 to ?0.23). Comparative analysis revealed the differences between the studied sectors. Such a comparison makes it possible to set goals for each sector and to attempt to improve the distinctive areas.     

Predicting road safety behavior with implicit attitudes and the Theory of Planned Behavior

Introduction The Theory of Planned Behavior (TPB) is one of the most widely used psychological models when it comes to explaining road safety behaviors. Recently, studies have also been conducted from the perspective of dual-process models. However, the present is the first study on road safety behaviors that integrates both perspectives. The study evaluates the roles of both implicit attitudes and TPB constructs in the prediction of seatbelt use. Method A sample of 100 drivers completed: (1) a self-reporting instrument on seatbelt use, (2) a questionnaire addressing TPB constructs, (3) an indirect measure of attitudes (Implicit Association Test), and (4) a social desirability scale. Results Results suggest that both types of attitudes make a significant and quite similar contribution to the explanation of seatbelt use. Interestingly, implicit attitudes were a better predictor than explicit attitudes among participants reporting inconsistent seatbelt use. In addition, path analysis models suggested that implicit attitudes appear to be relatively independent of TPB constructs and have a direct effect on seatbelt use. Conclusion The findings advance the idea of adding implicit attitudes to variables from the TPB model in order to increase the explanatory power of models used to predict road safety behaviors. Practical applications Potential use of implicit attitude measures in the education and training of drivers are discussed.     

Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model

Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesized fully mediated model a partially mediated model better fitted the data. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully mediated the relationship between interactional justice and these work attitudes. In contrast, trust in supervisor fully mediated the relationship between interactional justice and the work behaviors of task performance and the individually‐ and organizationally‐oriented dimensions of citizenship behavior. Copyright © 2002 John Wiley & Sons, Ltd.     

Work performance,affective commitment,and work motivation: the roles of pay administration and pay level

The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collective components (profit and behavior of the unit and the organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit support, perceptions of distributive and procedural justice, and type of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self‐reported work performance and affective unit commitment, and that these relationships were partly mediated by intrinsic motivation. Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directions for future research on pay in knowledge intensive organizations are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Innovative work behavior and sex‐based stereotypes: Examining sex differences in perceptions and evaluations of innovative work behavior

Building on role congruity theory, we predict that innovative work behaviors are stereotypically ascribed to men more than to women. Because of this bias, women who innovate may not receive better performance evaluations than those who do not innovate, whereas engaging in innovative work behaviors is beneficial for men. These predictions were supported across 3 complementary field and experimental studies. The results of an experiment (Study 1; N = 407) revealed that innovative work behaviors are stereotypically associated with men more than women. In Studies 2 and 3, using multisource employee evaluation data (N = 153) and by experimentally manipulating innovative work behaviors (N = 232), respectively, we found that favorable performance evaluations were associated with innovative work behaviors for men but not for women. These studies highlight a previously unidentified form of sex bias and are particularly important for those wishing to increase innovative behaviors in the workplace: We need to address this phenomenon of “think innovation‐think male.”     

Love and work: career–family attitudes of new entrants into the labor force

This paper reports the development of the Career–Family Attitudes Measure (CFAM), a new 56-item instrument for measuring individuals' attitudes towards managing the career and family interface. The measure was administered to a large sample of high school students and factor analyzed to reveal six dimensions of career and family attitudes, which were then scaled. Females in the sample had significantly more positive attitudes towards Balance and Independence than did males, while males had significantly more positive attitudes towards Dominance and Spousal Support than did females. Antecedents such as parental employment history and educational aspirations were significantly related to several of the scales. Results indicated that career–family attitudes involve preferences for the integration of career and family rather than for trade-offs between them. Research to establish the validity and explore the many applications of the CFAM is needed. © 1998 John Wiley & Sons, Ltd.     

The role of weekly high‐activated positive mood,context, and personality in innovative work behavior: A multilevel and interactional model

This article proposed and tested a multilevel and interactional model of individual innovation in which weekly moods represent a core construct between context, personality, and innovative work behavior. Adopting the circumplex model of affect, innovative work behavior is proposed as resulting from weekly positive and high‐activated mood. Furthermore, drawing on the Big Five model of personality and cognitive appraisal theory, openness to experience and support for innovation are proposed as individual and contextual variables, respectively, which interplay in this process. Openness to experience interacts with support for innovation leading to high‐activated positive mood. Furthermore, openness interacts with these feelings leading to greater levels of innovative work behavior. Overall, the model entails a moderated mediation process where weekly high‐activated positive mood represents a crucial variable for transforming contextual and individual resources into innovative outcomes. These propositions were tested and supported using a diary methodology and multilevel structural equation modeling, on the basis of 893 observations of innovative work behavior and moods nested in 10 weekly waves of data. This information was collected from 92 individuals of diverse occupations employed in 73 distinct companies. Theoretical and practical implications are discussed. Copyright © 2013 John Wiley & Sons, Ltd.     

Exploring the social and organisational aspects of human factors integration: A framework and case study

In this paper we first outline a framework which aims to capture some of the social and organisational aspects of human factors integration (HFI) which have been outlined by previous research. The framework was partly used to design a set of interview questions that were used with a case study of a human factors team working with the UK defence industry. The findings from the case study revealed a number of barriers which accord with previous research in the domain of HFI (e.g., attitudes and perceptions towards HF), as well as providing insights into the improvement strategies used by the HF team in order to improve HFI. These included attempts to build relationships and establish a working rapport with other groups in the company, as well as other activities aimed at addressing the organisational culture within the company as a whole (e.g., attempts to raise the profile of HF within the company). We use the framework for social and organisational aspects of HFI to discuss our findings alongside other research on group behaviour and boundary management within large organisations. The conclusions of the paper point to the utility of the framework as a means of planning HFI improvement strategies which can help to overcome some of the social and organisational barriers to HFI.     

Human resource management systems and work attitudes: The mediating role of future time perspective

This paper examines the role of employees' future time perspective (FTP) in the association between human resource management (HRM) systems and work‐related attitudes. Drawing on social exchange theory, signaling theory, and affective events theory, we hypothesize HRM systems' indirect effects on individual‐level job satisfaction and affective organizational commitment as mediated by FTP. The results of this multilevel study, comprising 913 employees of 76 business units, provide evidence that HRM systems have (i) direct effects on employees' FTP and (ii) indirect effects on job satisfaction and organizational commitment via FTP. In addition, three HRM bundles' (i.e., knowledge, skills, and abilities enhancing; motivation enhancing; and opportunity enhancing) corresponding indirect effects are explored. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.     

Feedback acceptance in developmental assessment centers: the role of feedback message,participant personality,and affective response to the feedback session

We investigated feedback acceptance by participants (N = 141) in an operational developmental assessment center (AC). Consistent with predictions based on self‐enhancement theory and the Affective Infusion Model, results indicated that higher assessor ratings were associated with higher feedback acceptance, and this relationship was partially mediated by the participant's affective reaction to the feedback session. Participants' self‐ratings of their AC performance did not affect this relationship suggesting no support for our prediction based on self‐verification theory. We also investigated the role of participants' self‐ratings of agreeableness, extraversion, and emotional stability in feedback acceptance by testing specific moderated mediation hypotheses. Extraversion was related to feedback acceptance through the affective reaction to the feedback session. Agreeableness moderated the affective reaction to the feedback session and feedback acceptance relationship such that there was a strong relationship between affective reaction and feedback acceptance for highly agreeable participants, but no relationship for low agreeable individuals. For low agreeable individuals, there was a positive direct relationship between the assessor ratings and feedback acceptance which was not observed for highly agreeable individuals. The hypothesized role of emotional stability in predicting feedback acceptance was not supported. Implications for the delivery of feedback in developmental ACs are discussed in light of these findings. Copyright © 2008 John Wiley & Sons, Ltd.     

矿工心理因素、工作压力反应和不安全行为关系研究

为研究在巨大工作压力下,矿工的心理因素与工作压力反应和不安全行为的关系,以问卷的形式调查陕西省2家具代表性煤矿的工人,分别以矿工的心理因素、工作压力反应和作业过程中的不安全行为作为外生变量、中介变量和内生变量,构建心理因素、压力反应和不安全行为的结构方程模型。通过对调研数据处理与分析,得出如下结论:本研究中的4项心理因素,性格因素、心理素质、注意力和工作态度显著影响不安全行为的发生;性格因素、心理素质和注意力对压力反应有显著影响;工作态度与煤矿工人的压力反应的关系不显著;性格因素、心理素质、注意力和工作态度通过影响矿工的压力反应,间接影响矿工的不安全行为。