Prioritizing occupational injury prevention in the construction industry: injury severity or absence?

PROBLEM: National occupational injury prevention goals often prioritize the reduction of serious injuries. This study analyzed whether this prioritization is credible in respect to lost-time injuries and short and long term work absence, and the implications this has for injury severity-based versus injury absence-based prevention approaches. METHOD: The data consisted of national and work-site specific injury and absence data from construction workers in Denmark, including workers from the Copenhagen Metro construction sites, during the period 2000-2001. RESULTS AND IMPACT ON INDUSTRY AND GOVERNMENT: Absence length was significantly dependent on the type of injury. Sprains and strains were most prevalent and accounted for approximately one third of injuries and absence. Fractures accounted for one sixth of injuries and the greatest proportion of long-term absence. The results give credibility to the need for targeting sprains and strains in injury and absence prevention initiatives.     

When do emotionally exhausted employees speak up? Exploring the potential curvilinear relationship between emotional exhaustion and voice

Two studies were conducted to address the potential nonlinear relationship between emotional exhaustion and voice. Study 1 developed and tested a model rooted in conservation of resources theory in which responses to emotional exhaustion are determined by individual‐level and group‐level conditions that influence the perceived safety and efficacy of voice and drive prohibitive voice behaviors by giving rise to either resource‐conservation‐based or resource‐acquisition‐based motivation. Specifically, there was a curvilinear (U‐shaped) relationship between emotional exhaustion and prohibitive voice under conditions of (i) high job security and (ii) high interactional justice climate, but a linearly negative relationship when these resources were low. Study 2 replicated and extended these findings to include an empirical examination of these effects on promotive versus prohibitive voice. Results confirmed the findings of Study 1, provided evidence of differences in the nomological networks of promotive and prohibitive voice, and indicated that prohibitive voice is more salient to the experience of high emotional strain. Implications of the findings and areas for future research are discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

On the relationships among work characteristics and learning-related behavior: Does age matter?

This 3-wave longitudinal study examined (a) the causal direction of the relationships among psychosocial work characteristics (e.g., job demands, job control, and supervisor support) and indicators of learning-related behavior (e.g., motivation to learn and active problem solving), and (b) whether these relationships differed across age, by comparing the results for young (≤30), middle-aged (31–44) and older (≥45) workers. The results for the total sample revealed significant reciprocal causal relationships among job demands, job control, and learning-related behavior. Furthermore, significant age differences were found in the level of the work characteristics and learning-related behavior, as well as in the cross-lagged relationships among the variables. Compared to earlier—predominantly cross-sectional—results, the present study underlines the importance of taking a dynamic as well as a life-span view on the relationships between work and learning-related behavior. Copyright © 2009 John Wiley & Sons, Ltd.     

What is the relationship between self-reported aberrant driving behaviors,mindfulness, and self-reported crashes and infringements?

Objectives: This study investigated the relationship between self-reported aberrant driving behaviors, mindfulness, and self-reported crashes and infringements.

Methods: Three hundred and eighteen participants (M = 46.0 years, SD = 13.7 years; female: 81.8%) completed an online survey that assessed aberrant driving behaviors, mindfulness (including regular mindfulness meditation [MM]), and self-reported crashes and infringements during the past 2 years. Structural equation modeling (SEM) was used to examine the relationship between self-reported aberrant driving behaviors and mindfulness simultaneously, as well as with participants' age and estimated kilometers driven over the past year.

Results: The results of the SEM showed that mindfulness was negatively related to each self-reported aberrant driving behavior, with the strongest relationships being between mindfulness and driving-related lapses (?0.58) and errors (?0.46). Participants who practice MM had significantly fewer crashes in the past 2 years and reported significantly fewer driving-related violations and lapses compared to participants who did not practice MM (crashes: 9.3% vs. 18.8%, P < .05; violations: M = 6.66 [SD = 3.44] vs. M = 7.68 [SD = 4.53], P < .05; errors: M = 5.17 [SD = 3.44] vs. M = 6.19 [SD = 4.12], P < .05).

Conclusions: More research is needed to understand whether MM results in more mindful and attentive drivers or whether individuals who practice MM may have other traits or behaviors that are linked to improved safety.     

How do flexibility i‐deals relate to work performance? Exploring the roles of family performance and organizational context

Drawing on the work–home resources model and conservation of resources theory, in this study, we explore how flexibility idiosyncratic deals (i‐deals) relate to employees' work performance through their family performance. In line with the work–home resources model, we introduce 2 contextual conditions to explain when our proposed associations may unfold. One is a facilitator: perceived organizational support; and the other is a stressor: perceived hindering work demands. The results of a matched sample of employees and their supervisors working in 2 companies in El Salvador support our hypotheses. Our findings show that the benefits of flexibility i‐deals to the work domain (i.e., work performance) extend only through the family domain (i.e., family performance). Our findings also emphasize that flexibility i‐deals do not unfold in a dyadic vacuum: For employees who perceive organizational support to be higher, the association between flexibility i‐deals and family performance is stronger, whereas for employees who perceive hindering work demands to be lower, the association between family performance and employee work performance is also stronger. We contribute to i‐deals research by (a) exploring a relevant mechanism through which flexibility i‐deals influence work performance, (b) integrating the role of social context to emphasize the social aspects of i‐deals, and (c) enriching the i‐deals literature by introducing a resource perspective.     

Business strategy,work processes and human resource training: are they congruent?

This study examines the extent to which human resource (HR) training (content and context) is contingent on business strategy (i.e. classified according to Miles and Snow (1984) typology—‘Designing strategic human resource systems’, Organizational Dynamics, 13 , 36–52) as well as the characteristics of the work process. Sixty‐five Spanish organizations (i.e. 65 senior executives and 65 senior HR officers) participated in the study. Using primarily factorial and cluster analyses, support was found to the assertion that companies adopting a particular type of training strategy/policy have a high degree of internal consistency amongst the training objectives sought. In terms of work processes and training, results indicate that under work processes where the content of work provides for enrichment and for long‐term results, companies tend to adopt training strategies where emphasis is on enhancement of individual specialized skills aimed at improving direct productivity. By contrast, firms who use work processes that are characterized by repetitive and routine tasks, de‐emphasize this type of training content. Results also indicae that limited level of contingencies exist between training policies and business strategy, especially when time dimension is also accounted for. While the theory suggests that organizations that have their HR training fit (contingent) on their business strategy are more effective, the empirical results portrayed in this study shows a more complex picture. Copyright © 2000 John Wiley & Sons, Ltd.     

The relationship between gender and performance issues of concern to directors: correlates or institution?

This paper focuses on the influence of gender on performance issues which concern directors of publicly traded corporations in Israel. Two theoretical perspectives for the explanation of gender differences in occupations were examined. The first views gender as an individual‐level property that is correlated with occupational and job variables and the behavioral differences between men and women as the result of these correlates. According to this perspective, when the correlates of gender are controlled, these differences disappear. The second perspective treats gender not only as a property that individuals bring with them to the workplace, but also as an institutionalized characteristic of the workplace, of occupations, and of occupational environments, as embedded in formally defined rules, roles and responsibilities. Consequently, gender influences are not easily eliminated. The dependent variable was the extent to which men and women differ in their concerns regarding their roles as directors. The independent variables included human, social capital and organizational context variables, and gender. Data were collected by means of questionnaires from a representative sample of directors (98 women and 127 men). The findings lend partial support for a view of gender as a social institution and directors as a gendered occupation. Copyright © 1999 John Wiley & Sons, Ltd.     

Do home fire and safety checks by on-duty firefighters decrease the number of fires? Quasi-experimental evidence from Southern Sweden

Introduction: Fire and rescue services Syd, in the south of Sweden, started to conduct home fire and safety checks on a large scale in 2010. The goal was to reduce the damages from residential fires. Method: We estimate the effects of the intervention on the incidence of residential fires and evaluate its economic effect. We use a difference-in-kinks design to analyze time-varying intervention effects and conduct a cost–benefit analysis for the economic evaluation. Results: The results demonstrate that fires and developed fires decrease by a maximum of approximately 6% and 8% per year (assuming 100% causality) and that the intervention has positive economic effects, with the benefits estimated to be maximum 8–11 times higher than the costs. Practical applications: The results should be valuable as input when deciding whether to implement home fire and safety checks elsewhere.     

Protection from psychosocial risks at work under the European Convention on Human Rights: is it possible?

This paper argues the possibility of establishing common principles of protection from psychosocial risks (PSR) on the basis of the legal positions of the European Court of Human Rights (the Court) expressed in recent cases on degrading treatment and occupational health. The author focuses on the positive obligations of the States to ensure the protection of the right for life and of the right to respect for private life. The prohibition of degrading treatment in relations between private persons is also considered as relevant to the issue of the protection from PSR. Analyzing the Court's case law (judgments of the Court) we substantiate the possibility of claiming protection from PSR under the European Convention on Human Rights, namely, articles 2, 3 and 6, 8.     

Who takes the lead? A multi‐source diary study on leadership,work engagement,and job performance

Transformational leadership is associated with a range of positive outcomes. Yet, according to substitutes for leadership theory, there may be circumstances under which it is difficult, if not impossible, for leaders to inspire and challenge their employees. Therefore, we hypothesize that transformational leadership behaviors as well as employee self‐leadership strategies contribute to employee work engagement and job performance. Furthermore, we hypothesize that transformational leadership behaviors are more effective when employees have a high need for leadership, whereas self‐leadership strategies are more effective when employees have a low need for leadership. A sample of 57 unique leader–employee dyads filled out a quantitative diary survey at the end of each week, for a period of five weeks. The results of multilevel structural equation modeling showed that employees were more engaged in their work and received higher performance ratings from their leader when leaders used more transformational leadership behaviors, and when employees used more self‐leadership strategies. Furthermore, we showed that transformational leadership behaviors were more effective when employees had a high (vs. low) need for leadership and that the opposite was true for employee self‐leadership. These findings contribute to our understanding of the role of employees in the transformational leadership process. Copyright © 2015 John Wiley & Sons, Ltd.     

Summary of recommendations from the National Institute for Occupational Safety and Health Fire Fighter Fatality Investigation and Prevention Program, 2006–2014

Introduction: The NIOSH Fire Fighter Fatality Investigation and Prevention Program (FFFIPP) conducts independent investigations of selected fire fighter line-of-duty deaths (LODD) and offers recommendations to prevent similar deaths. The purpose of the current study was to provide information on more recent FFFIPP recommendations and to determine if recommendations have changed over time. Methods: Fatality investigations completed from 2006 to 2014 were selected for this study with recommendations being assigned into twelve major categories when possible. The most frequently occurring recommendations were then rank ordered overall and then by medical and traumatic fire fighter LODD. Results: There were 1,067 total recommendations made in the published fire fighter investigative reports for both medical and trauma-related fire fighter fatalities for the period 2006–2014. Of these, 784 (73%) could be placed within one of the 12 categories noted previously. The top 10 recommendation categories overall were: 1. Medical screening, 2. Fitness and wellness program, 3. Training, 4. Medical clearance, 5. Standard Operating Procedures/Standard Operating Guidelines (SOPs/SOGs), 6. Incident command, 7. Strategy and tactics, 8. Communications, 9. Personal protective equipment and 10. Staffing. Conclusions: The leading recommendations from the NIOSH FFFIPP medical investigations between 2006 and 2014 did not change compared to those made between 1998 and 2005, with the exception of the addition of “medical clearance for duty”. There were changes for the traumatic injury leading recommendations for 2006–2014, with the major change being “training”, which was the leading FFFIPP recommendation for traumatic injuries for this time period. Practical applications: The intent of the FFFIPP is to influence fire departments and fire fighters to critically assess and evaluate situations/circumstances similar to those identified by NIOSH investigations and implement the recommendations offered to prevent additional fire fighter fatalities.     

Taxi driver speeding: Who,when, where and how? A comparative study between Shanghai and New York City

Objective: The 3 objectives of this study are to (1) identify the driving style characteristics of taxi drivers in Shanghai and New York City (NYC) using taxi Global Positioning System (GPS) data and make a comparative analysis; (2) explore the influence of different driving style characteristics on the frequency of speeding (who and how?) and (3) explore the influence of driving style characteristics, road attributes, and environmental factors on the speeding rate (when, where, and how?)

Methods: This study proposes a driver–road–environment identification (DREI) method to investigate the determinant factors of taxi speeding violations. Driving style characteristics, together with road and environment variables, were obtained based on the GPS data and auxiliary spatiotemporal data in Shanghai and NYC.

Results: The daily working hours of taxi drivers in Shanghai (18.6 h) was far more than in NYC (8.5 h). The average occupancy speed of taxi drivers in Shanghai (21.3 km/h) was similar to that of NYC (20.3 km/h). Speeders in both cities had shorter working hours and longer daily driving distance than other taxi drivers, though their daily income was similar. Speeding drivers routinely took long-distance trips (>10 km) and preferred relatively faster routes. Length of segments (1.0–1.5 km) and good traffic condition were associated with high speeding rates, whereas central business district area and secondary road were associated with low speeding rates. Moreover, many speeding violations were identified between 4:00 a.m. and 7:00 a.m. in both Shanghai and NYC and the worst period was between 5:00 a.m. and 6:00 a.m. in both cities.

Conclusions: Characteristics of drivers, road attributes, and environment variables should be considered together when studying driver speeding behavior. Findings of this study may assist in stipulating relevant laws and regulations such as stricter offense monitoring in the early morning, long segment supervision, shift rule regulation, and working hour restriction to mitigate the risk of potential crashes.     

One,two or three dimensions of work engagement? Testing the factorial validity of the Utrecht Work Engagement Scale on a sample of Polish employees

Work engagement, as conceptualized by the Utrecht Work Engagement Scale (UWES), is a work-related positive state of mind that is characterized by vigour, dedication and absorption; however, it still remains unclear how many dimensions work engagement comprises. This study tested the factorial validity of 11 different UWES factorial models that are available in the literature using a confirmatory factor analysis approach on a large sample of multi-occupational Polish employees (N?=?1420). The two-factor UWES-6, comprising vigour and dedication, was found to be reliable and remained invariant across samples drawn from four different organizational positions. It also presented a better fit than the three-factor UWES-9, which is a scale used as a standard in contemporary research on work engagement. The findings suggest that the three-factor UWES-9 might not be an optimal measure of work engagement in Poland.     

“They’re lunatics on the road”: Exploring the normative influences of parents,friends, and police on young novices’ risky driving decisions

PurposeYoung novice drivers experience significantly greater risk of being injured or killed in car crashes than older more experienced drivers. This research utilised a qualitative approach guided by the framework of Akers’ social learning theory. It explored young novice drivers’ perspectives on risky driving including rewards and punishments expected from and administered by parents, friends, and police, imitation of parents’ and friends’ driving, and advantages and disadvantages of risky driving.MethodsTwenty-one young drivers (12 females, 9 males) aged 16–25 years (M = 17.71 years, SD = 2.15) with a Learner (n = 11) or Provisional (n = 10) driver licence participated in individual or small group interviews.Findings and conclusionsContent analysis supported four themes: (1) rewards and (2) punishments for risky driving, and the influence of (3) parents and (4) friends. The young novice drivers differed in their vulnerability to the negative influences of friends and parents, with some novices advising they were able to resist risky normative influences whilst others felt they could not. The authority of the police as enforcers of road rules was either accepted and respected or seen as being used to persecute young novices. These findings suggest that road safety interventions should consider the normative influence of parents and friends on the risky and safe behaviour of young novices. Police were also seen as influential upon behaviour. Future research should explore the complicated relationship between parents, friends, the police, young novices, and their risky driving behaviour.     

Psychosocial risks in small enterprises: the mediating role of perceived working conditions in the relationship between enterprise size and workers’ anxious or depressive episodes

Purpose. The relationship between enterprise size and psychosocial working conditions has received little attention so far but some findings suggest that conditions are more favorable in small enterprises. This could have a positive impact on workers’ mental health. The objective of this study was to test the mediating effect of perceived working conditions in the relationship between enterprise size and anxious or depressive episodes. Methods. Data from the 2010 SUMER – Surveillance Médicale des Expositions aux Risques professionnels (French periodical cross-sectional survey) were analyzed; N?=?31,420 for the present study. Anxious or depressive episodes were measured with the hospital anxiety and depression scale and the perceived working conditions were psychological demand, decision latitude and social support as assessed with Karasek's job content questionnaire. The indirect effect was tested according to the method proposed by Preacher and Hayes. Results. In a multivariate logistic regression, the risk of anxious or depressive episodes was found to be lower in micro enterprises (2–9 employees). Formal tests pointed to a significant indirect effect of enterprise size on mental health through perceived working conditions, with a larger effect for psychological demand. Conclusion. This study highlights perceived working conditions as an explanation of the effects of enterprise size.     

Stress,burnout and diminished safety behaviors: An argument for Total Worker Health® approaches in the fire service

Introduction: Firefighting is stressful work, which can result in burnout. Burnout is a safety concern as it can negatively impact safety outcomes. These impacts are not fully understood within the fire service. Further, the fire service needs support that safety strategies are needed to protect and promote the health and wellbeing of firefighters. Methods: Structural equation modeling was completed to examine a hypothesized model that linked stress and burnout to diminished safety behavior outcomes among a sample of career firefighters. Results: Findings support a full mediation model. Firefighter stress perceptions were positively associated with burnout and burnout was negatively associated with safety compliance behavior, personal protective equipment behavior, safe work practices, and safety citizenship behavior. Conclusions: These results illustrate the negative impact of health impairment on firefighter safety behaviors. Practical Applications: These outcomes suggest that interventions aimed at protecting and promotion firefighter health are needed. Total Worker Health® (TWH) approaches may provide the framework for these interventions.     

Concussion attitudes,behaviors, and education among youth ages 12–17: Results from the 2014 YouthStyles survey

IntroductionThis study assessed young athletes' (ages 12 to 17) concussion attitudes and behaviors, particularly their self-reported experience learning about concussion and intentions to report a concussion and disparities in these experiences.MethodsWe used data from Porter Novelli's 2014 YouthStyles survey that is conducted each year to gather insights about American consumers.ResultsOf the 1,005 respondents, 57% reported sports participation. Fourteen percent reported they may have had a previous concussion, and among them 41% reported having a concussion more than once while playing sports. Males (17.7%) were significantly more likely to report having a concussion than females (10.0%; χ² (1) = 7.01, p = 0.008). Fifty-five percent of respondents reported having learned about what to do if they think they may have a concussion, and 92% reported that they would tell their coach if they thought they sustained a concussion while playing youth or high school sports. Youth from higher income families ($75,000–$124,999) were significantly more likely than youth from lower income families (less than $35,000) to report that they learned about what do if they suspected that they had a concussion.ConclusionAge of athlete, parental income level, athlete's sex, and living in a metro versus non-metro area led to disparities in athletes' concussion education. There is a need for increased access to concussion education and an emphasis on customizing concussion education efforts to meet the needs of different groups.Practical applicationWe identified athletes' self-reported previously sustained concussions and predictors of education related to concussion. Further research is needed to explore the age, gender and income gaps in concussion education among athletes.     

What is most important for safety climate: The company belonging or the local working environment? – A study from the Norwegian offshore industry

Obtaining knowledge about factors affecting health, safety and environment (HSE) is of major interest to the petroleum industry, but there is currently a severe shortage of relevant studies. The aim of this study was to examine the relative influence of offshore installation (local working environment) and company belonging on employees’ opinions concerning occupational health and safety. We analyzed data from a safety climate survey answered by 4479 Norwegian offshore petroleum employees in 2005 on the dimensions “Safety prioritisation”, “Safety management and involvement”, “Safety versus production”, “Individual motivation”, “System comprehension” and “Competence” using one way analysis of variance (ANOVA), effect size and mixed model. The companies differed significantly for “Safety prioritisation”, “Safety versus production”, “Individual motivation”, “System comprehension” and “Competence”. The local offshore installation explained more of the safety climate than the company they were employed in or worked for did.     

Feeling insulted? Examining end‐of‐work anger as a mediator in the relationship between daily illegitimate tasks and next‐day CWB

In this daily diary study, we investigated the within‐person relationship between daily illegitimate tasks and next‐day counterproductive work behavior (CWB). We explored a moderated mediation model where the link between illegitimate tasks and CWB is mediated by daily end‐of‐work anger, with daily time pressure moderating the relationship between illegitimate tasks and end‐of‐work anger. We collected data from 114 full‐time employees across 10 consecutive working days. Results showed that within individuals, daily illegitimate tasks positively predicted next‐day CWB, and the relationship was mediated by daily end‐of‐work anger. Further, daily time pressure moderated the relationship between daily illegitimate tasks and daily end‐of‐work anger with the relationship being stronger when daily time pressure was high.