Is the effect of quantified road safety targets sustainable?

Recent studies have shown that the setting of road safety targets is associated with a substantial reduction in road fatalities in the short-term. Although such targets may not themselves be responsible for the reduction in fatalities, they serve as a useful measure of the intention and commitment of road authorities to formulate timely road safety measures that lead to the achievement of the target. A quantified target is regarded as one of the key components of a road safety strategy. However, few studies have examined the degree of commitment and attention of road authorities to such targets in the long-term. In this study, we revisit the effectiveness of the quantified road safety targets set by the Organisation for Economic Co-operation and Development (OECD) countries, but with a different method, time scale, and group of comparison countries. We not only evaluate the associations between quantified targets and road fatality levels, but also measure the changes in the time-series trends in road fatalities over the long-term. The results indicate that all seven treatment countries analyzed experienced desirable changes in the time-series trend in road fatalities during the period under study, which implies an increase in road safety improvement over time.     

Right versus left: How does political ideology affect the workplace?

Underscored by perceived moral truths and at times punctuated by hypocrisy, political ideology is a deeply held conviction for many individuals, affecting their behavior. In an organizational setting, conflicting political ideologies may lead to a number of undesirable outcomes. This Incubator calls for further study into this important individual trait.     

Trends over time in the risk of driver death: what if vehicle designs had not improved?

OBJECTIVES: Passenger vehicle driver death rates per million vehicle registrations declined steadily during calendar years 1985-2004. The present study sought to separate the effect of vehicle design changes from this trend. METHODS: Restricting the trend to a fixed set of model years removed the vehicle design effects, but there were still effects due to vehicle aging. Risk of driver death was found to increase each year vehicles aged, probably due to changes in vehicle use patterns. RESULTS: After separating out the vehicle design effects and making adjustments for the vehicle age effects, a different picture emerged of trends in death rates over time. Absent the vehicle design changes, the historical decline in driver fatality risk would have ended in 1993, with risk climbing ever since. This underlying trend has been obscured by changes in the vehicle fleet. CONCLUSIONS: The push for vehicle improvements has been worthwhile and can be credited with saving thousands of lives. However, the analysis shows that the gains in occupant protection from vehicle design improvements have been offset partially by an increasingly risky environment in recent years. Therefore, more attention needs to be paid to programs targeting improvement in roadway design and driver behavior.     

German taxi drivers' experiences and expressions of driving anger: Are the driving anger scale and the driving anger expression inventory valid measures?

Objective: The objective of this article was 2-fold: firstly, we wanted to examine whether the original Driving Anger Scale (DAS) and the original Driving Anger Expression Inventory (DAX) apply to German professional taxi drivers because these scales have previously been given to professional and particularly to nonprofessional drivers in different countries. Secondly, we wanted to examine possible differences in driving anger experience and expression between professional German taxi drivers and nonprofessional German drivers.

Methods: We applied German versions of the DAS, the DAX, and the State–Trait Anger Expression Inventory (STAXI) to a sample of 138 professional German taxi drivers. We then compared their ratings to the ratings of a sample of 1,136 nonprofessional German drivers (Oehl and Brandenburg n.d. Oehl M, Brandenburg S. Driving anger in Germany: validation of the Driving Anger Scale (DAS). Saf Sci. n.d. submitted.  [Google Scholar]).

Results: Regarding our first objective, confirmatory factor analysis shows that the model fit of the DAS is better for nonprofessional drivers than for professional drivers. The DAX applies neither to professional nor to nonprofessional German drivers properly. Consequently, we suggest modified shorter versions of both scales for professional drivers. The STAXI applies to both professional and nonprofessional drivers. With respect to our second objective, we show that professional drivers experience significantly less driving anger than nonprofessional drivers, but they express more driving anger.

Conclusions: We conclude that the STAXI can be applied to professional German taxi drivers. In contrast, for the DAS and the DAX we found particular shorter versions for professional taxi drivers. Especially for the DAX, most statements were too strong for German drivers to agree to. They do not show behaviors related to driving anger expression as they are described in the DAX. These problems with the original American DAX items are in line with several other studies in different countries. Future investigations should examine whether (professional) drivers from further countries express their anger as proposed by the DAX. In addition, professional drivers experience less driving anger (DAS) and less general trait anger (STAXI) than nonprofessional drivers, but they report more driving anger expression (DAX) and more current general state anger (STAXI). Subsequent studies should therefore focus on different types of anger within the group of professional drivers.     

Making sense of organizational change: Is hindsight really 20/20?

This qualitative study explores the conceptual links between 2 different approaches to managerial cognition, sensemaking and cognitive bias, in the context of organizational change. A longitudinal case study utilizing both real‐time assessments and retrospective sensemaking data from interviews with 26 hospital employees at 3 points in time was undertaken. Patterns related to individuals' retrospective accounts and real‐time assessments were identified and used to construct 4 prototypical narratives. Data analysis revealed that organizational change was not a markedly negative experience for most informants, which is contrary to the prevailing theme in the literature. This and other findings are discussed in terms of sensemaking and cognitive bias. This study makes 2 contributions to our understanding of how individual's experience and make sense of organizational change over time as (a) little is known about how the process of change unfolds over time at the individual level and (b) extant research has not investigated the extent to which individuals' retrospective sensemaking about organizational change reflects or diverges from their real‐time assessments over the course of the change. More broadly, the study provides insights and focused advice for management researchers regarding the use of retrospective data to understand individuals' perceptions of situations that have already occurred.     

A multi‐rater assessment of organizational commitment: are self‐report measures biased?

Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures (observational opportunities, simple defensiveness, and moderated defensiveness). The pattern of correlations among the measures, analysed using the composite direct product multitrait–multirater approach, suggested that self‐report commitment measures are affected mainly by observations or experiences of the self‐reporter rather than by systematic bias related to defensive responding. This increases our confidence that scores from self‐report measures of affective and continuance commitment are veridical. Further, self‐ and peer‐based measures of commitment were largely redundant in the prediction of a job‐performance criterion whereas supervisory measures added unique predictive variance. Implications are discussed. Copyright © 2001 John Wiley & Sons, Ltd.     

Risk management in operations of petrochemical plants: Can better planning prevent major accidents and save money at the same time?

This paper presents an argument that improvement in operational safety can be achieved concurrently with increased operational efficiency. This is a fundamentally different viewpoint on the investment in safety. Traditionally, the cost of providing safety barriers is offset by the expected benefits of reducing the occurrence and severity of accidents. Our approach departs from this method of accounting for safety improvements and focuses on planning as a means of managing systems' response uncertainty and consequently reducing both major accident risk and the cost of operations. The scope of the paper is limited to interventions such as maintenance and repairs and defined in the context of major accident prevention e.g. hydrocarbon leaks. However, the developed methodology is general enough to be applied across the spectrum of process industry facilities and operations.     

Antecedents of intention to help mitigate wildfire: Implications for campaigns promoting wildfire mitigation to the general public in the wildland–urban interface

The current investigation sought to examine the association between knowledge of the causes of wildfire in the wildland–urban interface (WUI) and intentions on the part of members of the public to help mitigate wildfire. In doing so, antecedents from the theory of planned behavior were employed to enhance our understanding of the relationships among wildfire knowledge, attitudes, subjective norms, perceived behavioral control, and intention to help mitigate wildfire in the WUI. Participants (N = 408) living in the WUI in Appalachian Ohio were sampled as a means of conducting formative research prior to developing messages promoting wildfire mitigation. Our results reveal that, among the variables in the theory of planned behavior, the only paths that consistently explain individual’s intention to help mitigate wildland fire in the WUI in protecting both homes and the environment are associations between knowledge about wildfire and perceived behavioral control and between perceived behavioral control and intention. Our findings are discussed with a focus on message design for wildland fire mitigation professionals and a focus on implications for the theory of planned behaviors for academics with interests in wildland fire and other environmental issues.     

Underwater LNG release: Does a pool form on the water surface? What are the characteristics of the vapor released?

One of the scenarios of concern in assessing the safety issues related to transportation of LNG in a marine environment (ship or underwater pipeline) is the release of LNG underwater. This scenario has not been given the same level of scientific attention in the literature compared to surface releases and assessment of consequences therefrom. This paper addresses questions like, (1) does an LNG spill underwater form a pool on the water surface and subsequently evaporate like an LNG spill “on the surface” producing cold, heavier than air vapors?, and (2) what is the range of expected temperatures of the vapor, generated by LNG release due to heat transfer within the water column, when it emanates from the water surface?Very limited data from two field tests of LNG underwater release are reviewed. Also presented are the results from tests conducted in other related industries (metal casting, nuclear fission and fusion, chemical processing, and alternative fuel vehicles) where a hot (or cold) liquid is injected into a bulk cold (or hot) liquid at different depths.A mathematical model is described which calculates the temperature of vapor emanating at the water surface, and the liquid fraction of released LNG that surfaces, if any, to form a pool on the water surface. The model includes such variables as the LNG release rate, diameter of the jet at release, depth of release and water body temperature. Results obtained from the model for postulated release conditions are presented. Comparison of predicted results with available LNG underwater release test data is also provided.     

Is humor the best medicine? The buffering effect of coping humor on traumatic stressors in firefighters

Although our understanding of workplace stressors has grown across the past 30 years, this research has generally ignored traumatic workplace stressors. This is a serious omission, given that many occupations (e.g., firefighters, emergency medical technicians, and police) are frequently exposed to traumatic stressors. As such, the first purpose of the current study was to examine the impact of exposure to traumatic stressors in firefighters. Post‐traumatic stress disorder (PTSD), burnout, and absenteeism were investigated as cognitive, affective, and behavioral outcomes. Additionally, we sought to investigate coping humor as a mechanism for dealing with traumatic stressors. We frame these expectations by discussing humor from a transactional theory of emotion/coping perspective, as well as through humor's social bonding feature and its ability to combat the physiological impact of stressors. We surveyed 179 firefighters at two time points on relevant variables, with dependent variables collected at Time 2. The results indicated that traumatic events significantly predicted burnout, PTSD, and absenteeism and that coping humor buffered this relationship for burnout and PTSD. We discuss the implications of these findings and call for more research investigating occupations in which traumatic stressors are a concern, as well as for more integration of humor into the workplace literature. Copyright © 2013 John Wiley & Sons, Ltd.     

Ready or not: How do we accelerate the developmental readiness of leaders?

A theory of leader developmental readiness is examined comprised of leaders' motivation and ability to develop. Early theory-building and testing suggests leaders' motivation to develop is promoted through interest and goals, learning goal orientation, and developmental efficacy; while leaders' ability to develop is promoted through self-awareness, self-complexity, and meta-cognitive ability. Copyright © 2010 John Wiley & Sons, Ltd.     

The stress of managerial and professional women: is the price too high?

‘Live as domestic a life as possible. Have your child with you all the time. Lie down an hour after each meal. Have but two hours intellectual life a day. And never touch pen, brush or pencil as long as you live’. Dr S. Weir Mitchell, 1855 When Dr Mitchell, purportedly the greatest North American nerve specialist of his time, gave the above advice to his patient Charlotte Perkins Gilman, he almost certainly believed he was helping her get over a severe nervous condition. Fortunately, she did not take his advice. Instead she devoted herself to the study of economics and regained her health. The perspectives offered to working women by many a modern day Dr Mitchell appear to have changed somewhat in subtlety, but little in kind. For example, the August 18, 1986 cover of Fortune magazine featured a beaming mother and cherubic child illustrating the lead article, entitled ‘Why women are bailing out’. The article goes on to tell why four of the ‘best’ women MBAs had quit the workforce. One stated ‘I had to hire and fire people … I just don't want the hassle’ (of corporate life). Another having passed up a promotion at a Houston bank, ‘quit to have her first child’ and after her second had no plans to go back to work. A third complained: ‘I just couldn't do it. I watched other women sliding as they tried to juggle both career and family, making themselves crazy in the process’. And the fourth left a big accounting firm because the ‘hours were bad, and is now happier as a “part time teacher”’. While the Fortune article mentioned several reasons for women's leaving the corporate world ranging from competing family demands to discrimination, the underlying messages were clearly that mothers have to choose between children and career and that the business world is too cold, uncaring and tough for women, in a word no place for a lady. A chorus of such articles have appeared in the popular media warning against the dangers of career commitment for women, which are said to include everything from burnout, infertility, alcoholism, heart attacks to terminal spinsterhood (Faludi, 1991). More serious treatments emanating from academia have often reached similar conclusions. These dire pronouncements are especially influential to young women contemplating a professional or managerial career, but indeed those already in such careers may also wonder if they have made a bad choice. To answer such questions, this paper will explore some aspects of the relationship between career and emotional health and well-being for a group of highly successful career women.     

Dust explosions: How should the influence of humidity be taken into account?

In this work, the influence of humidity on dust explosions of metallic (aluminium) and organic materials (icing sugar, polyethylene and magnesium stearate) has been studied. The impact of pre-humidification of powders on their ignition sensitivity, their volume resistivity and charge decay time has been assessed. The influence of humidity on explosion severity has also been studied by two methods: on the one hand, the dust sample was stored in a controlled workstation at constant relative humidity; on the other hand, the dry dust was dispersed in a humidity controlled atmosphere in the vessel.As expected, the effect of humidity strongly depends on the chemical nature of the particles. Experiments on powders volume resistivity and charge decay time have shown typical trends but have especially pointed out the inadequacy of some standards. Inhibition phenomena have been verified for polyethylene and magnesium stearate, whereas both inhibition and promotion have been observed for icing sugar and could be explained by an evolution of sucrose structure. Dry aluminium dust explosions in humid atmosphere show that water vapour inerts the explosion. However, when aluminium is stored at controlled humidity, the maximum rise of pressure rate increases with the water content, which is probably due to hydrogen generation.     

Is sledding safe? Beyond acute,traumatic injuries: Estimating the spine loads sustained by children while sledding

ObjectiveCompare acceleration level between two sleds used for downhill winter sliding. The hypotheses include (a) acceleration levels will differ significantly between sled types, (b) acceleration levels will be unsafe, (c) acceleration levels will not differ significantly between genders.DesignCross sectional study, within subject design. A cross correlation was used to verify similar terrain and path of travel between the two sleds. The trials with the highest correlation, between sleds, were then used in a t-test to analyze the differences in the mean, maximum, minimum, peak accelerations, average and maximum peak levels between the two sleds and genders. A one-way ANOVA evaluated the relationship among gender and all variables.SettingIn a randomized order, participants slid down the hill three times with one sled, followed by three times with the other. Acceleration was captured with a PBC piezoelectric accelerometer connected to a Larson Davis Human Vibration Meter 100.ParticipantsFive males and seven females, age 7–14 years, were recruited for this study. Participants were a sample of convenience.ResultsThe measured accelerations exceeded safe levels with values ranging from 1.07 m/s² to 1330 m/s² (mean = 241.97 m/s²). Two-tailed t-test showed no significant difference in acceleration between sleds. A one-way ANOVA determined that there is no significant difference between gender or sled for any measured variables.ConclusionAcceleration magnitudes did not differ significantly between sled types or between genders. Peak acceleration levels were determined to be unsafe, in particular with regard to the forces transmitted to the spine.     

Is there agreement between worker self and supervisor assessment of worker safety performance? An examination in the construction industry

Introduction: Individual safety performance (behavior) critically influences safety outcomes in high-risk workplaces. Compared to the study of generic work performance on different measurements, few studies have investigated different measurements of safety performance, typically relying on employees' self-reflection of their safety behavior. This research aims to address this limitation by including worker self-reflection and other (i.e., supervisor) assessment of two worker safety performance dimensions, safety compliance and safety participation. Method: A sample of 105 workers and 17 supervisors in 17 groups in the Chinese construction industry participated in this study. Comparisons were made between worker compliance and participation in each measurement, and between workers' and supervisors' assessment of workers' compliance and participation. Multilevel modeling was adopted to test the moderating effects on the worker self-reflection and supervisor-assessment relationship by group safety climate and the work experience of supervisors. Results: Higher levels of safety compliance than participation were found for self-reflection and supervisor assessment. The discrepancy between the two measurements in each safety performance dimension was significant. The work experience of supervisors attenuated the discrepancy between self- and supervisor-assessment of compliance. Contrary to our expectations, the moderating effect of group safety climate was not supported. Conclusions: The discrepancy between worker self- and supervisor-assessment of worker safety performance, thus, suggests the importance of including alternative measurements of safety performance in addition to self-reflection. Lower levels of participation behavior in both raters suggest more research on the motivators of participatory behavior. Practical applications The discrepancy between different raters can lead to negative reactions of ratees, suggesting that managers should be aware of that difference. Assigning experienced supervisors as raters can be effective at mitigating interrater discrepancy and conflicts in the assessment of compliance behavior.     

Predicting the safety performance of volunteers: Does motivation for volunteering influence driving behavior?

Volunteering has long been known for its positive effects on the individual and the community. However, no research to date has examined the safety of individuals when volunteering their services. The safety of individuals when driving a vehicle is particularly a concern in the nonprofit sector as volunteers is leaving organizations due to fear of public liability. As such, this paper aims to identify the internal motivational factors influencing the safety of volunteers when driving a vehicle (n = 73). Utilizing Clary’s et al. [Clary, E.G., Snyder, M., Ridge, R.D., Copeland, J., Stukas, A.A., Haugen, J., Miene, P., 1998. Understanding and assessing the motivations of volunteers: a functional approach. Journal of Personality and Social Psychology 74, 1516–1530] scale of the motivational functions served by volunteering, we found that individuals who volunteer their services for ego-related functioning (protective) were more likely to report higher self-reported driving speeds, while individuals who volunteer their services for altruistic purposes (values) were more likely to report lower self-reported driving speeds. In turn, higher self-reported driving speeds were found to be associated with a greater number of self-reported crashes in the past two years. These results have important implications for volunteer driving organizations, as these results suggest that some motivations are associated with poorer driving performance.     

Under what conditions does job control moderate the relationship between time pressure and employee well‐being? Investigating the role of match and personal control beliefs

Drawing upon the concept of match, this two‐wave study of 206 employees investigated job control (facets of autonomy) and personal control beliefs (locus of control, LOC) as moderators of time pressure–work engagement (WE) and the time pressure–general subjective well‐being (SWB) relationships. It was hypothesized that autonomy would accentuate the positive relationship of time pressure with WE and attenuate the negative relationship with SWB and that these moderations would occur only for employees with an internal LOC. Additionally, it was expected that a facet of job control (timing autonomy) that matched the specific demand (time pressure) would be more likely to act as a moderator than “less‐matching” facets (decision making or method autonomy). The results revealed that the interaction between time pressure, autonomy, and LOC for WE was strongest and for SWB only significant when the timing facet of autonomy served as the moderator (thus, when the autonomy facet matched the demand). However, the pattern of moderation was contrary to that expected. When time pressure increased, high autonomy became beneficial for the WE of employees with an external LOC but detrimental for the WE and SWB of employees with an internal LOC. Explanations for the unexpected findings are provided. Copyright © 2016 John Wiley & Sons, Ltd.