Customer‐related social stressors and service providers' affective reactions

Previous research has shown that customer‐related social stressors (CSS) have negative effects on service providers' long‐term well‐being. Little is known, however, about short‐term and mid‐term affective stress reactions and reciprocal effects between service providers' affect and CSS. The aim of this study was to expand extant research (i) by analyzing service providers' short‐term (across a day) and mid‐term (across 2 weeks) affective reactions to perceived CSS; (ii) by analyzing intraindividual as well as interindividual effects; and (iii) by investigating reciprocal effects of affective reactions and CSS that may eventually lead to psychosocial cycles. Our study employed a diary design with three measurement occasions per day over five consecutive days and a two‐week panel design using a sample of employees from public service organizations (N = 106). Results showed that CSS elicit changes in service providers' short‐term and mid‐term negative affects. We also found support for reversed effects of service providers' affective reactions on experienced CSS indicating psychosocial cycles between customers and service providers. To prevent escalation, we discuss potential resources. Copyright © 2012 John Wiley & Sons, Ltd.     

The Value-Action Gap in Waste Recycling: The Case of Undergraduates in Hong Kong

The discrepancy between verbal and actual commitment in waste recycling and environmental behavior is thought to have attenuated the effectiveness of many environmental policy and measures. Studies purport to show the existence of such a value-action gap in environmental issues has been largely based on matching the verbal commitment to environmental value through self-reported environmental behavioral data. Therefore, there is a lack of direct evidence to prove that such a discrepancy exists. This study demonstrates a methodology (contrasting on-site observation with self-reported results) to measure the gap between verbal commitment and actual recycling behavior and provides an explanation on the recycling behavior of students at Hong Kong Baptist University in the hope that the lessons learnt can be generalized to a wider context. Our findings indicate that a gap between verbal recycling commitment and corresponding action does exist in waste recycling on this university campus. By using multiple linear regression analysis, we found that the self-reported recycling behavior of undergraduates cannot be meaningfully explained by most variables previously suggested in the general value-action model.     

Predicting the time needed for environmental systematic reviews and systematic maps

Systematic reviews (SRs) and systematic mapping aim to maximize transparency and comprehensiveness while minimizing subjectivity and bias. These are time-consuming and complex tasks, so SRs are considered resource intensive, but published estimates of systematic-review resource requirements are largely anecdotal. We analyzed all Collaboration for Environmental Evidence (CEE) SRs (n = 66) and maps (n = 20) published from 2012 to 2017 to estimate the average number of articles retained at each review stage. We also surveyed 33 experienced systematic reviewers to collate information on the rate at which those stages could be completed. In combination, these data showed that the average CEE SR takes an estimated 164 d (full-time equivalent) (SD 23), and the average CEE systematic map (SM) (excluding critical appraisal) takes 211 d (SD 53). While screening titles and abstracts is widely considered time-consuming, metadata extraction and critical appraisal took as long or longer to complete, especially for SMs. Given information about the planned methods and evidence base, we created a software tool that predicts time requirements of a SR or map with evidence-based defaults as a starting point. Our results shed light on the most time-consuming stages of the SR and mapping processes, will inform review planning, and can direct innovation to streamline processes. Future predictions of effort required to complete SRs and maps could be improved if authors provide more details on methods and results.     

Positive group affective tone and team creativity: Negative group affective tone and team trust as boundary conditions

Drawing on multiple group‐level theories, we explored boundary conditions of the relationship between positive group affective tone (PGAT) and team creativity. We collected data from members and leaders of 68 research and development teams and performed hierarchical linear modeling analyses to test our hypotheses. Consistent with the “group‐centrism” perspective, we found that PGAT was beneficial for team creativity only when team trust was low; when trust was high, PGAT had a negative relationship with team creativity. In accord with the “dual‐tuning” perspective, the positive effect of PGAT on creativity was present only when team trust was low but negative group affective tone was high. We discussed the theoretical and practical implications. Copyright © 2011 John Wiley & Sons, Ltd.     

Safety culture: analysis of the causal relationships between its key dimensions

INTRODUCTION: Several fields are showing increasing interest in safety culture as a means of reducing accidents in the workplace. The literature shows that safety culture is a multidimensional concept. However, considerable confusion surrounds this concept, about which little consensus has been reached. METHOD: This study proposes a model for a positive safety culture and tests this on a sample of 455 Spanish companies, using the structural equation modeling statistical technique. RESULTS: Results show the important role of managers in the promotion of employees' safe behavior, both directly, through their attitudes and behaviors, and indirectly, by developing a safety management system. IMPACT ON INDUSTRY: This paper identifies the key dimensions of safety culture. In addition, a measurement scale for the safety management system is validated. This will assist organizations in defining areas where they need to progress if they wish to improve their safety. Also, we stress that managers need to be wholly committed to and personally involved in safety activities, thereby conveying the importance the firm attaches to these issues.     

Integrating affective values to sustainable behaviour focused on Kansei engineering

Due to the changes and complications of emerging society, designers are required not only to know about their design values, but also understand the link between their design and the impacts on the users. This paper aims to show a Kansei focused proposition for sustainable behaviour. By investigating the relationship between Subjective Preference (Like-Dislike) and product evaluation, it shows how affective values, which are used in Kansei engineering researches, influence user’s preferences. In this study, it was considering (1) various factors of product (e.g. the view variation and blackness of products), and (2) Reality Sets (Uninominal–Binominal). Car-front-face, car-side, car-multi-aspect (as Uninominal Reality Sets) and combinations of car front and side (as Binominal Reality Sets) were used as stimuli. The experiment consists of item screening and product evaluation. Subjects were participated in both. The aim of item screening was at selecting subjectively preferred/non-preferred images. Images, which were screened through item screening, were reconciliated per subject. The aim of product evaluation was at investigating if Subjective Preference has related to product evaluation. Semantic Differential method was used as product evaluation method. Evaluation values were preference, aesthetic and pleasure. The findings shows: (1) Subjective Preference is related to product evaluation independently in Uninominal Reality Sets, whereas Subjective Preference is related to product evaluation dependently in Binominal Reality Sets (2) partial preferred images influence product evaluation in Uninominal Reality Sets, whereas Binominal Reality Sets do not influence it.     

Linking workplace incivility to citizenship performance: The combined effects of affective commitment and conscientiousness

Although all human relationships are believed to generally adhere to the basic tenets of social exchange theory, recent research suggests that exchange processes may vary as a function of individual differences. We tested this possibility by examining whether the effects of uncivil workplace exchanges on employee attitudes and behavior were moderated by conscientiousness. Using matched data from 190 job incumbents and their supervisors, we found (i) the effect of workplace incivility on citizenship performance to be transmitted through affective commitment and (ii) the strength of this effect to depend on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of workplace incivility on citizenship performance through affective commitment was stronger for individuals high (as compared with those low) in conscientiousness. These findings broaden the focus of prior research by illustrating that, in addition to the mediating effects of cognitive and stress‐based factors, social exchange processes are important for understanding incivility's adverse effects on citizenship performance and that such exchanges are moderated by individual differences in conscientiousness. Copyright © 2011 John Wiley & Sons, Ltd.     

Contribution of different sectors to developed countries’ fulfillment of GHG emission reduction targets under the first commitment period of the Kyoto Protocol

Greenhouse gas (GHG) data submitted in April 2014 on land use, land use change and forestry (LULUCF), energy, industrial processes, solvents and other product use, agriculture, and waste for 37 developed countries was analyzed to estimate the relative contributions of different sectors to GHG emission reductions. This GHG data from the first commitment period of the Kyoto Protocol included 35 parties to Annex B of the Kyoto Protocol, the United States and Canada. Results show that the contribution of each sector was, in order: energy (36.9%), industrial processes (12.4%), agriculture (9.9%), LULUCF (7.7%), waste (3.4%), and solvents and other product use (0.1%). The average proportion of base year emissions reduced in each sector by countries in Annex B was, in order: energy (7.4%), agriculture (2.7%), LULUCF (1.9%), industrial processes (1.2%), waste (0.5%), and solvents and other product use (0.1%). Overall, the energy sector contributed the highest GHG emission reductions, while the agriculture and LULUCF sectors also made contributions. Most countries achieved limited absolute GHG reductions from their chosen LULUCF activities, but the relative contribution of GHG emission reductions from LULUCF was significant but small. This suggests that, unless there are substantial changes to accounting rules, future emission reductions will mainly result from mitigation actions targeting fossil fuel consumption, while the agriculture and LULUCF sectors will continue to play auxiliary roles.     

When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

The present study examined the consequences of a dispersion‐based conceptualization of unit‐level abusive supervision or abusive supervision variability. Abusive supervision variability was proposed to negatively affect a number of employee attitudes and behaviors through the mediating effects of interpersonal justice climate strength. The results revealed significant cross‐level effects such that abusive supervision variability was negatively related to individual perceptions of leader ethicality, organizational ethicality, leader satisfaction, and affective organizational commitment. These effects remained robust after controlling for individual‐level abusive supervision. Abusive supervision variability was also positively related to the frequency with which unit members as a whole engaged in counterproductive work behaviors. Last, the results revealed partial support for the mediating effects of interpersonal justice climate strength. In sum, the findings highlight the importance of examining abusive supervision at both the individual and unit levels of analyses. Copyright © 2012 John Wiley & Sons, Ltd.     

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.