You want me to do what? Two daily diary studies of illegitimate tasks and employee well‐being

Illegitimate tasks, a recently introduced occupational stressor, are tasks that violate norms about what an employee can reasonably be expected to do. Because they are considered a threat to one's professional identity, we expected that the daily experience of illegitimate tasks would be linked to a drop in self‐esteem and to impaired well‐being. We report results of two daily diary studies, one in which 57 Swiss employees were assessed twice/day and one in which 90 Americans were assessed three times/day. Both studies showed that illegitimate tasks were associated with lowered state self‐esteem. Study 1 demonstrated that high trait self‐esteem mitigated that relationship. Study 2 showed that illegitimate tasks were associated with not only lowered state self‐esteem but also lower job satisfaction and higher anger and depressive mood, but not anger or job satisfaction remained elevated until the following morning. Copyright © 2015 John Wiley & Sons, Ltd.     

“Are you still driving?” Metasynthesis of patient preferences for communication with health care providers

Aim: The aim of this study was to synthesize published qualitative studies to identify older adults' preferences for communication about driving with health care providers.

Background: Health care providers play a key role in addressing driving safety and driving retirement with older adults, but conversations about driving can be difficult. Guides exist for family members and providers, but to date less is known about the types of communication and messages older drivers want from their health care providers.

Design: A qualitative metasynthesis of studies published on or before October 10, 2014, in databases (PubMed, CINAHL, PsycINFO, and Web of Science) and grey literature was performed.

Review Methods: Twenty-two published studies representing 518 older adult drivers met the following inclusion criteria: the study (1) was about driving; (2) involved older drivers; (3) was qualitative (rather than quantitative or mixed methods); and (4) contained information on older drivers' perspectives about communication with health care providers.

Results: We identified 5 major themes regarding older adults' communication preferences: (1) driving discussions are emotionally charged; (2) context matters; (3) providers are trusted and viewed as authority figures; (4) communication should occur over a period of time rather than suddenly; and (5) older adults desire agency in the decision to stop driving.

Conclusion: Various stakeholders involved in older driver safety should consider older drivers' perspectives regarding discussions about driving. Health care providers can respect and empower older drivers—and support their family members—through tactful communication about driving safety and mobility transitions during the life course.     

Value Plurality among Conservation Professionals

Abstract: Debate on the values that underpin conservation science is rarely based on empirical analysis of the values conservation professionals actually hold. We used Q methodology to investigate the values held by international conservation professionals who attended the annual Student Conference in Conservation Science at the University of Cambridge (U.K.) in 2008 and 2009. The methodology offers a quantitative means of examining human subjectivity. It differs from standard opinion surveys in that individual respondents record the way they feel about statements relative to other statements, which forces them to focus their attention on the issues they believe are most important. The analysis extracts the diverse viewpoints of the respondents, and factor analysis is used to reduce the viewpoints to a smaller set of factors that reflect shared ways of thinking. The junior conservation professionals attending the conference did not share a unifying set of core values; rather, they held a complex series of ideas and a plurality of opinions about conservation and how it should be pursued. This diversity of values empirically challenges recent proposals for conservation professionals to unite behind a single philosophy. Attempts to forge an artificial consensus may be counterproductive to the overall goals conservation professionals are pursuing.     

Safety climate, attitudes and risk perception in Norsk Hydro

The aims of this paper are to test mental images of risk and to present some results of a survey of safety climate, employee attitudes, risk perception and behaviour among employees within the industrial company Norsk Hydro. Two mental images were tested. They are both based on the assumption that it is possible to make a distinction between cognitive and affective processes involved in risk perception. The first model was the ‘rationalistic’ approach, which assumes that the affective component of risk perception is influenced by cognitive judgements. The justification for the second model is found in Zajonc's [Zajonc, R.B., 1980. Feeling and thinking. Preferences need no inferences. American Psychologist 35 (2), 151–175] conclusion that emotions are precognitive. In this model, entitled the ‘mental imagery’ approach, emotion is seen as the driving force affecting cognition of risk and safety. Employees at 13 plants have answered a self-completion questionnaire. The plants belonged to the agricultural, aluminium, magnesium and petrochemical divisions within Norsk Hydro. A total of 731 respondents replied to the questionnaire. The mental imagery approach was somewhat better fitted to the data than a rationalistic approach. Safety climate and employee attitudes towards safety and accident prevention contributed significantly to the variance in employee occupational risk behaviour. Worry and the extent to which the employee felt safe/unsafe was the most important predictor for the cognitive judgement of risk. Acceptability of rule violations seemed to be the most important predictor of behaviour, probably because acceptability also affected how often the respondents took chances and broke safety rules.     

Intra‐individual variability in job complexity over time: Examining the effect of job complexity trajectory on employee job strain

Drawing on gestalt characteristics theory, we advance the literature on the effect of job complexity on employee well‐being by considering intra‐individual variability of job complexity over time. Specifically, we examine how the trend, or trajectory, of job complexity over time can explain unique variance of employee job strain. Across two longitudinal data sets, we consistently find that, with the average level of job complexity during a given period held constant, a positive job complexity trajectory (i.e., an increasing trend in complexity) is associated with higher employee job strain. Based on job‐demand‐control theory and the exposure‐reactivity model, we further establish that job autonomy and employee emotional stability jointly moderate the relationship between job complexity trajectory and employee job strain. Specifically, for employees with high emotional stability, job autonomy mitigates the job strain brought by positive job complexity trajectory, whereas for employees with low emotional stability, job autonomy does not help to reduce the adverse effect of the increasing trend. These findings not only contribute to extend the understanding of the job complexity – strain relationship, but also suggest a promising, dynamic avenue to study the effects of work characteristics on employee well‐being as well as other outcomes. Copyright © 2016 John Wiley & Sons, Ltd.     

供电企业面向作业危险辨识方法研究

在对供电企业生产特点分析的基础上,以作业项目为研究对象,通过事故逆推法、调查问卷法和访谈法等多种方法确定供电企业危险检查表,共计19类118项;并建立了适用于一线员工使用的危险检查表与工作危害分析(JHA)危险场景描述相结合的危险辨识方法;该方法在太原供电分公司6大专业146个作业项目及1084个工作场景进行应用,实用结果表明:通过员工层控制可达到危险消除或控制的效果。