Differentiating HR systems' impact: moderating effects of age on the HR system–work outcome association

Combining the macro perspective of strategic human resource (HR) management with applied psychology's micro approaches, this paper helps to differentiate the effects of HR practices on individual‐level outcomes by introducing two distinct HR practice bundles. We draw on social exchange theory to hypothesize (i) main effects of both growth‐enhancing and maintenance‐enhancing bundles on affective organizational commitment and in‐role behavior and (ii) moderating effects of age and maintenance‐enhancing practices on work outcomes, such that increasing employee age attenuates the positive impact of HR practices. The results of a multilevel study comprising 600 employees and their direct supervisors in 64 business units provide support for the hypothesized main effects on affective commitment and the interaction between age and maintenance‐enhancing practices on work outcomes. We discuss the results, theoretical contributions, and practical implications of the study, as well as future research directions. Copyright © 2016 John Wiley & Sons, Ltd.     

组织因素对民航维修人员安全行为的影响

为了减少民航维修人员不安全行为,探讨组织因素对民航维修人员安全行为的影响机理。基于组织行为学理论并结合民航维修人员的访谈分析,确定了影响民航维修人员安全行为的4个组织因素——安全氛围、工作压力、风险感知和安全管理,在此基础上,构建了组织因素与民航维修人员安全行为关系的假设模型。选取国内航空公司维修基地的一线机务维修人员进行问卷调查,采用结构方程模型对假设模型进行验证。结果表明,安全氛围、工作压力、风险感知和安全管理4个维度与安全参与行为、安全服从行为显著相关,其中,安全氛围对安全参与行为的影响最大。风险感知对安全服从行为的影响最小。     

组织因素对飞行员不安全行为的干预策略研究

为了对飞行员的不安全行为进行科学有效的管理,挖掘组织因素带来的深层影响,防止因飞行员不安全行为造成的不安全事件发生,运用系统动力学方法,构建组织因素对飞行员不安全行为的干预策略模型。以S航空公司为研究对象,通过调节组织因素中的飞行技术训练力度和奖惩力度等变量,制定不同的干预策略,运用VENSIM软件模拟不同干预策略的干预结果。研究结果表明:飞行员不安全行为的最佳干预策略组合为安全记录考核奖励程度、副驾驶转正/机长升职力度、监管力度、罚款力度、飞行技术训练强度的组合,到2020年实现不安全行为数量平均降低26%,在2020年改变干预策略数值,到2030年实现不安全行为数量平均降低54%。     

基于瑟利模型的社区火灾分析

随着我国城镇化速度的不断加快,我国城乡间社区的数量也不断提升,与此同时社区的消防安全隐患也开始逐渐显露。为了做好社区火灾的预防工作,本文有效的分析社区火灾发生发展过程中人的作用,把社区视为一个人、机和环境构成的完整系统,建立了社区火灾的瑟利模型,运用瑟利模型分析社区火灾发生、发展、防控过程中人的感知与响应因素,分析了社区火灾产生的部分原因,提出了针对火灾危险发生和释放阶段的预防措施和建议。     

The role of other orientation in reactions to social and economic leader–member exchange relationships

In this study, we investigate, through two study samples, whether relationships between social leader–member exchange (SLMX) and economic leader–member exchange (ELMX) relationships and outcomes differ depending on the followers' level of other orientation or the extent to which they are concerned for the welfare of others. We propose that followers with higher other orientation would respond less negatively to higher levels of ELMX and more positively to higher levels of SLMX because they are less likely to engage in behaviors based on rational and self‐interested calculations. In Study 1 (N = 200), we found that higher other orientation mitigated ELMX's negative relations with affective commitment and turnover intention. In Study 2 (N = 4,518), we both replicated the findings from Study 1 and also found that higher other orientation mitigated ELMX's negative relations with work effort. We also uncovered a weaker positive relationship between SLMX and organizational citizenship behavior for followers with higher other orientation.     

Information,beliefs, and motivation: The antecedents to human resource attributions

Despite significant interest in the attributions employees make about their organization's human resource (HR) practices, there is little understanding of the antecedents of HR attributions. Drawing on attribution theory, we suggest that HR attributions are influenced by information (perceptions of distributive and procedural fairness), beliefs (organizational cynicism), and motivation (perceived relevance). We test a model through a two‐wave survey of 347 academic faculty in the United Kingdom, examining their attributions of the purpose of their institution's workload management framework. After two preliminary studies (an interview study and a cross‐sectional survey) to establish contextually relevant attributions, we find that fairness and cynicism are important for the formation of internal attributions of commitment but less so for cost‐saving or exploitation attributions. Fairness and cynicism also interact such that distributive fairness buffers the negative attributional effect of cynicism, and individuals are more likely to attribute fair procedures to external forces if they are cynical about their organization. This study furthers the application of attribution theory to the organizational domain while making significant contributions to our understanding of the HR‐performance process.     

Synergy or substitution? The interactive effects of insiders' fairness and support and organizational socialization tactics on newcomer role clarity and social integration

Drawing on fairness heuristics theory (Lind, 2001) and cue consistency theory (Maheswaran & Chaiken, 1991; Slovic, 1966), we test a moderated mediation model that examines whether the institutionalization of organizational socialization tactics enhances or constrains the beneficial effects of supervisory and coworker‐referenced justice and support on newcomer role clarity and social integration. The findings of a three‐wave study of 219 French newcomers show that although institutionalized tactics strengthen the positive indirect effects of supervisory interpersonal and informational justice on role clarity, via perceived supervisor support, it also acts as a substitute that weakens the positive indirect effect of coworker‐referenced interpersonal justice on social integration, via perceived coworker support. Implications of the findings for socialization research and practice are discussed.     

Polish adaptation of three self-report measures of job stressors: the Interpersonal Conflict at Work Scale,the Quantitative Workload Inventory and the Organizational Constraints Scale

Aim. The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. Method. The study was conducted on two samples (N?=?382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test–retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. Results. The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test–retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. Conclusions. The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.     

Farmers as modern-day stewards and the rise of new rural citizenship in the battle over land use

A decade ago, scholars such as Michael Woods suggested that mobilisation in response to development in rural spaces was the result of a redefinition of relations between individuals, communities and the State. This remains true with the rural representing a contested site characterised by debates concerning food and fibre, water and energy security. With the recent deployment of new energy technologies in areas traditionally used for agricultural production, increased confrontation and resistance over land use has forged unlikely alliances between farmers, environmentalists and concerned others, ultimately leading to the rise of a new form of rural citizenship. In the Australian state of New South Wales (NSW) where resistance to burgeoning coal seam gas operations has become the customary response of many rural communities, environmentalists and concerned others are mobilising in support of farmers, who self-identify as modern-day stewards and are actively working to protect a resource hierarchy of water, land and soil against industries believed to be putting these at risk. Adopting a qualitative case-study approach, this paper examines how residents and supporters in the regional Shire of Narrabri in NSW have responded to what many see as competing land uses. We argue that values traditionally associated with stewardship and rurality are being revalorised by citizens to actively oppose the visions of the State, which seek to prioritise extractive development over other alternate futures. We contend that this rise in rural relations represents a significant shift in the notion of citizens as “inhabitants” and presents a new and enduring form of agency.     

The ‘green’ and ‘self’ in green self-governance – a study of 264 green space initiatives by citizens

Scholars observe an increased involvement of citizens in green space governance. This paper focuses on green self-governance, in which citizens play a major role in realizing, protecting and/or managing green space. While existing research on green self-governance focuses mostly on specific cases, we aim to contribute towards a large overview via an inventory of 264 green self-governance practices across The Netherlands. With this, we discuss the relevance of green self-governance for nature conservation and its relationship with authorities. In our analysis, we show that green self-governance practices are very diverse: they pursue a wide variety of physical and social objectives; employ a multitude of physical and political activities; involve different actors besides citizens; mobilize different internal and external funding sources; and are active within and outside of protected areas. While green self-governance can contribute towards protection and management of green space and towards social values, we highlight that this contribution is mostly of a local relevance. Most practices are small scale and objectives do not always match those of authorities. Although we speak of self-governance, authorities play an important role in many practices, for example, as financial donor, landowner or regulatory authority. In this, self-governance is often not completely ‘self’.

Abbreviations: PAA: Policy Arrangement Approach; NNN: National Nature Network; N2000: Natura 2000; NCOs: Nature Conservation Organizations; NGOs: Non-governmental organizations