Proactive career behaviors and subjective career success: The moderating role of national culture

Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success—financial success and work‐life balance—and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a large‐scale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for work‐life balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in‐group collectivism, high power distance, and low uncertainty avoidance. For work‐life balance, career proactivity was relatively more important in cultures characterized by high in‐group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity.     

Knowledge hiding as a barrier to thriving: The mediating role of psychological safety and moderating role of organizational cynicism

Research demonstrates that knowledge hiding has a detrimental effect on the knowledge hider himself or herself. Extending this area, the present research examines how and when knowledge hiders struggle to thrive at work. Integrating self‐perception theory and the socially embedded model of thriving, we propose that knowledge hiding negatively influences employees' thriving through psychological safety, and this influence is contingent on organizational cynicism. In Study 1a, a cross‐sectional survey of 214 Chinese participants from a general working population supported the mediating role of psychological safety in the knowledge hiding and thriving relationship. Study 1b verified this result using two‐wave data collected from 392 working adults in a panel that recruited participants mainly in Europe and North America. In addition to confirming the mediation with a two‐wave field survey conducted among 205 employees in three Chinese organizations, Study 2 supported the moderating role of organizational cynicism. Specifically, the negative effect of knowledge hiding on psychological safety was greater under higher levels of organizational cynicism, as was the indirect effect of knowledge hiding on thriving via psychological safety. These findings contribute to both the knowledge hiding and the thriving literature and provide practical implications for both the manager and the employee.     

Little things that count: A call for organizational research on microbusinesses

The purpose of this Incubator is to encourage organizational researchers to attend to the most common type of business in the United States—the microbusiness. After defining and describing these businesses, we propose research questions on defining and managing performance, organizational citizenship, and work–family conflict in this novel business setting. Copyright © 2017 John Wiley & Sons, Ltd.     

Loyal rebels? A test of the normative conflict model of constructive deviance

Constructive deviance is a voluntary behavior that violates organizational rules but is conducted with honorable intentions to benefit the organization or its stakeholders. Despite emerging interest in this behavior, the antecedents of constructive deviance remain unclear, with particular ambiguity concerning the relationship between organizational identity and constructive deviance. In this article, we address this ambiguity with the normative conflict model, which posits that organizational identity drives constructive deviance in the workplace only when people perceive normative conflict with organizational rules. In Studies 1a and 1b, we develop and validate a measure of normative conflict. In Study 2, we conduct a preliminary test of the model with employed students and find that identity is positively related to constructive deviance only when normative conflict is high. In Study 3, we replicate and extend the model to show that the moderating effect of normative conflict is mediated by experienced psychological discomfort and that organizational identity is positively related to constructive deviance among working adults only when discomfort is high. In total, our findings demonstrate the utility of the normative conflict model for explaining when constructive deviance is mostly likely to occur in the workplace.     

Estimating young novice drivers' compliance with graduated driver licensing restrictions: A novel approach

Objectives: Current methods of estimating compliance with graduated driver licensing (GDL) restrictions among young drivers with intermediate driver's licenses—which include surveys, direct observations, and naturalistic studies—cannot sufficiently answer many critical foundational questions: What is the extent of noncompliance among the population of young intermediate drivers? How does compliance change over the course of licensure? How does compliance differ by driver subgroup and in certain driving environments? This article proposes an alternative and complementary approach to estimating population-level compliance with GDL nighttime and passenger restrictions via application of the quasi-induced exposure (QIE) method.

Methods: The article summarizes the main limitations of previous methods employed to estimate compliance. It then introduces the proposed method of borrowing the fundamental assumption of the QIE method—that young intermediate drivers who are nonresponsible in clean (i.e., one and only one responsible driver) multivehicle crashes are reasonably representative of young intermediate drivers on the road—to estimate population-based compliance. I describe formative work that has been done to ensure this method can be validly applied among young intermediate drivers and provide a practical application of this method: an estimate of compliance with New Jersey's passenger restrictions among 8,006 nonresponsible 17- to 20-year-old intermediate drivers involved in clean 2-vehicle crashes from July 2010 through June 2012.

Results: Over the study period, an estimated 8.4% (95% confidence interval, 7.8%, 9.0%) of intermediate drivers' trips were not in compliance with New Jersey's GDL passenger restriction. These findings were remarkably similar to previous estimates from more resource-intensive naturalistic studies (Goodwin et al. 2006 Goodwin AH, Wells JK, Foss RD, Williams AF. Encouraging compliance with graduated driver licensing restrictions. J Safety Res. 2006;37(4):343–351.[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]; Klauer et al. 2011 Klauer SG, Simons-Morton B, Lee SE, Ouimet MC, Howard EH, Dingus TA. Novice drivers' exposure to known risk factors during the first 18 months of licensure: The effect of vehicle ownership. Traffic Inj Prev. 2011;12(2):159–168.[Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]).

Conclusion: Studies can practically apply proposed methods to estimate population-level compliance with GDL passenger and night restrictions; examine how compliance varies by relevant driver, vehicle, and environmental factors; and evaluate the implementation of a GDL provision or other intervention aimed at increasing compliance with these restrictions. Important considerations and potential limitations and challenges are discussed.     

施工组织非正式网络结构特征与组织安全行为的关系研究

为了提升建筑施工安全管理水平,从社会网络的视角分析了施工组织非正式网络的结构特征对组织安全行为的影响关系,构建了施工组织非正式网络结构特征、安全沟通和组织安全行为的理论模型,实证分析了91个施工组织非正式网络的结构特征,使用多层回归分析的方法验证了上述模型。结果表明:网络密度对组织安全行为有显著正向影响,安全沟通在密度与组织安全行为的关系中起到了部分中介作用;出度中心势对组织安全行为有显著正向影响,安全沟通起到了完全中介作用;入度中心势对组织安全行为没有显著影响,安全沟通没有起到中介作用;中间中心势对组织安全行为没有显著影响,安全沟通没有起到中介作用;平均路径长度对组织安全行为有显著负向影响,安全沟通起到了完全中介作用;聚类系数对组织安全行为有显著正向影响,安全沟通起到了完全中介作用。     

No person is an island: The effects of group characteristics on individual trait expression

Although most researchers now espouse a person‐by‐situation interactionist approach, there remains much work to be carried out to fully understand how different features of the environment interact with personality to influence behavior. Thus, this study sought to examine the moderating effects of three group‐level constructs on the relationships between two personality traits (conscientiousness and extraversion) and individual performance and counterproductive behaviors. Specifically, using trait activation theory as an organizing framework, we considered the moderating effects of the following: (i) a previously unexamined construct called core group evaluations (CGEs); (ii) group conscientiousness composition; and (iii) group extraversion composition. Data were obtained from a sample of university football players (N = 225–252 from 40 groups). The results indicated that CGEs moderated the relationships between individual conscientiousness and both performance (subjective) and counterproductive behaviors. Group conscientiousness composition also moderated the relationships between individual conscientiousness and both performance (objective and subjective) and counterproductive behaviors. Lastly, group extraversion composition moderated the relationship between individual extraversion and counterproductive behaviors. These findings highlight the importance of considering a team's CGEs, as well as the personality composition of team members when investigating the effects of conscientiousness and extraversion on individual performance and counterproductive behaviors. Copyright © 2011 John Wiley & Sons, Ltd.     

控制底板岩层实现安全生产

根据对呼略矿采场围岩控制的研究 ,提出通过控制煤层底板来管理顶板 ,是采场围岩控制的重要方面。在矿压观测的基础上 ,经过科学分析与设计 ,增设单体支柱下的柱鞋 ,能有效地增强整个支护系统的刚度 ,达到控制和管理好顶板 ,实现安全生产的目的     

Citizen or consumer? Reconsidering energy citizenship

ABSTRACT

The transition to more sustainable energy systems has set about redefining the social roles and responsibilities of citizens. Implicit in this are expectations around participation, though the precise contours of what this might mean remain open. Debates around the energy transition have been skewed towards a normative construct of what it means to be a ‘good citizen’, the parameters for which are shaped by predetermined visions of statist and/or market-driven determinations of the energy systems of the future. This article argues that concepts such as ‘energy citizen’ are co-opted to reflect popular neoliberal discourses, and ignore crucial questions of unequal agency and access to resources. Paradoxically, official discourses that push responsibility for the energy transition onto the ‘citizen-as-consumer’ effectively remove agency from citizens, leaving them largely disconnected and disempowered. Consequently, energy citizenship needs to be reconceptualised to incorporate more collective and inclusive contexts for action. Considering how much energy consumption occurs in (traditionally female) domestic spheres, do conventional notions of citizenship (especially with regards to its associated rights and duties) need to be recalibrated in order for the concept to be usefully applied to the energy transition?