Perceived importance of sustainability dimensions in the Portuguese metal industry

The growing interest of stakeholders regarding the contribution of organizations to Sustainable Development is influencing organizational behavior and strategic planning. The purpose of the present paper is to analyze the perception of the importance of organizational sustainability dimensions in a relevant economic sector: the metal industry. Survey data was collected from a sample of 211 Portuguese industries, and non-parametric statistical tests were used to validate five research hypotheses regarding the importance of the economic, environmental, social and cultural dimensions of sustainability. The results obtained demonstrate awareness of the sampled industries regarding all sustainability dimensions, recognizing that their importance has been increasing over the years, and prospecting that this importance will continue to increase in the future. The industries in this sample revealed different degrees of perceived importance for the different sustainability dimensions: the highest importance was given to the economic dimension, and culture was considered the least important sustainability dimension. However, the perception of the respondents is that these differences will be less relevant in the future. The results also show that companies with certified management systems reveal a higher perceived importance regarding sustainability dimensions. Also, industries with higher values of annual turnover, number of employees and export sales tend to give higher degrees of importance to sustainability dimensions. Considering the economic, environmental and social impacts of metal industries at an international level, the awareness of this industrial sector regarding the importance of sustainability is a relevant step to the commitment towards Sustainable Development.     

Can pride be a vice and virtue at work? Associations between authentic and hubristic pride and leadership behaviors

Pride, a discrete emotion that drives the pursuits of achievement and status, is crucial to consider in leadership contexts. Across three studies, we explored how leaders' experiences of authentic and hubristic pride were associated with their leadership behaviors. In Study 1, a field study of leader–follower dyads, leader trait authentic pride was associated with the use of more effective (i.e., consideration and initiating structure) and fewer ineffective (i.e., abusive supervision) leadership behaviors, and hubristic pride was associated with more abusive behaviors. In Study 2, a daily diary study, on days when leaders experienced more authentic pride than usual, they used more effective leadership behaviors than usual, whereas on days when leaders experienced more hubristic pride than typical, they were more likely to engage in abusive supervision than typical. In Study 3, a scenario‐based experiment, leaders who experienced more authentic pride in response to our experimental manipulation were more likely to intend to use effective leadership behaviors. In contrast, those who experienced more hubristic pride were less likely to use these behaviors and more likely to intend to be abusive. Overall, this work highlights the importance of pride for leadership processes and the utility of examining discrete and self‐conscious emotions within organizations.     

Beyond demographic identities and motivation to learn: The effect of organizational identification on diversity training outcomes

There is a pressing need for better explanations of diversity training effectiveness so that organizations can administer training programs that facilitate positive intergroup interactions. In this paper, we consider the unique predictive effect of organizational identification on diversity training outcomes beyond the effects of the traditional predictors of demographic-based identities and motivation to learn across two samples of employees involved in diversity-related training at their employing organizations. Organizational identification predicted unique variance in voluntary participation in diversity training, diversity training-related knowledge application, motivation to transfer diversity training, and diversity training-related organizational citizenship behavior intentions. Research and practitioner implications are discussed based on our findings.     

Are servant leaders appreciated? An investigation of how relational attributions influence employee feelings of gratitude and prosocial behaviors

Multisource data collected at three time phases were used in investigating when servant leadership elicits gratitude and then promotes prosocial behaviors. We tested a moderated mediation model, contending that relational attributions moderate the relationship between servant leadership and gratitude, and then gratitude sequentially predicts interpersonal citizenship behaviors and upward voice. As hypothesized, when employees do not highly rely on relational attributions for servant leadership, they feel more gratitude and subsequently engage in more interpersonal citizenship behaviors and upward voice than the employees who rely on relational attributions to explain their interactions with the leader. The sequential indirect effect from servant leadership to upward voice via gratitude and then interpersonal citizenship behaviors was significant when relational attributions are low rather than high.     

Pedestrian road crossing behavior (PEROB): Development and psychometric evaluation

Objective: The aim of this study was to develop a theory-based questionnaire to measure road crossing attitudes and potentially risky pedestrian behavior.

Methods: A cross-sectional validation study was carried out on a total sample of 380 young adults aged 18 to 25 years who live in Tehran, Iran. Data were collected from January 27 to May 20, 2015, using a self-administered structured pool of 76 items that was developed from research on the theory of planned behavior. A panel of subject-matter experts evaluated the items for content validity index and content validity ratio, and the questionnaire was pretested. Exploratory factor analysis (EFA) was performed to test construct validity. The Cronbach's alpha coefficient and intraclass correlation coefficient (ICC) analyses were done to assess internal consistency and stability of the scale.

Results: From the initial 76 items, 38 items were found to be appropriate for assessing the pedestrian road crossing behavior (PEROB) of young adults in Tehran. A 9-factor solution revealed an exploratory factor analysis that jointly accounted for 63.8% of the variance observed. Additional analyses also indicated acceptable results for the internal consistency with Cronbach's alpha value ranging from 0.67 to 0.88 and ICC values ranging from 0.64 to 0.96.

Conclusions: This psychometric evaluation of a self-administered instrument resulted in a reliable and valid instrument to assess young adult pedestrians' self-reported road crossing attitudes and behaviors in Tehran. Further development of the instrument is needed to assess its applicability to other road users, particularly older pedestrians.     

Risk factors for the severity of injury incurred in crashes involving on-duty police cars

Objective: This article explores the risk factors associated with police cars on routine patrol and/or on an emergency run and their effects on the severity of injuries in crashes.

Methods: The binary probit model is used to examine the effects of important factors on the risk of injuries sustained in crashes involving on-duty police cars.

Results: Several factors significantly increase the probability of crashes that cause severe injuries. Among those causes are police officers who drive at excessive speeds, traffic violations during emergency responses or pursuits, and driving during the evening (6 to 12 p.m.) or in rainy weather. Findings also indicate some potential issues associated with an increase in the probability of crashes that cause injuries. Younger police drivers were found to be more likely to be involved in crashes causing injuries than middle-aged drivers were. Distracted driving by on-duty police officers as well as civilian drivers who did not pull over to let a police car pass in emergency situations also caused serious crashes.

Conclusions: Police cars are exempted from certain traffic laws under emergency circumstances. However, to reduce the probability of being involved in a crash resulting in severe injuries, officers are still obligated to drive safely and follow safety procedures when responding to emergencies or pursuing a car. Enhancement of training techniques for emergency situations or driving in pursuit of an offender and following the safety procedures are essential for safety in driving during an emergency run by police.     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

Assumptions beyond the science: encouraging cautious conclusions about functional magnetic resonance imaging research on organizational behavior

Functional magnetic resonance imaging (fMRI) is likely to become the major tool for studying the neural underpinnings of organizational behavior. It is a technique for brain imaging that, according to advocates, provides information about which areas of the brain are activated during organizational processes (e.g., leadership and decision‐making). In this article, we take a critical look at this tool from a technical perspective. In particular, we take the reader through the assumptions that must be made at the three main steps of the research process (study design, data capture, and interpretation of results) in order to draw conclusions about organizational phenomena from fMRI research. Applying this analysis to three case studies demonstrates the gap between what fMRI can actually tell us and the claims often made about the contribution of fMRI to understanding and improving organizational behavior. Our discussion provides researchers with a series of recommendations oriented toward optimizing the use of fMRI to help it live up to its potential in the field of organizational behavior and consumers with a means of evaluating fMRI research in order to draw appropriate and warranted conclusions. Copyright © 2016 John Wiley & Sons, Ltd.     

Community reactions to tourism development: how does governmental fairness work?

Based on the elements of social exchange and organizational justice theories, a conceptual model and associated hypotheses were formulated to examine the relationship among community residents and their perceptions of governmental fairness (i.e., distributive, procedural, interpersonal, and informational dimensions), social capital (i.e., cognitive and structural dimensions), and support for government and environmental development. Data were collected from 496 residents in four Korean cities: Busan, Gyeongju, Pohang, and Ulsan. Empirical testing resulted in support for multiple hypotheses. More specifically, cognitive social capital was significantly influenced by distributive, interpersonal, and informational fairness. Structural social capital was significantly affected by distributive and informational fairness. Subsequently, two dimensions of social capital positively influenced two types of support. Overall, the results suggest that the interplay of governmental fairness and social capital is important in influencing residents’ support for government and environmental development.     

施工现场工人不良职业心理与不安全行为机理研究

为探讨施工现场工人不良职业心理及不安全行为的影响关系,利用问卷调查,采用结构方程构建工作压力、不良职业心理与不安全行为的结构模型。结果表明:工作安排、工作环境、管理政策及人际关系带来的工作压力与不良职业心理及不安全行为均显著相关;个体因素带来的工作压力对不良职业心理无显著影响,但对不安全行为有显著影响;不良职业心理在工作压力与不安全行为之间起到部分中介的作用即工作压力与不安全行为之间不仅存在直接显著关系,且工作压力还可以通过产生不良职业心理从而影响不安全行为。