An Empirical Investigation of the Influence of Safety Climate on Organizational Citizenship Behavior in Taiwan’s Facilities

Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed.     

心理迫切因素对行人疏散动力学的影响研究

为更准确地描述行人疏散动力学特征,利用目前行人疏散模型对行人疏散进行模拟研究发现:疏散空间行人拥堵时,会出现疏散区域某些位置的行人一直处于竞争劣势而保持位置不动的现象,这与行人实际疏散运动不符.考虑到现实情况,行人在等待的过程中会积极寻找机会,实现成功疏散;基于此,在疏散模型中引入了心理迫切因素的概念,表征了行人等待过程中竞争能力的变化,完善了行人疏散模型.对新模型模拟研究发现,在考虑等待时的心理迫切因素后,该模型能够更好地表达行人疏散的动力学特征,可更为准确地再现行人的疏散运动轨迹和路径,同时研究发现,引入等待迫切因素后并不会影响总的疏散时间.     

国外环境行为影响因素研究述评

基于心理性因素与内外因素相结合的视角对国外环境行为影响因素研究加以梳理,发现大多数研究认为环境行为是在自我约束和自我控制下做出的契合自身实际的选择,其对改善环境状况与提升环境质量有着积极正向作用,并将环境态度/环境关心视为关键变量,以揭示实施环境行为复杂的内在过程与心理机制;大多数研究采取问卷调查的方式收集某一时点的数据,借助结构方程模型等高级统计方法着重探究自我报告的一般意义或某类具体环境行为.其相对忽视了社会经济发展、文化变迁、制度政策变化、阶层分化、地区差异、信息分割等外在结构性因素对环境心理的可能塑造及其对环境行为的动态影响,进而提出在准确厘定环境行为内涵的基础上,针对社会群体成员或社区居民采用问卷调查、实验法、实地观察、深度访谈等多元研究方式长期追踪收集纵向数据或资料,以及将心理性因素与结构性因素结合起来探讨不同类别的环境行为,有助于突破既有研究的心理学局限与行为决定论桎梏,且切实反映环境行为的历时性变化与动态性影响.     

The call for an increased role of replication,extension, and mixed‐methods study designs in organizational research

Examples from previously published work by the lead author on the role of employee health indicators on individual and organizational outcomes provide an intriguing backdrop through the use of illustration for suggesting some of the many benefits obtained by the incorporation of replication, extension, and mixed‐methods study designs in organizational research. Copyright © 2015 John Wiley & Sons, Ltd.     

Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective

Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career‐related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities and focus on limitations). Data came from 405 employees in Australia, who responded to three surveys across 12 months. Results showed that psychological contract breach had indirect effects on emotional engagement and exhaustion through focus on opportunities and focus on limitations, respectively, and on career‐related behavior through focus on opportunities. Another mechanism, psychological contract violation, was only related to employees' organizational deviance. These findings highlight the important role of occupational future time perspective dimensions as employees' evaluations of future career‐related opportunities and limitations. These evaluations may change in response to psychological contract breach and, in turn, might impact on employee well‐being and career‐related behavior.