A Study of Computer-Based Task Performance Under Thermal Stress

A visual-visual dual computer task was designed to test the effect of the thermal environment on dual task performance. The temperatures selected for testing were 20 and 35 °C Wet Bulb Globe Temperature (WBGT). 34 volunteers were randomly assigned to 1 of the 2 temperature conditions. Individual differences in single task performance were controlled by equating the baselines of single task performance. Once individual differences in single task capacity were controlled, statistically significant differences in performance were demonstrated. Mean accuracy was computed over a 1-hr testing period in each temperature condition. Participants’ mean accuracy in the 35° condition (38.18%) was substantially lower than in the 20° condition (50.88%).     

The Influence of Anchor Devices on the Performance of Retractable Type Fall Arresters Protecting Against Falls From a Height

Retractable type fall arresters are part of the equipment used for protecting people against falls from a height. They are an intermediate part between full body harness worn by a man and the structural anchor at the worksite. The most important task of retractable type fall arresters is to arrest people’s falls and to reduce their harmful consequences. Information received from users as well as laboratories testing protective equipment indicates that the performance of such equipment is incorrect under specific conditions. The paper is concerned with an analysis of the conditions in which retractable type fall arresters demonstrate intermittent performance and with an explanation of that phenomenon. The results of tests investigating anchor devices and the performance of retractable type fall arresters are presented. External and internal factors contributing to intermittent performance have been determined and guidelines for safer use of these devices have been developed.     

Participative Versus Assigned Production Standard Setting in a Repetitive Industrial Task: A Strategy for Improving Worker Productivity

Abstract

The participative standard with feedback condition was superior to the assigned difficult (140% of normal) standard with feedback condition in terms of worker productivity. The percentage increase in worker productivity with the participative standard and feedback condition was 46%, whereas the increase in the assigned difficult standard with feedback was 23%, compared to the control group (no standard, no feedback). Worker productivity also Improved significantly as a result of assigning a normal (100%) production standard with feedback, compared to the control group, and the increase was 12%. The participative standard with feedback condition emerges as the optimum strategy for improving worker productivity in a repetitive industrial production task.     

When does centrality matter? Scientific productivity and the moderating role of research specialization and cross‐community ties

The present study addresses the ongoing debate concerning academic scientific productivity. Specifically, given the increasing number of collaborations in academia and the crucial role networks play in knowledge creation, we investigate the extent to which building social capital within the academic community represents a valuable resource for a scientist's knowledge‐creation process. We measure the social capital in terms of structural position within the academic collaborative network. Furthermore, we analyse the extent to which an academic scientist's research specialization and ties that cross‐community boundaries act as moderators of the aforementioned relationship. Empirical results derived from an analysis of an Italian academic community from 2001 to 2008 suggest academic scientists that build social capital by occupying central positions in the community outperform their more isolated colleagues. However, scientific productivity declines beyond a certain threshold value of centrality, hence revealing the existence of an inverted U‐shaped relationship. This relationship is negatively moderated by the extent to which an academic focuses research activities in few scientific knowledge domains, whereas it is positively moderated by the number of cross‐community ties established. Copyright © 2012 John Wiley & Sons, Ltd.     

Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors

This study uses an interactionist approach to examine the moderating effect of follower trait positive affectivity (trait PA) on the relation between transformational leadership and both follower creative performance and organizational citizenship behaviors (OCB). On the basis of responses from 212 employees and their direct supervisors from the research and development department of a company in Mainland China, results support the hypothesized moderation effect. Specifically, the positive influence of transformational leadership on creative performance was significantly reduced for followers who were higher on trait PA (ΔR² = .02, p < .05). The same pattern, in which followers' trait PA appeared to substitute for the influence of transformational leadership, generalized to the outcome of follower OCB as well (ΔR² = .04, p < .01). We discussed theoretical and practical implications of these findings. Copyright © 2012 John Wiley & Sons, Ltd.     

The interactive effects of conscientiousness,openness to experience,and political skill on job performance in complex jobs: The importance of context

Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of personality demonstrated in prior research to have the strongest criterion validity (i.e., conscientiousness) was joined with a narrow construct closely related to openness to experience (i.e., learning approach) in a three‐way interactive prediction of supervisor‐rated task performance. With the employee–supervisor dyads among professionals, but not with the control group of non‐professional employees, task performance was predicted by the three‐way interaction, such that those high on all three received the highest performance ratings. Implications, strengths and limitations, and directions for future research are discussed. Copyright © 2012 John Wiley & Sons, Ltd.     

Introducing the construct curiosity for predicting job performance

The present paper provides a conceptual and empirical examination regarding the relevance of the construct curiosity for work‐related outcomes. On the basis of a review and integration of the literature regarding the construct itself, the construct is conceptually linked with performance in the work context. In line with a confirmatory research strategy, the sample of the present study (N = 320) has requirements which reflect this conceptual link. Results from a concurrent validation study confirmed the hypothesis regarding the significance of curiosity for job performance (r = .34). Furthermore, incremental validity of curiosity above 12 cognitive and non‐cognitive predictors for job performance suggests that curiosity captures variance in the criterion that is not explained by predictors traditionally used in organizational psychology. It is concluded that curiosity is an important variable for the prediction and explanation of work‐related behavior. Furthermore, given the dramatic changes in the world of work, the importance is likely to rise, rather than to decline, which has important implications for organizational theories and applied purposes, such as personnel selection. Copyright © 2012 John Wiley & Sons, Ltd.     

What happens when you trust your supervisor? Mediators of individual performance in trust relationships

To understand how trust in supervisor translates into individual job performance, we hypothesize that trust in supervisor facilitates positive psychological conditions of meaningfulness, safety, and availability, which in turn predict individual job performance. We assert that each of the three mediating paths in our model represents a distinct mechanism by which trust in supervisor contributes to individual job performance. We test our hypotheses with 206 supervisor–subordinate dyads and find that trust in supervisor contributes to job performance through psychological availability and psychological safety but not psychological meaningfulness. By examining three different psychological mechanisms within the same frame, we provide a test that compares and contrasts the uniqueness of the three pathways. Our findings suggest practical ways for managers to build trust with subordinates and guidance for the design of productive work conditions. Copyright © 2012 John Wiley & Sons, Ltd.     

The Effect of Protective Gloves on Manual Dexterity in the Cold Environments

This article presents a study on the effect of different protective gloves (which are commercially available and commonly used in the cold) on manual dexterity in cold environments. The experiments compared statistically four different types of gloves and two different types of gloving (outer or double) at +19 °C and -10 °C. Performance was determined both objectively and subjectively using two manual dexterity tasks: bolt-nut and pick-up tasks. The response measured was the time of performing each task. Statistical analysis showed that all independent factors such as glove type, participant, object size, and temperature had significant effects on the hand cooling reaction. A significant difference in the performance between the gloves was found in the bolt-nut task. It was also found that outer-inner combination gloving may be an approach to use for precision tasks.     

关于建立政府环境保护绩效评价制度的思考

政府绩效评估作为一项行之有效的政府管理工具,在提高政府的管理效能和公共服务能力方面具有重要的促进作用。政府绩效评估随着政府改革的推进而不断完善。在不同的阶段,随着政府改革的主题与目标的变化,评估的侧重点、目标和形式等也相应地发生变化。在我国,服务型政府作为一种新的政府治理模式已成为政府改革的主题和目标。服务型政府建设对行政管理体的改进、政府行政理念的拓展、政府角色的合理定位等,都为改善政府绩效评估提供了新的基础和目标导向。同时,也对完善政府绩效评估提出了新的要求。服务型政府的治理模式和治理理念,在我国环境保护方面也应当起到它应有的作用,建立起政府环境保护绩效评价制度。