Safety climate as a mediator between foundation climates and occupational accidents: A group-level investigation.

Building on recent work in occupational safety and climate, the authors examined 2 organizational foundation climates thought to be antecedents of specific safety climate and the relationships among these climates and occupational accidents. It is believed that both foundation climates (i.e., management-employee relations and organizational support) will predict safety climate, which will in turn mediate the relationship between occupational accidents and these 2 distal foundation climates. Using a sample of 9,429 transportation workers in 253 work groups, the authors tested the proposed relationships at the group level. Results supported all hypotheses. Overall it appears that different climates have direct and indirect effects on occupational accidents. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational Error Management Culture and Its Impact on Performance: A Two-Study Replication.

The authors argue that a high-organizational error management culture, conceptualized to include norms and common practices in organizations (e.g., communicating about errors, detecting, analyzing, and correcting errors quickly), is pivotal to the reduction of negative and the promotion of positive error consequences. Organizational error management culture was positively related to firm performance across 2 studies conducted in 2 different European countries. On the basis of quantitative and qualitative cross-sectional data from 65 Dutch organizations, Study 1 revealed that organizational error management culture was significantly correlated with both organizational goal achievement and an objective indicator of economic performance. This finding was confirmed in Study 2, using change-of-profitability data from 47 German organizations. The results suggest that organizations may want to introduce organizational error management as a way to boost firm performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

“What about me?” Perceptions of exclusion and Whites' reactions to multiculturalism.

A 5-study investigation of reactions of dominant group members (i.e., White Americans) to diversity (relative to racial minority reactions) provides evidence of implicit and explicit associations between multiculturalism and exclusion and of a relationship between perceived exclusion and reactions to diversity. In Study 1, Whites but not racial minorities were faster in an implicit association task at pairing multiculturalism with exclusion than with inclusion. This association diminished in Study 2 through a subtle framing of diversity efforts as targeted toward all groups, including European Americans. In Study 3, in a “Me/Not Me” task, Whites were less likely than minorities to pair multiculturalism concepts with the self and were slower in responding to multiculturalism concepts. Furthermore, associating multiculturalism with the self (Study 3) or feeling included in organizational diversity (Study 4) predicted Whites' endorsement of diversity and also accounted for the oft-cited group status difference in support for diversity initiatives. Study 5 showed that individual differences in need to belong moderated Whites' interest in working for organizations that espouse a multicultural versus a color-blind approach to diversity, with individuals higher in need to belong less attracted to organizations with a multicultural approach. Overall, results show that the purportedly “inclusive” ideology of multiculturalism is not perceived as such by Whites. This may, in part, account for their lower support for diversity efforts in education and work settings. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Job stress in the Australian and international health and community services sector: A review of the literature.

We reviewed 25 international and 10 Australian studies published between 1999 and 2004 for evidence of individual and organizational impacts of stress in the health and community services (HCS) sector. Several HCS occupations showed high levels of distress compared to Australian population data. Results were consistent with the Job Demands-Resources model: High demands (e.g., workload, emotional) combined with low resources (e.g., control, rewards, support) were associated with adverse health (e.g., psychological, physical) and organizational impacts (e.g., reduced job satisfaction, sickness absence). Australian-specific issues included rural and remote work and the complex role of Aboriginal Health Workers. Strong associations between modifiable work factors and adverse outcomes provide a rationale for primary preventive policy development by occupational health and safety regulators and workers' compensation authorities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Healthy workplace practices and employee outcomes.

The current study explored the relationship between employee satisfaction with different workplace practices (i.e., employee involvement, growth and development, work-life balance, recognition, health, and safety) and employee outcomes (i.e., organizational commitment, emotional exhaustion, mental well-being, and turnover intentions). A total of 152 university faculty and staff completed a web-survey. Overall, regression results indicated that satisfaction with healthy workplace practices was predictive of employee outcomes. In addition, satisfaction with employee involvement practices played a central role in predicting employee outcomes, whereas satisfaction with the other healthy workplace practices was somewhat less influential. Overall, our results suggest that organizations may increase some of the benefits of different healthy workplace programs for employees if they rely on employee involvement in program development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational injury rate underreporting: The moderating effect of organizational safety climate.

The goals of this study were (a) to assess the extent to which construction industry workplace injuries and illness are underreported, and (b) to determine whether safety climate predicts the extent of such underreporting. Data from 1,390 employees of 38 companies contracted to work at a large construction site in the northwestern United States were collected to assess the safety climate of the companies. Data from the Occupational Safety and Health Administration (OSHA) logs kept by the contractors allowed for calculation of each company's OSHA recordable injury rate (i.e., the reported injury rate), whereas medical claims data from an Owner-Controlled Insurance Program provided the actual experienced rate of injuries for those same companies. While the annual injury rate reported to OSHA was 3.11 injuries per 100 workers, the rate of eligible injuries that were not reported to OSHA was 10.90 injuries per 100 employees. Further, organizations with a poor safety climate had significantly higher rates of underreporting (81% of eligible injuries unreported) compared with organizations with a positive safety climate (47% of eligible injuries unreported). Implications for organizations and the accuracy of the Bureau of Labor Statistics's national occupational injury and illness surveillance system are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relations among occupational hazards, attitudes, and safety performance.

This study examined psychological empowerment and organizational identification as outcomes of occupational context and predictors of occupational safety performance. In this study, 171 hospital employees from 17 units and 21 occupations completed surveys measuring psychological empowerment, organizational identification, and supervisor safety practices. They also completed measures of 2 dimensions of safety performance: use of personal protective equipment and safety participation. These data were merged with Occupational Information Network (O*NET) context ratings of occupational hazards and physical demands. Results indicated that occupational hazards were negatively related to individual-level psychological empowerment and organizational identification, which were in turn positively related to safety participation. Psychological empowerment and organizational identification also interacted with perceptions of supervisor safety actions in the prediction of personal protective equipment use. Results have implications for organizational safety performance and point to the role of occupational context in psychological empowerment and the extent to which employees participate in the safety of their worksite. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Les déterminants individuels, interpersonnels et organisationnels de la détresse psychologique en milieu de travail.

Studied determinants of psychological stress in the workplace to test a 2-step model involving 3 organizational stressors (i.e., quantitative work overload, role conflict, and role ambiguity) and 3 types of resources (i.e., individual, interpersonal, and organizational). 636 full-time employees (mean age 37.5 yrs) of 4 organizations completed questionnaires assessing sociodemographic factors, organizational stressors, resources (i.e., locus of control, Type A (coronary prone) behavior, social support from supervisors and colleagues, and decisional latitude), and psychological stress. Interactions among these factors were determined via multiple regression analyses. Several French-language instruments were used, including the Questionnaire on Internal–External Locus of Control in the Workplace (N. Pettersen, 1984) and the Psychiatric Symptom Index (F. W. Ilfeld, 1976). (English abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reexamining the Job Satisfaction-Performance Relationship: The Complexity of Attitudes.

The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study 1 suggest ACC is a significant moderator of the job satisfaction-job performance relationship, with those employees higher in ACC showing a significantly larger correlation between job satisfaction and performance than those lower in ACC. Study 2 replicated these findings. Implications for the study of job attitudes, limitations of the current studies, and multiple avenues for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measuring psychosocial work quality and health: Development of health care measures of measurement.

Demands on workload and work efficiency have increased because of ongoing global changes in health care organizations. Assessing and evaluating effects of changes on organizational and individual well-being require valid and reliable methods. Questionnaires from 3 large health care studies were used to develop instruments for work quality and health. Study 1 included 2,935 participants from all occupational groups. Study 2 sampled 3,545 nurses and midwives. Participants in Study 3 consisted of 3,506 employees at a large hospital. Variable fields of work quality, health and well-being, and modifying factors were factor analyzed with replicated structures in new samples, including 6 factors of work quality, 5 health factors, and 2 modifying factors. All except 2 factors had high internal consistency (Cronbach's α?=?.69–84) and low factor intercorrelations within areas. Social climate (but not individual resources) had, according to our model, a modifying effect on the work-health interaction (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Information privacy in organizations: Empowering creative and extrarole performance.

This article examines the relationship of employee perceptions of information privacy in their work organizations and important psychological and behavioral outcomes. A model is presented in which information privacy predicts psychological empowerment, which in turn predicts discretionary behaviors on the job, including creative performance and organizational citizenship behavior (OCB). Results from 2 studies (Study 1: single organization, N=310; Study 2: multiple organizations, N=303) confirm that information privacy entails judgments of information gathering control, information handling control, and legitimacy. Moreover, a model linking information privacy to empowerment and empowerment to creative performance and OCBs was supported. Findings are discussed in light of organizational attempts to control employees through the gathering and handling of their personal information. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived supervisor support: Contributions to perceived organizational support and employee retention.

Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor status in the organization. Study 3 found, with 493 retail sales employees, evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover. These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Affective commitment to the organization: The contribution of perceived organizational support.

Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N?=?333) and a 3-year span (N?=?226). POS was positively related to temporal changes in AC, suggesting that POS leads to AC. Study 3 found a negative relationship between POS and subsequent voluntary employee turnover that was mediated by AC in retail employees (N?=?1,124) and in poultry- and feed-processing workers (N?=?262). These results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Affect Networks: A Structural Analysis of the Relationship Between Work Ties and Job-Related Affect.

The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine a merger of 2 organizational divisions and found that negative changes in employees' affect were related to having fewer cross-divisional ties and to experiencing greater reductions in network density. The findings suggest that affect permeates through and is shaped by organizational networks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When do procedural fairness and outcome fairness interact to influence employees’ work attitudes and behaviors? The moderating effect of uncertainty.

Prior research has shown that procedural fairness interacts with outcome fairness to influence employees’ work attitudes (e.g., organizational commitment) and behaviors (e.g., job performance, organizational citizenship behavior), such that employees’ tendencies to respond more positively to higher procedural fairness are stronger when outcome fairness is relatively low. In the present studies, we posited that people’s uncertainty about their standing as organizational members would have a moderating influence on this interactive relationship between procedural fairness and outcome fairness, in that the interactive relationship was expected to be more pronounced when uncertainty was high. Using different operationalizations of uncertainty of standing (i.e., length of tenure as a proxy, along with self-reports and coworkers’ reports), we found support for this hypothesis in 4 field studies spanning 3 different countries. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adolescents' participation in organized activities and developmental success 2 and 8 years after high school: Do sponsorship, duration, and intensity matter?

Using data from the National Education Longitudinal Study, the authors examined relations between educational, civic, and occupational success in young adulthood and the duration and intensity of participation in organized activities during high school. They also examined these relations as a function of sponsorship (i.e., school- vs. community-sponsored organized activities). They found that youths who participated in organized activities for 2 years demonstrated more favorable educational and civic outcomes in young adulthood than those who participated for 1 year. More intensive participation was also associated with greater educational, civic, and occupational success in young adulthood--particularly among youths who participated in activities for 2 years. Educational attainment often mediated the relations between temporal measures of participation and young adult civic and occupational outcomes. With the exception of analyses examining occupational success, findings varied little as a function of sponsorship. Of note, analyses revealed that both temporal measures of participation were positively associated with young adult outcomes as many as 8 years after high school. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive correlates of emotional traits: Perceptions of self and others.

Two studies examined how individuals' perceptions of self and others are associated with different emotional traits. Study 1 (N = 386) used structural equation modeling of questionnaire data to examine the relations between emotional traits (i.e., affect intensity, affect variability, and trait pleasant and unpleasant affect) and self- and other-perceptions (i.e., self-instability, self-esteem, other-instability, and perceived treatment by others). Study 2 (N = 99) used path analyses of data collected using an event sampling method in which online measures of emotional experiences (i.e., intensity, frequency, and variability of pleasant and unpleasant affect) as well as perceptions of self and others (i.e., self-instability, self-esteem, other-instability, perceived treatment by others) were collected. The strongest and most consistent finding was that affect variability was associated with both self- and other-instability. The results linking affect intensity with self- and other-instability were limited to negative intensity. There was also evidence of pleasant affect being associated with both self-esteem and perceived treatment by others, and unpleasant affect being associated with self-esteem and other-instability. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Development and test of a model linking safety-specific transformational leadership and occupational safety.

The authors developed, tested, and replicated a model in which safety-specific transformational leadership predicted occupational injuries in 2 separate studies. Data from 174 restaurant workers (M age=26.75 years, range=15-64) were analyzed using structural equation modeling (LISREL 8; K. G. J?reskog & D. S?rbom, 1993) and provided strong support for a model whereby safety-specific transformational leadership predicted occupational injuries through the effects of perceived safety climate, safety consciousness, and safety-related events. Study 2 replicated and extended this model with data from 164 young workers from diverse jobs (M age=19.54 years, range=14-24). Safety-specific transformational leadership and role overload were related to occupational injuries through the effects of perceived safety climate, safety consciousness, and safety-related events. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Changes in the sensitivity to appetitive and aversive arousal across adulthood.

In 2 cross-sectional studies, the authors examined age-related differences in the evaluation of emotional stimuli in 2 community samples, with participants ranging in age from young to older adulthood (18–81 years old). Pictures of the International Affective Picture System were used in Study 1, and written verbs were used in Study 2. Participants rated these stimuli along the 2 major affective dimensions of hedonic valence and emotional arousal, thus yielding a 2-dimensional affective space for each participant. Young adults showed the expected pattern of 2 distinct clusters of stimuli in this space, representing increasing pleasantness (appetitive activation) and unpleasantness (aversive activation) with increasing emotional arousal. In contrast, for older adults, emotional valence and arousal ratings were linearly related: Low-arousing stimuli were rated as most pleasant, and high-arousing stimuli were rated as most unpleasant. When regressed on age, these changes revealed a gradual decrease of appetitive activation (i.e., the relationship between pleasure and arousal) across adulthood and a linear increase in aversive activation (i.e., the relationship between displeasure and arousal). These results extend previous work on emotional development, adding information as to the role of emotional intensity for affective experience in different age groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)