Model-based process monitoring using robust generalized linear models

Model-based process-monitoring procedures are extremely useful in situations where an output variable of interest is impacted by one or more inputs to the process, and where there are multistage processes with multiple inputs and outputs. To build the model relating input and output variables, the procedure uses historical data, which often contain outliers. To accommodate the presence of these outliers, a robust fitting scheme is introduced for the Generalized Linear Model in process monitoring. Robust deviance residuals are defined and used as the basis of the monitoring procedure. An example and a simulation study for a gamma-distributed response are included. The average run length performance reveals that the procedure is effective for detecting small process shifts when outliers are present.     

Introduction.

This article introduces the special section on sexual harassment at work. It discusses the importance of sexual harassment as a continuing, chronic occupational health psychology problem to which the public health and preventive medicine notions of prevention may be applied. The article discusses the dilemmas in conducting and reviewing research on harassment, briefly examining some alternative methods of inquiry. The three articles in this section are introduced and the contrasting legal views of the problems in Europe and the United States are addressed. The preventive management of sexual harassment is suggested. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relations between neighborhood factors, parenting behaviors, peer deviance, and delinquency among serious juvenile offenders.

The present study examined relations among neighborhood structural and social characteristics, parenting practices, peer group affiliations, and delinquency among a group of serious adolescent offenders. The sample of 14-18-year-old boys (N = 488) was composed primarily of economically disadvantaged, ethnic-minority youth living in urban communities. The results indicate that weak neighborhood social organization is indirectly related to delinquency through its associations with parenting behavior and peer deviance and that a focus on just 1 of these microsystems can lead to oversimplified models of risk for juvenile offending. The authors also find that community social ties may confer both pro- and antisocial influences to youth, and they advocate for a broad conceptualization of neighborhood social processes as these relate to developmental risk for youth living in disadvantaged communities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of New Space for Women.

Reviews the book, New Space for Women edited by Gerada R. Wekerle, Rebecca Peterson, and David Morley (1981). New Space for Women is the author's depiction of the need to formally establish a multidisciplinary field of women and the environment. The book is a collection of 17 original review articles selected from diverse areas, including urban design and planning, social services and academic research, organized under this common theme. The papers are grouped into four general themes: the domestic workplace, effects of urban design on women, women as environmental decision makers, and women as environmental activitist. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive ability predicts objectively measured counterproductive work behaviors.

Over the past 2 decades, increasing attention has been directed at the relationship between individual differences and counterproductive work behaviors (CWB). However, most of this research has focused on personality variables as potential predictors of CWB; surprisingly little research has investigated the link between counterproductivity and cognitive ability. This study presents the first focal investigation of the cognitive ability-CWB relationship. The authors measured organizational and interpersonal CWB using organizational records of formally recorded incidents (e.g., destruction of property, physical violence). In a predictive study, for a large sample of law enforcement job applicants, a standardized psychometric test of cognitive ability predicted CWB, whereas educational attainment did not. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Promoting Forgiveness Among Co-Workers Following a Workplace Transgression: The Effects of Social Motivation Training.

Forgiveness is one construct that is beginning to demonstrate promise as a health and relationship promoter within the workplace. The primary aim of this research was to examine the effects of one psychological intervention (social motivational training) that was developed to promote forgiveness among co-workers. In the first of two studies, workers were randomly assigned to one of two intervention conditions (i.e., job satisfaction training, social motivational training). Participants read a vignette in which they were to imagine themselves as victims of a co-worker transgression. Judgments of responsibility and co-worker forgiveness were then measured at two intervals: before and after training. In Study 2, workers recounted an actual critical incident involving a co-worker transgression, completed a pretraining questionnaire measuring judgments of responsibility, self-image, and forgiveness, received either a one-on-one job satisfaction training or social motivational training session, and completed a post-training questionnaire. Results from both studies indicated that social motivational training enhanced participants' forgiveness of a hypothetical and actual co-worker. In addition, Study 2 showed an increase in workers' self-image following social motivational training, suggesting affirmation of the self as a possible mechanism for the effects of social motivational training on forgiveness. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A threat-appraisal perspective on employees' fears about antisocial workplace behavior.

This article uses a threat-appraisal model to examine the antecedents and consequences of antisocial behavior in an urban public school system. Teachers (compared with nonteachers) and middle and high school employees (compared with elementary school employees) reported higher levels of exposure to and fears about antisocial behavior. A path analysis demonstrated that threat appraisals partially mediate the relationship between antisocial behavior and job satisfaction and indirectly affect turnover intentions. These effects were consistent across high- and low-contact job types and across elementary, middle, and high school employees. The authors used the threat-appraisal model to describe the consequences of different interventions and found empirical evidence for employee voice and security measures as intervening variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Commitment to organizational change: Extension of a three-component model.

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. I Allen, 1991; J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Meritocracy and opposition to affirmative action: Making concessions in the face of discrimination.

Typically, people who strongly endorse the merit principle and believe that outcomes should be given to those most deserving oppose affirmative action (AA) programs that violate this principle. However, how do they respond to AA when faced with a great deal of workplace discrimination? The authors hypothesized that people who care strongly about merit should be motivated to combat discrimination because it biases the assessment of merit. Consequently, these individuals should make concessions for AA. The authors found support for their hypothesis when investigating (a) participants' preexisting perceptions of workplace discrimination and (b) experimentally induced perceptions of discrimination. They discuss the implications of these results for the psychology of meritocracy and for resistance to AA. (PsycINFO Database Record (c) 2010 APA, all rights reserved)