“Alcohol consumption and workplace absenteeism: The moderating effect of social support”: Correction.

Reports an error in Alcohol consumption and workplace absenteeism: The moderating effect of social support by Samuel B. Bacharach, Peter A. Bamberger and Michal Biron (Journal of Applied Psychology, 2010[Mar], Vol 95[2], 334-348). The R-square estimates for models 4 and 5 of Table 2 on page 343 are incorrectly reported. The correct R-square values are .10 for both of these models (instead of .010). All the other values reported in this table are correct. (The following abstract of the original article appeared in record 2010-04488-009.) Although it is commonly assumed that alcohol consumption has a significant impact on employee absenteeism, the nature of the alcohol–absence relationship remains poorly understood. Proposing that alcohol impairment likely serves as a key mechanism linking drinking and work absence, we posit that this relationship is likely governed less by the amount of alcohol consumed and more by the way it is consumed. Using a prospective study design and a random sample of urban transit workers, we found that the frequency of heavy episodic drinking over the previous month is positively associated with the number of days of absence recorded in the subsequent 12-month period, whereas modal consumption (a metric capturing the typical amount of alcohol consumed in a given period of time) is not. In addition, consistent with both volitional treatments of absenteeism and social exchange theory, perceived coworker support was found to attenuate, and supervisory support to amplify, the link between the frequency of heavy episodic drinking and absenteeism. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature and severity of workplace injuries in construction: engendering operational benchmarking

Abstract

To remain competitive and manage their safety performance, many construction organisations have engaged in benchmarking themselves against lagging indicators provided by a statutory body. Aggregated metrics that are provided by statutory bodies are not useful for the purpose of operational benchmarking, as ‘best practice’ is unable to be identified. Access to safety statistics from leading construction organisations’ projects is seldom made available for the purposes of benchmarking. In addressing this void and to engender a process of operational benchmarking, a homogeneous dataset is used to examine 26,665 workplace injuries that arose during the delivery of 562 projects over a 10-year period by a leading international Australian construction organisation. The nature and the degree of severity of the injuries that arose are statistically analysed. The findings provide invaluable insights into issues contributing to workplace injuries during construction, which can be used as a basis for operational benchmarking and a platform for engaging in continuous improvement.

Practitioner summary: Workplace injuries are a problem in construction. Recognising that safety is a key goal for construction organisations, we analyse the nature of workplace injuries that occurred in 562 projects. Acknowledging the challenges of using lagging indicators, an operational framework for engendering best practice in workplace safety is presented.     

Review of Commitment in the workplace: Theory, research, and application.

Reviews the book, Commitment in the workplace: Theory, research, and application by John P. Meyer and Natalie J. Allen (see record 1997-97593-000). The authors have produced a very well-written and interesting book on the topic of organizational commitment. They bring a conceptual framework to a research area that seems to have been largely atheoretical. Their own theoretically derived and systematic research program spans two decades of research. In this book, Meyer and Allen carefully and methodically introduce their three-component conceptualization of work commitment and review empirical work either emanating from or relevant to their model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Assessment of employees with mental health disabilities for workplace accommodations: Case reports.

Psychologists who work with employers are increasingly being asked to play a role in developing accommodations for workers with mental health disabilities that conform to the provisions of the Americans With Disabilities Act (1992). Using 6 representative cases referred for accommodation evaluation at a federal agency, this article examines the common practical problems that arise when attempting to implement reasonable accommodations in an organizational work setting. It concludes that maintaining good communication among employees, employers, case managers, and outside treatment providers increases the likelihood of a successful outcome. The article also outlines procedures for conducting workplace accommodation evaluations and suggests strategies to consider when providing this type of consultation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How negotiators get to yes: Predicting the constellation of strategies used across cultures to negotiate conflict.

Individualism, hierarchy, polychronicity, and explicit-contracting values explain why managers from Germany, Japan, and the United States use a different mix of strategies to negotiate workplace conflict. Hypotheses extend prior research in showing that conflict behavior is multiply determined and that each culture uses a variety of interests, regulations, and power-based conflict management strategies. Results of actual (rather than survey-based) conflict resolution behavior suggest several fruitful avenues for future research, including examining the inferred meaning of negotiation arguments, analyzing interaction effects of cultural value dimensions, studying the effectiveness of different strategies across cultures, and examining whether strategic adjustments are made during intercultural conflict management. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Exploring the role of individual differences in the prediction of workplace aggression.

This study investigates the relationship between individual differences and the incidence of workplace aggression in a sample of employees from a transportation company and a public school system. Hierarchical multiple regression analysis indicated that measures of trait anger, attribution style, negative affectivity, attitudes toward revenge, self-control, and previous exposure to aggressive cultures accounted for 62% of the variance in the participants' self-reported incidence of workplace aggression. Further research on workplace aggression is advocated, focusing on the role of individual differences and their interactions with organizational and group-level variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of variable lighting intensities and colour temperatures on sulphatoxymelatonin and subjective mood in an experimental office workplace

Workplace illumination is of paramount importance in determining the employee's productivity and well-being. Moreover, light exerts non-visual effects with respect to biological rhythms. In this study, we investigated the impact of different lighting conditions (500-1800 lx, 6500 K; 500 lx, 4000 K) on sulphatoxymelatonin (aMT6-s) and subjective mood in an experimental office accommodation. Urinary aMT6-s concentrations were significantly decreased at all days of the experiment in both lights. On day 3, differences between aMT6-s concentrations in specimen collected at 05:00 p.m. and at 09:00 a.m. were significantly higher under variable lighting conditions. Analyses of a mood rating inventory revealed a benefit of variable light with respect to the dimensions of "Activity", while "Deactivation" and "Fatigue" were increased in regular light on day 1. "Activity", "Concentration", and "Deactivation" changed in opposite directions when comparing variable with regular illumination on two consecutive days. In conclusion, variable light exerts a potential advantage in indoor office accommodations with respect to subjective mood, although no unequivocal differences in the profile of aMT6-s were found as compared to regular light.     

Language exclusion and the consequences of perceived ostracism in the workplace.

The current research examined the impact of workplace ostracism on work-related attitudes and behaviors. Participants read a vignette describing a series of workplace interactions between the participant and two coworkers. During the interactions, participants were included in a group discussion, ostracized by coworkers in English or ostracized in Spanish. Consistent with predictions, ostracized participants reported lower levels of organizational commitment and organizational citizenship behaviors than included participants. Ostracism by language resulted in lower work group commitment and higher levels of symbolic threat compared with included participants and those ostracized in English. Increased prejudice was also reported by participants exposed to language ostracism. Results are discussed in terms of their implications for general attitudinal processes and employee-related work attitudes and behaviors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sense of coherence as a protective mechanism among targets of workplace bullying.

The present study investigated sense of coherence (SOC) as a protective factor among targets of workplace bullying. A hypothesis that strong SOC lessens the relationship between exposure to bullying and symptoms of posttraumatic stress was tested in a cross-sectional sample of 221 self-labeled targets of workplace bullying. The findings showed that SOC offers most protective benefits to targets exposed to low levels of bullying, whereas the benefits of SOC diminish as bullying becomes more severe. The results support previous findings that workplace bullying is a traumatic experience for those exposed to it, regardless of the target's available coping resources. (PsycINFO Database Record (c) 2010 APA, all rights reserved)