The Use of Knowledge From Outside I/O Psychology by I/O Psychologists: A Critique.

The aim of the present paper was to comment on three different I/O initiatives involving the transfer of knowledge from outside I/O psychology into the workplace. Overall, it is concluded that the authors have been quite successful at demonstrating that knowledge of theory and research in other fields have enabled them to make some original contributions of their own to I/O psychology. However, it is noted that they draw techniques and constructs from different sources regardless of their conceptual bases, and without the support of a functional analysis of the factors affecting the situation they wish to address. To avoid being left with unenlightened technical eclecticism, it is suggested to them to ground their ideas in a comprehensive and unified theory of human functioning, to ascertain their assumptions about the factors governing human functioning in a work situation through a functional analysis of these factors, and to consider the whole body of knowledge on one issue before choosing a technique to intervene. They are also encouraged to work closely with psychologists in other subdisciplines so as to choose more wisely what knowledge to apply from what field to deal with a given issue in the workplace. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Workplace absenteeism and alcohol use: A sequential analysis.

This investigation examined the day-to-day relationship between alcohol use and workplace absenteeism among a sample of participants (N = 280) employed in 1 of 3 large companies located in the northeastern U.S. With a semistructured interview, information was collected from employees about specific days of drinking during a 1-month period and marked on a calendar. Data about employees' absences during the same target time period were collected from the companies' human resource departments and were also marked on a calendar. A significant relationship was found between alcohol use and workplace absences; workers were, roughly 2 times more likely to be absent from work the day after alcohol was consumed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal workplace stressors and well-being: A multi-wave study of employees with and without arthritis.

The within-person influence of interpersonal stressors on affective well-being and physical well-being was investigated for 109 women with and without arthritis. Participants were interviewed on a weekly basis for 12 consecutive weeks, and the prospective data were analyzed by using hierarchical linear modeling. Overall, interpersonal workplace stressors independently predicted both well-being outcomes. Interpersonal stressors outside the workplace were related to negative affect but not to arthritis symptoms. Compared with healthy controls, arthritis patients' ratings of negative affect were equally reactive to workplace stressors. Neuroticism did not moderate stressor reactivity for either dependent variable but did predict mean levels of negative affect. The data support the hypothesis that the psychosocial environment of the workplace contributes unique effects on well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What all applied psychologists should know about work.

Because of the increasing complexity of work in people's lives and the rapid ways in which work is changing, it is likely that all applied psychologists will need greater content knowledge about work to assist clients with issues related to work choice, entry, and adjustment. This article identifies 5 knowledge domains about work that include important information for applied psychologists. These domains are as follows: (a) economics and politics, (b) work structures, (c) globalization, (d) social factors, and (e) technology. These 5 domains are outlined, as are anticipated future trends in work. The implications of these issues for applied psychologists are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational citizenship behavior and workplace deviance: The role of affect and cognitions.

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The influence of personality on user satisfaction: multi-tenant offices

Many different multi-tenant offices have arisen over the last decades, as building owners address the changing nature of the workplace – a need for users to share facilities. However, the existing literature on multi-tenant buildings from the point of view of user satisfaction is scarce, limiting input for user-centred design. This study analyses the influence of personality on user satisfaction with multi-tenant office characteristics. Data were collected through a questionnaire distributed among users of 17 different multi-tenant offices (business centres, incubators serviced offices and co-working places), which yielded 190 respondents. To determine the effects of personal characteristics, a multiple regression model was performed per office variable category. Results showed that users who are more extraverted, open to new experiences and more agreeable were overall more satisfied with the multi-tenant office characteristics. However, the effects of demographics and work-related characteristics were much larger. Men, older users and users working in an open and flexible work environment were overall more satisfied with the office characteristics. Owners, developers and managers can use these results for developing user-centred designs, optimizing the level of satisfaction in their offices.     

工作场所空气中三种烷氧基乙醇化合物的同时测定法

建立了工作场所空气中2-甲氧基乙醇(EM)、2-乙氧基乙醇(EE)、2-丁氧基乙醇(EB)的溶剂解吸气相色谱同时测定法。采用活性炭管采集,溶剂解吸,毛细管色谱柱分离的气相色谱(FID)测定方法。EM、EE、EB在本方法规定的浓度范围内线性关系良好,相关系数均大于0.999,检出限均为0.50 mg/L,最低检出浓度均为0.67 mg/m3(以采集3.0 L空气计)。相对标准偏差(RSD)为0.4%～1.8%(n=6),平均解吸效率为97.3%～101.1%,样品在室温下至少可保存7天。该方法灵敏度高,精密度好,操作简单,适用于工作场所空气中EM、EE、EB的同时测定。     

State of Practice of Construction Site Safety in the USA

The construction industry has long been plagued with a high number of fatalities in the USA. Much safety improvements have been made after the USA Congress passed the Occupational Safety and Health Act in 1970. However, this industry still suffers from a disproportionately high rate of work-related fatalities in comparison to other industries. To provide a holistic view of current construction safety practices and corresponding performance, this paper reviews statistics of construction fatalities and their causes. It then presents efforts led to prevent work-related accidents and injuries by the federal safety agencies and the industry. Additionally, advantages and limitations of current practices in terms of construction safety have been discussed along with promotion of aspects in construction work environment.     

"Comparing perceived injustices from supervisors and romantic partners as predictors of aggression": Correction to Dupré et al. (2010).

Reports an error in "Comparing perceived injustices from supervisors and romantic partners as predictors of aggression" by Kathryne E. Dupré, Nick Turner, Julian Barling and Chris B. Stride (Journal of Occupational Health Psychology, np). Advance online publication. doi: 10.1037/ a0020520), the order of authorship was listed incorrectly. The correct order of authorship follows: Kathryne E. Dupré, Julian Barling, Nick Turner, and Chris B. Stride All versions of this article have been corrected. (The following abstract of the original article appeared in record 2010-19351-001.) To examine the predictive effects of perceived injustice in two different interpersonal relationships (i.e., working relationship with a supervisor, romantic relationship with a partner) on aggression enacted in those relationships, we computed a series of multilevel regressions on 62 heterosexual couples with all 124 partners employed part-time and working for different supervisors. Higher levels of perceived supervisor injustice predicted higher supervisor-directed aggression, whereas higher levels of perceived partner injustice predicted lower supervisor-directed aggression. An interaction between perceived partner injustice and anger predicted higher levels of partner-directed aggression. Implications and recommendations for future research on the relationship specificity of perceived injustice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attachment theory, childhood mistreatment, and religiosity.

Guided by attachment theory, the authors explore the relationship of verbal, physical, and sexual mistreatment to attachment to God, as well as to concepts of God. Each form of mistreatment was related adversely to the religiosity measures. Attachment to parents mediated the relationship between two maltreatment variables (verbal and physical mistreatment) and attachment to God, as well as the concept of God as loving and as distant. However, attachment to parents did not mediate the relationship between attachment to God and the sexual abuse variable. Sexual abuse was strongly related to difficulties with attachment to God and one's concept of God. The findings add support to the notion, even when childhood mistreatment is taken into account, that a secure attachment to parents provides the necessary context for socialization into religion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)