Perceived organizational support for safety and employee safety voice: The mediating role of coworker support for safety.

In the present study, we modeled 2 sources of safety support (perceived organizational support for safety and perceived coworker support for safety) as predictors of employee safety voice, that is, speaking out in an attempt to change unsafe working conditions. Drawing on social exchange and social impact theories, we hypothesized and tested a mediated model predicting employee safety voice using a cross-sectional survey of urban bus drivers (n = 213) in the United Kingdom. Hierarchical regression analysis showed that perceived coworker support for safety fully mediated the relationship between perceived organizational support for safety and employee safety voice. This study adds to the employee voice literature by evaluating the important role that coworkers can play in encouraging others to speak out about safety issues. Implications for research and practice related to change-oriented safety communication are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Modeling the antecedents of proactive behavior at work.

Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was important, albeit through different processes. Proactive personality was significantly associated with proactive work behavior via role breadth self-efficacy and flexible role orientation, job autonomy was also linked to proactive behavior via these processes, as well as directly; and coworker trust was associated with proactive behavior via flexible role orientation. In further support of the model, the cognitive-motivational processes for proactive work behavior differed from those for the more passive outcome of generalized compliance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Socialization Tactics, Employee Proactivity, and Person-Organization Fit.

This study examined the linkage between organizational socialization tactics and person-organization (P-O) fit and examined the moderating influence of employees' proactivity behaviors. Results from a sample of 279 employee-supervisor pairs from 7 organizations in South Korea revealed a positive relationship between institutionalized socialization tactics and P-O fit perceptions. However, the association between firms' socialization tactics and P-O fit was facilitated or negated by several proactive behaviors that employees used to gain control over their environment. For example, employees' positive framing harmonized with institutional tactics to create higher P-O fit, whereas employees who proactively developed strong relationships with their supervisors essentially replaced institutionalized socialization tactics. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader vision and the development of adaptive and proactive performance: A longitudinal study.

In this study, the authors investigated how leader vision influences the change-oriented behaviors of adaptivity and proactivity in the workplace. The authors proposed that leader vision would lead to an increase in adaptivity for employees who were high in openness to work role change. In contrast, they proposed leader vision would be associated with an increase in proactivity when employees were high in role breadth self-efficacy. These propositions were supported in a longitudinal survey of 102 employees who provided self-report data about their leader and their work behaviors. The findings provide insight into the interaction between leaders and followers in responding to a change imperative. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

游目与观想：城市公共空间复合意象构建

当代社会生产关系的发展决定了城市公共空间的既 有模式，造成了人地关系的异化。“游目与观想”以更积极的 方式，重新构建人与环境更丰富的联结，形成综合认知。通过 辨析“游观”的审美文化意涵，从艺术感知的角度，梳理“复 合意象”的生成机制：“具身性感知”“全局性认知”“延伸 性觉知”；与之对应，结合景观实践的具体语境，构建“感知认知-觉知”3个层级的认知体系：关注身体经验、拓展认知 维度、构建身心契合。从以人为本的视角，紧扣人地关系的议 题，为当代景观设计介入城市公共空间营造提供了新思路。     

一种基于缴费积极性的电力客户信用评估模型

对客户进行电信用评估是电力公司实现营销精益化管理的重要任务,现有相关方法较多地依赖经验规则确定评估模型,研究提出了基于电力客户缴费积极性的信用值定量化评估新模型。首先提出以加权正则化付费周期值衡量客户缴费积极性,随后基于理论分析及客户真实缴费数据推断获得评估模型,不依赖主观经验地实现了电力客户缴费信用值的连续量化评估。理论及实验分析表明,新方法具备较好的理论依据及真实数据分析结果的支撑,能够合理有效地量化反映客户的电力消费信用。     

The dynamics of innovation efforts in the early career

Although innovation is highly valued in organizations, early-career professionals face a paradox of bringing in novel ideas, yet having varied latitude and support to see these new ideas through. Building on 35 critical-incident-based interviews with early-career engineers in the United States, this study illuminates the socially situated dynamics of their innovation efforts, examining the process of such promotive proactive behaviour. We find that all participants reported some engagement in creating, championing and implementing new ideas, typically in the form of self-initiated improvements to the tools and processes participants used in their jobs. Encouragement from direct supervisors, supportive organizational cultures and practices, job scope, time afforded and one's perceived status were key considerations in determining whether to take such initiative. Carrying out innovative work behaviours, in turn, was largely dependent on continued employee initiative and ad hoc, informal cooperation, with individual effort punctuated by influential interactions with others that often determined the perceived valence of efforts. The study adds to understanding the social interactions and perceptions of voice required for innovative work behaviour, revealing when and to whom these prerequisites are afforded. Implications for organizations' innovation capacity and new hires' participation in innovation are discussed.