Darren Wishart, Bevan Rowland and Klaire Somoray
Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have…
Abstract
Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have passed legislation and adopted policy and procedures to improve the safety of workers. However, particularly within the work driving setting, complying with legislation and the minimum safety standards and procedures is not sufficient to improve work driving safety. This chapter outlines the manner in which safety citizenship behavior can offer further improvement to work-related driving safety by acting as a complementary paradigm to improve risk management and current models and applications of safety culture.
Research on concepts associated with risk management and theoretical frameworks associated with safety culture and safety citizenship behavior are reviewed, along with their practical application within the work driving safety setting. A model incorporating safety citizenship behavior as a complementary paradigm to safety culture is proposed. It is suggested that this model provides a theoretical framework to inform future research directions aimed at improving safety within the work driving setting.
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Elizabeth Sullivan, Paul Hassal and Darren Rowlands
This paper describes how a group of prisoners at HMP Grendon Therapeutic Community undertook to survey staff and prisoners about unmet needs relating to abstinence from substance…
Abstract
This paper describes how a group of prisoners at HMP Grendon Therapeutic Community undertook to survey staff and prisoners about unmet needs relating to abstinence from substance misuse. Participatory action research (PAR) principles helped to focus the energy and enthusiasm of the group, who sought to test their hypothesis that therapy could not meet the needs of everyone in relation to relapse prevention. With help, the group developed and analysed a survey, wrote or contributed to interim and final reports, evaluated the Relapse Prevention Taster Course that was commissioned as a result and contributed to this paper. The group processes are described, and two of the members describe what they got from participating.
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Stephanie A. Peak, Emily J. Hanson, Fade R. Eadeh and Alan J. Lambert
In a diverse society, empathy would intuitively seem to represent a powerful force for social good. In particular, we expect empathic people to tolerate (rather than reject…
Abstract
In a diverse society, empathy would intuitively seem to represent a powerful force for social good. In particular, we expect empathic people to tolerate (rather than reject) attitudes that might be different from their own, and to resolve and/or avoid (rather than escalate) potential disagreements with others. Some research supports this benign view of empathy, but somewhat surprisingly, there is a “dark” side to empathy, one that can sometimes exacerbate attitudinal conflict. That is, empathy can often be parochial, in the sense that people are inclined to reserve their compassion for others only when they are deemed to be worthy of such support. In this chapter we review classic and contemporary research on the light and dark side of empathy, and consider its implications for the kinds of dynamics that could potentially emerge when people encounter people and ideas that are different from their own.
Simon Moss, S. Ram Vemuri, Darren Hedley and Mirko Uljarevic
The purpose of this paper is to explore the possibility that several workplace initiatives could stem the biases of recruiters against people who disclose or demonstrate diagnosed…
Abstract
Purpose
The purpose of this paper is to explore the possibility that several workplace initiatives could stem the biases of recruiters against people who disclose or demonstrate diagnosed mental disorders. Specifically, in many nations, the level of unemployment in people who experience mental disorders is rife. Arguably, employers exhibit various biases that disadvantage people who disclose or demonstrate mental disorders; for example, recruiters tend to orient attention to the limitations, instead of the strengths, of job candidates. Because of these various biases, employers may reject applicants who acknowledge or manifest a mental disorder, even if these candidates would have been suitable.
Design/methodology/approach
To substantiate these premises, the authors analyzed established taxonomies of cognitive biases to identify which of these biases are likely to deter the employment of people with mental disorders. In addition, the authors applied several theories, such as the future self-continuity hypothesis, to uncover a variety of initiatives that could redress these biases in the future.
Findings
The authors uncovered five constellations of biases in recruiters that could disadvantage individuals who disclose or demonstrate mental disorders. Fortunately, consistent with the meaning maintenance model and cognate theories, when the vision and strategy of organizations is stable and enduring, these biases diminish, and people who report mental disorders are more likely to be employed.
Originality/value
This paper shows that initiatives that promote equality and stability in organizations could diminish stigma against individuals who experience mental disorders.
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Human performance, particularly that of the warfighter, has been the subject of a large amount of research during the past few decades. For example, in the Medline database of…
Abstract
Human performance, particularly that of the warfighter, has been the subject of a large amount of research during the past few decades. For example, in the Medline database of medical and psychological research, 1,061 papers had been published on the topic of “military performance” as of October 2003. Because warfighters are often pushed to physiological and mental extremes, a study of their performance provides a unique glimpse of the interplay of a wide variety of intrinsic and extrinsic factors on the functioning of the human brain and body. Unfortunately, it has proven very difficult to build performance models that can adequately incorporate the myriad of physiological, medical, social, and cognitive factors that influence behavior in extreme conditions. The chief purpose of this chapter is to provide a neurobiological (neurochemical) framework for building and integrating warfighter performance models in the physiological, medical, social, and cognitive areas. This framework should be relevant to all other professionals who routinely operate in extreme environments. The secondary purpose of this chapter is to recommend various performance metrics that can be linked to specific neurochemical states and can accordingly strengthen and extend the scope of the neurochemical model.
The more recent history of the National Health Service, especially the Hospital Service, has been in the nature of a lumbering from one crisis to another. From the moment of its…
Abstract
The more recent history of the National Health Service, especially the Hospital Service, has been in the nature of a lumbering from one crisis to another. From the moment of its inception it has proved far more costly than estimated and over‐administered, but in the early years, it had great promise and was efficient at ward level, which continued until more recent times. As costs increased and administration grew and grew, much of it serving no useful purpose, there appeared to be a need for reorganisation. In 1974, a three‐tier structure was introduced by the establishment of new area health authorities, the primary object of which was to facilitate — and cheapen — decision making; to give the district bodies and personnel easier access to “management”. It coincided with reorganisation of Local Government, which included the transfer of all the personal health services and abolition of the office of medical officer of health. At the time and in looking back, there was very little need for this and reviewing the progress and advances made in local government, medical officers of health who had advocated the transfer, mainly for reasons of their own status, would have achieved this and more by remainining in the local government service; the majority of health visitors appear to have reached the same conclusion. They constitute a profession within themselves and in truth do not have all that much in common with day‐to‐day nursing. The basic training and nursing qualification is most essential, however. It has been said that a person is only as good a health visitor as she is a nurse.
Shawn M. Carraher, Darren E. Hart and Charles E. Carraher
The dimensionality of a multi‐dimensional questionnaire – the Attitudes Towards Benefits Scale (ATBS) – was examined using a principal components analysis with an orthogonal…
Abstract
The dimensionality of a multi‐dimensional questionnaire – the Attitudes Towards Benefits Scale (ATBS) – was examined using a principal components analysis with an orthogonal rotation and multiple‐group confirmatory factor analysis for a sample of 851 employees of entrepreneurial organizations in the USA. As previously found by Hart and Carraher, it is found that the questionnaire contains three separate dimensions of attitudes towards benefits.
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Gerald R. Ferris, Michael G. Bowen, Darren C. Treadway, Wayne A. Hochwarter, Angela T. Hall and Pamela L. Perrewé
Theory and method are inherently intertwined in the creation and maintenance of most areas of scientific inquiry. The organizational sciences, in general, and the occupational…
Abstract
Theory and method are inherently intertwined in the creation and maintenance of most areas of scientific inquiry. The organizational sciences, in general, and the occupational stress area, in particular, are no exceptions. In this paper, we argue that an implicit supposition of linear independent–dependent variable forms has driven both theory and method, and as such, presents a characterization of organizational science and stress scholarship that is incomplete at best. We also review stress literature that has acknowledged the potential for nonlinear stressor–strain associations and offer empirical examples of both restricted and non-restricted nonlinearity. We conclude by offering prescriptions for scholars conducting research that extends beyond the examination of linear forms exclusively.
Gerald R. Ferris, Wayne A. Hochwarter, Ceasar Douglas, Fred R. Blass, Robert W. Kolodinsky and Darren C. Treadway
Social influence processes in organizations involve the demonstration of particular behavioral tactics and strategies by individuals to influence behavioral outcomes controlled by…
Abstract
Social influence processes in organizations involve the demonstration of particular behavioral tactics and strategies by individuals to influence behavioral outcomes controlled by others in ways that maximize influencer positive outcomes and minimize negative outcomes. Such processes necessarily draw from research in topic areas labeled impression management, self-presentation, interpersonal influence, and organizational politics. However, few efforts have been made to integrate this work for purposes of assessing our current knowledge base, and identifying gaps and thus areas in need of further investigation. The present paper provides a critical analysis and review of theory and research on social influence processes in the workplace, with particular emphasis on human resources systems, organized according to the What, the Where, the Who, and the How of influence. In the process, we identify neglected areas, including theory-building challenges, as well as key issues in need of empirical investigation.