Organizational climate systems and psychological climate perceptions: A cross‐level study of climate‐satisfaction relationships

Research has consistently demonstrated that both individual‐level climate perceptions and organizational climate are related to job satisfaction; however, little work has investigated their relative importance in a single study. Using a sample of 1,076 employees from 120 branches of a US‐based bank, the relative importance of individual‐ and unit‐level climate on individual satisfaction was examined. Cross‐level results of hierarchical linear models indicated that individuals' perceptions of the climate accounted for a large percentage of variance in individuals' satisfaction. Further, unit‐level climate systems accounted for a small but significant portion of individual satisfaction above and beyond individuals' perceptions of the climate. These results suggest that the overall climate in a work unit has some influence on individual attitudes, after accounting for individuals' idiosyncratic perceptions of the climate.     

Nurses' behaviors and visual scanning patterns may reduce patient identification errors

Patient identification (ID) errors occurring during the medication administration process can be fatal. The aim of this study is to determine whether differences in nurses' behaviors and visual scanning patterns during the medication administration process influence their capacities to identify patient ID errors. Nurse participants (n = 20) administered medications to 3 patients in a simulated clinical setting, with 1 patient having an embedded ID error. Error-identifying nurses tended to complete more process steps in a similar amount of time than non-error-identifying nurses and tended to scan information across artifacts (e.g., ID band, patient chart, medication label) rather than fixating on several pieces of information on a single artifact before fixating on another artifact. Non-error-indentifying nurses tended to increase their durations of off-topic conversations-a type of process interruption-over the course of the trials; the difference between groups was significant in the trial with the embedded ID error. Error-identifying nurses tended to have their most fixations in a row on the patient's chart, whereas non-error-identifying nurses did not tend to have a single artifact on which they consistently fixated. Finally, error-identifying nurses tended to have predictable eye fixation sequences across artifacts, whereas non-error-identifying nurses tended to have seemingly random eye fixation sequences. This finding has implications for nurse training and the design of tools and technologies that support nurses as they complete the medication administration process.     

Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations

Using the Job Demands-Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety.     

Organizational injury rate underreporting: the moderating effect of organizational safety climate

The goals of this study were (a) to assess the extent to which construction industry workplace injuries and illness are underreported, and (b) to determine whether safety climate predicts the extent of such underreporting. Data from 1,390 employees of 38 companies contracted to work at a large construction site in the northwestern United States were collected to assess the safety climate of the companies. Data from the Occupational Safety and Health Administration (OSHA) logs kept by the contractors allowed for calculation of each company's OSHA recordable injury rate (i.e., the reported injury rate), whereas medical claims data from an Owner-Controlled Insurance Program provided the actual experienced rate of injuries for those same companies. While the annual injury rate reported to OSHA was 3.11 injuries per 100 workers, the rate of eligible injuries that were not reported to OSHA was 10.90 injuries per 100 employees. Further, organizations with a poor safety climate had significantly higher rates of underreporting (81% of eligible injuries unreported) compared with organizations with a positive safety climate (47% of eligible injuries unreported). Implications for organizations and the accuracy of the Bureau of Labor Statistics's national occupational injury and illness surveillance system are discussed. (PsycINFO Database Record (c) 2008 APA, all rights reserved).     

论药物治疗安全：药疗错误的科学定位与安保革新

面对越来越多的最普遍的一种医疗错误—药物治疗错误,以及由此带给患者的身体损害和经济损失,必须对药疗错误进行科学定位和对患者安全保障体系与措施的革新。本文不在于详尽地论述药疗错误和安保的革新,而是通过对药疗错误的科学定位,提出对药疗错误的预防优先和以医者与患者为中心的药疗安全保障,强调重在研究和应用与药疗安全问题相关的健康信息技术和改变认知与处理药。总的认为:关于药疗安全与药疗错误,执行安全措施的障碍和改善药疗管理的当前和可能的机制以及我们应当知道什么和可以怎样做为好。     

The Partners for Life Program: A Couples Approach to Cardiac Risk Reduction

Morbidity and mortality are reliably lower for the married compared with the unmarried across a variety of illnesses. What is less well understood is how a couple uses their relationship for recommended lifestyle changes associated with decreased risk for illness. Partners for Life compared a patient and partner approach to behavior change with a patient only approach on such factors as exercise, nutrition, and medication adherence. Ninety‐three patients and their spouses/partners consented to participate (26% of those eligible) and were randomized into either the individual or couples condition. However, only 80 couples, distributed across conditions, contributed data to the analyses, due to missing data and missing data points. For exercise, there was a significant effect of couples treatment on the increase in activity and a significant effect of couples treatment on the acceleration of treatment over time. In addition, there was an interaction between marital satisfaction and treatment condition such that patients who reported higher levels of marital distress in the individuals condition did not maintain their physical activity gains by the end of treatment, while both distressed and nondistressed patients in the couples treatment exhibited accelerating gains throughout treatment. In terms of medication adherence, patients in the couples treatment exhibited virtually no change in medication adherence over time, while patients in the individuals treatment showed a 9% relative decrease across time. There were no condition or time effects for nutritional outcomes. Finally, there was an interaction between baseline marital satisfaction and treatment condition such that patients in the individuals condition who reported lower levels of initial marital satisfaction showed deterioration in marital satisfaction, while non satisfied patients in the couples treatment showed improvement over time.     

基于管理者安全管理行动的高风险企业安全氛围改善

随着系统可靠性的提高,高风险企业超过三分之二的事故原因涉及人的因素。员工不安全行为是系统失效的触发因素,潜藏的社会情境因素(如安全氛围)是“常驻的病原体”,因此探索并改善影响安全行为的社会情境因素是有效提升组织安全的关键。在众多的情境因素中,安全氛围对安全绩效的积极影响已得到充分的文献支持,但对如何改善安全氛围的探索却有限。本项目围绕管理者对安全的承诺这一安全氛围的核心维度,基于信号理论提出直接安全管理行动是体现管理者安全承诺的重要途径,并在探索主管和经理关键安全管理行动对团队和组织安全氛围影响的基础上开展相应的干预研究。具体而言,在团队层面,探索改善主管关键安全管理行动对团队安全氛围提升的有效性;在组织和团队两个层面,探索改善经理的关键安全管理行动对同时提升组织和团队安全氛围的有效性。研究结果预期可以在安全管理实践中推广应用。     

Beyond individual justice facets: How (Mis)alignment between justice climates affects customer satisfaction through frontline customer extra-role service behavior

ABSTRACT

This study examines the combined effect of organizational justice facets on store-level customer extra-role service behavior, and subsequently on customer satisfaction. Hypotheses were tested on a sample of 1,951 employees in 121 business units from four countries, and on 55,731 customers of an international retailer. The results of polynomial regression and response surface analysis revealed that unit customer service performance and customer satisfaction are higher when justice facets are aligned at high levels, compared to when they are aligned at low levels. Moreover, we found evidence that the consequences of misalignment between justice facets are asymmetrical. Unit outcomes were higher when distributive justice (DJ) and procedural justice (PJ) climates were both higher than the interpersonal justice climate, compared to when the inverse was true. Conversely, unit outcomes increased when informational justice (INF-J) climate was higher than DJ and PJ climates, compared to when DJ and PJ climates were higher than INF-J climates. The observed effects of misalignment between justice facets were non-linear, as complex curvilinear relationships were moderator-dependent. Customer satisfaction was higher in stores with higher team customer service behavior, and team service behavior was found to be a significant conduit by which justice facets (mis)alignment influence customer satisfaction.     

THE PRECURSORS AND PRODUCTS OF JUSTICE CLIMATES: GROUP LEADER ANTECEDENTS AND EMPLOYEE ATTITUDINAL CONSEQUENCES

Drawing on the organizational justice, organizational climate, leadership and personality, and social comparison theory literatures, we develop hypotheses about the effects of leader personality on the development of 3 types of justice climates (e.g., procedural, interpersonal, and informational) and the moderating effects of these climates on individual-level justice–attitude relationships. Largely consistent with the theoretically derived hypotheses, the results showed that leader (a) Agreeableness was positively related to procedural, interpersonal, and informational justice climates; (b) Conscientiousness was positively related to a procedural justice climate; and (c) Neuroticism was negatively related to all 3 types of justice climates. Further, consistent with social comparison theory, multilevel data analyses revealed that the relationship between individual justice perceptions and job attitudes (e.g., job satisfaction, commitment) was moderated by justice climate such that the relationships were stronger when justice climate was high.     

Supervisory interpretation of safety climate versus employee safety climate perception: Association with safety behavior and outcomes for lone workers

Research has shown that safety climate predicts safety behavior and safety outcomes in a variety of settings. Prior studies have focused on traditional work environments in which employees and supervisors work in the same location and the mechanisms through which safety climate affects behavior are largely understood. However, the nascent research examining safety climate among lone workers suggests that safety climate may have some uniqueness in this context. Based on leadership theories and utilizing an exploratory approach, this study increases our understanding of the lone worker context by examining employee perception of safety climate and supervisory interpretation of safety climate; how similar or different they are, and how they are related to important safety outcomes. Surveys were administered to a matched sample of 1831 truck drivers and their 219 supervisors at four different trucking companies. Objective data on employee injuries were collected six months after survey administration. The results provided support for the measurement equivalence of the Trucking Safety Climate Scale at the organization level for both employee and supervisor respondents. For both organization- and group-level safety climate, employee perceptions of safety climate and supervisory interpretation of safety climate were significantly different, such that supervisors provided higher ratings for both safety climate sub-scales. Further, only employee safety climate perceptions significantly predicted self-reported safety behavior (directly) and objective injury outcomes (indirectly). This suggests that when trying to gauge and improve upon a trucking company’s safety climate, we should rely on employee perspectives, rather than supervisory interpretation, of safety climate.     

An integrative model of safety climate: Linking psychological climate and work attitudes to individual safety outcomes using meta‐analysis

Meta‐analytic path analysis was utilised to test an integrative model linking perceived safety climate to hypothesized organisational antecedents and individual outcomes. Psychological climate, especially the perception of organisational attributes, was found to be significantly associated with safety climate (both constructs measured at the individual level). A partial mediation model was supported. Within this model, the relationship between safety climate and safety behaviour was partially mediated by work‐related attitudes (organisational commitment and job satisfaction), and the relationship between safety climate and occupational accidents was partially mediated by both safety behaviour and general health. Safety climate acted as a partial mediator in the relationship between psychological climate and safety behaviour, with direct effects from climate perceptions relating to the leader and organisational processes. Avenues for further research and practical implications are discussed.     

Development and test of a model linking safety-specific transformational leadership and occupational safety

The authors developed, tested, and replicated a model in which safety-specific transformational leadership predicted occupational injuries in 2 separate studies. Data from 174 restaurant workers (M age = 26.75 years, range = 15-64) were analyzed using structural equation modeling (LISREL 8; K. G. J?reskog & D. S?rbom, 1993) and provided strong support for a model whereby safety-specific transformational leadership predicted occupational injuries through the effects of perceived safety climate, safety consciousness, and safety-related events. Study 2 replicated and extended this model with data from 164 young workers from diverse jobs (M age = 19.54 years, range = 14-24). Safety-specific transformational leadership and role overload were related to occupational injuries through the effects of perceived safety climate, safety consciousness, and safety-related events.     

Relationship of seat belt use to health and driver behaviors

Seat belts are effective safety devices for protecting car occupants from injuries and fatalities in road vehicle accidents. Seat belt use has been reported to be related to some health and driving-related behaviors. The aim of the present study was to investigate to what degree seat belt use can be seen as health behavior or driver behavior. Participants were 252 licensed Turkish drivers (180 males, 72 females) with the mean age of 30.8 (SD = 12.15). A questionnaire including questions related to health-related behaviors, driver behaviors and seat belt use was used. Results of factor analysis showed that seat belt use in front seat grouped with driver behaviors (e.g., driving errors and violations) but not with health-related behaviors (e.g., healthy diet and sports participation). Regression analyses showed that seat belt use in back seat; and, regular walking and adequate sleep were positively related to seat belt use in front seat, whereas being male, driving errors and smoking frequency were negatively related to seat belt use in front seat. The present findings suggest that seat belt use can be considered in the context of driver behaviors such as driving errors and violations.     

A comprehensive institutional treatment program for aggressive- disruptive high functioning mentally retarded persons

A unit wide behavioral programming system for high functioning mentally retarded clients who displayed maladaptive behavioral excesses was developed and implemented on a coeducational institutional living unit for 7 months. Significant clinical reductions were achieved in client injuries, broken windows, emergency restraint usage, the percent of clients receiving psychotropic medications and medication dosages. These reductions continued during the program's maintenance phase. A number of factors are discussed that appear to have contributed to the program's success.     

A MULTILEVEL INTEGRATION OF PERSONALITY, CLIMATE, SELF-REGULATION, AND PERFORMANCE

The purpose of this multilevel study was to test whether regulatory focus mechanisms (promotion focus and prevention focus; Higgins, 1997 , American Psychologist, 52, 1280–1300; Higgins, 2000 , American Psychologist, 55 , 1217–1230) can help explain how group safety climate and individual differences in Conscientiousness relate to individual productivity and safety performance. Results, based on a sample of 254 employees from 50 work groups, showed that safety climate and conscientiousness predicted promotion and prevention regulatory focus, which in turn mediated the relationships of safety climate and Conscientiousness with supervisor ratings of productivity and safety performance. Implications for theory and research on climate, motivation, and performance and avenues for future research are discussed.     

Morale and Job Satisfaction Among Nurses: What Can Hospitals Do?

In an attempt to account for morale and job satisfaction among 314 nurses, this study investigated the influence of work-related and interpersonal variables. Morale on the unit was directly related to supervisor support, co-worker relationships, and work recognition. Personal morale was accounted for by recognition, physical environment, the job itself, and pay. Job satisfaction was predicted by personal morale, work commitment, job clarity, work pressure, and innovation. Suggestions for improving nurse morale and job satisfaction are made.     

A group-level model of safety climate: testing the effect of group climate on microaccidents in manufacturing jobs

This article presents and tests a group-level model of safety climate to supplement the available organization-level model. Climate perceptions in this case are related to supervisory safety practices rather than to company policies and procedures. The study included 53 work groups in a single manufacturing company. Safety climate perceptions, measured with a newly developed scale, revealed both within-group homogeneity and between-groups variation. Predictive validity was measured with a new outcome measure, microaccidents, that refers to behavior-dependent on-the-job minor injuries requiring medical attention. Climate perceptions significantly predicted microaccident records during the 5-month recording period that followed climate measurement, when the effects of group- and individual-level risk factors were controlled. The study establishes an empirical link between safety climate perceptions and objective injury data.     

Role Definition as a Moderator of the Relationship Between Safety Climate and Organizational Citizenship Behavior Among Hospital Nurses

Purpose

This field study investigated the moderating influence of role definitions on the association between safety climate and employees’ organizational citizenship behavior (OCB).

Design/Methodology

Data were obtained from 94 hospital nurse dyads. Focal nurses and their peers completed paper surveys. All predictor measures were self-reported; whereas the OCB ratings were provided by nurses’ peers.

Findings

Nurses’ perceptions of job requirements regarding OCB (i.e., OCB-specific role definitions) moderated the relationship between psychological safety climate and peer-rated OCB. The correlation between psychological safety climate and OCB was significant when nurses’ role definitions were narrow but non-existent when role definitions were broad.

Implications

This study links managerial commitment to safety to nurses’ pro-social behavior and identifies an important boundary condition.

Originality-Value

The link between safety climate and safety compliance has been firmly established. We investigated a less well-researched association between safety and OCB and proposed a theoretical foundation for this positive association.     

PERCEIVED INGROUP AND OUTGROUP PREFERENCE: A LONGITUDINAL CAUSAL INVESTIGATION

Although there has been substantial research on perceptions of preference in hiring, there is considerably less focus on perceptions of preference in organizational activities more generally. Researchers seldom assess perceptions of preference for both historically high- and low-status groups and for both one's own group and others. Using a three-wave longitudinal survey of 1,094 employees, the causal direction between perceived preference and satisfaction with management, moderators of that relationship, and whether responses to perceived preference differed by group were examined. On average, groups perceived more outgroup than ingroup preference. The satisfaction to perceived preference causal direction was significantly stronger than the reverse for outgroup preference, suggesting that increased satisfaction with management leads to decreased future perceptions of outgroup preference more so than vice versa. The relationship between satisfaction with management and perceived outgroup preference was moderated by perceived organizational tolerance of discrimination, suggesting that positive diversity climate can alleviate the negative effects of dissatisfaction with management on perceived outgroup preference.     

CRITICAL CLIMATE: RELATIONS AMONG SEXUAL HARASSMENT, CLIMATE, AND OUTCOMES FOR HIGH SCHOOL GIRLS AND BOYS

This study examined the relationships among peer-to-peer sexual harassment, school climate, adult-to-student harassment, and outcomes (psychological and physical well-being; school withdrawal and safety) for high school girls ( n = 310) and boys ( n = 259) recruited from seven public high schools in a Midwestern state. More frequent, severe peer harassment was associated with being female; holding climate perceptions that one's school is tolerant of the harassment of girls; and experiencing more frequent, severe harassment by school personnel. The correlates associated with outcomes varied by outcome, with climate exerting a consistent influence on boys' outcomes. Girls' outcomes were associated with climate, harassment, or both. Findings suggest that more frequent, severe experiences of sexual harassment in the schools are associated with direct, negative effects on girls and indirect, negative effects on boys and girls through a school climate that tolerates the harassment of girls.