Rewarding safety belt usage at an industrial setting: Tests of treatment generality and response maintenance

An incentive program to motivate seat belt use was implemented at a large munitions plant. Seat belt usage was assessed daily at an entrance/exit gate of the industrial complex when employees arrived for work in the morning and departed in the afternoon. During treatment incentive fliers, which prompted seat belt usage and gave belt wearers opportunities to win prizes, were distributed only in the afternoon. Seat belt wearing increased from baseline means of 20.4% and 17.3% during the morning and afternoon, respectively, to averages of 55.5% during afternoon departures and 31.1% during morning arrivals. During follow-up, mean belt use dropped almost to baseline levels. Categorizing vehicles according to driver sex and license plate number enabled a study of belt wearing practices of individuals, and revealed that the incentive program influenced some drivers to wear their seat belts during morning arrival when incentives were not distributed (i.e., treatment generalization) and during a follow-up period after the incentives were withdrawn (i.e., response maintenance).     

BEHAVIOR ANALYSIS IN CONSUMER AFFAIRS: ENCOURAGING DENTAL PROFESSIONALS TO PROVIDE CONSUMERS WITH SHIELDING FROM UNNECESSARY X-RAY EXPOSURE

An unobtrusive observation system was developed to determine the extent to which dental professionals in two communities provided lead shielding to patients during X-ray exams. A lengthy baseline revealed low and irregular provision of shielding among half of these professionals. Subsequently, a program was undertaken by a consumer's group in which these professionals were requested to provide shielding and were given confidential feedback regarding its use during the baseline period. The provision of shielding dramatically increased at all offices and was maintained throughout a follow-up period extending to more than 9 months after the program's implementation. Little or no generalized effect was observed in the occurrence of three collateral behaviors that were also assessed throughout the study.     

Some values guiding community research and action

The dual purposes of applied research-contributing to understanding and improvement-are only partially served by method systems that encourage studying (with increasing precision) a narrow range of questions of modest societal importance. To optimize contributions to challenging societal problems, a field's cherished standards should be adapted to support more adventuresome forms of community research and action. This paper outlines 10 values for community research and action, based on insights from the fields of behavioral and community psychology. These values-reflect the goals and challenges of establishing collaborative relationships with research participants, determining research goals and methods, designing and disseminating interventions, communicating research findings, and advocating for community change. Critical challenges are outlined, and implications for the field and its clients are discussed.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

Work behavior in the school psychology service: Conceptual framework and construct validity approached by two different methodologies

A conceptual framework for work behavior (WB) in the school psychology service (SPS) in Norway is discussed, focusing on differences at the individual and the systemic level. A four-factor measurement model of selected tasks was hypothesized and empirically assessed by joint application of generalizability (G) theory and confirmatory factor analysis (CFA). Self-reported WB was investigated among 190 SP counselors in Study 1 and 470 SP counselors within 121 offices in Study 2. The hypothesized four-factor solution was supported. In accordance with international findings, G studies demonstrated that the SPS as a whole allocates different priorities to aspects of WB, in favor of traditional child-centered work when approaching existing problems. A two-level model of factor analysis was tested, indicating little difference between offices in service delivery. On the contrary, the generalizable differentiation between the four hypothesized WB categories as provided by the G framework indicated individual differences among SP counselors in their priorities to aspects of WB. Because higher priority to prevention and systems intervention have been requested in general, future research should explore possible variables that may have an effect on SP counselors choice of different aspects of WB, as well as differences in the associations between aspects of WB on the one hand and important behavioral and attitudinal outcomes among jobholders on the other.     

Flexible work schedules and family time allocation: Assessment of a system change on individual behavior using self-report logs

This study assessed the effects of a flexible work schedule ("flextime") on time allocated to children and spouse by federal workers. Direct behavioral observations of family, home, and work functions were precluded because of the cost involved in observing many people for long periods of time. In order to obtain detailed individual data, participants completed hour-by-hour activity logs a mean of twice per week for 35 weeks. Participants received prior training on log completion, initial feedback on the detail of their log entries, and were prompted to complete the forms. Four different procedures assessing reliability indicated a corroboration rate of 80% with other sources. Log data were reliably reduced to nine categories such as "PM time with children" and 37 subcategories such as "time at dinner." The log data were presented in time-series form and the use of a quasi-experimental design showed that participants who altered their work schedule were able to spend more PM time with their families. The log data demonstrated that the capacity exists to assess closely the effects of large-scale changes at a micro-behavioral level, but other methods are needed to make complex self-reporting systems less expensive and more capable of immediate monitoring of the intervention's effects.     

Behavior analysis in consumer affairs: Retail and consumer response to publicizing food price information

A popular program among consumer action groups involves publicizing comparative food price information (CFPI) gathered from retail stores. Its significance is based on the assumption that publishing CFPI maximizes retail competition (i.e., moderates price levels or price increases) and occasions more frugal store selections among consumers. We tested these assumptions during a 2-year analysis. Specifically, we monitored the prices of two distinct market baskets in the supermarkets of two midwestern cities (target and contrast cities). Following a lengthy baseline, we published the prices of only one of the market baskets at stores in the target city in the local newspaper on five different occasions. The results suggested that reductions in price inflation occurred for both market baskets at the independently operated target stores. The corporate chain stores were not similarly affected. In addition, surveys indicated that many consumers used the CFPI as a basis for store selection. Finally, the analysis included a discussion of the politics, economics, and future of CFPI programs.     

Issues in multivariate assessment of a large-scale behavioral program

Several social and research issues directly affected the development and implementation of multivariate assessment in a large community-based applied research program. Examples are drawn from experiences of the Preparation through Responsive Educational Programs Project for disruptive and skill deficient adolescents in suburban, rural, and urban junior high school settings, focusing on the assessment of academic and social skill development and long-term skill maintenance. The social context altered both project treatment and follow-up plans, requiring assessment of potentially unintended effects and decreasing consistency across sites. Future community acceptance of such programs may depend on the investigators' adaptation to diverse community pressures for program conduct and assessment and the measurement of phenomena that are not always directly observable.     

Seat belt usage: A potential target for applied behavior analysis

Results of 1,579 observations of cars entering or exiting campus parking lots showed direct relationships between seat belt wearing and the intrusiveness of the engineering device designed to induce belt usage, and between device intrusiveness and system defeat. For example, all drivers with working interlocks or unlimited buzzer reminders were wearing a seat belt; but 62% of the systems with interlocks or unlimited buzzers had been defeated, and only 15.9% of the drivers in these cars were wearing a seat belt. The normative data indicated marked ineffectiveness of the negative reinforcement contingencies implied by current seat belt inducement systems; but suggested that unlimited buzzer systems would be the optimal system currently available if contingencies were developed to discourage the disconnection and circumvention of such systems. Positive reinforcement strategies are discussed that would be quite feasible for large-scale promotion of seat belt usage.     

BEHAVIORAL RESEARCH IN PREVENTIVE DENTISTRY: EDUCATIONAL AND CONTINGENCY MANAGEMENT APPROACHES TO THE PROBLEM OF PATIENT COMPLIANCE

This study examined the effects of reinforcement on compliance with an oral hygiene education program. Patients 18 years of age or older who enrolled in an ongoing program at a periodontal practice received 3–5 sessions of instruction in preventive dental care. Using a between-subjects design, patients who entered the program during alternating months also had a portion of their fees refunded contingent upon improvements in their dental plaque scores. Pre- and posttreatment data showed that all subjects exhibited lower plaque levels following the program, but that greater improvements were seen in patients who were exposed to the fee reduction contingency. Plaque scores taken at a 6-month follow-up revealed some relapse for the Fee Reduction subjects. However, their scores were still substantially better than pretreatment, and better than those of the Education only subjects, whose data differed little from untreated Controls. Methodological and practical issues related to behavioral research in preventive dentistry are discussed.     

Feedback interventions and driving speed: A parametric and comparative analysis

Five experiments were conducted to assess the effects of several variables on the efficacy of feedback in reducing driving speed. Experiment 1 systematically varied the criterion used to define speeding, and results showed that the use of a lenient criterion (20 km/hr over the speed limit), which allowed for the posting of high percentages of drivers not speeding, was more effective in reducing speeding than the use of a stringent criterion (10 km/hr over the speed limit). In Experiment 2 an analysis revealed that posting feedback reduced speeding on a limited access highway and the effects persisted to some degree up to 6 km. Experiments 3 and 4 compared the effectiveness of an unmanned parked police vehicle (Experiment 3) and a police air patrol speeding program (Experiment 4) with the feedback sign and determined whether the presence of either of these enforcement variables could potentiate the efficacy of the sign. The results of both experiments demonstrated that although the two enforcement programs initially produced larger effects than the feedback sign, the magnitude of their effect attenuated over time. Experiment 5 compared the effectiveness of a traditional enforcement program with a warning program which included handing out a flier providing feedback on the number and types of accidents occuring on the road during the past year. This experiment demonstrated that the warning program produced a marked reduction in speeding and the traditional enforcement program did not. Furthermore, the warning program and a feedback sign together produced an even greater reduction in speeding than either alone.     

Positive psychology at work: A conceptual review,state-of-practice assessment,and a look ahead

Positive psychological principles have become increasingly prevalent in the workplace in recent years. However, the field still lacks a comprehensive and practice-based overview of this important trend. The present article focuses on reviewing recent research in positive psychology as it relates to the workplace, including research regarding constructs such as resilience, appreciative inquiry, empowerment, gratitude, psychological capital, work engagement, supervisor and organizational support, positive teamwork and co-worker relations, and positive leadership. For each, we synthesize research examining the nature of the construct itself, its nomological network, individual- and organizational-level outcomes, and how organizations can enhance each within their employees for increased organizational success and enhanced employee experience. Finally, we discuss gaps in the relevant literature and make specific recommendations regarding how to ameliorate such oversights in order to enhance the rigor of positive workplace research as well as the frequency and efficacy of relevant organizational interventions.     

Task clarification, performance feedback, and social praise: Procedures for improving the customer service of bank tellers

Customer service for bank tellers was defined in terms of 11 verbal behavior categories. An audio-recording system was used to track the occurrence of behaviors in these categories for six retail banking tellers. Three behavior management interventions (task clarification, performance feedback, and social praise), applied in sequence, were designed to improve overall teller performance with regard to the behavioral categories targeted. Clarification was accomplished by providing clear delineation of the various target categories, with specific examples of the behaviors in each. Feedback entailed presentation of ongoing verbal and visual information regarding teller performance. Praise consisted of verbal recognition of teller performance by branch managers. Results showed that clarification effects emerged quickly, producing an overall increase in desired behaviors of 12% over baseline. Feedback and praise effects occurred more gradually, resulting in overall increases of 6% and 7%, respectively. A suspension of all procedures led to a decline in overall performance, whereas reinstatement of feedback and praise was again accompanied by performance improvement. These findings extend the generality of behavior management applications and help to distinguish between possible antecedent and consequent effects of performance feedback.     

Observational assessment of behavioral changes accompanying clinical improvement in hospitalized psychiatric patients

Naturalistic observational techniques were employed over a four-week period to assess the behavior of clinically improved (n=7) and unimproved (n=12) hospitalized patients suffering from acute psychiatric disorders. The population was selected from four clinical diagnostic groups. Patients were sampled on an individual basis. Categories of recorded behaviors included social behavior as well as spatial proximity measures between individuals. Social behavior was further divided into components of sending and receiving. Results showed that patients who clinically improved had significantly different behavioral profiles and greater degrees of behavioral change for the following categories: send affiliation, receive affiliation, send assertion, and receive assertion. Improved patients also maintained closer distance to other individuals during the latter stages of hospitalization. In most cases, week 2 of hospitalization marked the point at which behavioral divergence between improved and unimproved patients occurred. Clinical and theoretical implications of observational procedures are discussed.     

Theft reduction in a grocery store through product identification and graphing of losses for employees

Shoplifting and employee theft constitute a major problem for retailers. Previous research has described techniques for effectively reducing either type of theft but has not addressed the problem of thefts of unspecified origin. In a grocery store we evaluated the effect of identifying for employees frequently stolen products from three groups of items and graphing, twice weekly in the lunchroom, losses for the separate groups. After the products were identified and losses graphed, thefts from the three groups dropped from eight per day to two per day.     

成功实施绩效管理的关键行为因素结构及其与组织承诺和组织绩效的相关研究

在查阅文献和对企业员工结构化访谈及其开放式问卷调查的基础上,收集了我国企业成功实施绩效管理的关键行为条目,编制初始问卷。通过预试初步证实了成功实施绩效管理的关键行为的结构是多维的,并获得了较为清晰的七因素结构模型。进一步修订,调整条目,逐步删除一些无负荷和存在多重负荷的项目。最后确定了由26个条目组成的正式问卷并进行第二次调查测试。探讨了企业成功实施绩效管理的关键行为因素的结构维度及其与组织承诺和组织绩效等相关后果变量的关系。研究表明：企业成功实施绩效管理的关键行为是由管理支持、适度激励、员工参与、有效沟通、科学考核、相关培训以及规范操作等七因素构成。成功实施绩效管理的关键行为因素与组织承诺呈显著正相关。适度激励、员工参与、有效沟通和科学考核等四个因素与组织绩效呈显著正相关,管理支持、相关培训和规范操作三个因素与组织绩效没有相关。     

Relational dynamics of charismatic organization: The complementarity of love and power

Abstract: This paper outlines a new theory of structural transformation in charismatic systems by postulating a complementary relationship between love and power. Radical reorganization of social organization, the function of charismatic systems, requires mobilizing and realigning enormous amounts of social energy. The source of this social energy is love. When patterned as communion, love fuses the group into an undifferentiated whole and releases the social energy previously locked up as institutionalized structure.

Released from structure or form, however, social energy is highly volatile and produces immense pressures towards instability. Counterbalancing the pressure from communion, a strong, collective order of power functions to harness and align the energy, thereby promoting group stability and enhancing the prospects for structural transformation. Data from a national study of sixty urban communal organizations are used to ground key aspects of the theory.     

Developing coherence in community and clinical psychology: the integration of idealism and pragmatism

Illustrations of how ideas from community psychology may be integrated with clinical psychological thinking and practice are described from the perspective of a clinical psychologist working in the NHS. The intentions are to consider socially relevant conceptualizations of the causes of people's well-being and distress, and to develop ways of helping individuals and communities to clarify and address these causes. Incorporating an analysis of social power also necessitates a critical awareness of the limited potency of psychological interventions. © 1998 John Wiley & Sons, Ltd.     

Career self-management: Its nature, causes and consequences

In a recent special issue [Journal of Vocational Behavior 59 (2001) 284], scholars noted that the field of vocational psychology needs a better understanding of career self-management. This article proposes a conceptual framework of career self-management, based on Crites’ [Vocational Psychology, McGraw-Hill, New York, 1969] model of vocational adjustment. It argues that people use three types of career self-managing behavior (positioning, influence, and boundary management) as adaptive responses to career development tasks. These behaviors are used to respond to or eliminate thwarting conditions or career barriers, and thereby lead to vocational adjustment. Suggested determinants of this behavior are self-efficacy, desire for control, and career anchors. Career self-management can enhance perceptions of control over the career, leading to career satisfaction, but it may also be associated with negative outcomes and maladjustment. The framework is suggested to apply both to bounded ‘organizational’ careers and to more flexible, improvised careers. The article concludes by considering the implications for research and practice.     

Observation procedure, observer gender, and behavior valence as determinants of sampling error in a behavior assessment analogue

Several factors thought to influence the representativeness of behavioral assessment data were examined in an analogue study using a multifactorial design. Systematic and unsystematic methods of observing group behavior were investigated using 18 male and 18 female observers. Additionally, valence properties of the observed behaviors were inspected. Observers' assessments of a videotape were compared to a criterion code that defined the population of behaviors. Results indicated that systematic observation procedures were more accurate than unsystematic procedures, though this factor interacted with gender of observer and valence of behavior. Additionally, males tended to sample more representatively than females. A third finding indicated that the negatively valenced behavior was overestimated, whereas the neutral and positively valenced behaviors were accurately assessed.