Building information systems as universalized locals

We report on our experiences in a participatory design project to develop ICTs in a hospital ward working with deliberate self-harm patients. This project involves the creation and constant re-creation of socio-technical ensembles that satisfy the various, changing and often contradictory and conflicting needs in this context. Such systems are shaped in locally meaningful ways but nevertheless reach beyond their immediate context to gain wider importance and to be integrated with the larger environment. currently working on a participatory design project developing IT systems for psychiatrists working in a toxicology ward of a large general hospital. His research focuses on the local co-production of technologies which he currently explores in a production management context. His research interests lie in the field of human factors and interactive systems design, particularly approaches to IT systems design and development, the relationships between work and technology, and inter-disciplinary approaches to the design of dependable computing systems. carrying out a number of ethnomethodologically informed studies in a variety of applications. He holds a Ph.D. in ethnomethodology from the University of Manchester and is currently involved in research on computer-aided prompting systems for radiological work. He has interests in ethnomethodology, CSCW, SSK and the philosophy of social sciences. where he convenes an interdisciplinary research programme on ‘the social shaping of technology’.     

Roles of human factors and ergonomics in meeting the challenge of terrorism

Human factors and ergonomics research focuses on questions pertaining to the design of devices, systems, and procedures with the goal of making sure that they are well suited to human use and focuses on studies of the interaction of people with simple and complex systems and machines. Problem areas studied include the allocation of function to people and machines, person-system interface design, accident prevention, risk assessment, human performance under various types of stress, crisis management, search and rescue operations, decision aiding, the training and coordination of teams, and negotiation and conflict resolution, among many others. Much human factors and ergonomics work has been directed at responding to accidents (train wrecks, airplane crashes, nuclear plant mishaps) and natural disasters (hurricanes, earthquakes, floods). Although most of this work has not been motivated by the reality of terrorism or, in particular, by the attacks of 9/11, much of it is relevant to one or another aspect of terrorism in its various manifestations, and human factors and ergonomics researchers are increasingly making the connection. The purpose of this article is to illustrate this relevance by noting a few studies, from among the many that could be cited, that have implications for helping to prevent terrorism or for dealing with the effects of terrorist incidents when they occur.     

Effets du soutien organisationnel perçu et des caractéristiques de l’emploi sur l’anxiété au travail et l’épuisement professionnel : le rôle médiateur de la satisfaction des besoins psychologiques

Based on organizational support theory, job characteristics model, and self-determination theory, we examined the mechanisms that underlie the relations between organizational factors and ill-being. Specifically, the main purpose of the present study was to demonstrate the mediating role of the psychological needs for autonomy (i.e., the need for individuals to feel volitional and responsible for their own behavior), competence (i.e., the need for individuals to interact effectively with their environment), and relatedness (i.e., the need for individuals to feel connected and accepted by others), in the relationships of perceived organizational support (i.e., the degree to which employees believe that their organization values their contributions and cares about their well-being) and three motivational job characteristics (i.e., task identity, task significance, and work scheduling autonomy) to job anxiety and burnout. This is the first research, to the best of our knowledge, to test for the joint effects of perceived organizational support and motivational job characteristics on job anxiety and burnout through psychological need satisfaction. Four hundred and fifty-seven employees (216 men and 241 women) from different sectors (i.e., industry, trade, crafts) took part in the study. Fifty-seven participants worked in companies with less than 10 employees, 105 in companies with 11–49 employees, 138 in companies with 50–249 employees, 33 in companies with 250–499 employees, and 124 in companies with more than 500 employees. The hypothesized model was tested with structural equation modeling analyses. Results provided support for our hypotheses and revealed that all hypothesized paths were significant. Specifically, our results showed that perceived organizational support and job characteristics were positively related to psychological need satisfaction. In addition, satisfaction of these psychological needs was negatively associated with job anxiety and burnout. Therefore, feelings of autonomy, competence, and relatedness play a central role in the development or reduction of well- and ill-being at work. These results are consistent with previous research in the work context, which has shown that social factors (e.g., autonomy-supportive behaviors) have significant effects on workplace mental health through their influence on psychological need satisfaction. Practical and research implications as well as suggestions for future research are discussed.     

Merge Ahead: A Research Agenda to Increase Merger and Acquisition Success

Scholars have been conducting serious research on the human, organizational, and cultural aspects of mergers and acquisitions (M&A) for 30 years. Yet, over this period, there have only been modest improvements in the M&A success rate. In this article, we examine corporate combinations, describe how human factors contribute to their failure or success, and identify key research questions whose answers can help to improve the M&A success rate in both financial and human terms. We propose research questions for the key phases of a deal, including buying a company and putting companies together. And, reflecting an emerging trend among some frequent acquirers to build an internal competence in M&A execution, we also propose research questions for how to accelerate the process of learning from past combinations to better manage future ones.     

The psychological representation of corporate ‘personality’

As with any other object, people represent companies along a number of dimensions. But what are the key psychological dimensions that best describe companies, organizations, or brands? We apply research methods initially developed for studying attitudes, including attitudes to other people, to look at how the public represents corporate ‘personality’. The major dimensions that psychologically differentiate companies resemble human factors of personality and can be labelled Honesty, Prestige, Innovation, and Power. These dimensions are confirmed after a time gap of 1 year, also capturing specific changes in the rating of individual companies. The proposed methodology not only has substantial commercial value in helping companies understand and track their public perception, but scales of this type can potentially guide and manage the decision‐making of individuals or groups inside and outside rated organizations, thus influencing their organizational culture. Copyright © 2010 John Wiley & Sons, Ltd.     

Japanese manufacturing techniques

Abstract

Japanese human resource management, particularly as manifested in Japanese manufacturing companies, has undoubtedly been seen as highly successful. This paper analyses how and why it has developed into such a commanding position. It looks at the cultural contexts of new means of production and analyses factors contributing to its success using examples and case studies drawn particularly from Japanese motor manufacturing. Japanese human resource management policies and techniques as well as production techniques have been emulated by many non-Japanese manufacturers, although there is great selectivity in the adaptation of techniques. It is also difficult for researchers to attribute direct causal influence.

Nevertheless, the influence continues and this paper goes on to examine the impact upon workers and the design of work these techniques are having. Empirical evidence is examined.

The paper ends with a plea for work and organizational psychology to complement its traditional natural science paradigm and neo-positivist approach with a multiperspective, ethnographic, and qualitative methodology.     

De l’aménagement des bureaux à la transformation des modes de travail : quelles répercussions collectives ?

An increasing number of companies choose to implement “activity-based” workplace environments. Building upon activity theory and situated cognition, we focus on the impact of these office solutions on collective work practices. Our study is based on 15 semi-structured interviews as well as 5-day activity diaries followed by commented walks. We aim at understanding how the office layout is dealt with and acted upon by the employees of an Information Technology company. Our results show that the “activity-based” workplace provides a framework for both interpreting the work of colleagues and organizing one's own work. More generally, our research opens up a reflexion on how office design intervention could support activity development.     

Commentary on Koons et al.’s (2013) “Negotiating for Improved Reimbursement for Dialectical Behavior Therapy: A Successful Project”

This paper provides a commentary of Koons, O’Rourke, Carter, and Erhardt (this issue), which takes an inspiring first step in bridging research and clinical practice. We encourage the field to take the following from this paper: (a) evidence-based treatment (EBT) can work in real-world settings; (b) publishable research can be accomplished in a purely clinical environment; (c) some insurance companies are willing to pay more for EBTs; and (d) getting sufficient pay for more time-consuming work has potential to help patients. Koons et al. found the crucial synthesis for all clinicians: In a purely clinical setting, research demonstrated that people got better and the providers were paid more for their work.     

Would You Like to Round Up and Donate the Difference? Roundup Requests Reduce the Perceived Pain of Donating

Recently, some companies have begun to ask their customers to “round up” transactions to the next highest dollar and donate the difference to charity. However, little is known about how consumers respond to such an appeal. Across a series of lab experiments and one large field study, we find that consumers respond more favorably to a roundup than to a flat donation request, even when the requested amount is identical. We find evidence that the effect arises because a roundup request reduces consumers’ perceived pain of donating. Three alternative explanations are examined (i.e., objective financial cost, inattention to donation cost, and perceived novelty of the request) but not supported. This research has important implications for both companies and nonprofits seeking to increase charitable donations from consumers.     

建设本土化的工程心理学

本文论述了三个问题 :1把 3 0年来我国工程心理学的发展分为三个阶段 :60年代前期为初兴期 ;70年代中期至 80年代初为恢复期 ;80年代中期开始为发展期。2阐明建设中国本土化工程心理学的意义 ,并提出工程心理学本土化的标准。3强调只有加强应用研究 ,才能加速建立适合我国国情的工程心理学。     

Validation of the Psychological Work Maturity Scale in Chinese employees

Psychological work maturity is an important concept in situational leadership theory. The present research revised the Psychological Work Maturity Scale for use in Chinese organizations. Three samples of full-time employees (Ns = 205, 266, and 283) from different companies and industries participated in the present study. Confirmatory factor analysis showed that a single-factor structure fit the data. The scale had acceptable reliabilities, convergent and criterion-related validities, and was shown to be an appropriate measure of psychological work maturity in Chinese employees. Maturity differences in several demographic variables were not found, but employees with longer tenure in Sample 2 scored higher on maturity, which shows that psychological work maturity may be dependent on personal development in the interaction with the varying situational factors, especially in the work domain. Implications for research and practice on psychological work maturity in China are discussed.     

Genetics, commodification, and social justice in the globalization era.

The commercialization of biotechnology, especially research and development by transnational pharmaceutical companies, is already excessive and is increasingly dangerous to distributive justice, human rights, and access of marginal populations to basic human goods. Focusing on gene patenting, this article employs the work of Margaret Jane Radin and others to argue that gene patenting ought to be more highly regulated and that it ought to be regulated with international participation and in view of concerns about solidarity and the common good. The mode of argument called for on this issue is more pragmatic than logical, emphasizing persuasion based on evidence about the reality and effects of control of genetic research by profit-driven biotech companies.     

Illusory trust: Kanizsa shapes incidentally increase trust and willingness to invest

Previous research has shown that the completion of basic perceptual processes is intrinsically pleasant. In the absence of diagnostic and objective cues to trustworthiness, nondiagnostic factors such as positive affect can incidentally lead to reported and behavioral trust. On the basis of these two premises, it was tested whether positive affect from the completion of perceptual processes has implications for the formation of trust in first-time business-consumer interactions. We tested this hypothesis in four experiments, using the famous Kanizsa illusion as an exemplary perceptual process that has been shown to trigger positive affect. We found that participants trusted companies who featured a Kanizsa shape as their logo more than companies with closely matched logos that did not allow for the completion of a basic perceptual process. This was evident on self-reported (Experiment 1) as well as behavioral (Experiments 2–4) measures of trust. This effect even persisted under incentivized conditions (Experiment 4) and was partially mediated by the intrinsic pleasantness of perception (Experiment 3). These findings for the first time demonstrate that positive affect is not the only consequence of perception, but rather has further trickle-down consequences for social judgments and economic decision making. Perceptual illusions seem to elicit illusory trust. Therefore, these novel findings bear important implications not only for both logo design and marketing but also for consumer decision making.     

Moving from efficacy to effectiveness trials in prevention research

Efficacy trials test whether interventions work under optimal, highly controlled conditions whereas effectiveness trials test whether interventions work with typical clients and providers in real-world settings. Researchers, providers, and funding bodies have called for more effectiveness trials to understand whether interventions produce effects under ecologically valid conditions, which factors predict program effectiveness, and what strategies are needed to successfully implement programs in practice settings. The transition from efficacy to effectiveness with preventive interventions involves unique considerations, some of which are not shared by treatment research. The purpose of this article is to discuss conceptual and methodological issues that arise when making the transition from efficacy to effectiveness research in primary, secondary, and tertiary prevention, drawing on the experiences of two complimentary research groups as well as the existing literature. We address (a) program of research, (b) intervention design and conceptualization, (c) participant selection and characteristics, (d) providers, (e) context, (f) measurement and methodology, (g) outcomes, (h) cost, and (i) sustainability. We present examples of research in eating disorder prevention that demonstrate the progression from efficacy to effectiveness trials.     

TOWARD AN INTEGRATED MODEL OF WORK EXPERIENCE

Work experience and related concepts such as tenure and seniority have been and continue to be used extensively in a variety of human resource functions. However, research on experience has proceeded without a clear theoretical orientation, adequate consideration of contextual and individual factors, and appropriate attention to measurement and design. These issues are addressed and a model of the work experience construct is offered. Work experience is described as consisting of qualitative and quantitative components that exist at different levels of specification and which interact and accrue over time. The model provides a nomological net for the experience construct linking it to contextual and individual factors critical for the development of experience and its translation into immediate outcomes of work-based knowledge, skills, attitudes, and motivation, and secondary outcomes such as performance. The model provides a basis for specific research propositions and human resource applications that consider work experience as a multidimensional, multilevel, and temporally dynamic construct.     

Getting What the Occupation Gives: Exploring Multilevel Links Between Work Design and Occupational Values

The history of work design research is voluminous and compelling. Thousands of studies have demonstrated the wide‐reaching and powerful impact the design of work can have on a host of meaningful outcomes. Yet, absent in much of this research is an explicit consideration of the context within which work is performed and how this context might impact work design. Drawing from the theory of work adjustment, we describe the different ways in which occupations are linked to work design. In a sample of 805 individuals from 230 occupations, our multilevel examinations show the occupational‐level values of achievement, independence, altruism, status, and comfort are related to a variety of work characteristics. In addition, we found that work characteristics are key mechanisms through which these occupational values affect individual‐level job satisfaction. Implications of these results for work design theory and practice are discussed.     

Cognitive approaches to the study of episodic future thinking

The concept of episodic future thinking—the ability to simulate events that may take place in the personal future—has given rise to an exponentially growing field of research that spans a variety of sub-disciplines within psychology and neuroscience. In this introduction to the special issue, we provide a brief historical overview of factors that have shaped research on the topic and highlight the need for additional behavioural work to uncover cognitive mechanisms that support episodic future thinking and differentiate it from other related modes of future-oriented cognition. We conclude by discussing the manner in which the various contributions to the special issue fill the gaps in our knowledge and make some of our own suggestions for future work.     

Human Rights,Cultural Pluralism,and International Health Research

In the field of bioethics, scholars have begun to consider carefully the impact of structural issues on global population health, including socioeconomic and political factors influencing the disproportionate burden of disease throughout the world. Human rights and social justice are key considerations for both population health and biomedical research. In this paper, I will briefly explore approaches to human rights in bioethics and review guidelines for ethical conduct in international health research, focusing specifically on health research conducted in resource-poor settings. I will demonstrate the potential for addressing human rights considerations in international health research with special attention to the importance of collaborative partnerships, capacity building, and respect for cultural traditions. Strengthening professional knowledge about international research ethics increases awareness of ethical concerns associated with study design and informed consent among researchers working in resource-poor settings. But this is not enough. Technological and financial resources are also necessary to build capacity for local communities to ensure that research results are integrated into existing health systems. Problematic issues surrounding the application of ethical guidelines in resource-poor settings are embedded in social history, cultural context, and the global political economy. Resolving the moral complexities requires a commitment to engaged dialogue and action among investigators, funding agencies, policy makers, governmental institutions, and private industry.     

Positive Affect Mediates the Relationship Between Self-efficacy and Innovative Behavior in Entrepreneurs

Innovativeness is one of the crucial factors allowing companies to grow, and innovative behavior of entrepreneurs is an important source of firm innovativeness and business success. This study aims to better understand self-regulatory mechanisms stimulating the innovative behavior of entrepreneurs. We have tested the mediation model in which work-related affect (enthusiasm, comfort, anxiety, and depression) mediates the relationship between work self-efficacy and innovative behavior. A longitudinal study with three measurement times was conducted on a sample of entrepreneurs–business owners. The mediation analysis with bias-corrected bootstrapping method confirmed that the relation between work self-efficacy and innovative behavior of entrepreneurs is mediated by their work-related positive affect—comfort and enthusiasm—but not by negative affect.     

Which occupational risk factors are associated with burnout in nursing? A meta-analytic study

Numerous empirical studies have suggested a link between occupational factors and the burnout syndrome. The effect sizes of the association reported vary widely in nursing professionals. The objective of this research was to assess the influence of five occupational factors (job seniority, professional experience, job satisfaction, specialization and work shift) on the three burnout dimensions (emotional exhaustion, depersonalization and personal accomplishment) in nursing. We conducted a meta-analysis with a total of 81 studies met to our inclusion criteria: 31 on job seniority; 29 on professional experience; 37 on job satisfaction; 4 on specialization; and 6 on work shift. The mean effect sizes found suggest that job satisfaction and, to a lesser extent, specialization were important factors influencing the burnout syndrome. The heterogeneity analysis showed that there was a great variability in all the estimates of the mean effect size. Various moderators were found to be significant in explaining the association between occupational factors and burnout. In conclusion, it is important to prevent the substantive moderators that are influencing these associations. The improved methodological variables explain most of the contradictory results found in previous research on this field.