Group Leaders as Gatekeepers: Testing Safety Climate Variations across Levels of Analysis

This paper tests the moderating effect of transformational supervisory leadership on the relationship between organisational and group climates, using safety climate in risky operations as an exemplar. Results indicated that under low or poor organisational climate, indicative of limited organisational commitment to employee safety, transformational leaders promoted a higher group climate as compared to the organisational climate. Similarly, under a weak organisational climate, indicative of limited consensus among company employees regarding the priority of safety, transformational leaders promoted a stronger group climate, reflecting greater consensus among group members. This pattern suggests that supervisory leaders can act as gatekeepers, with transformational leaders offering better protection against potentially harmful organisation‐level priorities. Furthermore, transformational supervisors better informed their members of the organisational priorities as they perceived them, resulting in a stronger relationship between individual supervisors' perceptions and members' organisational climate perceptions. Implications for climate and leadership research are discussed. On s'intéresse dans cet article à l'impact régulateur du leadership hiérarchique de transformation sur la relation entre les climats organisationnels et de groupe en utilisant comme exemple la sécurité dans les opérations à risque. Les résultats montrent qu'en cas de climat organisationnel médiocre signifiant une implication organisationnelle minimale à propos de la sécurité du personnel, les leaders de transformation favorisent l'émergence d'un climat de groupe plus satisfaisant que le climat organisationnel. De même, si le climat organisationnel est fragile, traduisant un accord approximatif des salariés sur la prioritéà accorder à la sécurité, les leaders de transformation sont à l'origine d'un climat de groupe renforcé, expression d'un meilleur consensus parmi les membres du groupe. Ce schéma laisse penser que les leaders hiérarchiques peuvent intervenir comme gardiens, les leaders de transformation offrant une meilleure protection contre les priorités organisationnelles potentiellement nocives. De plus, les managers de transformation informent mieux leur équipe des priorités organisationnelles telles qu'ils les perçoivent, ce qui provoque une relation plus étroite entre les perceptions personnelles du manager et celles que son groupe a du climat organisationnel. On réfléchit aux retombées de ce travail sur les recherches portant sur le climat et le leadership.     

Two dimensional Standard Deontic Logic [including a detailed analysis of the 1985 Jones–P?rn deontic logic system]

This paper offers a two dimensional variation of Standard Deontic Logic SDL, which we call 2SDL. Using 2SDL we can show that we can overcome many of the difficulties that SDL has in representing linguistic sets of Contrary-to-Duties (known as paradoxes) including the Chisholm, Ross, Good Samaritan and Forrester paradoxes. We note that many dimensional logics have been around since 1947, and so 2SDL could have been presented already in the 1970s. Better late than never! As a detailed case study illustrating the power of 2SDL, we examine the system DL of Deontic Logic of Andrew Jones and Ingmar P?rn offered in 1985 to solve the Chisholm paradox of Contrary to Duties. The critical examination is done using logics and methods available in 1985 and solutions are proposed using what was available in 1985.     

Happiness and Suffering in the Life Story: An Inquiry into Conflicting Expectations Concerning the Association of Perceived Past with Present Subjective Well-Being in Old Age

The study examined whether positive or negative aspects of the life story were predominantly associated with present subjective well-being (SWB). Two samples (N?=?815 and 213; mean ages 75 and 73) rated past emotions (happiness and suffering) in positive and negative anchor periods (e.g., ??the happiest period,?? ??the most miserable period??) of their life stories. The indices of present SWB were present happiness, present suffering, and life satisfaction. Results indicated that when the past emotions were net of each other, past happiness was related to the positive indices, but not to the negative index, of present SWB whereas past suffering was related to the negative index, and only partially to the positive indices, of present SWB. Congruent emotions (happiness in positive periods, suffering in negative periods) were stronger than incongruent emotions (happiness in negative periods, suffering in positive periods), yet each had unique associations with present SWB. Finally, past happiness weakened the inverse relationship between past suffering and present SWB, yet it strengthened this relationship when past emotions were both incongruent (i.e., when happiness in negative periods was analyzed in conjunction with suffering in positive periods). In conclusion, rather than presenting predominance over each other, positive and negative ingredients in the life story maintain complementary and interactive associations with present SWB. In this context, the study points to the SWB-related implications of the interplay between paramount life experiences in the individual??s anchor periods and the emotions that the individual attributes to these periods.     

Systematic Selection of Job Evaluation Items

Disposer d'items pertinents pouvant servir à la comparaison des postes est de premiere importance. Pourtant la littérature ne propose pas de solutions claires pour la selection de ces items. Notre travail suggere des principes pouvant presider a leur selection et a leur elaboration. Une serie d'items d'evaluation ont été selectionries et soumis a une prevalidation. L'analyse des relations entre les items d'evaluation des taches a mis en evidence trois types de relations: lineaires, non lineaires et absence de relations. Les items en relation lineaire et ceux qui pouvaient etre observes fidelement ont été juges convenir a revaluation du travail.
Des principes complementaires de selection des items ont été tires de l'analyse de contenu: les items decrivant la realisation de la tache, le niveau de la performance, et les items suffisamment generaux et independants de postes precis ou de groupes professionnels ont été retenus. Quatre dimensions de 1'evaluation du travail ont aussi été mises en evidence (la notion de limitation de l'autonomie dans la realisation de la tache les concerne tous): (1) precision des instructions recues, (2) controle hierarchique, (3) maitrise du travail, et (4) possibility d'introduire des changements.
Sur la base des principes et des dimensions, on a defini une serie de sept items generaux de 1'evaluation du travail. Les evaluations empiriques ont corrobore l'hypothese selon laquelle une hierarchie des postes approximative-ment unidimensionnelle pouvait etre obtenue.     

Launching themes in Israeli fathers and mothers

This study focused on launching processes as reflected in the reactions of Israeli parents to the drafting of their eldest son. A questionnaire tapping parents' reactions was constructed and administered to 237 couples. Factor analysis delineated eight substantive factors: Emotional Investment, Parent-Child Strains, Fostering Son's Maturity, Parental Disengagement, Parent's Transitional Phase, Dissatisfaction with Army, Son's Unpreparedness, and Strengthening Family Relations. The factors depicted modes of coping with launching and transitional midlife processes. The construct validity of the factor scales was examined in a multivariate regression analysis with 12 predictor variables related to sociodemographics, attitudes, personal concerns, and satisfactions. Mothers differed from fathers in some factor scale means as well as in the pattern in which the predictor variables related to the factor scale scores. The results are interpreted in terms of ambivalent launching reactions involving distress on the one hand and a sense of growth on the other. While adaptation to this transition in the family takes place within a specific cultural context, its implications for universal launching features are also discussed.