Is there a spillover effect of a right turn on red permission for bicyclists?

A number of countries allow bicyclists to perform a right turn on red (RTOR) at some specific intersections to promote cycling by reducing the required physical effort and trip time. Implementation of a rule that allows a RTOR for bicyclists at some intersections could lead not only to local effects at those intersections where the rule actually applies, but also to supralocal effects. Using an experimental survey approach, this study explores whether a so-called ‘spillover effect’ of the rule can be expected. This effect would imply that allowing bicyclists to turn right on red at some intersections causes them to also turn right on red more often at intersections where RTOR for bicyclists is not allowed.The answers from 768 respondents indicate that respondents with a high awareness of the existence of a RTOR rule for bicyclists (experimental group) turn right on red significantly more often at intersections where RTOR for bicyclists is not permitted than respondents with a low awareness of the rule (control group). This indicates that implementation of the RTOR rule for bicyclists can indeed lead to an increase in red light running at other intersections. This might lead to safety issues at intersections where RTOR for bicyclists is not permitted, since road authorities could have decided not to allow RTOR for bicyclists at these intersections for safety reasons.The study also finds that men, young people and people who generally perform more risky cycling behaviours have a higher tendency to perform non-permitted RTOR. These findings are in line with existing literature.     

Perceived ethical leadership: Its moderating influence on employees’ organisational commitment and organisational citizenship behaviours

This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission.