A comparison of self-nominated and actual speeds in work zones

Despite significant research on drivers’ speeding behavior in work zones, little is known about how well drivers’ judgments of appropriate speeds match their actual speeds and what factors influence their judgments. This study aims to fill these two important gaps in the literature by comparing observed speeds in two work zones with drivers’ self-nominated speeds for the same work zones. In an online survey, drivers nominated speeds for the two work zones based on photographs in which the actual posted speed limits were not revealed. A simultaneous equation modeling approach was employed to examine the effects of driver characteristics on their self-nominated speeds. The results showed that survey participants nominated lower speeds (corresponding to higher compliance rates) than those which were observed. Higher speeds were nominated by males than females, young and middle aged drivers than older drivers, and drivers with truck driving experience than those who drive only cars. Larger differences between nominated and observed speeds were found among car drivers than truck drivers. These differences suggest that self-nominated speeds might not be valid indicators of the observed work zone speeds and therefore should not be used as an alternative to observed speed data.     

Our neoliberal fantasies? A preliminary test of research trends in leading journals in work and organizational psychology

Prior to engaging in a substantive discussion on the supposed influence of neoliberalism on research in work and organizational psychology (WOP), it is important to verify the empirical basis of the trends advanced by Bal and Dóci (Neoliberal ideology in work and organizational psychology, European Journal of Work and Organizational Psychology [Online First Publication, 2018]). To this end, we content analysed 745 abstracts of empirical studies published in leading WOP journals during the years 2006–2007 and 2016–2017. Results of our content analysis do not support the hypothesized trends towards more instrumentality and individualism in WOP research, suggesting that Bal and Dóci’s (2018) portrayal of the WOP literature does not provide a solid basis for discussion. On the basis of our findings, we conclude with recommendations to broaden the scope of WOP research to also include macro-level, societal issues.     

Exploring and measuring differences in person-thing orientations

Individuals differ in their orientation toward aspects of the environment. Previous work suggests that some individuals orient primarily toward people, whereas others orient toward things. Women generally orient towards people more than men, and men orient towards things more than women. Person-thing orientation is related to occupational choices. This research examined the structure of person-thing orientation using a combination of exploratory and confirmatory factor analyses and structural equation modeling. Analyses suggested that thing orientation and person orientation can be measured (1) with a few items; (2) separately from each other; and (3) person orientation and thing orientation are not necessarily bipolar opposites.     

Work demands and resources and the work–family interface: Testing a salience model on German service sector employees

The present study tested an extended version of Voydanoff's “differential salience vs. comparable salience model” in a sample of German service workers. Our findings partially support the model in a different national/cultural context but also yielded some divergent findings with respect to within-domain resources and boundary-spanning demands. In line with the theoretical framework, work-to-home interference (WHI) mainly occurred because of high work demands and not because of a lack of work resources. Boundary-spanning resources yielded comparable potential to reduce WHI and enhance work-to-home enrichment (WHE). WHE was expected to more likely occur due to the activation of work resources rather than the absence of work demands. However, control over one's work did not have a significant impact on WHE. In addition and contrary to the theoretical model, boundary-spanning demands were found to be differentially rather than comparably salient to the work–family interface.     

Predicting the job and life satisfaction of Italian teachers: Test of a social cognitive model

This study tested a social cognitive model of work and life satisfaction (Lent & Brown, 2006, 2008) in a sample of 235 Italian school teachers. The model offered good overall fit to the data, though not all individual path coefficients were significant. Three of five predictors (favorable work conditions, efficacy-relevant supports, and positive affectivity) produced significant, direct paths to job satisfaction. Job satisfaction, progress at personal work goals, and positive affectivity were predictive of teachers' life satisfaction. Task self-efficacy was related indirectly both to job satisfaction (via work conditions) and life satisfaction (via goal progress). Implications of the findings for future research and efforts to promote teachers' job satisfaction are discussed.     

Social strategies during university studies predict early career work burnout and engagement: 18-year longitudinal study

This longitudinal study spanning 18 years examined the role of social strategies in early career adaptation. The aim was to find out whether individuals' social strategies measured during their university studies had an impact on work burnout and work engagement measured 10–18 years later. A sample of 292 university students completed the SAQ questionnaire three times while at university and the work burnout inventory three times and the work engagement inventory twice during their early career. According to the results, the higher the initial level of social optimism and the more it increased during university studies, and the lower the initial levels of social withdrawal and social handicapping and the more they decreased, the lower was the level of work burnout and the higher the level of work engagement in the early career. The effects of the level of social strategies were stronger on the professional efficacy subscale of burnout.     

Money enhances memory consolidation--but only for boring material

Money’s ability to enhance memory has received increased attention in recent research. However, previous studies have not directly addressed the time-dependent nature of monetary effects on memory, which are suggested to exist by research in cognitive neuroscience, and the possible detrimental effects of monetary rewards on learning interesting material, as indicated by studies in motivational psychology. By utilizing a trivia question paradigm, the current study incorporated these perspectives and examined the effect of monetary rewards on immediate and delayed memory performance for answers to uninteresting and interesting questions. Results showed that monetary rewards promote memory performance only after a delay. In addition, the memory enhancement effect of monetary rewards was only observed for uninteresting questions. These results are consistent with both the hippocampus-dependent memory consolidation model of reward learning and previous findings documenting the ineffectiveness of monetary rewards on tasks that have intrinsic value.     

Evidence of construct validity for work values

Despite the importance of work values in the process of career adjustment (Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire (Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super's Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt's Work Values Inventory (Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed.     

Integrating work and basic values into the Spherical Model of Interests

Two prominent models of values, one in work and the other in life, were examined as they each related to the dimensions underlying the Spherical Model of Interests (Tracey & Rounds, 1996) as measured by the Personal Globe Inventory (PGI; Tracey, 2002). The technique of external property vector fitting was utilized to plot the value constructs onto two- and three-dimensional interest structures in a sample of 206 college students. Results, when compared across both theoretical and empirical definitions of interest space, indicated that all work values and fewer basic values related to two dimensions, but that only the work value of Achievement and the life value of Power related to the Prestige dimension. Implications for research and for assessment that involves integrating the results of values and interest inventories are discussed.     

The effect of in-vehicle warning systems on speed compliance in work zones

The purpose of this research was to evaluate the effectiveness of augmented in-vehicle speed warnings on driver behavior in work zones. The influence of three device configurations were examined as the drivers entered a work zone which was presented in a simulated driving environment. The first configuration was a control condition which used only traditional signage. The second condition had the addition of a visual in-vehicle warning while the final condition had the addition of an auditory in-vehicle warning. Results indicated that adding in-vehicle warnings did affect driver compliance to the work zone speed limit. Participants in the audio warning condition responded more quickly to the warning than those in the visual condition. Both augmented warning configurations differed significantly and were each respectively different from the drivers in the control condition. Based on these results we suggest a combination of in-vehicle warnings. Upon entry of the work zone we suggest a combined audio and visual warning message. However, after the initial entry phase, a visual warning message shows greater promise for the on-going modulation of driver speed transit.