Other road users’ adaptations to increase safety in response to older drivers’ behaviour

Changes in physical and cognitive abilities not only challenge the driving ability of older adults, in some situations age-related changes in driving behaviour require other road users to adapt their behaviour to maintain a safe traffic situation. In this study, we aimed to map age-related differences in driving behaviour and assess the impact on other road users. A group younger and a group older adults drove four different routes containing challenging situations (e.g., merging into motorway traffic) in a driving simulator while measures of driving behaviour were collected. Other road users’ deceleration responses to the driver’s behaviour were also collected as a measure of behavioural adaptation. Our results showed similar driving performance between young and older drivers when task complexity was low, but reduced performance in older drivers when tasks requirements increased. Lower driving speed and longer waiting times that were observed in older drivers can be interpreted as compensatory behaviour aimed at creating more time to lower task requirements. Crucially, in a non-time critical situation this compensatory behaviour was found to be successful, however in a time-critical situation (merging onto a motorway) this strategy had negative side effects because other road users had to decelerate in order to keep a safe distance. Our results show the importance of anticipation and adaptation by other road users for the success of older driver’s strategies and traffic safety.     

Bien-être,satisfaction au travail et conflit travail–famille : une perspective centrée sur l’influence du leadership

This research investigates the relationship between well-being, work satisfaction, work–family conflict and leadership, based on hierarchical status. Regression analysis confirmed that leadership can predict a significant part of work satisfaction and well-being variation. The most significant results suggest that transformational leadership is related with higher satisfaction and laissez-faire leadership with lower satisfaction. Results showed no significant contribution of leadership on work–family conflict score variation. These results provide evidence that management styles should be considered to increase well-being and employees satisfaction.     

Evaluating the influence of approaching vehicles on pedestrian’s visual patterns and crossing behaviors at an uncontrolled crosswalk

The visual behaviors and movement characteristics of pedestrians are related to their surrounding potential safety hazards, such as approaching vehicles. This study primarily aimed to investigate the visual patterns and walking behaviors of pedestrians interacting with approaching vehicles. Field experiments were conducted at two uncontrolled crosswalks located at the Cuihua and Yanta roads in Xi’an, China. The visual performance of pedestrians was assessed using the eye tracking system from SensoMotoric Instruments (SMI). Moreover, motion trajectories of the pedestrians and approaching vehicles were obtained using an unmanned aerial vehicle. Subsequently, the visual attributes and movement trajectories of pedestrians and motion trajectories of approaching vehicles were statistically analyzed. The results showed that approaching vehicles distracted the fixation of crossing pedestrians significantly, and occupied 29.5% of the total duration of fixation; that is, pedestrians always directed more fixation points to the approaching vehicles compared to other stimuli. As a vehicle approached, pedestrians’ fixation shifted from other areas of interest to the vehicle. Moreover, an increase in the velocity of the vehicle and a closer distance between pedestrian and the vehicle resulted in an increase in the pedestrians’ duration of fixation on the approaching vehicle, and they implemented more saccades. Furthermore, approaching vehicle’s velocity and distance between pedestrian and approaching vehicle are not significantly associated with pedestrian’s movement attributes. These findings provide insights into the crossing behavior of pedestrians during pedestrian-vehicle interactions, which could assist future researchers and policy makers.     

The Long Arm of Mentoring: A Counterfactual Analysis of Natural Youth Mentoring and Employment Outcomes in Early Careers

Young people often develop natural mentoring relationships with nonparental adults during adolescence and young adulthood. While much has been learned about the benefits of natural mentoring for more proximate outcomes such as mental health and education, relatively little is known about the causal impact of youth mentoring relationships on career opportunities. This study uses data from the National Longitudinal Study of Adolescent Health (Add Health) survey to explore the effects of different kinds of natural mentoring relationships on employment outcomes during the early career years (when workers are in their late twenties and early thirties). Whereas traditional methods of causal conditioning show a broad range of employment benefits from being mentored, results from counterfactual analysis using propensity score matching reveal that the benefits of mentoring are confined to intrinsic job rewards. The findings imply that mentors help steer youth toward intrinsically rewarding careers.     

Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes,well-being,and performance

The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described.     

儿童运动视觉表象操作水平的发展及影响因素

采用计算机软件控制实验,以暴露运动一段行程后进入遮蔽的光点为刺激物,光点以三种不同运动速度、三种不同运动行距组合呈现,要求儿童判断光点到达目标位置时按键反应。结果表明：5—19岁儿童运动视觉表象操作水平的发展存在5一8岁、11—14岁两个加速期;客体运动速度对运动视觉表象操作绩效有显著影响,5、8、11岁组快速较中速下．5．8岁组中速较慢速下操作准确性均有显著降低;客体运动行距对运动视觉表象操作绩效也有显著的影响．5、8、11岁组右目标位置下较中目标位置下操作准确性显著降低;性别对运动视觉表象操作水平无显著影响。     

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.