Linking Safety-Specific Leader Reward and Punishment Omission to Safety Compliance Behavior: The Role of Distributive Justice and Role Ambiguity

Background: Although positive safety leadership has attracted increasingly academic and practical attention due to its critical effects on followers' safety compliance behavior, far fewer steps have been taken to study the safety impact of laissez-faire leadership. Objective: This study examines the relationships between safety-specific leader reward and punishment omission (laissez-faire leadership) and followers' safety compliance, and the mediations of safety-specific distributive justice and role ambiguity. Methods: On a two-wave online survey of 307 workers from high-risk enterprises in China, these relationships were tested by structural equations modeling and bootstrapping procedures. Results: Findings show that safety-specific leader reward omission was negatively associated with followers' safety compliance through the mediating effects of safety-specific distributive justice and role ambiguity. Safety-specific leader punishment omission was also negatively associated with followers' safety compliance through the mediating effect of safety-specific role ambiguity, while safety-specific distributive justice was an insignificant mediator. Originality: The study addresses and closes more gaps by explaining how two contextualized laissez-faire leadership measures relate to followers' safety behaviors, following the contextualization and matching principles between predictors, mediators and criteria, and by revealing two mechanisms behind the detrimental effects of laissez-faire leadership on safety outcomes.publishedVersio

Ethical Infrastructure and Successful Handling of Workplace Bullying

Antecedents and consequences of workplace bullying are well documented. However, the mea- sures taken against workplace bullying, and the effectiveness of such measures, have received less attention. This study addresses this knowledge gap by exploring the role of ethical infrastructure in perceived successful handling of reported workplace bullying. Ethical infrastructure refers to formal and informal systems that enable ethical behavior and disable unethical behavior in organizations. A survey was sent to HR managers and elected head safety representatives (HSRs) in all Norwegian municipality organizations. Overall, 216 organizations responded (response rate = 50.2 percent). The ethical infrastructure accounted for 39.4% of the variance in perceived suc- cessful handling of workplace bullying. Formal sanctions were the only unique and signi cant contributor to the perceived successful handling of workplace bullying. The results substantiate the argument that organizations’ ethical infrastructure relate to the HR managers and HSRs’ percep- tions regarding their organizations’ handling of workplace bullying

The role of leadership practices in the relationship between role stressors and exposure to bullying behaviours – a longitudinal moderated mediation design

Role conflicts and role ambiguity have been identified as important risk factors for exposure to workplace bullying, particularly when combined with inadequate leadership practices. Even though role ambiguity theoretically can be considered a causal precursor to role conflicts, previous research has mainly examined these role stressors as concurrent predictors of workplace bullying. The present study provides a more nuanced analysis by investigating role conflicts as a mediator in the relationship between role ambiguity and exposure to bullying behaviours. Adding to the understanding of the bullying process we also considered the possible moderating roles of laissez-faire and transformational leadership in the role stressor–bullying relationship. Employing a national probability sample of 1,164 Norwegian workers, with three measurements across a 12-month period, the results showed an indirect effect of employees’ role ambiguity on subsequent exposure to bullying behaviours through employees’ experience of role conflicts. Moreover, laissez-faire leadership exacerbated, while transformational leadership attenuated, the indirect relationship between role ambiguity and exposure to bullying behaviours through role conflicts. In summary, the present data shows that when the management of organisations neglects its inherent responsibility to adequately address employees’ experiences of role ambiguity and role conflicts, the risk of exposure to workplace bullying is likely to increase.publishedVersio

Neuroticism as an antecedent of abusive supervision and laissez-faire leadership in emergent leaders: The role of facets and agreeableness as a moderator

Academic interest in the relationship between leaders' personality and subordinates’ perception of destructive leadership behavior is increasing. However, results so far have been weak, contradictory, and inconsistent to theory. Here, we examine if using facets of neuroticism, rather than the broader trait, can be more informative and increases the predictive power. Next, we explore the interplay between personality dimensions by examining if the relationship between the facet angry hostility in neuroticism and destructive leadership behavior is moderated by the trait agreeableness. Four hundred and twenty emergent leaders were examined in a military selection context, combining the leaders' self-rated neuroticism (T1) with subordinates' subsequent perception of abusive supervision and laissez-faire leadership in a field exercise two weeks later (T2). The results indicated that using facets instead of the broad factor of neuroticism improved the prediction of examined outcomes. Only some of the facets of neuroticism were related to perceived leader behavior, with specific facets being identified for abusive supervision and laissez-faire leadership, respectively. Further, the relationship between angry hostility and both leadership styles was moderated by agreeableness.publishedVersio

Demographics, Personality and Substance-Use Characteristics Associated with Forming Romantic Relationships

The current study aimed to identify demographic, personality and substance-use characteristics associated with forming romantic relationships. Data were collected by two online surveys among students in Bergen, Norway, during the autumn of 2015 (T1) and by a follow-up survey that was conducted 12 months later (T2). The current sample consists of the 2404 participants who reported being single at T1 (mean age 23.2) and who participated in both waves of the survey. Binary logistic regression analyses were conducted. Separate analyses were conducted for both sexes and for the entire sample of participants. High extroversion scores predicted relationship formation. For women, having a child/children, higher scores on neuroticism, alcohol use and illegal substance use positively predicted relationship formation, while for men, age and openness were positive predictors. The study contributes with several novel findings. In general, characteristics related to a need for support predicted romantic relationship formation among women, while characteristics associated with increased resource acquisition potential predicted relationship formation among men. The general pattern of findings is in line with established evolutionary theories such as the sexual strategies theory and the parental investment theory.Peer reviewe

Job Demands as Risk Factors of Exposure to Bullying at Work: The Moderating Role of Team-Level Conflict Management Climate

Conflict management climate is an important organizational resource that is theorized to prevent interpersonal frustration from escalating into harsh interpersonal conflicts and even workplace bullying. The present study investigates whether team-level perceptions of conflict management climate moderate the relationship between previously investigated psychosocial predictors of workplace bullying (i.e., role conflicts, workload, cognitive demands) and perceived exposure to bullying behaviors in the workplace. We collected data from crews on ferries operating on the Norwegian coastline consisting of 462 employees across 147 teams. As hypothesized, multilevel analyses showed positive main effects of role conflict and cognitive dem

Daily work pressure and exposure to bullying-related negative acts : the role of daily transformational and laissez-faire leadership

Abstract: The present study integrates the work environment hypothesis and the effort-reward imbalance model to argue that work-related antecedents of workplace bullying are moderated by the day-to-day leadership practices of one’s immediate leader. Specifically, we propose that individuals’ daily experiences of work pressure are positively related to their daily experiences of bullying-related negative acts. Moreover, we claim that this relationship is weaker on days when those individuals report high (vs. low) levels of transformational leadership behaviour, and stronger on days when they report high (vs. low) levels of laissez-faire leadership behaviour. To test these three hypotheses, we asked 61 naval cadets on a tall ship sailing from Northern Europe to North America to fill out a diary questionnaire for 36 days yielding 1509 observations. The results of multilevel analyses supported our hypothesis of a positive relationship of cadets’ daily reports of work pressure with their daily reports of bullying-related negative acts. In addition, laissez-faire leadership behaviour (but not transformational leadership behaviour) moderated the work pressureebullying-related negative acts relationship. Our findings support the assumption that laissez-faire leadership is an important component in the development of conflict escalation and workplace bullying, while transformational leadership is not. We discuss theoretical as well as practical implications of these findings

Leadership, staffing and quality of care in nursing homes

<p>Abstract</p> <p>Background</p> <p>Leadership and staffing are recognised as important factors for quality of care. This study examines the effects of ward leaders' task- and relationship-oriented leadership styles, staffing levels, ratio of registered nurses and ratio of unlicensed staff on three independent measures of quality of care.</p> <p>Methods</p> <p>A cross-sectional survey of forty nursing home wards throughout Norway was used to collect the data. Five sources of data were utilised: self-report questionnaires to 444 employees, interviews with and questionnaires to 13 nursing home directors and 40 ward managers, telephone interviews with 378 relatives and 900 hours of field observations. Separate multi-level analyses were conducted for quality of care assessed by relatives, staff and field observations respectively.</p> <p>Results</p> <p>Task-oriented leadership style had a significant positive relationship with two of the three quality of care indexes. In contrast, relationship-oriented leadership style was not significantly related to any of the indexes. The lack of significant effect for relationship-oriented leadership style was due to a strong correlation between the two leadership styles (<it>r </it>= 0.78). Staffing levels and ratio of registered nurses were not significantly related to any of the quality of care indexes. The ratio of unlicensed staff, however, showed a significant negative relationship to quality as assessed by relatives and field observations, but not to quality as assessed by staff.</p> <p>Conclusions</p> <p>Leaders in nursing homes should focus on active leadership and particularly task-oriented behaviour like structure, coordination, clarifying of staff roles and monitoring of operations to increase quality of care. Furthermore, nursing homes should minimize use of unlicensed staff and address factors related to high ratios of unlicensed staff, like low staff stability. The study indicates, however, that the relationship between staffing levels, ratio of registered nurses and quality of care is complex. Increasing staffing levels or the ratio of registered nurses alone is not likely sufficient for increasing quality of care.</p

Effect of remote ischaemic conditioning on clinical outcomes in patients with acute myocardial infarction (CONDI-2/ERIC-PPCI): a single-blind randomised controlled trial.

BACKGROUND: Remote ischaemic conditioning with transient ischaemia and reperfusion applied to the arm has been shown to reduce myocardial infarct size in patients with ST-elevation myocardial infarction (STEMI) undergoing primary percutaneous coronary intervention (PPCI). We investigated whether remote ischaemic conditioning could reduce the incidence of cardiac death and hospitalisation for heart failure at 12 months. METHODS: We did an international investigator-initiated, prospective, single-blind, randomised controlled trial (CONDI-2/ERIC-PPCI) at 33 centres across the UK, Denmark, Spain, and Serbia. Patients (age >18 years) with suspected STEMI and who were eligible for PPCI were randomly allocated (1:1, stratified by centre with a permuted block method) to receive standard treatment (including a sham simulated remote ischaemic conditioning intervention at UK sites only) or remote ischaemic conditioning treatment (intermittent ischaemia and reperfusion applied to the arm through four cycles of 5-min inflation and 5-min deflation of an automated cuff device) before PPCI. Investigators responsible for data collection and outcome assessment were masked to treatment allocation. The primary combined endpoint was cardiac death or hospitalisation for heart failure at 12 months in the intention-to-treat population. This trial is registered with ClinicalTrials.gov (NCT02342522) and is completed. FINDINGS: Between Nov 6, 2013, and March 31, 2018, 5401 patients were randomly allocated to either the control group (n=2701) or the remote ischaemic conditioning group (n=2700). After exclusion of patients upon hospital arrival or loss to follow-up, 2569 patients in the control group and 2546 in the intervention group were included in the intention-to-treat analysis. At 12 months post-PPCI, the Kaplan-Meier-estimated frequencies of cardiac death or hospitalisation for heart failure (the primary endpoint) were 220 (8·6%) patients in the control group and 239 (9·4%) in the remote ischaemic conditioning group (hazard ratio 1·10 [95% CI 0·91-1·32], p=0·32 for intervention versus control). No important unexpected adverse events or side effects of remote ischaemic conditioning were observed. INTERPRETATION: Remote ischaemic conditioning does not improve clinical outcomes (cardiac death or hospitalisation for heart failure) at 12 months in patients with STEMI undergoing PPCI. FUNDING: British Heart Foundation, University College London Hospitals/University College London Biomedical Research Centre, Danish Innovation Foundation, Novo Nordisk Foundation, TrygFonden

Hjertepasienters ventetid før hjerteoperasjon : en survey-undersøkelse cAnders Skogstad

Hensikt: Som et ledd i kvalitetsforbedring av sykepleiepraksis var hensikten med denne studien å fremskaffe kunnskap om hvordan pasienter har det mens de venter på innleggelse til hjerteoperasjon. Sykepleieteoretisk referanseramme: Som teoretisk referanseramme ble Myra Levines bevaringsmodell benyttet, hvor energi og velvære er spesielt vektlagt. I tillegg ble deler av Suzi Kims domener benyttet- Metode: Det ble benyttet en deskriptiv design - en kvantitativ, ikke eksperimentell surveyundersøkelse. Utvalget besto av 96 pasienter. Data ble innhentet ved bruk av spørreskjema, hovedsakelig med faste svaralternativer. Studiens funn: Pasientene i undersøkelsen synes å ha psykososiale problemer som engstelse, tretthet, depresjon m.v. i ventetiden før innleggelsen. Over halvparten av pasientene fant at forhåndsutsendt skriftlig informasjon var til hjelp i ventetiden, men ønsket den mottatt på et tidligere tidspunkt. Mange ønsket telefonisk informasjon, undervisning og veiledning av sykepleier i påvente av innleggelse. Pasienter som uoppfordret tok kontakt med oversykepleiers kontor pr. telefon var i stor grad tilfredse med informasjon, undervisning og veiledning gitt telefonisk. Pasienter med lang ventetid hadde et større ønske om informasjon, undervisning og veiledning i ventetiden knyttet til forventede psykososiale problemer enn pasienter med kort ventetid. Likeledes hadde pasienter med lengst ventetid et større ønske om telefonisk kontakt med oversykepleiers kontor. Funnene var statistisk signifikante. De fleste av pasientene mente at 1 til 4 uker var ideell ventetid. Ventetiden for pasientene var ca. 60 dager lenger enn hva de fleste opplevde som ideelt. Resultatene viste at eldre pasienter ikke ventet lengre enn yngre pasienter, og at kvinner ikke ventet lengre enn menn. Ventelistegaranti (6 mnd) og behandlingsgaranti (3 mnd) ble kun overholdt for 31% av pasientene. Konklusjon: Studien har vist at mange pasienter opplevde ulike vanskeligheter og mangel på velvære i ventetiden før hjerteoperasjon. Undersøkelsen viste at den skriftlige informasjonen var utsendt på et for sent tidspunkt i ventetiden. Pasientene ønsket telefonisk kontakt i form av informasjon, undervisning og veiledning. Det synes som om bedre kvalitet på informasjonstilbudet og kortere ventetid i større grad vil imøtekomme pasientenes behov og kan bidra til økt velvære i ventetiden