Using the theory of planned behavior to explore environmental behavioral intentions in the workplace

This paper presents a study using the theory of planned behavior (TPB) to explore environmental behavioral intentions in a workplace setting. The first stage of the research process was the development of a questionnaire covering TPB constructs, their antecedent beliefs, and environmental behavioral intentions across three scenarios (switching off PCs every time employees left their desks for an hour or more; using video-conferencing for meetings that would otherwise require travel; and recycling as much waste as possible), using best practice guidelines to ensure that it was specific and precisely defined for the target population. This was then administered to N = 449 participants, with the resulting dataset used to test hypotheses relating antecedent beliefs to behavioral intentions via the potentially mediating effect of TPB constructs. TPB constructs were found to explain between 46% and 61% of the variance in employee intentions to engage in three environmental behaviors, and to mediate the effects of specific antecedent beliefs upon employee intentions to engage in these behaviors. The results form a basis upon which interventions could be developed within the host organization, and are discussed in relation to their implications, in terms of theory, practice and future research

HRM practices used to promote pro-environmental behavior: a UK survey

To date, the extent to which UK organizations use human resource management (HRM) practices to promote pro-environmental behavior through workplace HRM policies and initiatives is under-researched within the literature. Therefore, this paper presents results of a survey investigating current HRM practices used to promote pro-environmental behavior in a sample of 214 UK organizations representing different sizes and industry sectors. Overall, findings indicated that HRM practices are not used to a great extent to encourage employees to become more pro-environmental. The most prevalent practices used within organizations incorporated elements of management involvement supporting the idea that managers are the gatekeepers to environmental performance. Although organizations indicated that some HRM practices were more effective than others at encouraging pro-environmental behavior in their staff, only a very small percentage of organizations actually conducted any form of evaluation; organizations consequently lack clear evidence as to whether their HRM practices actually result in employee behavior change. Practical implications and future research directions are discussed

A preliminary investigation to explore the cognitive resources of physicians experiencing difficulty in training

Background Treating patients is complex, and research shows that there are differences in cognitive resources between physicians who experience difficulties, and those who do not. It is possible that differences in some cognitive resources could explain the difficulties faced by some physicians. In this study, we explore differences in cognitive resources between different groups of physicians (that is, between native (UK) physicians and International Medical Graduates (IMG); those who continue with training versus those who were subsequently removed from the training programme); and also between physicians experiencing difficulties compared with the general population. Methods A secondary evaluation was conducted on an anonymised dataset provided by the East Midlands Professional Support Unit (PSU). One hundred and twenty one postgraduate trainee physicians took part in an Educational Psychology assessment through PSU. Referrals to the PSU were mainly on the basis of problems with exam progression and difficulties in communication skills, organisation and confidence. Cognitive resources were assessed using the Wechsler Adult Intelligence Scale (WAIS-IV). Physicians were categorised into three PSU outcomes: ‘Continued in training’, ‘Removed from training’ and ‘Active’ (currently accessing the PSU). Results Using a one-sample Z test, we compared the referred physician sample to a UK general population sample on the WAIS-IV and found the referred sample significantly higher in Verbal Comprehension (VCI; z = 8.78) and significantly lower in Working Memory (WMI; z = −4.59). In addition, the native sample were significantly higher in Verbal Comprehension than the UK general population sample (VCI; native physicians: z = 9.95, p < .001, d = 1.25), whilst there was a lesser effect for the difference between the IMG sample and the UK general population (z = 2.13, p = .03, d = 0.29). Findings also showed a significant difference in VCI scores between those physicians who were ‘Removed from training’ and those who ‘Continued in training’. Conclusions Our results suggest it is important to understand the cognitive resources of physicians to provide a more focussed explanation of those who experience difficulties in training. This will help to implement more targeted interventions to help physicians develop compensatory strategies

Advancing selection in an SME: Is best practice methodology applicable?

Effective selection tools are important for identifying high caliber employees in SMEs, yet few SMEs use tools created using ‘best practice’ methodology. Selection literature tends to focus on large organizations and is conceptual rather than empirical; which may make it difficult for SMEs to use a best practice approach. This article addresses this by providing an empirical account of the design and validation of two selection tools in a medium-sized recruitment consultancy using a best practice selection methodology. Two work sample tests were developed using critical incident technique interviews, and validated using a concurrent design with existing recruitment consultants who were ‘high’ or ‘low’ performers according to sales output. Results indicated that the tools significantly differentiated between high and low performers, and there was a significant correlation between test performance and individual sales output. Findings are discussed in relation to implications for research and practice in SMEs and selection