Reflexivity,stress, and unlearning in the new product development team: the moderating effect of procedural justice

The success of new product development (NPD) depends on a team's abilities to integrate, build, and reconfigure internal and external competences and the flexibility to address rapidly changing environments. To develop innovative products it is desirable that these processes should not be constrained by current beliefs and routines. NPD teams therefore need to engage in an unlearning process to overcome any resistance to new ideas and to facilitate a fresh approach. The paper recognizes that the controlled experience of stress plays a part in unlearning (e.g., confusion about technology or market change can encourage changes) and argues that teams should systematically reflect on the progress they are making in projects and in unlearning. The fairness of procedures used by the management moderates the proposed relationships. Two hundred and ninety eight team members and 77 NPD team leaders participated in the study. The results indicate that team reflexivity positively influences unlearning and product innovation, while team stress has a negative effect. The perceived fairness of management procedures strengthens the positive effects of team reflexivity on unlearning and product innovation, and reduces negative effect of team stress.     

Reducing salesperson job stress and unethical intent: The influence of leader-member exchange relationship,socialization and ethical ambiguity

PurposeThe purpose of this paper is to better understand the role of LMX relationship in the business-to-business ethical decision making process. Drawing on leadership and ethical decision making theory, this paper develops and tests a model that examines the relationships among LMX, work-group socialization, ethical ambiguity, job stress and unethical intention in the salesforce.Design/methodology/approachThe sample includes 408 business-to-business salespeople. Structural equation modeling is used to test the study's hypotheses.FindingsFindings suggest that LMX relationship quality directly affects ethical ambiguity, work-group socialization and unethical intent. Work-group socialization is related to ethical ambiguity, which affects job stress. Job stress is positively related to unethical intent.Research implicationsEmpirical tests support six of eight hypotheses and suggest managerial implications and directions for future research.Originality/valueThis paper develops and tests a model that examines the relationships among constructs not previously examined, as they relate to LMX and ethical decision making.     

The psychological impact of teleworking: stress, emotions and health

The paper examines the psychological impact of teleworking compared to office-based work. Results suggest a negative emotional impact of teleworking, particularly in terms of such emotions as loneliness, irritability, worry and guilt, and that teleworkers experience significantly more mental health symptoms of stress than office-workers and slightly more physical health symptoms.     

Public–Private Agreements, Institutions, and Competition: When Economic Theory Meets Facts

While, in practice, the participation of private actors at the local and national government levels through various types of contractual agreements has been increasing over the last decades, there are still few studies on the functioning and performances of such relationships. Our aim is to highlight some significant theoretical and empirical issues concerning Public–Private Agreements. We first assess the potential sources of efficiency of such contractual agreements. We then examine the selection issue which is a crucial stage for the efficiency of such agreement. Finally, we stress the importance of the institutional framework showing how it might affect the agreements’ efficiency.     

Partnership,high performance work systems and quality of working life

The paper measures the effects of workplace partnership and selected high performance work practices on four different dimensions of employee experience. Whilst the partnership– high performance work systems nexus seems to have little impact on employees’ job satisfaction or sense of attachment, it does, however, have a negative impact on both workplace stress and employee evaluations of union performance. The analysis thus questions common assumptions about the inevitability of ‘mutual gain’ and the necessity of employer/union partnership.     

Back Pain and Work Disability: The Need for a New Paradigm

Using a unique data set of workers' compensation claims from Ontario, this study analyzes the determinants of first returns to work and subsequent patterns of employment for a sample of workers with back pain and a comparison group of workers with other injuries. The results suggest that the costly and pervasive problem of work-related back claims could be reduced by abandoning the traditional work injury model in favor of a separate paradigm for back pain that reflects its unique characteristics. A change in economic incentives would increase the probability of return to work for back cases, and an expansion of employer-provided job accommodations would increase the probability of stable employment after the first return.     

Job Anxiety,Work‐Related Psychological Illness and Workplace Performance

This article uses matched employee–employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work‐related psychological health — namely employee‐reported job anxiety and manager‐reported workforce stress, depression and anxiety — we find a positive relationship between psychological ill‐health and absence, but not quits. The association between psychological ill‐health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004–2011 panel is further used to explore the extent to which change in psychological health is related to change in performance.     

The effects of intergroup boundary permeability and hierarchy legitimacy on immigrant entrepreneurs' affective states,exchange strategies,and intentions toward suppliers

With globalization and immigration trends accelerating, today's entrepreneurial milieu is replete with culturally diverse, sometimes opposing, expectations and norms that affect industrial relationships vastly and deeply. Notwithstanding the large and multidisciplinary body of research on immigrant entrepreneurs, researchers have yet to explore how social structure influences the exchange relationships between immigrant entrepreneurs and suppliers. The present research employs relative deprivation theory to examine the influence of social structure on immigrant entrepreneurs' affective states, exchange strategies, and intentions toward suppliers. Results from a scenario-based experiment spotlight boundary permeability and hierarchy legitimacy as two key structural determinants of immigrant entrepreneurs' affective states (e.g., hope, stress, and anger), exchange strategies (i.e., status quo acceptance, upward mobility, opportunism, relationalism), and intentions toward suppliers (i.e., preference for ethnic suppliers, commitment to mainstream suppliers). The direct and indirect effects are delineated; and findings, along with their implications for research, practice, and policy are exposed.     

External knowledge search,innovative performance and productivity in the Korean ICT sector

In recent years, Korea’s Information and Communication Technology (ICT) industry has grown rapidly. The prosperity of the ICT industry has brought growing recognition that rising productivity and innovative performance have made major contributions to ensuring competitive advantage in international markets. In this context, recent studies stress the importance of external knowledge for improving both innovative performance and productivity. This paper empirically investigates the effects of firms’ external knowledge search behavior on their productivity as well as their innovative performance in the Korean ICT manufacturing sector. Based on firm-level data from the Science and Technology Policy Institute (STEPI), this study indicates that incremental innovation and productivity are both related to external knowledge search.     

Workplace Flexibilities,Job Satisfaction and Union Membership in the US Workforce

Using individual‐level data from the 2008 National Study of the Changing Workforce, we quantify how workers' job satisfaction levels correlate with five schedule‐based workplace flexibilities. The data permit us to control for numerous variables that might otherwise explain variation in the probability of job satisfaction, including, but not limited to, income, benefits, stress, depression, job control and individual preferences over flexibilities. Conditional on this control set, we find that workplace flexibilities correlate with an 8.1 per cent increase in job satisfaction. The relationship between job satisfaction and workplace flexibilities prevails through several sensitivity analyses, bias assessments and a propensity score matching analysis. We also explore how job satisfaction, union membership and workplace flexibilities intermix; we find that workplace flexibilities may function as a partial substitute for union membership.     

Decision‐Making about Workplace Disputes: A Policy‐Capturing Study of Employment Arbitrators,Labor Arbitrators,and Jurors

Firms are increasingly turning to the controversial practice of employment arbitration to resolve workplace disputes. Yet little is know about how decisions are made by employment arbitrators or how their decisions compare to those made in traditional dispute‐resolution forums. This study uses a policy‐capturing design and hierarchical linear modeling to compare how decisions about termination cases are made by employment arbitrators, labor arbitrators, and jurors. The results indicate significant differences in the overall willingness to uphold termination, with labor arbitrators being the most likely to rule in favor of the employee, followed by jurors, employment arbitrators judging statutory and for‐cause claims, and employment arbitrators judging statutory‐only claims. Significant differences were also observed between categories of decision makers in the weight given to procedural compliance, evidence of discrimination, employee work history, and stress‐inducing personal circumstances.     

残余应力对焊管质量及可靠性的影响

由成型及焊接过程造成的残余应力对焊管的质量及服役可靠性有重要影响,降低焊管的承压能力,易造成焊管的耐腐蚀能力降低,使焊管产生疲劳破坏,所以降低残余应力水平、改善焊管的残余应力分布是非常有意义的。对焊管残余应力的研究方法、研究成果进行了综述。     

多跨连续-刚构桥梁施工的高程及应力控制——以新疆克其克苏布台大桥为例

为实现桥梁施工精度的准确控制,保证桥梁施工质量符合设计要求,对某多跨连续-刚构桥梁的施工控制进行了计算分析。首先,通过理论计算桥梁的预拱度,并在施工过程中采取相应的高程及应力控制措施;其次,通过现场实测,对施工过程中的高程及应力进行实时监测,将监测值与控制值进行比较,以评价控制效果。实例检验结果表明:在高程控制方面,最终合龙高程误差不超过8mm,满足了桥梁的线型要求;在应力控制方面,主梁和墩身应力均为压应力,且远小于规范限值,满足设计要求。因此,在桥梁施工过程中,通过理论计算与施工控制相结合的方法,能够实现桥梁高程及应力的有效控制,达到预期效果。桥梁施工控制措施的有效性在研究中得到了验证,可为类似桥梁施工提供参考。     

路堤下CFG桩复合地基桩土应力比计算修正

为了更准确地反映刚性桩复合地基的工作状态,提高实际工程质量,以路堤下CFG复合地基为研究对象,在基本假定的前提下,分别建立类端承桩复合地基和类摩擦桩复合地基的力学模型.分析导出CFG桩复合地基工作的受力平衡条件及变形协调条件,对路堤下CFG桩复合地基桩土应力比计算公式进行修正,并对桩土应力比的影响因素进行分析.以相关文...     

Can psychological capital reduce stress and job insecurity? An experimental examination with indian evidence

Increasingly, work stress and job insecurity have become pervasive issues in today’s dynamic workplace. Extant literature suggests that individual psychological resources play a significant role in job insecurity and stress. A review of the literature on psychological capital (PsyCap) suggests that there is a dearth of experimental investigation on the effect of PsyCap interventions (PCI) on stress and job insecurity. The primary purpose of this study is to experimentally examine whether an increase in PsyCap through PCI results in a significant decrease in stress and job insecurity. This experimental investigation was conducted on a sample of 234 adults employed in the telecom sector. This study used a two-group (treatment group and placebo control group) pre-test and post-test design. Subjects were randomly assigned either to the treatment group (N?=?124) or the placebo control group (N?=?110). Findings suggest that those subjects who were given PCI (treatment group) developed their PsyCap and there was a significant reduction in stress and job insecurity. On the contrary, participants of the placebo control group did not report any significant change in stress and job insecurity. Theoretical and managerial implications are discussed.

     

主应力与主平面对应关系的两种直观判断法

本文根据平面应力状态任意斜截面正应力对α角的变化率确定σ_α的增减性,再由σ_y、σ_x、和τ_x 的数量关系,找到较大主应力作用的截面方位,从而可以根据所得的结论直观判断平面应力状态的主应力与主平面的对应关系。     

秦岭终南山高应力公路隧道及洞群稳定性分析

秦岭终南山公路隧道是目前世界第二长的公路隧道,其建设规模居世界第一。高应力,强岩爆倾向和复杂洞群结构是影响隧道2#竖井工程稳定性的主要因素,因此,对其施工过程的洞群围岩及空间结构力学演化特征进行研究,将为隧道及洞群优化设计提供科学的定量化依据和施工安全保障体系。本文利用岩石力学综合测试和数值模拟手段对隧道及洞群结构受力特征进行了分析,结果表明,混合片麻岩在高应力作用下具有瞬间发生脆性破坏的特点,洞群围岩在高应力区域具有岩爆倾向;同时,洞群开挖后空间力学特征复杂,施工时相互影响作用明显,特别是四连拱段拱脚高应力集中区域以及风道跨越主隧道段洞群之间低应力结构等将对整个洞群稳定性造成影响,为整个竖井工程施工中的关键部位。     

Organizing for new product development speed and the implications for organizational stress

This study examines the effects of bureaucratic structure and organizational control on new product development (NPD) speed. It also examines the effects of NPD speed on organizational stress. The empirical findings from 130 US manufacturing companies can be summarized as follows. Formalized structures and centralized structures have a negative impact on invention speed. Formal controls have a positive impact on innovation speed. Informal controls have a positive impact on both invention speed and innovation speed. Invention speed has a positive impact on organizational stress and innovation speed has a negative impact on organizational stress.     

某种电子装备步进应力加速寿命试验研究

简述了进行某种电子装备步进应力加速寿命试验的试验应力、应力水平、试验项目和试验结果 ,分析探讨了试验应力、应力水平的确定原则和步进应力加速寿命试验数据统计分析方法 ,给出了某种电子装备在正常应力水平下的贮存寿命。     

拉弯复合弯曲下线性硬化宽板回弹的理论分析

本文使用了拉、弯复合作用下弯曲件的回弹分为横截面合力为零的回弹和对横截面弯曲形心转矩为零的回弹二阶段的概念,对线性硬化宽板材在拉、弯复合作用下弯曲的回弹过程进行了分析,给出了回弹后,横截面上的残余应力分布及回弹半径争回弹角的理论公式。这些公式对纯弯矩弯曲和纯拉弯情况也适用。本文还给出了获得较好的残余应力状态及同时减小回弹半径改变量和回弹角的条件。