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PurposeThe research aimed to uncover leader profiles based on combinations of transformational (TFL), transactional (TAL) and passive leadership (PAL) and to examine how such constellations affect safety. Leader adaptability was tested as an antecedent of leader profiles.Design/methodology/approachUsing latent profile analysis, the effect of different leader profiles on workplace safety was investigated in two survey studies.FindingsIn total, four leader profiles emerged: “active,” “stable-moderate,” “passive-avoidant” and “inconsistent” leader. A stable-moderate leader profile was identified as the optimal leader profile for safety performance. Leader adaptability was identified as a predictor of leader profile membership.Practical implicationsSafety leadership development should focus on training managers in optimal combinations of leadership practices.Originality/valueThe research calls into question the existence of a transformational or transactional leader. The findings suggest that higher frequency of leadership practices is not always more beneficial for workplace safety.

In this study, we predict that higher levels of relative deprivation and higher levels of task mastery constitute two pathways through which perceived overqualification (POQ) has indirect and opposing effects on task performance. Further, we predict that occupational instrumentality, the degree to which the individual regards the job as a stepping stone to future career opportunities, will serve as a moderator for both pathways. Across two studies, as well as a supplementary study, we found evidence that POQ is positively associated with followers’ perceptions of both task mastery and relative deprivation. In both studies we also found consistent evidence for a positive indirect effect between POQ and task performance via perceptions of task mastery. This indirect relationship was observed for both self-rated (Studies 1 and 2) and manager-rated task performance (Study 2). Further, occupational instrumentality mitigated the positive relationship between POQ and relative deprivation. Overall, the results suggest that POQ-task performance relationship is a function of dual pathways that work in opposing directions, and that the ability to see the job as a stepping stone is instrumental in determining the strength of these pathways.

Summary The concept of empowering leadership (EL) has seen increasing scholarly interest in recent years. This study reports a meta-analysis investigating the effects of EL on employee work behavior. On the basis of data from 105 samples, we found evidence for the positive effects of EL on performance, organizational citizenship behavior, and creativity at both the individual and team levels. We further examined these relationships by exploring potential boundary conditions and the incremental contribution of EL over transformational leadership and leader–member exchange. Furthermore, at the individual level, both trust in leader and psychological empowerment mediated the relationships of EL with task performance, organizational citizenship behavior, and creativity. We also found evidence that leader–member exchange was a significant mediator between EL and task performance. At the team level, empowerment mediated the effects of EL on team performance, whereas knowledge sharing showed no significant indirect effect. Our results have important theoretical and practical implications and suggest some areas that require further research.

Within the existing leadership literature, the role of context for shaping the effectiveness of leadership is yet to be fully understood. One type of context that poses particular challenges for leaders is an environment where safety is highly critical (i.e., high exposure to risk and likelihood of an accident). We hypothesize that such environments call for specific transformational and transactional leadership behaviours, which differ from those behaviours most effective in less safety-critical contexts. We tested for moderating effects of perceptions of hazard exposure and accident likelihood on the relationship between transformational leadership and Management-By-Exception-Active with safety and job performance outcomes. The moderation effects of accident likelihood on the link between transformational/MBEA leadership and subordinate performance were supported, demonstrating variation in the effectiveness of leader behaviours dependent on followers’ perceptions about the likelihood for an accident. MBEA leadership was found to be more strongly linked to contextual performance and safety participation if accident likelihood was high, but not under low accident likelihood conditions. Transformational leadership was found to be less strongly related to these performance outcomes in contexts where safety was perceived as highly critical. Our findings have important theoretical and practical implications, and call into question the universality of the transformational–transactional leadership framework. Practical considerations focus on the implications for managers and supervisors who operate in safety-critical contexts. Practitioner points Safety-critical contexts pose particular challenges to leaders. If safety is perceived as highly critical, leaders and/or followers may hold different expectations about leadership and different leadership styles could be required compared to contexts where safety is not critical. Perceived effectiveness of transformational leadership and Management-By-Exception-Active for employees’ safety participation and contextual performance is influenced by employees’ perceptions of the risk for an accident within their work context. Management-By-Exception-Active is effective for enhancing team members’ extra effort for safety and contextual performance if the perceived risk of an accident is high, but less effective if perceptions of accident likelihood are low. Managers and supervisors should therefore pay attention to employees’ perceptions of risk of an accident and the factors that determine how employees perceive their context.

There is a need for a short measure of workplace stress that organizations can use to take a quick look at workplace conditions and related health outcomes. The aim of this article is to construct and investigate the validity of a short stress measure (ASSET [A Shortened Stress Evaluation Tool] Pulse) derived from the original validated ASSET stress tool, using data collected from 39,342 employees who completed ASSET anonymously in 48 different organizations. A cross-validation approach randomly splitting the sample into two subsamples was used. We conclude good fit for (a) ASSET Pulse indicators and (b) ASSET Pulse total stressor scale. ASSET Pulse has the potential to reliably inform on stressor indicators using 10 items instead of the 37 used in the longer form of ASSET. Using ASSET Pulse should allow the identification of negative health impacts to the same degree as ASSET. This short stress measurement tool offers benefits for practitioners and researchers due to quicker completion times and potentially higher response rates. Furthermore, a short measure is easier to use at multiple time points, thus likely improving longitudinal data collection and the evaluation of interventions. This should serve to build a stronger knowledge base of intervention effectiveness, acknowledged as limited with regard to existing evidence.

The effects of short-term high-intensity exercise on single fiber contractile function in humans are unknown. Therefore, the purposes of this study were: (a) to access the acute effects of repeated high-intensity exercise on human single muscle fiber contractile function; and (b) to examine whether contractile function was affected by alterations in the redox balance. Eleven elite cross-country skiers performed four maximal bouts of 1300 m treadmill skiing with 45 min recovery. Contractile function of chemically skinned single fibers from triceps brachii was examined before the first and following the fourth sprint with respect to Ca(2+) sensitivity and maximal Ca(2+) -activated force. To investigate the oxidative effects of exercise on single fiber contractile function, a subset of fibers was incubated with dithiothreitol (DTT) before analysis. Ca(2+) sensitivity was enhanced by exercise in both MHC I (17%, P

The requisites for effectively addressing the demands of modern work have become a clear interest of organizational scholars. In line with this need has come increased focus on resilience in the wo...

As an emerging research stream that moves away from a traditional Western-view of leadership, paternalistic leadership (PL) has attracted increased research attention. However, there has been inade...

Using Latent Profile Analysis, we investigated the effect of combinations of transformational, transactional and passive leadership on workplace safety. This advances safety leadership research by ...

PigBal is a mass balance model that uses pig diet, digestibility and production data to predict the manure solids and nutrients produced by pig herds. It has been widely used for designing piggery effluent treatment systems and sustainable reuse areas at Australian piggeries. More recently, PigBal has also been used to estimate piggery volatile solids production for assessing greenhouse gas emissions for statutory reporting purposes by government, and for evaluating the energy potential from anaerobic digestion of pig effluent. This paper has compared PigBal predictions of manure total, volatile, and fixed solids, and nitrogen (N), phosphorus (P) and potassium (K), with manure production data generated in a replicated trial, which involved collecting manure from pigs housed in metabolic pens. Predictions of total, volatile, and fixed solids and K in the excreted manure were relatively good (combined diet R2 ≥ 0.79, modelling efficiency (EF) ≥ 0.70) whereas predictions of N and P, were generally less accurate (combined diet R2 0.56 and 0.66, EF 0.19 and –0.22, respectively). PigBal generally under-predicted lower N values while over-predicting higher values, and generally over-predicted manure P production for all diets. The most likely causes for this less accurate performance were ammonium-N volatilisation losses between manure excretion and sample analysis, and the inability of PigBal to account for higher rates of P uptake by pigs fed diets containing phytase. The outcomes of this research suggest that there is a need for further investigation and model development to enhance PigBal’s capabilities for more accurately assessing nutrient loads. However, PigBal’s satisfactory performance in predicting solids excretion demonstrates that it is suitable for assessing the methane component of greenhouse gas emission and the energy potential from anaerobic digestion of volatile solids in piggery effluent. The apparent overestimation of N and P excretion may result in conservative nutrient application rates to land and the over-prediction of the nitrous oxide component of greenhouse gas emissions.

Recent years have seen changes within the academic profession including decreased perceptions of autonomy and job security, increasing student numbers and teaching quality focus, and greater emphasis on high quality research outputs. Such changes arguably lead to increased workplace stress and, given the potential negative impact of high workplace stress levels on health and work-related outcomes, a consideration of stressors and strain within academia is timely. In this paper we compared stressors and strain across UK academic and non-academic university job roles. The paper also determines which stressors are the strongest drivers of poor health; and considers the role of resilience in the stressor strain relationship. The sample consisted of participants from three UK universities using the ASSET stress measure which gives information on eight stressors and two measures of strain (psychological and physical ill-health). As data sets varied across organizations, different sub-samples were used for analysis with sample sizes of N=2779 to N=652 with the majority of the analysis using the smaller sample. Academics reported better physical health, higher levels of work overload, poorer work-life balance, better job conditions and work relationships, and less concern about pay and benefits in comparison to non-academic employees. For both academic and non-academic staff the stressors work-life balance and aspects of the job were associated with psychological and physical ill-health, and stressors that impact ill-health did not differ by job type. Resilience had a direct effect on psychological and physical ill-health as well as an indirect effect by influencing perceptions of stressors.