Workplace hazards have been a major cause of concern in the taxi industry and management has been... more Workplace hazards have been a major cause of concern in the taxi industry and management has been actively involved in trying to reduce the hazards faced by taxi drivers. However, it appears that there has not been sufficient emphasis placed on the physical health and emotional well-being of drivers. This research project integrates the various factors that influence the safety behaviour, physical health and emotional well-being of taxi drivers into a theoretical model that shows hazards, aversion to risk-taking, aggression, and drivers' perceptions of management's commitment to health and safety as directly influencing physical symptoms, emotional well-being, and unsafe behaviour of taxi drivers. Multiple regression analyses indicated that the amount of hazards taxi drivers encountered did contribute to the prediction of their physical health and emotional well-being but not to unsafe behaviour. Hazards, displaying aggression, and perceptions of management's commitment to health and safety were all significant predictors of the amount of drivers' emotional wellbeing, while aversion to risk-taking, aggression, and perceptions of management's commitment to health and safety were significant predictors of drivers' unsafe behaviour. It is recommended that the taxi industry takes an integrative approach to ensuring taxi driver health and safety that incorporates prevention of hazardous situations, developing and communicating a positive climate for safety among taxi drivers, screening of potential drivers, and health and safety training for drivers.
Driver Traits and Coping Styles as Predictors of Strain and Fatigue in Bus Drivers
Research indicates that bus driving is a stressful occupation associated with increased health ri... more Research indicates that bus driving is a stressful occupation associated with increased health risks (eg, Duffy & McGoldrick, 1990; Winkleby, Ragland, Fisher, & Syme, 1988). It is an occupation characterised by both high and conflicting demands (Meijman & Kompier, 1998). For example, the demand for professional and courteous customer service often conflicts with the need to keep to tight time schedules and safely operate the bus (Meijman & Kompier).
Employee well-being is generally captured by assessments of mental health, work satisfaction and ... more Employee well-being is generally captured by assessments of mental health, work satisfaction and level of affect, reflecting a Hedonistic approach to understanding Subjective Well-Being (SWB). In contrast, from their own gerontological research, Ryff (1989) and Ryff & Keyes (1995) proposed a Eudaimonic model of Psychological Well-Being (PWB) consisting of 6 dimensions: autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance.
Commitment Profiles and Successful Organisational Change."
Abstract A survey was conducted with 2549 public service personnel (1549 females) from six new St... more Abstract A survey was conducted with 2549 public service personnel (1549 females) from six new State Government organisations undergoing significant organisational change. The new organisations had been formed as a result of service integration involving the introduction of standardised service delivery technologies and processes.
[Abstract]: Theories of economic and latent deprivation have been used by many researchers to exp... more [Abstract]: Theories of economic and latent deprivation have been used by many researchers to explain the deterioration in well-being typically experienced by unemployed individuals. Using a new scale, this study looks at how well deprivation of the latent benefits of employment (ie, Time Structure, Social Contact, Collective Purpose, Enforced Activity, and Status) predicts psychological distress after other key predictors have been controlled.
Safety is an important issue for coach drivers. In the last twenty-five years, there has been con... more Safety is an important issue for coach drivers. In the last twenty-five years, there has been considerable turbulence in Australia's long-distance coach industry. According to Raggatt (1991), increasing public demand for cheap travel, and the deregulation of the industry during the early 1980s, led to the entry of new bus companies and a marked escalation of competition; so much so, that by 1988/1989 two of the largest and longest established national operators were experiencing major financial difficulties.
This thesis aimed to describe the conditions under which transfer of training would occur and the... more This thesis aimed to describe the conditions under which transfer of training would occur and the processes that are involved in the transfer of training to the workplace. Two studies were conducted that assessed the individual, situational, and training design factors that impacted on the transfer of training to the workplace. Study 1 examined the influence of individual and situational factors on the achievement of trainees' transfer goals.
Four studies employed path analysis to examine how measures of occupational stressors, coping res... more Four studies employed path analysis to examine how measures of occupational stressors, coping resources, and negative affectivity (NA) and positive affectivity (PA) interact to predict occupational strain. The Occupational Stress Inventory (Osipow & Spokane, 1987) was used to measure stress, strain, and coping. The Positive and Negative Affectivity Schedule (Watson, Clark, & Tellegen, 1988) was used for the affectivity variables.
[Abstract]: Few studies have focused on the individual and organisational factors that predict mo... more [Abstract]: Few studies have focused on the individual and organisational factors that predict motivation to learn when training is mandatory. This study addressed the overall predictability of motivation to learn from a range of individual and organisational variables as well as whether organisational commitment mediated the relationships between the other predictors and motivation to learn. Only organisational commitment was able to account for a significant portion of the variance in motivation to learn.
This study examined the underlying structure of transfer climate and those aspects of transfer cl... more This study examined the underlying structure of transfer climate and those aspects of transfer climate that were related to pre-training self-efficacy, pre-training motivation, and posttraining transfer implementation intentions. Positive and negative affectivity (PA and NA) were also measured in order to better understand the relationship of these variables to trainees' perceptions of the transfer climate and the other trainingrelated variables.
This study examined the connection between background variables (such as length of unemployment a... more This study examined the connection between background variables (such as length of unemployment and number of previous training courses), contextual variables (perceptions of training climate), dispositional variables (positive affect and negative affect), and psychological outcomes for unemployed trainees who attended either a 5-week occupational skills training program (control group) or the same 5-week program with an additional 2-day intervention before the start of the program (treatment group).
This research examines the validity of using driving-specific measures of personality and coping ... more This research examines the validity of using driving-specific measures of personality and coping to develop driver prototypes. Previous research has used the Five-factor Model (FFM) of personality to classify drivers into three common configurations: resilient drivers, overcontrolled drivers and under-controlled drivers.
Unemployment remains a major social problem in Australia. Successive governments have attempted t... more Unemployment remains a major social problem in Australia. Successive governments have attempted to address the problem, in part, by funding occupational skills based training programs for the unemployed. This paper reviews the general area of occupational skills/personal effectiveness training for unemployed people, and reports on outcomes for individuals attending'typical'courses in Australia.
Workplace hazards have been a major cause of concern in the taxi industry and management has been... more Workplace hazards have been a major cause of concern in the taxi industry and management has been actively involved in trying to reduce the hazards faced by taxi drivers. However, it appears that there has not been sufficient emphasis placed on the physical health and emotional well-being of drivers.
Subjective well-being (SWB) is defined in terms of positive and negative affect whilst psychologi... more Subjective well-being (SWB) is defined in terms of positive and negative affect whilst psychological well-being (PWB) reflects self-referent attitudes of mastery and self-acceptance. Whilst both SWB and PWB are associated with personality, concurrent analysis is limited. This study (n= 679) reports on a teacher sample in which personality, SWB and PWB were measured. Results indicated moderate correlations between variables.
Abstract A non-prescriptive fatigue management training program was developed that aimed at ident... more Abstract A non-prescriptive fatigue management training program was developed that aimed at identifying specific factors contributing to coach driver fatigue and assisting coach drivers to develop more effective coping strategies to manage difficult or stressful work situations. The training program incorporated a strategy of presenting realistic, job-related situations and multiple responses to drivers and asking them to indicate the effectiveness of each response in dealing with that situation.
This research undertaken in collaboration with Queensland Health analysed the links between dimen... more This research undertaken in collaboration with Queensland Health analysed the links between dimensions of workplace climate/employee well-being contained in a number of Queensland Health databases, including the Patient Satisfaction Survey, the Clinical Incident database, the compliments and complaints database, the Variable Life Adjusted Display (VLAD) Database and the Better Workplaces Staff Opinion Survey database.
[Abstract]: This study aims to clarify the role of Australian public sector employees' commitment... more [Abstract]: This study aims to clarify the role of Australian public sector employees' commitment to organisational change. Three components of commitment to organisational change (affective, normative, and continuance commitment to organisational change) were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change.
This study aimed to identify factors that predict employees' commitment to and support for organi... more This study aimed to identify factors that predict employees' commitment to and support for organisational change. The three components of Herscovitch and Meyer's (2002) commitment to organisational change model were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change. Data were collected from a Queensland government department (N= 342).
Workplace hazards have been a major cause of concern in the taxi industry and management has been... more Workplace hazards have been a major cause of concern in the taxi industry and management has been actively involved in trying to reduce the hazards faced by taxi drivers. However, it appears that there has not been sufficient emphasis placed on the physical health and emotional well-being of drivers. This research project integrates the various factors that influence the safety behaviour, physical health and emotional well-being of taxi drivers into a theoretical model that shows hazards, aversion to risk-taking, aggression, and drivers' perceptions of management's commitment to health and safety as directly influencing physical symptoms, emotional well-being, and unsafe behaviour of taxi drivers. Multiple regression analyses indicated that the amount of hazards taxi drivers encountered did contribute to the prediction of their physical health and emotional well-being but not to unsafe behaviour. Hazards, displaying aggression, and perceptions of management's commitment to health and safety were all significant predictors of the amount of drivers' emotional wellbeing, while aversion to risk-taking, aggression, and perceptions of management's commitment to health and safety were significant predictors of drivers' unsafe behaviour. It is recommended that the taxi industry takes an integrative approach to ensuring taxi driver health and safety that incorporates prevention of hazardous situations, developing and communicating a positive climate for safety among taxi drivers, screening of potential drivers, and health and safety training for drivers.
Driver Traits and Coping Styles as Predictors of Strain and Fatigue in Bus Drivers
Research indicates that bus driving is a stressful occupation associated with increased health ri... more Research indicates that bus driving is a stressful occupation associated with increased health risks (eg, Duffy & McGoldrick, 1990; Winkleby, Ragland, Fisher, & Syme, 1988). It is an occupation characterised by both high and conflicting demands (Meijman & Kompier, 1998). For example, the demand for professional and courteous customer service often conflicts with the need to keep to tight time schedules and safely operate the bus (Meijman & Kompier).
Employee well-being is generally captured by assessments of mental health, work satisfaction and ... more Employee well-being is generally captured by assessments of mental health, work satisfaction and level of affect, reflecting a Hedonistic approach to understanding Subjective Well-Being (SWB). In contrast, from their own gerontological research, Ryff (1989) and Ryff & Keyes (1995) proposed a Eudaimonic model of Psychological Well-Being (PWB) consisting of 6 dimensions: autonomy, environmental mastery, personal growth, positive relations with others, purpose in life, and self-acceptance.
Commitment Profiles and Successful Organisational Change."
Abstract A survey was conducted with 2549 public service personnel (1549 females) from six new St... more Abstract A survey was conducted with 2549 public service personnel (1549 females) from six new State Government organisations undergoing significant organisational change. The new organisations had been formed as a result of service integration involving the introduction of standardised service delivery technologies and processes.
[Abstract]: Theories of economic and latent deprivation have been used by many researchers to exp... more [Abstract]: Theories of economic and latent deprivation have been used by many researchers to explain the deterioration in well-being typically experienced by unemployed individuals. Using a new scale, this study looks at how well deprivation of the latent benefits of employment (ie, Time Structure, Social Contact, Collective Purpose, Enforced Activity, and Status) predicts psychological distress after other key predictors have been controlled.
Safety is an important issue for coach drivers. In the last twenty-five years, there has been con... more Safety is an important issue for coach drivers. In the last twenty-five years, there has been considerable turbulence in Australia's long-distance coach industry. According to Raggatt (1991), increasing public demand for cheap travel, and the deregulation of the industry during the early 1980s, led to the entry of new bus companies and a marked escalation of competition; so much so, that by 1988/1989 two of the largest and longest established national operators were experiencing major financial difficulties.
This thesis aimed to describe the conditions under which transfer of training would occur and the... more This thesis aimed to describe the conditions under which transfer of training would occur and the processes that are involved in the transfer of training to the workplace. Two studies were conducted that assessed the individual, situational, and training design factors that impacted on the transfer of training to the workplace. Study 1 examined the influence of individual and situational factors on the achievement of trainees' transfer goals.
Four studies employed path analysis to examine how measures of occupational stressors, coping res... more Four studies employed path analysis to examine how measures of occupational stressors, coping resources, and negative affectivity (NA) and positive affectivity (PA) interact to predict occupational strain. The Occupational Stress Inventory (Osipow & Spokane, 1987) was used to measure stress, strain, and coping. The Positive and Negative Affectivity Schedule (Watson, Clark, & Tellegen, 1988) was used for the affectivity variables.
[Abstract]: Few studies have focused on the individual and organisational factors that predict mo... more [Abstract]: Few studies have focused on the individual and organisational factors that predict motivation to learn when training is mandatory. This study addressed the overall predictability of motivation to learn from a range of individual and organisational variables as well as whether organisational commitment mediated the relationships between the other predictors and motivation to learn. Only organisational commitment was able to account for a significant portion of the variance in motivation to learn.
This study examined the underlying structure of transfer climate and those aspects of transfer cl... more This study examined the underlying structure of transfer climate and those aspects of transfer climate that were related to pre-training self-efficacy, pre-training motivation, and posttraining transfer implementation intentions. Positive and negative affectivity (PA and NA) were also measured in order to better understand the relationship of these variables to trainees' perceptions of the transfer climate and the other trainingrelated variables.
This study examined the connection between background variables (such as length of unemployment a... more This study examined the connection between background variables (such as length of unemployment and number of previous training courses), contextual variables (perceptions of training climate), dispositional variables (positive affect and negative affect), and psychological outcomes for unemployed trainees who attended either a 5-week occupational skills training program (control group) or the same 5-week program with an additional 2-day intervention before the start of the program (treatment group).
This research examines the validity of using driving-specific measures of personality and coping ... more This research examines the validity of using driving-specific measures of personality and coping to develop driver prototypes. Previous research has used the Five-factor Model (FFM) of personality to classify drivers into three common configurations: resilient drivers, overcontrolled drivers and under-controlled drivers.
Unemployment remains a major social problem in Australia. Successive governments have attempted t... more Unemployment remains a major social problem in Australia. Successive governments have attempted to address the problem, in part, by funding occupational skills based training programs for the unemployed. This paper reviews the general area of occupational skills/personal effectiveness training for unemployed people, and reports on outcomes for individuals attending'typical'courses in Australia.
Workplace hazards have been a major cause of concern in the taxi industry and management has been... more Workplace hazards have been a major cause of concern in the taxi industry and management has been actively involved in trying to reduce the hazards faced by taxi drivers. However, it appears that there has not been sufficient emphasis placed on the physical health and emotional well-being of drivers.
Subjective well-being (SWB) is defined in terms of positive and negative affect whilst psychologi... more Subjective well-being (SWB) is defined in terms of positive and negative affect whilst psychological well-being (PWB) reflects self-referent attitudes of mastery and self-acceptance. Whilst both SWB and PWB are associated with personality, concurrent analysis is limited. This study (n= 679) reports on a teacher sample in which personality, SWB and PWB were measured. Results indicated moderate correlations between variables.
Abstract A non-prescriptive fatigue management training program was developed that aimed at ident... more Abstract A non-prescriptive fatigue management training program was developed that aimed at identifying specific factors contributing to coach driver fatigue and assisting coach drivers to develop more effective coping strategies to manage difficult or stressful work situations. The training program incorporated a strategy of presenting realistic, job-related situations and multiple responses to drivers and asking them to indicate the effectiveness of each response in dealing with that situation.
This research undertaken in collaboration with Queensland Health analysed the links between dimen... more This research undertaken in collaboration with Queensland Health analysed the links between dimensions of workplace climate/employee well-being contained in a number of Queensland Health databases, including the Patient Satisfaction Survey, the Clinical Incident database, the compliments and complaints database, the Variable Life Adjusted Display (VLAD) Database and the Better Workplaces Staff Opinion Survey database.
[Abstract]: This study aims to clarify the role of Australian public sector employees' commitment... more [Abstract]: This study aims to clarify the role of Australian public sector employees' commitment to organisational change. Three components of commitment to organisational change (affective, normative, and continuance commitment to organisational change) were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change.
This study aimed to identify factors that predict employees' commitment to and support for organi... more This study aimed to identify factors that predict employees' commitment to and support for organisational change. The three components of Herscovitch and Meyer's (2002) commitment to organisational change model were hypothesised to mediate the relationship between organisational climate and behavioural support for organisational change. Data were collected from a Queensland government department (N= 342).
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