Moral disengagement is the process by which individuals mitigate the consequences of their own violations of moral standards. Although MD is understood to be co-determined by culture norms, no study has yet explored the extent to which MD applied to safety at work fosters safety violations, nor the role of organizational culture as a predictor of JS-MD. The current study seeks to address this gap in the literature by examining individual- and organizational-level factors that explain why employees fail to report (...) workplace accidents. We tested a latent variable structural model positing organizational culture typologies as predictors of JS-MD, which in turn is expected to mediate the relationship with accident underreporting. Using data from 1033 employees in 28 Italian organizations, findings suggest that bureaucratic safety culture was related to lower levels of JS-MD, whereas technocratic safety culture was related to greater JS-MD. In turn, JS-MD positively predicted employee accident underreporting and fully mediated the relationship between culture and underreporting. Theoretical and practical implications are discussed in light of the increasing focus on underreporting as well as the adverse individual and organizational consequences of failing to report workplace accidents. (shrink)

The purpose of this study was to examine individual and organizational antecedents and consequences of safety-related moral disengagement. Using Conservation of Resources theory, social exchange theory, and psychological contract breach as a theoretical foundation, this study tested the proposition that higher job insecurity is associated with greater levels of subsequent safety-related moral disengagement, which in turn is related to reduced safety performance. Moreover, we examined whether perceived organizational and supervisor support buffered or intensified the impact of job insecurity on moral (...) disengagement. Using a two-wave lagged design, anonymous survey data collected from N = 389 working adults in the U.S. supported the hypothesized moderated mediation model. Specifically, the conditional indirect effects of job insecurity on safety performance via moral disengagement were intensified as levels of perceived organizational and supervisor support increased. These results suggest that the threat of job insecurity may prompt employee moral disengagement; this effect is even stronger among employees who perceived higher levels of organizational and supervisor support. We interpret these counterintuitive findings in light of increasingly insecure contemporary work arrangements and how these may give rise to potentially unethical safety-related decision making and behavior. (shrink)

The primary purpose of the current research was to examine the psychometric properties of the Time Flow Mindfulness Questionnaire, a new self-report scale designed to measure cognitive, emotional, bodily, context-related, and action-related distracting inputs experienced by the mind during three different time windows of mindfulness practice. The 42-item scale assesses the following second-order and first-order factors: Practice, Benefits and Benefits at work. Three studies were conducted. The first study assessed the factor structure and internal consistency on a sample of 141 (...) mindfulness practitioners. Using a two-wave lagged design on a different sample of 46 trainees attending mindfulness based stress reduction courses, the second study examined concurrent validity by performing correlations between the TFMQ and Five Facets Mindfulness Questionnaire. The third study examined criterion validity by testing a structural equation model wherein mindfulness practice predicts job burnout, both directly and indirectly through mindfulness benefits at work. All studies relied on anonymous surveys. Our findings suggest that the TFMQ: has a factor structure consistent with the hypothesized conceptual dimensions; has good concurrent validity as demonstrated by significant correlations with the FFMQ dimensions; and consists of mindfulness dimensions that predict job burnout in organizations. The TFMQ is a valid and reliable mindfulness measure that may help practitioners gain awareness of different types of inputs that potentially distract the mind and mindfulness beneficial consequences, and organizations implement mindfulness in work-settings. (shrink)

Both scholars and practitioners acknowledge that the major factors explaining behavior are cognition, emotion, and context. However, existing theories tend to only focus on a combination of two. Furthermore, not all models are rooted in a specific theory of mind. Finally, there is no consistent definition of ‘mind.’ To address these issues, we review the major models explaining behavior. We then describe the Theory of Analysis of Demand, an interactionist model of functioning of mind that thoroughly addresses the conjoint interplay (...) of cognition, emotion, and context. A key concept of the TAD is emotional symbolization, the process of relating one’s experiences of the external context with an inevitable emotional reaction. By considering an intersection among cognition, emotion, and context, TAD fills the gap in the existing literature and expands our understanding of behavior. Moreover, we describe the TAD intervention methodology, Individual-Setting of intervention-Orga... (shrink)