Behavioral Consistency in the Digital Age.

Efforts to infer personality from digital footprints have focused on behavioral stability at the trait level without considering situational dependency. We repeated a classic study of intraindividual consistency with secondary data (five data sets) containing 28,692 days of smartphone usage from 780 people. Using per-app measures of pickup frequency and usage duration, we found that profiles of daily smartphone usage were significantly more consistent when taken from the same user than from different users (d > 1.46). Random-forest models trained on 6 days of behavior identified each of the 780 users in test data with 35.8% accuracy for pickup frequency and 38.5% accuracy for duration frequency. This increased to 73.5% and 75.3%, respectively, when success was taken as the user appearing in the top 10 predictions (i.e., top 1%). Thus, situation-dependent stability in behavior is present in our digital lives, and its uniqueness provides both opportunities and risks to privacy.

Correction of 'Culture moderates changes in linguistic selfpresentation and detail provision when deceiving others'.

[This corrects the article DOI: 10.1098/rsos.170128.].

Safety citizenship behavior (SCB) in the workplace: A stable construct? Analysis of psychometric invariance across four European countries.

Safety citizenship behaviors (SCBs) are important participative organizational behaviors that emerge in work-groups. SCBs create a work environment that supports individual and team safety, encourages a proactive management of workplace safety, and ultimately, prevents accidents. In spite of the importance of SCBs, little consensus exists on research issues like the dimensionality of safety citizenship, and if any superordinate factor level of safety citizenship should be conceptualized, and thus measured. The present study addressed this issue by examining the dimensionality of SCBs, as they relate to behaviors of helping, stewardship, civic virtue, whistleblowing, voice, and initiating change in current practices. Data on SCBs were collected from four industrial plants (N = 1065) in four European countries (Italy, Russia, Switzerland, United Kingdom). The results show that SCBs structure around two superordinate second-order factors that reflect affiliation and challenge. Multi-group analyses supported the structure and metric invariance of the two-factor model across the four national subsamples.

Culture moderates changes in linguistic self-presentation and detail provision when deceiving others.

Change in our language when deceiving is attributable to differences in the affective and cognitive experience of lying compared to truth telling, yet these experiences are also subject to substantial individual differences. On the basis of previous evidence of cultural differences in self-construal and remembering, we predicted and found evidence for cultural differences in the extent to which truths and lies contained self (versus other) references and perceptual (versus social) details. Participants (N = 320) of Black African, South Asian, White European and White British ethnicity completed a catch-the-liar task in which they provided genuine and fabricated statements about either their past experiences or an opinion and counter-opinion. Across the four groups we observed a trend for using more/fewer first-person pronouns and fewer/more third-person pronouns when lying, and a trend for including more/fewer perceptual details and fewer/more social details when lying. Contrary to predicted cultural differences in emotion expression, all participants showed more positive affect and less negative affect when lying. Our findings show that liars deceive in ways that are congruent with their cultural values and norms, and that this may result in opposing changes in behaviour.

Language style matching and police interrogation outcomes.

This research examined the coordination of interrogator and suspects' verbal behavior in interrogations. Sixty-four police interrogations were examined at the aggregate and utterance level using a measure of verbal mimicry known as Language Style Matching. Analyses revealed an interaction between confession and the direction of language matching. Interrogations containing a confession were characterized by higher rates of the suspect matching the interrogators' language style than interrogations without a confession. A sequence analysis of utterance-level Language Style Matching revealed a divergence in the type of matching that occurred across outcome. There was a linear increase in interrogator-led matching for interrogations containing a confession and an increase in suspect-led matching for nonconfession interrogations. These findings suggest that police interrogations play out, in part, at the basic level of language coordination.

Transformational leadership, intrinsic motivation, and trust: a moderated-mediated model of workplace safety.

Two studies examine the role of motivation and trust in the relationship between safety-specific transformational leadership and employees' safety behavior. Study 1 tested the prediction that intrinsic and identified regulation motivations mediate the relationship between safety-specific transformational leadership and employees' safety behaviors. Study 2 further explored this relationship by testing the prediction that the mediating role of intrinsic motivation is dependent on employees' level of trust in their leader. Survey data from the U.K. construction industry supported both predictions. However, the mediating role of intrinsic motivation was found only for challenge safety citizenship behaviors (i.e., voice) and not for affiliative safety citizenship behaviors (i.e., helping). These findings suggest that employees' intrinsic motivation is important to the effectiveness of leaders' efforts to promote some but not all forms of safety behavior.

Promoting safety voice with safety-specific transformational leadership: the mediating role of two dimensions of trust.

Although safety-specific transformational leadership is known to encourage employee safety voice behaviors, less is known about what makes this style of leadership effective. We tested a model that links safety-specific transformational leadership to safety voice through various dimensions of trust. Data from 150 supervisor-employee dyads from the United Kingdom oil industry supported our predictions that the effects of safety-specific transformational leadership are sequentially mediated by affect-based trust beliefs and disclosure trust intentions. Moreover, we found that reliance trust intentions moderated the effect of disclosure: employees' disclosure intentions mediated the effects of affect-based trust on safety voice behaviors only when employees' intention to rely on their leader was moderate to high. These findings suggest that leaders seeking to encourage safety voice behaviors should go beyond "good reason" arguments and develop affective bonds with their employees.

The moderating role of safety-specific trust on the relation between safety-specific leadership and safety citizenship behaviors.

The authors examined whether safety-specific trust moderates or mediates the relationship between safety-specific transformational leadership and subordinates' safety citizenship behavior. Data from 139 subordinate-supervisor dyads were collected from the United Kingdom construction industry and analyzed using hierarchical regression models. Results showed that safety-specific trust moderated rather than mediated the effects of safety-specific transformational leaders on subordinates' behavior. Specifically, in conditions of high and moderate safety-specific trust, leaders had a significant effect on subordinates' safety citizenship behavior. However, in conditions of low safety-specific trust, leaders did not significantly influence subordinates' safety citizenship behavior. The implications of these findings for general safety theory and practice are discussed.

Trust and risk communication in high-risk organizations: a test of principles from social risk research.

This study explored the effects of open communication about occupational risks on workers' trust beliefs and trust intentions toward risk management, and the resilience of these beliefs and intentions to further risk information. An experimental survey of 393 student nurses showed the importance of open communication in the development of worker trust in risk management. Consistent with the trust asymmetry principle, we found that the increase in trust beliefs following open communication was weaker than the reduction in trust following a lack of communication. Further, the level of trust developed through communication (or lack of) influenced the way that subsequent risk information was processed. Negative risk information reduced trust beliefs in nurses with already low levels of trust while positive risk information increased trust beliefs only in those with already high levels. A similar pattern of results emerged for nurses' trust intentions, although the magnitude of these effects was weaker. The implications of these findings for occupational risk management are discussed.

Trust: missing piece(s) in the safety puzzle.

While trust is increasingly recognized as a factor that impacts on safety behavior, the exact nature of trust and its role in shaping organizational safety is poorly understood. This special issue contains six articles that examine the relationship between trust and safety behavior in a range of high-risk work contexts. The issue begins with two articles that introduce the complex nature of trust and the positive and negative roles that trust can play in shaping an organization's safety culture. This background is then developed by two articles that explore the role of trust and distrust in safety performance, and uncover a range of significant but often counterintuitive relationships between forms of trust and safe behavior. Finally, the issue concludes with two articles that examine the role that leadership may play in developing trust. These articles examine the conditions important for the development of trust in leaders, and the trust-promoting actions that leaders can employ to influence employees' engagement in safety participation.

The role of distrust in offshore safety performance.

Trust is recognized as a potentially important factor in safety within high-risk industries. However, little detailed empirical research has explored how trust operates in these contexts to influence worker safety performance. The present study addresses this by (i) identifying the target (occupational group) in which trust is most important for good safety, and (ii) establishing the "type" of trust (trust or distrust) with the greatest impact on safety performance. A questionnaire survey of 203 UK offshore gas workers' attitudes of trust and distrust toward four occupational groups (workmates, supervisors, offshore managers, and contractors) and an operating company was conducted. Logistic regression analysis identified attitudes toward offshore management as the strongest predictor of safety performance at an industry level. At an installation level, safety performance was best predicted by attitudes toward contractors and workmates. Further analysis revealed attitudes of distrust as better predictors of safety performance compared to attitudes of trust. These findings suggest that safety professionals should pay more attention to the role of distrust in safety performance. They also suggest that safety initiatives should target attitudes toward specific groups for optimal effectiveness.