Survey indicates addressing workplace environment, work-life balance, and flexibility are key to attracting and retaining veterinarians in academia.

OBJECTIVE: Referencing growing concerns over the recruitment and retention of faculty in academic veterinary medicine, the authors hypothesized that among surveyed veterinary residents and early-career faculty, work-life balance and workplace climate and culture are stronger motivators than financial considerations, regardless of demographic factors such as gender, race/ethnicity, and area of specialization. SAMPLE: 541 participants were included in data analysis. METHODS: A mixed methods approach was utilized, incorporating both quantitative data and qualitative, free-text responses to better understand veterinary career choices by contextualizing factors associated with academic medicine. RESULTS: Factors underpinning career-related decision-making were ranked by level of importance as (1) workplace environment/culture, (2) personal well-being/work-life balance, (3) salary and bonuses, (4) geographic location, (5) facilities and resources, (6) benefits, and (7) schedule flexibility. Desires for workload balance, schedule flexibility, support from leadership, and mentorship and collaboration were among the top themes of qualitative responses for both residents and early career faculty respondents. Factors influencing career decision-making for resident and early-career faculty are varied. Workplace environment, work-life balance, and schedule flexibility are areas that academic institutions can address and continue to improve and that are likely to positively impact entry into academia and the desire to stay. CLINICAL RELEVANCE: This study sought to understand factors related to career decision-making and interest in academic veterinary medicine among residents and early-career faculty. Understanding these factors can support efforts to recruit and retain faculty in academic veterinary medicine.

Who posted #MeToo, why, and what happened: A mixed methods examination.

Objectives: The #MeToo social media campaign raised awareness about sexual harassment. The purpose of the current study was to address three unexplored research questions. First, what factors influenced whether a person posted #MeToo? Second, how did posting (or not) influence participants' wellbeing? Finally, what motivated participants' posting (or not) #MeToo? Method: This mixed-methods study explores how #MeToo was experienced by full-time employees (N = 395) who could have posted #MeToo (i.e., experienced a sexual harassment event), whether or not they did so. Participants completed surveys in July of 2018 assessing social media use, sexual harassment history, relational variables such as relative power and social support, and job and life satisfaction. Participants also responded to open-ended survey questions about the context of and decisions about #MeToo posting. Results: Quantitative results indicated that sexual harassment history was the most powerful predictor of #MeToo posting, while power and interpersonal contact also contributed. Qualitative analyses (N = 74) using a grounded theory approach indicated themes associated with decisions to disclose, including feeling a responsibility to post, need for support, and affective benefits. Decisions not to disclose were event-related negative affect, posting-related negative affect, timing of the event, fit with the #MeToo movement, privacy concerns, and fear of consequences. Conclusion: This study contributes to the literature on sexual harassment disclosure by focusing on informal means of disclosure and drawing on comparisons to formal reporting and implications for workplaces. Online sexual harassment disclosure, in many ways, reflects the impediments to formal reporting procedures. Given the increased use of social media for purposes of disclosure, these findings suggests that organizations should recognize the legitimacy of sexual harassment reports made online and consider the possible failings of their formal reporting systems as reasons for online disclosure.

The Dobbs Decision and the Future of Occupational Health in the US.

Access to abortion care has a profound impact on women's ability to participate in the workforce. In the US, restrictions on abortion care have waxed and waned over the years, including periods when abortion was broadly permitted across the nation for most pregnant people for a substantial proportion of pregnancy and times when restrictions varied across states, including states where abortion is banned for nearly all reasons. Additionally, access to abortion care has always been a reproductive justice issue, with some people more able to access this care than others even when it is structurally available. In June 2022, the US Supreme Court handed down the Dobbs v. Jackson Women's Health Organization, returning to states the ability to determine restrictions on abortion, including near-total bans on abortion. In this anthology, ten experts share their perspectives on what the Dobbs decision means for the future, how it will exacerbate existing, well-researched issues, and likely also create new challenges needing investigation. Some contributions are focused on research directions, some focus on implications for organizations, and most include both. All contributions share relevant occupational health literature and describe the effects of the Dobbs decision in context.

Sex and ethnicity as moderators in the sexual harassment phenomenon: a revision and test of Fitzgerald et al. (1994).

Fitzgerald, Hulin, and Drasgow (1994) proposed that personal vulnerability characteristics (such as sex and ethnicity) would moderate the effect of sexual harassment on its outcomes. This paper argues that personal vulnerability characteristics instead moderate the effect of organizational sexual harassment climate on sexual harassment because of their role as identity markers within social hierarchies. Using a sample of nearly 8,000 male and female military personnel from four ethnicity groups, the proposition that organizational climate differentially affects sexual harassment frequency across sex and ethnicity was evaluated. Results suggested that sex is an important moderator of these relationships, but that ethnicity is not. Further, sex and ethnicity were not found to moderate the effect of sexual harassment on its outcomes. Potential generalizability of these results to other types of harassment (e.g., racial harassment, bullying), as well as needed future research in this area, is discussed.

The measurement equivalence of a safety climate measure across five faultlines.

This study examines the appropriateness of comparing safety climate survey responses across multiple faultlines-hypothetical dividing lines that split a group into subgroups based on one or more attributes. Using survey data from 8790 employees of a multinational chemical processing and manufacturing company from 76 work sites nested within 19 different countries, we examined the multilevel measurement equivalence of a safety climate measure across cultural dimensions, survey languages, organizational hierarchy, employment arrangements, and work environments. As simulation studies support the faultline at the individual-level requires measurement equivalence tests that are different from the faultline at the country-level, we used multi-group multilevel confirmatory factor analyses for the Level-3 faultline, and multilevel factor mixture models for known classes for the Level-1 faultlines. The results demonstrated that faultlines can prevent safety climate measurement equivalence, which prohibits the aggregation of individual-level scores to higher levels and making comparisons across faultlines. This first study on multilevel safety climate measurement equivalence serves as both a warning to safety climate researchers and practitioners regarding the importance of faultlines and reminds us to consider the level of the faultlines when testing measurement equivalence with multilevel data.

"Ex" marks a spot: the stickiness of dirty work and other removed stigmas.

This theoretical paper proposes that some stigmas, once removed, can continue to incite prejudice toward the formerly marked ("stickiness"), essentially restigmatizing individuals and continuing the stressful experience of being a "dirty person" in others' eyes. The authors focus on dirty work roles (e.g., morticians, exotic dancers) as prototypes of sticky marks that can lead to continued devaluation and, due to legitimizing myths about work, may be especially vulnerable to it. The authors argue that stickiness results from internal attributions made by others about dirty work and is influenced by visibility, onset- and offset-controllability, taint, tenure, and how the work ended. The authors conclude with an analysis of how stickiness might affect vocational patterns of former dirty workers.

Racial and ethnic harassment and discrimination: in the eye of the beholder?

The nature, rate, and higher-order relationships among facets of racial/ethnic harassment (REH) and discrimination (RED) were examined across five racial/ethnic groups in a sample of 5,000 US military personnel. Using a hierarchical, multigroup confirmatory factor analysis approach, results suggest that the nature of REH and RED do not differ by race, with behavioral items equally representing REH and RED across the different groups. Further, higher-order relationships among the facets of REH and RED do not vary across race, with a single second-order factor accounting for the relationships. This single factor is theorized to represent a root intergroup prejudice that leads to harassment and discrimination. However, as anticipated, individuals from minority groups generally reported higher levels of REH and RED once measurement equivalence has been established. Together, the results suggest that both intergroup prejudice (which is multidirectional) and racism (which originates in powerful groups against other groups) are operating in REH and RED experiences.

A profile of profiles: A meta-analysis of the nomological net of commitment profiles.

Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in the study. A meta-analytic approach, combined with multilevel latent profile analysis (LPA) that accounts for both within- and between-sample variability, is used in this study to examine the antecedents and outcomes of commitment profiles. This helps solve the naming problem by examining multiple data sets (K = 40) with a large sample (N = 16,052), obtained by contacting commitment researchers who voluntarily supplied primary data to bring further consensus about the phenomenology of profiles. LPA results revealed 5 profiles (Low, Moderate, AC-dominant, AC/NC-dominant, and High). Meta-analytic results revealed that high levels of bases of commitment were associated with value-based profiles whereas low levels were associated with weak commitment profiles. Additionally, value-based profiles were associated with older, married, and less educated participants than the weak commitment profiles. Regarding outcomes of commitment, profiles were found to significantly relate to focal behaviors (e.g., performance, tenure, and turnover) and discretionary behaviors (e.g., organizational citizenship behaviors). Value-based profiles were found to have higher levels of both focal and discretionary behaviors for all analyses. Implications for the commitment and profile literature are discussed. (PsycINFO Database Record

The (un)reasonableness of reporting: antecedents and consequences of reporting sexual harassment.

This study places the reporting of sexual harassment within an integrated model of the sexual harassment process. Two structural models were developed and tested in a sample (N = 6,417) of male and female military personnel. The 1st model identifies determinants and effects of reporting; reporting did not improve--and at times worsened--job, psychological, and health outcomes. The authors argue that organizational responses to reports (i.e., organizational remedies, organizational minimization, and retaliation) as well as procedural satisfaction can account for these negative effects. The 2nd model examines these mediating mechanisms; results suggest that these mediators, and not reporting itself, are the source of the negative effects of reporting. Organizational and legal implications of these findings are discussed.

Race as a moderator in a model of sexual harassment: an empirical test.

L. F. Fitzgerald, C. L. Hulin, and F. Drasgow (1995) proposed that victim characteristics, such as race, might moderate the relationships between sexual harassment and its job, psychological, and health status outcomes. This study describes 2 theoretical positions, tokenism and double jeopardy, that could account for this possible moderation by race, as well as the alternative view that no moderating effects exist. The effects of race are empirically examined through simultaneous path analysis. Results indicate that whereas mean levels of harassment differ across race, the phenomenon of sexual harassment unfolds similarly across races; race is not a moderator of the relationships between sexual harassment and the variables proposed as its antecedents and outcomes.

The Shelf Life of a Safety Climate Assessment: How Long Until the Relationship with Safety-Critical Incidents Expires?

PURPOSE: This study investigates safety climate as both a leading (climate â†’ incident) and a lagging (incident â†’ climate) indicator of safety-critical incidents. This study examines the "shelf life" of a safety climate assessment and its relationships with incidents, both past and future, by examining series of incident rates in order to determine when these predictive relationships expire. DESIGN/METHODOLOGY/APPROACH: A survey was conducted at a large, multinational chemical manufacturing company, with 7,467 responses at 42 worksites in 12 countries linked to over 14,000 incident records during the 2 years prior and 2 years following the survey period. Regressions revealed that safety climate predicts incidents of varying levels of severity, but it predicts the most severe incidents over the shortest period of time. The same is true for incidents predicting safety climate, with more severe incidents having a shorter predictive window. For the most critical relationship (climate predicting more severe incidents), the ability of a safety climate assessment to predict incidents expires after 3 months. IMPLICATIONS: The choice of aggregation period in constructing incident rates is essential in understanding the safety climate-incident relationship. The common yearly count of incidents would make it seem that more severe incidents cannot be predicted by safety climate and also fails to show the strongest predictive effects of less severe incidents. ORIGINALITY/VALUE: This research is the first to examine assumptions regarding aggregation periods when constructing safety-related incident rates. Our work guides organizations in planning their survey program, recommending more frequent measurement of safety climate.

Sometimes pursuits don't pan out: anticipated destinations and other caveats: comment on Hom, Mitchell, Lee, and Griffeth (2012).

Hom, Mitchell, Lee, and Griffeth (2012) presented an extensive review of employee turnover research, reconceptualized the turnover criterion to include multiple destinations, and proposed to expand the predictor domain. They illuminated the multiple destinations employees pursue following turnover. By crossing desire to remain and volitional control dimensions, Hom et al. defined and described 4 withdrawal states (or predeparture mind-sets). This commentary begins by introducing the issue that people do not know precisely where they will turn over to until they have actually gone. This suggests that researchers should consider anticipated destinations when conducting research on withdrawal states. We note the limitations of measuring withdrawal states as taxonomic categories; instead, we advocate for measuring the underlying continuous dimensions of desire and control or the weight associated with the pressures to leave or stay. Finally, we highlight some temporal considerations, as withdrawal states are temporary and there is much to be learned from studying changes in such states. We conclude with some directions for future turnover research based on Hom et al.'s contribution.

Racial/ethnic harassment and discrimination, its antecedents, and its effect on job-related outcomes.

A general model of workplace prejudice acts, their antecedents, and their consequences is proposed and examined in the context of racial/ethnic harassment and discrimination (REHD). Antecedents proposed and tested here include context and climate, whereas consequences proposed and tested here include work, supervisor, and opportunity satisfaction and turnover intentions. The theoretical model is first tested and cross-validated in two ethnically diverse subsamples (approximately 2,000 each). Then, hierarchical multigroup modeling was conducted to determine whether the relationships among REHD, its antecedents, and its outcomes are equivalent across five racial/ethnic groups (N = 1,000 per group) in the U.S. military. This addresses the issue of differential exposure (i.e., varying amounts of stressors across groups) versus differential vulnerability (i.e., discrepant impact of a stressor on outcomes across groups) across racial/ethnic groups. Consistent with expectations, results suggest that although racial/ethnic groups differ in their mean exposure to REHD, the relationships among REHD and its outcomes are the same across race/ethnicity, supporting the differential exposure view. In addition, the results show some differences between antecedents and REHD across race/ethnicity.

The impact of the BP Baker report.

INTRODUCTION: This study examined the impact of the British Petroleum (BP) Baker Panel Report, reviewing the March 2005 BP-Texas City explosion, on the field of process safety. METHOD: Three hundred eighty-four subscribers of a process safety listserv responded to a survey two years after the BP Baker Report was published. RESULTS: Results revealed respondents in the field of process safety are familiar with the BP Baker Report, feel it is important to the future safety of chemical processing, and believe that the findings are generalizable to other plants beyond BP-Texas City. Respondents indicated that few organizations have administered the publicly available BP Process Safety Culture Survey. Our results also showed that perceptions of contractors varied depending on whether respondents were part of processing organizations (internal perspective) or government or consulting agencies (external perspective). CONCLUSIONS: This research provides some insight into the beliefs of chemical processing personnel regarding the transportability and generalizability of lessons learned from one organization to another. IMPACT ON INDUSTRY: This study has implications for both organizational scientists and engineers in that it reveals perceptions about the primary mechanism used to share lessons learned within one industry about one major catastrophe (i.e., investigation reports). This study provides preliminary information about the perceived impact of a report such as this one.

The influence of organizational tenure on safety climate strength: a first look.

This study examined the relationship between the organizational tenure of employees at a given worksite and safety climate strength (i.e., the variability of employees' perceptions of the policies, procedures, and practices regarding workplace safety). Results revealed that average worksite tenure was related to safety climate strength such that higher average tenure was associated with stronger safety climates. The moderating effect of tenure level on the relationship between tenure and climate strength was also examined. Results revealed a curvilinear relationship between mean worksite tenure and safety climate strength, such that at higher levels of worksite tenure, smaller increases in the group's average tenure improved climate strength to a greater extent than at lower levels of worksite tenure.

Safety climate and injuries: an examination of theoretical and empirical relationships.

Our purpose in this study was to meta-analytically address several theoretical and empirical issues regarding the relationships between safety climate and injuries. First, we distinguished between extant safety climate-->injury and injury-->safety climate relationships for both organizational and psychological safety climates. Second, we examined several potential moderators of these relationships. Meta-analyses revealed that injuries were more predictive of organizational safety climate than safety climate was predictive of injuries. Additionally, the injury-->safety climate relationship was stronger for organizational climate than for psychological climate. Moderator analyses revealed that the degree of content contamination in safety climate measures inflated effects, whereas measurement deficiency attenuated effects. Additionally, moderator analyses showed that as the time period over which injuries were assessed lengthened, the safety climate-->injury relationship was attenuated. Supplemental meta-analyses of specific safety climate dimensions also revealed that perceived management commitment to safety is the most robust predictor of occupational injuries. Contrary to expectations, the operationalization of injuries did not meaningfully moderate safety climate-injury relationships. Implications and recommendations for future research and practice are discussed.