The Experts below are selected from a list of 177 Experts worldwide ranked by ideXlab platform
Dov Zohar - One of the best experts on this subject based on the ideXlab platform.
-
Group leaders as gatekeepers testing safety Climate variations across levels of analysis
Applied Psychology, 2010Co-Authors: Dov Zohar, Gil LuriaAbstract:This paper tests the moderating effect of transformational supervisory leadership on the relationship between organisational and Group Climates, using safety Climate in risky operations as an exemplar. Results indicated that under low or poor organisational Climate, indicative of limited organisational commitment to employee safety, transformational leaders promoted a higher Group Climate as compared to the organisational Climate. Similarly, under a weak organisational Climate, indicative of limited consensus among company employees regarding the priority of safety, transformational leaders promoted a stronger Group Climate, reflecting greater consensus among Group members. This pattern suggests that supervisory leaders can act as gatekeepers, with transformational leaders offering better protection against potentially harmful organisation‐level priorities. Furthermore, transformational supervisors better informed their members of the organisational priorities as they perceived them, resulting in a stronger relationship between individual supervisors' perceptions and members' organisational Climate perceptions. Implications for Climate and leadership research are discussed. On s'interesse dans cet article a l'impact regulateur du leadership hierarchique de transformation sur la relation entre les climats organisationnels et de Groupe en utilisant comme exemple la securite dans les operations a risque. Les resultats montrent qu'en cas de climat organisationnel mediocre signifiant une implication organisationnelle minimale a propos de la securite du personnel, les leaders de transformation favorisent l'emergence d'un climat de Groupe plus satisfaisant que le climat organisationnel. De meme, si le climat organisationnel est fragile, traduisant un accord approximatif des salaries sur la prioritea accorder a la securite, les leaders de transformation sont a l'origine d'un climat de Groupe renforce, expression d'un meilleur consensus parmi les membres du Groupe. Ce schema laisse penser que les leaders hierarchiques peuvent intervenir comme gardiens, les leaders de transformation offrant une meilleure protection contre les priorites organisationnelles potentiellement nocives. De plus, les managers de transformation informent mieux leur equipe des priorites organisationnelles telles qu'ils les percoivent, ce qui provoque une relation plus etroite entre les perceptions personnelles du manager et celles que son Groupe a du climat organisationnel. On reflechit aux retombees de ce travail sur les recherches portant sur le climat et le leadership.
-
a multilevel model of safety Climate cross level relationships between organization and Group level Climates
Journal of Applied Psychology, 2005Co-Authors: Dov Zohar, Gil LuriaAbstract:Organizational Climates have been investigated separately at organization and subunit levels. This article tests a multilevel model of safety Climate, covering both levels of analysis. Results indicate that organization-level and Group-level Climates are globally aligned, and the effect of organization Climate on safety behavior is fully mediated by Group Climate level. However, the data also revealed meaningful Group-level variation in a single organization, attributable to supervisory discretion in implementing formal procedures associated with competing demands like safety versus productivity. Variables that limit supervisory discretion (i.e., organization Climate strength and procedural formalization) reduce both between-Groups Climate variation and within-Group variability (i.e., increased Group Climate strength), although effect sizes were smaller than those associated with cross-level Climate relationships. Implications for Climate theory are discussed.
-
a multilevel model of safety Climate cross level relationships between organization and Group level Climates
Journal of Applied Psychology, 2005Co-Authors: Dov Zohar, Gil LuriaAbstract:Technion—Israel Institute of Technology Organizational Climates have been investigated separately at organization and subunit levels. This article tests a multilevel model of safety Climate, covering both levels of analysis. Results indicate that organization-level and Group-level Climates are globally aligned, and the effect of organization Climate on safety behavior is fully mediated by Group Climate level. However, the data also revealed meaningful Group-level variation in a single organization, attributable to supervisory discretion in implementing formal procedures associated with competing demands like safety versus productivity. Variables that limit supervisory discretion (i.e., organization Climate strength and procedural formalization) reduce both between-Groups Climate variation and within-Group variability (i.e., increased Group Climate strength), although effect sizes were smaller than those associated with cross-level Climate relationships. Implications for Climate theory are discussed.
-
a Group level model of safety Climate testing the effect of Group Climate on microaccidents in manufacturing jobs
Journal of Applied Psychology, 2000Co-Authors: Dov ZoharAbstract:: This article presents and tests a Group-level model of safety Climate to supplement the available organization-level model. Climate perceptions in this case are related to supervisory safety practices rather than to company policies and procedures. The study included 53 work Groups in a single manufacturing company. Safety Climate perceptions, measured with a newly developed scale, revealed both within-Group homogeneity and between-Groups variation. Predictive validity was measured with a new outcome measure, microaccidents, that refers to behavior-dependent on-the-job minor injuries requiring medical attention. Climate perceptions significantly predicted microaccident records during the 5-month recording period that followed Climate measurement, when the effects of Group- and individual-level risk factors were controlled. The study establishes an empirical link between safety Climate perceptions and objective injury data.
Gil Luria - One of the best experts on this subject based on the ideXlab platform.
-
Group leaders as gatekeepers testing safety Climate variations across levels of analysis
Applied Psychology, 2010Co-Authors: Dov Zohar, Gil LuriaAbstract:This paper tests the moderating effect of transformational supervisory leadership on the relationship between organisational and Group Climates, using safety Climate in risky operations as an exemplar. Results indicated that under low or poor organisational Climate, indicative of limited organisational commitment to employee safety, transformational leaders promoted a higher Group Climate as compared to the organisational Climate. Similarly, under a weak organisational Climate, indicative of limited consensus among company employees regarding the priority of safety, transformational leaders promoted a stronger Group Climate, reflecting greater consensus among Group members. This pattern suggests that supervisory leaders can act as gatekeepers, with transformational leaders offering better protection against potentially harmful organisation‐level priorities. Furthermore, transformational supervisors better informed their members of the organisational priorities as they perceived them, resulting in a stronger relationship between individual supervisors' perceptions and members' organisational Climate perceptions. Implications for Climate and leadership research are discussed. On s'interesse dans cet article a l'impact regulateur du leadership hierarchique de transformation sur la relation entre les climats organisationnels et de Groupe en utilisant comme exemple la securite dans les operations a risque. Les resultats montrent qu'en cas de climat organisationnel mediocre signifiant une implication organisationnelle minimale a propos de la securite du personnel, les leaders de transformation favorisent l'emergence d'un climat de Groupe plus satisfaisant que le climat organisationnel. De meme, si le climat organisationnel est fragile, traduisant un accord approximatif des salaries sur la prioritea accorder a la securite, les leaders de transformation sont a l'origine d'un climat de Groupe renforce, expression d'un meilleur consensus parmi les membres du Groupe. Ce schema laisse penser que les leaders hierarchiques peuvent intervenir comme gardiens, les leaders de transformation offrant une meilleure protection contre les priorites organisationnelles potentiellement nocives. De plus, les managers de transformation informent mieux leur equipe des priorites organisationnelles telles qu'ils les percoivent, ce qui provoque une relation plus etroite entre les perceptions personnelles du manager et celles que son Groupe a du climat organisationnel. On reflechit aux retombees de ce travail sur les recherches portant sur le climat et le leadership.
-
a multilevel model of safety Climate cross level relationships between organization and Group level Climates
Journal of Applied Psychology, 2005Co-Authors: Dov Zohar, Gil LuriaAbstract:Technion—Israel Institute of Technology Organizational Climates have been investigated separately at organization and subunit levels. This article tests a multilevel model of safety Climate, covering both levels of analysis. Results indicate that organization-level and Group-level Climates are globally aligned, and the effect of organization Climate on safety behavior is fully mediated by Group Climate level. However, the data also revealed meaningful Group-level variation in a single organization, attributable to supervisory discretion in implementing formal procedures associated with competing demands like safety versus productivity. Variables that limit supervisory discretion (i.e., organization Climate strength and procedural formalization) reduce both between-Groups Climate variation and within-Group variability (i.e., increased Group Climate strength), although effect sizes were smaller than those associated with cross-level Climate relationships. Implications for Climate theory are discussed.
-
a multilevel model of safety Climate cross level relationships between organization and Group level Climates
Journal of Applied Psychology, 2005Co-Authors: Dov Zohar, Gil LuriaAbstract:Organizational Climates have been investigated separately at organization and subunit levels. This article tests a multilevel model of safety Climate, covering both levels of analysis. Results indicate that organization-level and Group-level Climates are globally aligned, and the effect of organization Climate on safety behavior is fully mediated by Group Climate level. However, the data also revealed meaningful Group-level variation in a single organization, attributable to supervisory discretion in implementing formal procedures associated with competing demands like safety versus productivity. Variables that limit supervisory discretion (i.e., organization Climate strength and procedural formalization) reduce both between-Groups Climate variation and within-Group variability (i.e., increased Group Climate strength), although effect sizes were smaller than those associated with cross-level Climate relationships. Implications for Climate theory are discussed.
G J J M Stams - One of the best experts on this subject based on the ideXlab platform.
-
Group Climate and treatment motivation in secure residential and forensic youth care from the perspective of self determination theory
Children and Youth Services Review, 2018Co-Authors: G H P Van Der Helm, C H Z Kuiper, G J J M StamsAbstract:Abstract Treatment motivation in secure residential youth care is assumed to be a necessary condition for effective treatment, and is therefore a key element in the reduction of problem behavior and criminal recidivism. According to Self-Determination Theory (SDT) three basic psychological needs (autonomy, competence and relatedness) are essential for treatment motivation, which are characteristics of a positive residential Group Climate. Based on SDT, we examined whether a therapeutic (open) Group Climate and low levels of institutional repression were associated with treatment motivation of adolescents residing in (semi-) secure residential youth care facilities. An ethnically diverse sample was studied of 179 respondents (M = 16.2 years; SD = 1.5), in 12 Dutch (semi)secure youth care facilities and 9 forensic youth care institutions. We measured residential Group Climate with the PGCI and treatment motivation with the ATMQ, and fitted a Cross-Lagged Panel Model (CLPM) of residential Group Climate and treatment motivation. It was found that a positive Group Climate in the first month after placement predicted greater treatment motivation three months later.
-
the relation between living Group Climate aggression and callous unemotional traits in delinquent boys in detention
International Journal of Offender Therapy and Comparative Criminology, 2017Co-Authors: Peer Van Der Helm, G J J M Stams, Evelyn Heynen, Maaike Cima, Andries KorebritsAbstract:Aggression and callous-unemotional (CU) traits are common problems in incarcerated delinquent youth. The present study was conducted to examine whether living Group Climate was associated with aggression and CU traits in late adolescent male offenders ( N = 156) in a German youth prison. A structural equation model was fitted to the data and showed associations between repression and reactive aggression and CU traits, but no associations between an open and supportive living Group Climate and aggression and CU traits. Previous research in Dutch youth prisons did not find a relation between repression and aggression, buta relation between a positive living Group Climate and less aggression. These different findings may reflect differences in the German and Dutch prison system. Implications for practice are discussed.
-
the relationship between detention length living Group Climate coping and treatment motivation among juvenile delinquents in a youth correctional facility
The Prison Journal, 2014Co-Authors: Peer Van Der Helm, G J J M Stams, Lotte Beunk, Peter H Van Der LaanAbstract:This study examined the relationship between detention length, living Group Climate, coping, and treatment motivation among 59 juvenile delinquents in a Dutch youth correctional facility. Longer detention was associated with the perception of a more open living Group Climate, but proved to be unrelated to coping and treatment motivation. A repressive Group Climate was positively associated with passive coping. A more open Group Climate was associated with both more active coping and greater treatment motivation. Finally, analyses showed that the relation between open Group Climate and treatment motivation was mediated by active coping. Thus, creating an open Group Climate to foster active coping and greater treatment motivation is probably one of the most important challenges for youth correctional facilities.
-
measuring Group Climate in a german youth prison a german validation of the prison Group Climate instrument
Journal of Forensic Psychology Practice, 2014Co-Authors: E J E Heynen, G J J M Stams, G H P Van Der Helm, Andries KorebritsAbstract:The Prison Group Climate Instrument (PGCI) was developed to investigate Group Climate quality in forensic psychiatric institutions and secure residential treatment facilities for delinquent juveniles. The present study examined construct validity, convergent validity, and reliability of the German version of the PGCI. A confirmatory factor analysis with four first-order factors—“support,” “growth,” “Group atmosphere,” and “repression”—and “overall Group Climate” as a second-order factor showed a good fit to the data and indicated construct validity of the German version of the PGCI. Preliminary support was found for convergent validity. Cronbach's alpha reliability coefficients were sufficient for all scales. The instrument can be used to improve service quality and gives inmates a voice.
-
Group Climate personality and self reported aggression in incarcerated male youth
Journal of Forensic Psychiatry & Psychology, 2012Co-Authors: P Van Der Helm, G J J M Stams, M Van Genabeek, P H Van Der LaanAbstract:Aggression in youth prison is considered a major problem, probably interfering with treatment and rehabilitative goals, and creating an unsafe work environment for Group workers. The present study examined how inmates’ personality (dispositional characteristics) and living Group Climate (situational characteristics) contribute to aggression in a sample of 59 incarcerated delinquent boys. The results showed that open Group Climate was positively associated with agreeableness and openness and buffered against aggression through its positive effect on neuroticism. A repressive Group Climate was negatively associated with low neuroticism and proved to be unrelated to aggression. The discussion focuses on the importance of a positive living Group Climate for efficacious treatment and rehabilitation of incarcerated delinquent boys.
Michael West - One of the best experts on this subject based on the ideXlab platform.
-
measuring Climate for work Group innovation development and validation of the team Climate inventory
Journal of Organizational Behavior, 1998Co-Authors: Neil Anderson, Michael WestAbstract:Summary This paper reports the development and psychometric validation of a multi-dimensional measure of facet-specific Climate for innovation within Groups at work: the Team Climate Inventory (TCI). Brief reviews of the organizational Climate and work Group innovation literatures are presented initially, and the need for measures of facet-specific Climate at the level of the proximal work Group asserted. The four-factor theory of facet-specific Climate for innovation, which was derived from these reviews, is described, and the procedures used to operationalize this model into the original version measure described. Data attesting to underlying factor structure, internal homogeneity, predictive validity and factor replicability across Groups of the summarized measure are presented. An initial sample of 155 individuals from 27 hospital management teams provided data for the exploratory factor analysis of this measure. Responses from 121 further Groups in four occupations (35 primary health care teams, 42 social services teams, 20 psychiatric teams and 24 oil company teams; total Na 971) were used to apply confirmatory factor analysis techniques. This five-factor, 38-item summarized version demonstrates robust psychometric properties, with acceptable levels of reliability and validity. Potential applications of this measure are described and the implication of these findings for the measurement of proximal work Group Climate are discussed. #1998 John Wiley & Sons, Ltd.
William L. Marshall - One of the best experts on this subject based on the ideXlab platform.
-
rehabilitating sexual offenders a strength based approach
2011Co-Authors: William L. Marshall, Liam E Marshall, Geris A Serran, Matt D ObrienAbstract:While most sexual offender treatment programs take an aggressive, confrontational approach that targets the offenders' denial, research has shown that this common approach does not alter actual criminogenic factors related to reoffence rate. Furthermore, this approach can alienate and demoralise offenders, who often report ""not getting anything out of it."" Over the past 40 years, William Marshall and colleagues have developed and refined a motivational, strength-based approach emphasising warmth, empathy, and support for the offenders. Backed by research, this positive approach does not ignore criminogenic factors, but presents them to clients as targets for the development of strengths rather than as deficits to be overcome. The approach has paid off: such programmes in both prison and community settings consistently achieve a broad range of treatment targets and reduce recidivism for both sexual and nonsexual crimes. This book presents the evolution and distinctive features of Marshall's positive approach to treating sexual offenders. The first five chapters review research and theory on sexual offender treatment, including assessment, procedural factors, personal and interpersonal factors (such as therapist features, therapeutic alliance, and Group Climate), problems with common cognitive-behavioural approaches, and evaluation of treatment programmes. The last three chapters describe three treatment programs developed by Marshall and colleagues for the Canadian prison system: the Preparatory Program, which engages sexual offenders in the process of change before the main treatment program begins; the Primary Program, which targets criminogenic factors that are known to predict reoffence (problems with attitudes and cognitions, self-regulation, relationships, and sexual issues); and the Deniers' Program, which also targets criminogenic factors but is tailored to the specific needs of those who deny committing a sexual offence. This landmark volume will challenge how sexual offender treatment is typically conducted. It is essential reading for psychologists, psychiatrists, social workers, counsellors, and parole and probation officers working with sexual offenders.
-
The importance of Group processes in offender treatment
Aggression and Violent Behavior, 2010Co-Authors: William L. Marshall, David L. BurtonAbstract:This paper reviews the literature addressing four process issues associated with the effectiveness of treatment for offenders: (1) Therapist characteristics; (2) Clients' perceptions of the therapist; (3) The therapeutic alliance; and (4) The Group Climate of treatment. The general clinical literature is briefly summarized and then these issues are examined in adult offenders and in juvenile offenders. Although there is a limited set of research articles on process issues in offender treatment it is possible to make some reasonably sound conclusions. Each of the four process features we appraised facilitates the attainment of treatment goals and they account for a greater proportion of the variance in the sought-after changes with treatment of offenders than do the procedures used to achieve these changes. This proportion of variance accounted for is significantly greater than is true in the treatment of nonoffending clients. Suggestions are offered for future research.
