The current body of individual risk behavior research has been mainly driven by two streams of literature. Stable risk researchers propose individuals tend to display similar risk behaviors across time and situations due to individuals' underlying propensity to either engage in risk averse or risk seeking behaviors. Changeable risk researchers have sought out to examine variability in risk behaviors due to factors such as personality and contextual characteristics. However, might it be the case that there are subgroups of individuals who may be more prone to display static risk behaviors and other subgroup whose risk behaviors are more amendable? To better address this question, the current study integrates literature on risk behavior, psychological safety, and personality to investigate the existence of these potential risk behavior classes. Furthermore, supervisor rated performance is captured in order to better understand the potential organizational value of these various risk behavioral classes. Latent class growth modeling revealed five different risk classes: stable risk seeking, stable risk averse, highly adaptive, moderately adaptive, and mixed risk behaviors. Individual personality traits were shown to be significant predictors of class membership, although the pattern of results was somewhat in contrast to predicted relationships. Furthermore, in support of proposed hypothesis, individuals in the highly adaptive risk behavior class received the highest ratings of supervisor rated performance. I discuss results in terms of risk research and organizational practice, and specifically advocate for the increased examination of risk behavior within organizational research.

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Prolonged computer work is associated with high rates of neck and shoulder pain symptoms, and as computers have become increasingly more common, it is becoming critical that we develop sustainable interventions targeting this issue. Static muscle contractions for prolonged periods often occur in the neck/shoulder during computer work and may underlie muscle pain development in spite of rather low relative muscle load levels. Causal mechanisms may include a stereotypical recruitment of low threshold motor units (activating type I muscle fibers), characterized by a lack of temporal as well as spatial variation in motor unit recruitment. Based on this theory, although studies have postulated that individuals with chronic neck-shoulder pain will show less variation in muscle activity compared to healthy individuals when engaged in repetitive/monotonous work, this has seldom been verified in empirical studies of actual computer work. Studies have rarely addressed temporal patterns in muscle activation, even though there is a consensus that temporal activation patterns are important for understanding fatigue and maybe even risks of subsequent musculoskeletal disorders. This study applied exposure variation analysis (EVA) to study differences in temporal patterns of trapezius muscle activity as individuals with and without pain performed computer work. The aims of this study were to: Assess the reliability of EVA to measure variation in trapezius muscle activity in healthy individuals during the performance of computer work; Determine the extent to which healthy subjects differ from those with chronic pain in trapezius muscle activity patterns during computer work, measured using EVA. Thirteen touch-typing, right-handed participants were recruited in this study (8 healthy; 5 chronic pain). The participants were asked to complete three 10-minute computer tasks (TYPE, CLICK and FORM) in two pacing conditions (self-paced, control-paced), with the healthy group completing two sessions and the pain group completing one. Activation of the upper trapezius muscle was measured using surface electromyography (EMG). EMG data were organized into 5x5 EVA matrices with five amplitude classes (0-6.67, 6.67-20, 20-46.67, 46.67-100, >100% Reference Voluntary Exertion) and five duration classes (0- 1, 1-3, 3-7, 7-15, >15 seconds). EVA marginal distributions (along both amplitude and duration classes) for each EVA class, as well as summary measures (mean and SD) of the marginal sums along each axis were computed. Finally, “resultant” mean and SD across all EVA cells were computed. The reliability in EVA indices was estimated using intra-class correlation coefficients (ICC), coefficient of variation (CV) and standard error of measurement (SEM), computed from repeated measurements of healthy individuals (aim 1), and EVA indices were compared between groups (aim 2). Reliability of EVA amplitude marginal sums ranged from moderate to high in the self-paced condition and low to moderate in the control-paced condition. The duration marginal sums were moderate in the self-paced condition and moderate to high in the control-paced condition. The summary measures (means and SDs) were moderate to high in both the self-paced and control-paced condition. Group comparisons revealed that individuals with chronic pain spent longer durations of work time in higher EVA duration categories, exhibited larger means along the amplitude, duration and in the resultant, and higher EVA SD in the amplitude and duration axes as compared to the healthy group. To our knowledge, this is the first study to report on the reliability of EVA applied specifically to computer work. Furthermore, EVA was used to assess differences in muscle activation patterns as individuals with and without chronic pain engaged in computer work. Individuals in the pain group seemed to exhibit prolonged sustained activation of the trapezius muscle to a significantly greater extent than controls, even though they did not experience pain during the performance of the computer tasks (as obtained through self-reports). Thus, these altered muscle recruitment patterns observed in the pain subjects, even in the absence of task-based pain/discomfort, are suggestive of chronic motor control changes occurring in adaptation to pain, and may have implications for the etiology of neck and upper-limb musculoskeletal disorders. / Master of Science / This study aims to assess the reliability of exposure variation analysis (EVA) to measure variation in trapezius muscle activity in healthy individuals during the performance of computer work, and to determine the extent to which healthy subjects differ from those with chronic pain in trapezius muscle activity patterns during computer work, measured using EVA. Muscle activation was recorded for eight healthy individual and five suffering from chronic neck-shoulder pain. The data were then categorized into amplitude and continuous time categories, and summary measures of resulting distributions were calculated. These measures were used to assess the reliability of participant responses to computer work of healthy individuals, as well as quantify differences between those with and without chronic pain. We found that individuals with pain activated their neck-shoulder muscles for longer continuous durations than healthy individuals, thus showing an inability to relax their muscles when performing work.

A human factors experiment was conducted to investigate the potential benefits of using directional auditory cues in intelligent transportation system technologies in commercial vehicles. Twelve licensed commercial vehicle operators drove a commercial truck-driving simulator and were prompted to select highway numbers on a side-task display. Prompts were presented visually or aurally. Auditory prompts were presented either diotically (both ears simultaneously) or directionally (to either the left or right ear). The search task varied in map density and timing of the prompts in relation to speed limit changes. All experimental conditions were compared to a control condition containing no secondary task. Both driving performance (lane deviation, steering wheel angle, road heading angle error, accidents, and adherence to the speed limit) and secondary task performance (accuracy and response time) measures were collected. Results showed that drivers were able to respond more quickly and accurately to the search task when directional auditory cues were used. Results also showed that driving performance degrades when display density increases and that the use of directional auditory prompts lessens this deterioration of performance for high-density conditions. / Master of Science

The purpose of this study was to explore whether the employee perceived need-supply fit (N-S fit), demand-ability fit (D-A fit), person-organization fit (P-O fit), and person-supervisor fit (P-S fit) mediate the relationship between transformational leadership (TFL) and follower's task performance, and organizational citizenship behavior toward organization (OCB-O)and supervisor (OCB-S). In addition, we also examined the moderating effects of follower's cultural and learning adaptabilities on the relationship between TFL and the above employee's fit perceptions. The data was collected from 36 companies of different industries in Taiwan, consisted of 85 leaders and 179 followers. The result of structural equation modeling and hierarchical regression analysis showed that perceived N-S fit mediated the relationship of TFL and task performance. The effect of TFL on OCB-O and OCB-S was also mediated by perceived P-O fit, and P-S fit respectively. Furthermore, follower's cultural adaptability moderated the positive relationship between TFL and N-S fit. Besides, follower's low learning adaptability strengthened the effect of TFL on follower perceived D-A fit. Finally, follower's learning adaptability strengthened the positive relationship between TFL and perceived P-S fit. Theoretical and practical implications of our findings are discussed.

Proactive organizational behavior is characterized by self-started and long-term oriented activities involving forward thinking and the intention to effect change in one's work environment. The primary objective of this research was to investigate relationships of supervisory behaviors with subordinates' personal initiative, voice behavior, and proactive service performance and to reveal moderators and mediators of these associations. Whereas personal initiative represents a wide range of proactive behaviors, voice behavior specifically reflects challenging and constructive forms of change-oriented communication. Drawing on the proactivity, service, and performance literatures, the proactive service performance construct was newly conceptualized as self-started and long-term oriented service behavior exceeding prescribed requirements.Twelve hypotheses were developed based on the implications of several leadership, performance, and motivation theories as well as previous empirical studies. Data from 229 supervisor-subordinate dyads were collected in a large financial services organization across three lines of business and ten U.S. states. Confirmatory factor analyses demonstrated that proactive service performance, voice behavior, and task performance were distinguishable performance dimensions. Participative leadership related positively and active-corrective transactional leadership negatively to supervisor ratings of subordinate proactivity. Transformational leadership was positively associated with personal initiative, proactive service performance, and task performance. In hierarchical regression analyses, the block of leadership variables explained significant increments in the variance of all criteria, after several control, subordinate, and task variables were accounted for.Moderated hierarchical regressions revealed that transformational leadership positively predicted voice only when combined with high participation or low levels of co rrective leadership. Similarly, transformational leadership was more strongly and positively associated with initiative when corrective leadership was low. Participative leadership more strongly and positively related to voice for action-oriented subordinates low in hesitation and to all proactivity criteria for subordinates low in affective organizational commitment. Mediated regression analyses as well as structural equation modelling identified trust in leadership as a mediator of most of the relationships between the leadership predictors and the proactivity criteria. The discussion focuses on practical implications for leadership development, conceptual implications for the distinction between task performance and proactivity, and directions for future research on the antecedents and consequences of proactive behavior.

The purpose of the study was to examine elements which affected students' team trust building in an online collaborative learning team and relationships among these elements. The setting of this study was a graduate-level online course on Computer Supported Collaborative Learning (CSCL) in which all course activities were conducted collaboratively through online communications. Data were collected from multiple sources including interviews which were audio taped, transcripts of students' self-reflective journals, transcripts of messages on the asynchronous web conferencing system, transcripts of messages on the synchronous web conferencing system, and the researcher's reflective journals. Data were analyzed using the coding procedures for developing grounded theory proposed by Strauss and Corbin (1998). Results of the data analysis indicated the influences of CSCL course context including the collaborative nature of the course and the heterogeneity of teams on students' team trust building. Results also indicated the dynamics of team trust building. Four different components of team trust building, which were initial team trust, contributors, dimensions, and consequences of team trust, influenced one another. Students’ initial team trust influenced the contributors to team trust which were students' competence, reliability, online communication, and caring. In addition, these contributors influenced the dimensions of team trust such as task performance trust and interpersonal trust. Once students built trust in their teams, they could develop collaborative knowledge building and a sense of community which were the consequences of team trust. The consequences of students’ team trust, in turn, influenced the contributors to team trust. Understanding the construct of team trust may help not only instructors in their design and guidance of successful online collaborative learning teams, but also students in various online collaborative learning teams. In addition, the results of this study may help instructors and researchers to consider carefully the issues in relation to online team trust building. / text