Browsing by Author "Kao, Kuo-yang"
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Item Linking Safety Knowledge to Safety Performance: A Moderated Mediation Model of Safety Priority, Supervisor Feedback, and Supervisors’ Safety Attitudes(2015-05) Kao, Kuo-yang; Spitzmueller, Christiane; Penney, Lisa M.; Steinberg, Lynne; Peters, Ronald J.The thousands of deaths and disabilities due to workplace accidents and injuries in the United States each year make occupational safety a significant issue. Occupational safety research has contributed to identifying antecedent factors of safety outcomes by integrating previous and contemporary findings. Despite such integrated safety models, little is known about why and how safety knowledge leads to safety performance and how personal and situational factors interact to promote occupational safety. The present study examines the relationship between workers’ safety knowledge and safety performance, as well as mediating (safety priority) and moderating (supervisor feedback and supervisors’ safety attitudes) variables of these relationships. Data were collected from workers (N=197) and supervisors (N=62) in an oil construction company at two time points. Results indicate general support for this moderated mediation model, demonstrating that workers’ safety priority partially mediated the relationship between safety knowledge and safety performance. Moreover, when workers received more supervisor feedback, the positive effects of safety knowledge on safety performance and safety priority were stronger. When supervisors had positive attitudes toward safety, both the relationship between safety priority and safety performance and the indirect relationship between safety knowledge and safety performance were stronger. Theoretical and practical implications for occupational safety are discussed.Item Why and When Does Mentoring Work: The Mediating and Moderating Effects on the Mentoring Functions-Job Satisfaction Relationship(2012-08) Kao, Kuo-yang; Spitzmueller, Christiane; Campion, James E.; Peters, Ronald J.Past studies found that mentoring significantly influences protégés’ attitudinal outcomes (e.g., job satisfaction). The purpose of this study is to further understand why and when mentoring effectively impacts protégés’ job satisfaction. A total of 454 mentoring dyads participated in the current study, and the results indicated that resilience is a mechanism underlying the relationship between mentoring functions (i.e., career development and psychosocial functions) and job satisfaction. Moreover, protégés in cross-gender mentoring relationships reported higher levels of role model function. This finding suggested that the relationship between role modeling function and resilience was more positive in cross-gender mentoring relationships than in same-gender mentoring relationships. Furthermore, protégés with supervisor mentoring demonstrated higher levels of reception of mentoring functions (i.e., career development, psychosocial, and role modeling function) and job satisfaction than those with non-supervisor mentoring. Finally, the present study showed that the relationship between role modeling function and job satisfaction is stronger in supervisor mentoring than in non-supervisor mentoring.