Use of an ISO 14000 Option in Implementing EPA's Rule on Risk Management Programs for Chemical Accidental Release Prevention

EPA's rule of Risk Management Programs for Chemical Accidental Release Prevention applies to facilities that manufacture, process, use, store, or otherwise handle regulated substances at or above specified threshold quantities. EPA estimates that approximately 66,000 facilities nationwide will be regulated under the rule. This paper examines the use of a structured ISO 14000 mechanism as option-regulated facilities could elect for implementation of the rule. Under the ISO 14000 option, facilities would commit to additional obligations regarding information disclosure, discussions with potentially affected publics, and timely correction of deficiencies noted in annual ISO 14000 audits of their compliance with the Risk Management Program they submit to the EPA under the rule. In return, facilities would be granted significant relief in regard to both EPA audit frequency and the penalties that might be applied for any items of noncompliance with the rule noted during the course of implementing agency reviews of the facility. The paper concludes with a discussion of the advantages and disadvantages of this option to potentially affected stakeholders.     

The Ties that Bind: Social Networks, Person-Organization Value Fit, and Turnover Intention

This article examines the influence of social networks and valuecongruence on turnover intention among public and nonprofitemployees. We argue that employees exist in social networksinside and outside their organization, and these networks shapeemployee attitudes and behavior. To illustrate this theory,we use turnover intention. A strong and positive intraorganizationalsocial network characterized by good relations with and a senseof obligation toward other staff is hypothesized to make itmore likely that employees will stay. A strong social networkexternal to the organization is hypothesized to increase theopportunities that employees have to leave. Our findings offerstrong support for the role of intraorganizational networks,but relatively weak support for the effect of external networks.We also propose that person-organization (P-O) fit shape turnoverintention. Our results suggest that employees who experiencea strong P-O fit in terms of value congruence are more likelyto offer a long-term commitment.     

Integrating dose estimation into a decision‐making framework for model‐based drug development

Model‐informed drug discovery and development offers the promise of more efficient clinical development, with increased productivity and reduced cost through scientific decision making and risk management. Go/no‐go development decisions in the pharmaceutical industry are often driven by effect size estimates, with the goal of meeting commercially generated target profiles. Sufficient efficacy is critical for eventual success, but the decision to advance development phase is also dependent on adequate knowledge of appropriate dose and dose‐response. Doses which are too high or low pose risk of clinical or commercial failure. This paper addresses this issue and continues the evolution of formal decision frameworks in drug development. Here, we consider the integration of both efficacy and dose‐response estimation accuracy into the go/no‐go decision process, using a model‐based approach. Using prespecified target and lower reference values associated with both efficacy and dose accuracy, we build a decision framework to more completely characterize development risk. Given the limited knowledge of dose response in early development, our approach incorporates a set of dose‐response models and uses model averaging. The approach and its operating characteristics are illustrated through simulation. Finally, we demonstrate the decision approach on a post hoc analysis of the phase 2 data for naloxegol (a drug approved for opioid‐induced constipation).     

Social Movement Identity: Validating a Measure of Identification with the Environmental Movement*

Objective. We offer an empirical measure of “social movement identity” vis‐à‐vis the environmental movement. Our measure of environmental movement identity complements existing efforts to measure the ambiguous concept of “environmental identity.” Methods. We utilize data from a 2000 Gallup Poll of 1,004 adults to examine relationships between our measure of environmental movement identity and self‐reported membership in environmental organizations, assessments of the environmental movement, and self‐reported pro‐environmental behaviors. Results. The measure appears to have face validity, and our results suggest it also has construct and predictive validity since it is related to environmental organization memberships, assessments of the environmental movement, and self‐reported pro‐environmental behaviors—even when controlling for relevant sociopolitical characteristics. Conclusions. The measure is useful for analyses of the environmental movement, can be adapted for research on other movements, and can help social movement analysts respond to calls to investigate linkages between public opinion and movement dynamics.     

The Qualityity-of-Life (QOL) Research Movement: Past, Present, and Future

The purpose of this paper is to trace the history of the social indicators or quality-of-life (QOL) research movement up to today, forecast future developments, and pave the way for future growth. Broadly speaking, we tried to review historical antecedents from the point of view of different disciplines, with specialists in each discipline preparing the basic text and co-authors helping to polish the material into a finished product. Briefly, we begin with an overview of the conceptual and philosophical foundations of our field of research. That is followed by a historical overview of the sociological roots of our field. In the third section, the main contributions from the discipline of economics are reviewed. Following that, the fourth section covers a historical overview of the literature on health-related quality of life is provided. Next, the history of QOL research from a marketing perspective is reviewed followed by a history from the perspectives of industrial/organizational psychology and management. Finally, we offer some forecasts for future QOL studies that are intended not only to predict what might happen, but to encourage, stimulate and motivate researchers to undertake new initiatives.     

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.     

Perceived stress among nonmetropolitan Utah residents

This article examines relationships between perceived stress and variables such as life events, differential economic satisfaction, health problems, and sociodemographic characteristics among respondents in three nonmetropolitan areas in Utah. The three most predictive factors related to perceived stress are economic satisfaction, life events experienced, and religion. The analysis shows an inverse partial relationship between perceived stress scores and economic satisfaction, and a positive partial relationship between the number of life events and perceived stress. Non-Mormons report higher levels of stress than Mormons. A positive but weak relationship is observed between stress and household size. Weak inverse relationships are observed between stress and a measure of household unemployment, income, and respondent's sex.Richard S. Krannich received his Ph.D. from Pennsylvania State University. He is an Associate Professor of Sociology, and Director of the Institute for Social Science Research on Natural Resources, Utah State University, Logan, UT84322-0730. His research interests include rural development processes, community change, and social responses to natural resource developments.Pamela J. Riley received her Ph.D. from Washington State University. She is currently an Associate Professor, Department of Sociology, Utah State University, Logan, UT 84322-0730. Research interests include rural family stress, the impacts of tourism on developing countries, and social aspects of on-farm water management.Ann Leffler is an Associate Professor of Sociology and Director of the Liberal Arts and Sciences Program, Utah State University, Logan, UT 84322-0730. Research interests include nonmetropolitan family stress. She received her Ph.D. from the University of California at Berkeley.     

Authorizing processes changing team autonomy during new product development

One basic feature of recent collaborative team arrangements for organizing new product development is a high degree of autonomy for cross-functional teams. The literature, however, has not provided a very precise analysis of team autonomy in the context of new product development. The theoretical framework advanced here, based on the literature and the authors' case studies, assumes that developing a large and technologically sophisticated new product requires a hierarchy of collaborating teams. In this complex organizational context, managers do not completely predetermine any one team's autonomy. During the course of a new product development program, certain authorizing (deauthorizing) processes produce ad hoc changes in autonomy. This paper identifies specific authorizing processes and hypothesizes about variables that should affect them. The propositions also lead to some managerial implications for preserving team autonomy.