Author
Brian Veitch
Other affiliations: Helsinki University of Technology, St. John's University
Bio: Brian Veitch is an academic researcher from Memorial University of Newfoundland. The author has contributed to research in topics: Propeller & Propulsor. The author has an hindex of 18, co-authored 147 publications receiving 1157 citations. Previous affiliations of Brian Veitch include Helsinki University of Technology & St. John's University.
Topics: Propeller, Propulsor, Risk management, Ecology (disciplines), Arctic
Papers published on a yearly basis
Papers
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TL;DR: The use of a virtual environment to measure behavioral indicators, which in turn can be used as proxies to assess otherwise unobservable person-based PIFs like MMA, are described.
59 citations
TL;DR: This work demonstrates that the BN model can assess the human failure likelihood effectively and provides the opportunities to incorporate new evidence and handle complex interactions among PSFs and associated actions.
54 citations
TL;DR: In this article, a review of the knowledge necessary for risk-based ship design for Arctic conditions is presented, with specific focus on the strength of evidence of the different fields of knowledge needed to perform RBSD in ice conditions.
51 citations
TL;DR: In this paper, the authors present a rotor blade design and optimization method to address the blade structural strength design problem, which seeks an optimum blade thickness distribution across the span with a prescribed constant safety factor for all the blade sections.
49 citations
TL;DR: In this paper, a new evaluation model based on fuzzy multi-criteria decision-making is proposed for sustainability assessment of higher education institutions (HEIs), which is based on a driving force-pressure-state-exposure-effect-action (DPSEEA) framework and is called uncertainty-based DPSEEA-Sustainability index Model (uD-SiM).
47 citations
Cited by
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TL;DR: Barwise and Perry as discussed by the authors tackle the slippery subject of ''meaning, '' a subject that has long vexed linguists, language philosophers, and logicians, and they tackle it in this book.
Abstract: In this provocative book, Barwise and Perry tackle the slippery subject of \"meaning, \" a subject that has long vexed linguists, language philosophers, and logicians.
1,834 citations
TL;DR: It is found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout and that engagement motivated employees and was positively related to working safely.
Abstract: In this article, we develop and meta-analytically test the relationship between job demands and resources and burnout, engagement, and safety outcomes in the workplace. In a meta-analysis of 203 independent samples (N = 186,440), we found support for a health impairment process and for a motivational process as mechanisms through which job demands and resources relate to safety outcomes. In particular, we found that job demands such as risks and hazards and complexity impair employees' health and positively relate to burnout. Likewise, we found support for job resources such as knowledge, autonomy, and a supportive environment motivating employees and positively relating to engagement. Job demands were found to hinder an employee with a negative relationship to engagement, whereas job resources were found to negatively relate to burnout. Finally, we found that burnout was negatively related to working safely but that engagement motivated employees and was positively related to working safely. Across industries, risks and hazards was the most consistent job demand and a supportive environment was the most consistent job resource in terms of explaining variance in burnout, engagement, and safety outcomes. The type of job demand that explained the most variance differed by industry, whereas a supportive environment remained consistent in explaining the most variance in all industries.
1,294 citations
03 Feb 2004
TL;DR: A review of the influence of group goals on group performance can be found in this article, where the authors discuss the role of cross-cognitive and affective factors in work motivation.
Abstract: Part One: Initial Considerations Chapter 1: Motivation in Organizations Mitchell, Terence R., and Daniels, Denise. Observation and Commentary on Recent Research in Work Motivation. Chapter 2: Conceptual Approaches to Motivation at Work Ryan, Richard M., and Deci, Edward L. 2000. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1): 68-78. Mowday, Richard, and Colwell, Kenneth A. Employee reactions to unfair outcomes in the workplace: The contributions of Adams' equity theory to understanding work motivation. Cropanzano, Russell, and Rupp, Deborah. An overview of organizational justice: Implications for work motivation. Komaki, Judith. Reinforcement theory at work: Enhancing and explaining what employees do. Locke, Edwin A. 1996. Motivation through conscious goal setting. Applied and Preventive Psychology, 5: 117-124. Stajkovic, Alexander D., and Luthans, Fred. Social cognitive theory and self-efficacy: Implications for motivation theory and practice. Part Two: Central Issues in Motivation at Work Chapter 3: The Role of Cognitions, Beliefs, and Attitudes in Motivation Staw, Barry M. 1986. Organizational psychology and the pursuit of the happy/productive worker. California Management Review, 28(4): 40-53. Rousseau, Denise M., and Tijoriwala, Snehal A. 1999. What's a good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4): 514-528. Luthans, Fred. Positive Organizational Behavior: Implications for Leadership and HR Development and Motivation. Chapter 4: The Role of Goals and Intentions in Motivation Klein, Howard J., Wesson, Michael J., Hollenbeck, John R., and Alge, Bradley J. 1999. Goal commitment and the goal-setting process: Conceptual clarification and empirical synthesis. Journal of Applied Psychology, 6: 885-896. O'Leary-Kelly, Anne M., Martocchio, Joseph J., and Frink, Dwight D. 1994. A review of the influence of group goals on group performance. Academy of Management Journal, 37(5): 1285-1301. Crown, Deborah F., and Rosse, Joseph G. 1995. Yours, mine, and ours: Facilitating group productivity through the integration of individual and group goals. Organizational Behavior and Human Decision Processes, 64(2): 138-150. Chapter 5: The Role of Affect in Motivation Raghunathan, Rajagopal, and Pham, Michel T. 1999. All negative moods are not equal: Motivational influences of anxiety and sadness on decision-making. Organizational Behavior and Human Decision Processes, 79(1): 56-77. Venkatesh, Viswanath, and Speier, Cheri. 1999. Computer technology training in the workplace: A longitudinal investigation of the effect of mood. Organizational Behavior and Human Decision Processes, 79(1): 1-28. Chapter 6: The Role of Social Influences in Motivation Porter, Lyman W., Lawler, Edward E. III, and Hackman, J. Richard. 1975. Ways groups influence individual effectiveness. (Holdover from previous edition) Vardi, Yoav and Wiener, Yoash. 1996. Misbehavior in organizations: A motivational framework. Organization Science, 7(2): 151-165. Whyte, Glen. 1998. Recasting Janis's groupthink model: The key role of collective efficacy in decision fiascoes. Organizational Behavior and Human Decision Processes, 73(2/3): 185-209. Chapter 7: The Role of Cross-Cultural Influences in Work Motivation Hofstede, G. 1993. Cultural constraints in management theories. Academy of Management Executive, 7(1): 81-94. Sanchez-Runde, Carlos J., and Steers, Richard M. Cultural influences on work motivation and performance. Frese, Michael, Kring, Wolfgang, Soos, Andrea, Zempel, Jeannette. 1996. Personal initiative at work: Differences between east and west Germany. Academy of Management Journal, 39(1): 37-63. Meek, Christopher B. 1999. Ganbatte: Understanding the Japanese employee. Business Horizons, January-February, 27-36. Chapter 8: The Role of Individual Differences in Motivation O'Reilly, Charles A. III and Chatman, Jennifer A. 1994. Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39: 603-627. Pilegge, Anthony J. and Holtz, Rolf. 1997. The effects of social identity on the self-set goals and task performance of high and low self-esteem individuals. Organizational Behavior and Human Decision Processes, 70(1): 17-26. Part Three: Applications of Motivational Approaches Chapter 9: Rewards Lawler, Edward L. 1987. The design of effective reward systems. In J. W. Lorsch (ed.), Handbook of Organizational Behavior. Englewood Cliffs, NJ: Prentice Hall, pp, 25-271. Kerr, Steven. 1995. On the folly of rewarding A, while hoping for B. Academy of Management Executive, 9(1): 7-14. Pearce, Jone L. 1987. Why merit pay doesn't work: Implications from organizational theory. In D. B. Balkin and L. R. Gomez-Mejia (eds.), New Perspectives on Compensation, pp. 169-178. Pfeffer, Jeffrey. 1998. Six dangerous myths about pay. Harvard Business Review, May-June, 109-119. Duncan, W. Jack. 2001. Stock ownership and work motivation. Organizational Dynamics, 30(1): 1-11. Chapter 10: Punishment George, Jennifer M. 1995. Asymmetrical effects of rewards and punishments: the case of social loafing. Journal of Occupational and Organizational Psychology, 68: 327-338. Butterfield, Kenneth D., Trevino, Linda K., and Ball, Gail A. 1996. Punishment from the manager's perspective: A grounded investigation and inductive model. Academy of Management Journal, 39(6): 1479-1512. Chapter 11: Motivating Creativity aand Innovation Amabile, Teresa. 1997. Motivating creativity in organizations: On doing what you love and loving what you do. California Management Review, 40(1): 39-58. Cummings, Anne and Oldham, Greg R. 1997. Enhancing creativity: Managing work contexts for the high potential employee. California Management Review, 40(1): 22-38.
1,214 citations
TL;DR: This paper aims to review the state of research on heavy metals in drinking water in developing countries; understand their types and variability, sources, exposure, possible health effects, and removal; and analyze the factors contributing to heavy metalsIn drinking water.
618 citations
TL;DR: In this paper, the main risk analysis and risk assessment methods and techniques by reviewing the scientific literature are classified into three main categories: (a) the qualitative, (b) the quantitative, and (c) the hybrid techniques (qualitative,quantitative, semi-quantitative).
Abstract: The objective of this work is to determine and study, analyze and elaborate, classify and categorize the main risk analysis and risk-assessment methods and techniques by reviewing the scientific literature. The paper consists of two parts: a) the investigation, presentation and elaboration of the main risk-assessment methodologies and b) the statistical analysis, classification, and comparative study of the corresponding scientific papers published by six representative scientific journals of Elsevier B.V. covering the decade 2000–2009. The scientific literature reviewing showed that the risk analysis and assessment techniques are classified into three main categories: (a) the qualitative, (b) the quantitative, and (c) the hybrid techniques (qualitative–quantitative, semi-quantitative). The qualitative techniques are based both on analytical estimation processes, and on the safety managers–engineers ability. According to quantitative techniques, the risk can be considered as a quantity, which can be estimated and expressed by a mathematical relation, under the help of real accidents’ data recorded in a work site. The hybrid techniques, present a great complexity due to their ad hoc character that prevents a wide spreading. The statistical analysis shows that the quantitative methods present the highest relative frequency (65.63%) while the qualitative a lower one (27.68%). Furthermore the hybrid methods remain constantly at a very low level (6.70%) during the entire processing period.
371 citations