A data-informed PIF hierarchy for model-based Human Reliability Analysis
TL;DR: A hierarchical set of PIFs that can be used for both qualitative and quantitative HRA is introduced that will allow analysts to combine different types of data and will therefore make the best use of the limited data in HRA.
About: This article is published in Reliability Engineering & System Safety.The article was published on 2012-12-01. It has received 118 citations till now. The article focuses on the topics: Human reliability.
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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: A critical review of Bayesian Belief Networks features as well as at suggesting research needs suggest the need for establishing more systematic frameworks to integrate the different sources of information relevant for HRA and to investigate algorithms to avoid elicitation of many relationships via expert judgment.
167 citations
TL;DR: A new method based on the evidential reasoning rule to explicitly measure the reliability of each expert in a group and use expert weights and reliabilities to combine expert assessments is proposed.
138 citations
Cites background from "A data-informed PIF hierarchy for m..."
...Data collection s key to HRA and limits its practicability (Groth & Mosleh, 2012; onstandinidou, Nivolianitou, Kiranoudis, & Markatos, 2006)....
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TL;DR: In this article, the authors used cognitive reliability and error analysis (CRA) to assess human reliability along with the cargo loading process on-board LPG tanker ships and demonstrated the model with an operational case study, which should contribute to maritime safety at sea and prevention of human injury and loss of life on an LPG ship.
Abstract: The storage and handling processes of liquefied petroleum gas (LPG) constitutes a complex operational environment in the maritime mode of transportation. The LPG cargo is carried by specially designed ships called LPG tankers. The LPG cargo loading and discharging operations have always potential hazards. Thus, the crew on-board LPG tankers should be fully aware of operational risks during the cargo handling process, which includes various critical tasks such as drying, inerting, gassing-up, cooling, and reliquefaction. During these stages, human reliability (operation without failure) plays a crucial role in sustainable transportation of cargo. Human reliability analysis (HRA), related to various parameters such as the human factor, technology, and ergonomics, is always a critical consideration as regards maritime safety and environment. The main focus of the research is to systematically predict human error potentials for designated tasks and to determine the required safety control levels on-board LPG ships. The paper adopted CREAM (Cognitive reliability and error analysis method) basic and extended versions in order to assess human reliability along with the cargo loading process on-board LPG tanker ships. Specifically, the model is demonstrated with an operational case study. Consequently, the research provides should contribute to maritime safety at sea and prevention of human injury and loss of life on-board LPG ship.
104 citations
TL;DR: The SPAR-H BN can be used as a starting point for translating HRA research efforts and advances in scientific understanding into real, timely benefits for HRA practitioners.
103 citations
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01 Jan 1974TL;DR: The authors described three heuristics that are employed in making judgements under uncertainty: representativeness, availability of instances or scenarios, and adjustment from an anchor, which is usually employed in numerical prediction when a relevant value is available.
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TL;DR: A review of the book "Organizational Culture and Leadership" by Edgar H. Schein is given in this article, where the authors present a review of their approach to organizational culture and leadership.
Abstract: The article presents a review of the book “Organizational Culture and Leadership,” by Edgar H. Schein.
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TL;DR: In this article, the author analyzes the maturing research in the field of organization studies - the available ethnographic methods, participant observation, qualitative research, and clinical research, concluding that culture functions to solve an organization's basic problems of surviving in the external environment and integrating its internal processes to ensure its continued survival.
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TL;DR: In this article, the authors present a practical guide to error management and a safety culture that reconciles the different approaches to safety management, including the human contribution and the regulator's unhappy lot.
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4,008 citations