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This study aims to test the presence of an adverse impact against professors belonging to minority groups (African American, Asian American, Hispanic American and foreign national origin) in official student evaluation of teaching (SET).

The authors conducted a series of regression analyses to compare SET rating sources and control for course difficulty.

The regression analysis results showed that White American professors receive higher SET ratings than non-White American and foreign professors, which implies the presence of bias in SET.

To the authors’ knowledge, this is the first study to examine race/ethnicity and national origin bias in SET using official SET results from multiple universities.

Integrating the transactional model of stress with risk analysis perspectives and death awareness theory, this paper aims to explore how job-related risks and the experience of a critical job injury influence work stress and withdrawal intentions for workers in dangerous occupations, as well as the relationship between stress and job performance.

The study relies on survey and archival data from Mexican police officers, taking into account the occupational and national context.

The results showed differences between officers who had or had not been injured in the line of duty and a complex stress-performance relationship for the former group. Officers who had been injured reported higher job-related risks and work stress. Also, for them, work stress had a direct, positive relationship with job performance, as well as an indirect, negative relationship with such outcome through work withdrawal intentions.

The uniqueness of the setting may present problems with generalisability, but the study provides a rich contextual description to guide scholars and practitioners. The complex work stress – job performance relationship implies that managers can assess and use workers’ construction of danger and risk to improve their work performance, but that they should be mindful of potential adverse repercussions on work withdrawal.

The study informs the transactional model of stress and the monolithic model of police culture, affirms the role of perception of resources to manage risk and stress in dangerous occupations, introduces the role of mortality cues in shaping risk perceptions and points to the benefits of performance metrics in risk and work stress research.

The purpose of this paper is to study how job flexibility influences job satisfaction among Mexican professionals, and focus on the role of key socio-cultural moderators relevant to Mexican society.

The paper explore how this relationship may be more important for women, employees with dependents such as children and elder parents and younger generations of professionals (e.g. Millennials).

The authors find that job flexibility is positively related to job satisfaction. This relationship is stronger for employees without dependents, as well as for younger generations of professionals (e.g. Millennials). Surprisingly, the relationship between job flexibility and job satisfaction does not differ by gender. The findings explain why job flexibility is more conductive to job satisfaction for employees without dependents, who tend to belong to younger generations.

Overall, the findings present important implications for managing job flexibility in Mexico and other Latin American countries, particularly for younger professionals.

The authors present a quantitative analysis of the effect that organizational change has on work stress, work attitudes and perceptions, and cognitive utilization in a task.

First, the authors study the role organizational change has on work stress, attitudes and perceptions, including the role of attitudes toward change. The authors do so by examining differences across employees who are and are not undergoing change, as well as across two change phases. Second, the authors take advantage of the ongoing organizational change to study how people's anxiety about such change affects their cognitive utilization. They use an innovative approach to measure attention disengagement in a cognitive utilization task – a proxy for task-related performance – through a letter detection exercise. Third, the authors examine the role of work stress and change-related anxiety on attention disengagement among employees undergoing change. For this test, they use two organizational change-related texts to function as an anxiety-inducing and a calming-inducing prime.

Organization change is associated with higher work stress, lower job satisfaction and perceptions of institutional effectiveness and support. Further, organizational change-related anxiety adversely affects cognitive utilization, showing that employees undergoing change have higher attention disengagement relative to those not experiencing change. Among employees undergoing change, those receiving an anxiety-inducing prime show better cognitive utilization (lower attention disengagement) than those receiving the calming-inducing prime.

The rare merger of two public universities provides a natural experiment and a source of exogenous variation to examine the effects of radical organizational change on employees' attitudes, perceptions and task performance.

The purpose of this paper is to examine the role of perceived external image and similarity in values, beliefs and interests with an organization's leaders and other members on organizational identification.

The paper presents results of a field survey research in two non‐work organizational contexts, a professional association, and a college business fraternity. Hypotheses were tested with ordinary least squares regression and mediation analyses.

Perceived external image and perceived similarity with the organization's leaders and other members influence organizational identification. Perceived similarity partially mediates the relationship between external image and identification.

The study implements a cross‐sectional design and relies on self‐reports. The results have important implications for organizational identification and related behaviors both in work and non‐work contexts.

The study presents implications for enhancing member identification with an organization, which is related to increased involvement and continued membership. A positive external image may increase the likelihood that organizational members internalize values, beliefs and interests held by the organization's leaders and other members.

The study is based on a model of identity orientation that differentiates across personal, relational, and collective orientations. It measures perceived similarity with social referents in values, beliefs and interests, and study traditionally overlooked non‐work contexts.

Relying on relational demography and person-organization fit perspectives, the purpose of this paper is to explore the interactive effect of demographic dissimilarity and value congruence on workplace attachment outcomes – affective and normative organizational commitment and turnover intentions. Based on optimal distinctiveness theory, asymmetrical effects across gender and race/ethnicity are also examined.

A diverse sample of 278 restaurant workers in 30 different work units is used to test the hypotheses using hierarchical OLS regression.

The results partially support the idea that perceived and objective value congruence moderate the relationship of race/ethnic and gender dissimilarity on workplace attachment. Tests for asymmetrical demographic group effects showed that value congruence had a stronger moderating effect for whites than for people of color, and for men than for women.

The results suggest that value congruence can ameliorate the adverse diversity effects on workplace attachment, but that a complete substitution effect may not be present. Women and minorities may still be sensitive to demographic representation even when their value congruence is high. This implies that a simultaneous pursuit of fit and diversity is an adequate diversity management strategy to stimulate the inclusion and workplace attachment of all social groups.

This study joins a limited number of studies addressing the interaction of value congruence and demographic dissimilarity, and presents empirical evidence from a work setting. Also, this is the first study to show gender and race/ethnic differences in this interaction.

The purpose of this paper is to show how employees' work cultural values in three cities of two different South American countries (Buenos Aires, Sao Paolo, and Rio de Janeiro) differ, and how these differences are related to the manner in which people perceive risk and construe the meaning of danger.

A total of 220 line employees of a multinational enterprise in Rio de Janeiro, Sao Paulo and Buenos Aires participated in this study. The paper compared the means of reported job satisfaction and cultural values among the cities. Furthermore, regressions are used for cultural values on perceptions of risks from job hazards.

There are different cultural values across the cities. These cultural values are associated with the manner people understand risk and respond to risk management programs. This could eventually influence the success of the implementation of safety management programs.

This is a study carried out in a single organization within the transportation industry. Managers and scholars must be careful in generalizing these findings across geographical locations and industries.

The findings challenge the assumption that safety‐training methods can be applied indiscriminately in every country without taking into account national culture and intra‐national subculture differences.

This study explores the importance of culture in the transfer and administration of US‐made safety programs to South America within the context of the high‐risk transportation industry segment. Its findings are important for multinational enterprises concerned with the safety of workers in high‐risk industries.

The purpose of this paper is to study the antifriction, antiwear and tribolayer formation properties of the trihexyltetradecylphosphonium bis(2,4,4-trimethylpentyl) phosphinate ionic liquid (IL) as additive at 1 wt.% in two base oils and their mixtures, comparing the results with those of a commercial oil.

The mixture of the base oils used in the formulation of the commercial oil SAE 0W20 plus the IL was tested under rolling/sliding and reciprocating conditions to determine the so-called Stribeck curve, the tribolayer formation and the antifriction and antiwear behaviors.

The use of this IL as additive in these oils does not change their viscosity; improves the antifriction and antiwear properties of the base oils, making equal or outperforming these properties of the SAE 0W20; and the thickness and formation rate of the tribolayer resulting from the IL-surface interaction is highly dependent on the type of base oil and influence on the friction and wear results.

The use of this IL allows to replace partial or totally commercial antifriction and antiwear additives.

The peer review history for this article is available at: https://publons.com/publon/10.1108/ILT-05-2020-0179/

The purpose of this paper is to describe and analyze a teleconsultation modality based on a simple telephone call, using either landline or mobile phone, made available to more than two million people. Telecommunication systems are an increasingly common feature in modern healthcare. However, making teleconsultations available to the entire population covered by a public health system is a challenging goal.

This retrospective longitudinal observational study analyzed how this modality was used at the primary care level in Galicia, a region in the Northwest of Spain, in 2014 and 2015, focusing on demand, gender and age preferences, rural vs urban population and efficiency.

Of 28,472,852 consultations requested in this period, 9.0 percent were telephone consultations. Women requested more telephone consultations (9.9 percent of total consultations) than men (7.7 percent of total consultations). The highest demand occurred for the over 85 age group for both men and women. In both years, 2014 and 2015, the number of telephone consultations per inhabitant was higher in urban (0.53 and 0.69) than in rural areas (0.34 and 0.47). In 10.9 percent of cases, the telephone consultations required further face-to-face consultation.

Conventional voice telephone calls can efficiently replace conventional face-to-face consultations in primary healthcare in roughly 10 percent of cases. Women are more likely than men to use primary care services in both face-to-face and telephone consultation modalities. Public healthcare systems should consider implementing telephone consultations to deliver their services.