Life Satisfaction,Self-Esteem,and Loneliness Among LGB Adults and Heterosexual Adults in China

ABSTRACT

Low levels of life satisfaction have been linked to low self-esteem and loneliness, but this association has never been tested directly in LGB (lesbian/gay/bisexual) populations. We compared 275 Chinese LGB adults to 275 demographic-matched Chinese heterosexual controls on life satisfaction, self-esteem, and loneliness. LGB adults reported lower levels of self-esteem and higher levels of loneliness than heterosexuals, but similar levels of overall life satisfaction. Self-esteem partially mediated (but did not moderate) the relationship between loneliness and life satisfaction in both groups. Hierarchical regressions indicated that demographic variables, loneliness, and self-esteem can predict life satisfaction in both LGB and heterosexual adults, but explained more variance of life satisfaction in the LGB group. Thus self-esteem and loneliness play a more important role in life satisfaction for LGB rather than heterosexual Chinese adults.     

Societal Inequality and individual subjective well-being: Results from 68 societies and over 200,000 individuals, 1981–2008

Income inequality has been contentious for millennia, a source of political conflict for centuries, and is now widely feared as a pernicious “side effect” of economic progress. But equality is only a means to an end and so must be evaluated by its consequences. The fundamental question is: What effect does a country's level of income inequality have on its citizens' quality of life, their subjective well-being? We show that in developing nations inequality is certainly not harmful but probably beneficial, increasing well-being by about 8 points out of 100. This may well be Kuznets's inverted “U”: In the earliest stages of development some are able to move out of the (poorly paying) subsistence economy into the (better paying) modern economy; their higher pay increases their well-being while simultaneously increasing inequality. In advanced nations, income inequality on average neither helps nor harms. Estimates are from random-intercept fixed-effects multi-level models, confirmed by over four dozen sensitivity tests. Data are from the pooled World Values/European Values Surveys, Waves 1 to 5 with 169 representative national samples in 68 nations, 1981 to 2009, and over 200,000 respondents, replicated and extended in the European Quality of Life Surveys.     

Impact of job characteristics on turnover intention and the mediating effects of job satisfaction: experiences of home visiting geriatric care workers in Korea

This study investigated the effects of job characteristics on turnover intention and the mediating effects of job satisfaction. A survey of 317 Korean care workers currently providing in-home elderly care service in the city of Seoul and its suburbs was conducted. The results of multiple regressions and an analysis of mediating effects indicated that role ambiguity and workload had significant effects on turnover intention. In addition, job satisfaction had a mediating effect on the influence of role ambiguity and workload on turnover intention. Finally, theoretical and practical implications are discussed.     

Living in the shadow of occupation: Life satisfaction and positive emotion as protective factors in a group of Palestinian school children

Starting from perspectives on functioning and wellbeing, the aim of the present study was to investigate positive and negative affect, self-perceived life satisfaction and happiness in a group of 74 Palestinian children exposed to political violence. We hypothesized that the children in our sample would display generally satisfactory wellbeing and good functioning in terms of positive affect, life satisfaction and happiness, despite their negative life conditions. Both quantitative and qualitative analysis of the dimensions of participants' wellbeing was carried out. In particular, we explored the ecological dimensions affecting the wellbeing of Palestinian children through content analysis of narratives produced by the group of participants. Positive emotions were found to contribute to wellbeing and life satisfaction in children, acting as protective factors in dealing with daily violence. The children displayed a range of personal resources facilitated above all by the functioning community structure supporting them. Implications for clinical intervention are discussed.     

A Literature Review of Organizational Behavior Management Interventions in Human Service Settings from 1990 to 2016

We reviewed the Journal of Applied Behavior Analysis (JABA), Journal of Organizational Behavior Management (JOBM), and Behavior Analysis in Practice (BAP) from 1990 to 2016, to identify articles that evaluated organizational behavior management interventions in a human service setting. Of those articles, 75 articles met the inclusion criteria for the review, 44 from JABA (1990 to 2016), 22 from JOBM (1990 to 2016), and 7 from BAP (2008 to 2016). We categorized each selected article by setting, employee population, client population, assessment, dependent variable, independent variable, and outcome measures. Results from the review are discussed for all three journals. Recommendations are made to broaden the scope of population and dependent variable targets, include more assessments, and include outcome data when applicable.     

Complementary person-supervisor fit: An investigation of supplies-values (S-V) fit,leader-member exchange (LMX) and work outcomes

By applying the supplies-values (S-V) fit approach from the complementary person-environment (P-E) fit literature to the leader-employee perspective, and drawing upon social exchange theory, we examine how fulfillment of different work values is related to Leader-Member Exchange (LMX) and work outcomes. First, polynomial regression analyses combined with response surface analysis of data collected at two time points (N = 316) showed that LMX (Time 2) was higher the more the leader fulfills the employee's work values (Time 1). Second, LMX (Time 2) was higher when leader supplies (Time 1) and employee work values (Time 1) were both high than when both were low. Third, analyses of data from a sub-sample of matched leader-employee dyads (N = 140), showed that LMX (Time 2) played a mediating role on the relation between S-V fit (Time 1) and work outcomes (Time 2). Specifically, we found eight out of 10 relationships between S-V fit (Time 1) and leader-rated task performance and OCB (Time 2) to be fully mediated by LMX (Time 2). LMX (Time 2) partially mediated the relation between S-V fit (Time 1) and job satisfaction (Time 2) as only two out of five relationships were fully mediated.     

Developmental Patterns in Marital Satisfaction: Another Look at Covenant Marriage

This study investigated differences in the trajectory of marital satisfaction in the first 7 years between couples in covenant versus standard marriages. The authors analyzed data on 707 Louisiana marriages from the Marriage Matters Panel Survey of Newlywed Couples, 1998–2004, using multivariate longitudinal growth modeling. When the sample was restricted to couples who remained married over the duration of the study, a marginal benefit of covenant status was found for husbands. This effect was largely accounted for by covenant husbands' more extensive exposure to premarital counseling. The linear decline in marital satisfaction over time that obtained for both husbands and wives was not, however, any different for covenant marriages versus standard marriages. Couples characterized by more traditional attitudes toward gender roles were significantly less satisfied than others. High premarital risk factors, initial uncertainty about marrying the spouse, and the presence of preschool‐age children in the household were all corrosive of marital satisfaction at any given time.     

Female Perceptions of Organizational Justice

This study examines women's conceptualization of the pervasive construct of organizational justice. A comprehensive four factor model was used to represent organizational justice while outcome variables were the important employee attitudes of job satisfaction, organizational commitment and turnover intentions. Structural equation modelling was used to analyse responses from 301 male and 147 female respondents. Differences were found for procedural, interpersonal and informational justices. It would appear female and male employees have differing responses to perceptions of justice. Justice had a diffuse effect for males, but not for females. For men, interpersonal justice predicted an increase in organizational commitment while procedural justice predicted a decrease in turnover intentions. For female employees, informational justice was found to increase commitment and reduce turnover intentions. The study highlights the need for all justice factors to be considered and for sex differences to be considered in future justice research.     

Impact of an Overt Response System on Staff Performance and Maintenance of Computer-Based Instruction

Interactive Computer Based Instruction (CBI) systems involve teaching strategies to facilitate greater response opportunities during training in an effort to improve learner performance. The current study investigated the effect of online staff training videos with and without overt response requirements on posttest and maintenance test scores across six block-randomized instructional modules for four employees of a university located in the southeastern region of the United States. The overt response consisted of multiple-choice questions administered throughout select teaching modules using an alternating treatment design. Findings suggest that learning occurred as a result of the CBI training; however, the effectiveness of the overt response system varied across individuals, with no discernible differentiation between learning gains associated with response requirements. Other areas of research for expanding the efficacy of CBI and overt response systems are highlighted.     

医院青年文化品牌塑造的路径探析

青年是医院的未来,引导青年医务人员树立坚定而充沛的文化自信是激发其积极性、主动性和创造性的重要方式。常州市第一人民医院以涵养文化自信为着力点打造青年文化品牌“青之源”,通过营造学习创新氛围、建设团日活动体系、搭建阅读分享平台、探索涵养青年文化自信的品牌塑造路径等方式,动力、活力、能力三源合流,为青年成长提供正向激励和人文滋养。