Occupational stress as it relates to higher education,individuals and organizations

This study examined through survey research methodology the degree to which, faculty, administrators and program coordinators, working in higher education, experience stress at work. The Occupational Stress Indicator was used, composed of four compound factors: sources of occupational stress, individual characteristics, coping strategies and the effects of stress. Preliminary findings showed that occupational stress has a negative impact on the degree of satisfaction with their achievement, value and growth, being strongest with faculty and coordinators, (dissatisfaction with career opportunities, personal growth, skill utilization). Another significant outcome was the dissatisfaction of faculty with the organizational design, structure and processes (communication, change implementation, motivation, supervision style, participation in decision-making). All possess individual characteristics of the Type A Scale; they all considered major sources of pressure in their jobs to be their relationships with others, home/work interface, their need to achieve personal and corporate success. Occupational stress has affected their state of health.     

Auswirkungen von Downsizing-Maßnahmen auf das organisationale Commitment der verbleibenden Mitarbeiter: Ein Vorher-Nachher-Vergleich

This study examines the consequences of downsizing efforts on organizational commitment, job satisfaction and work motivation of the remaining workforce (?survivors“) in a middle-sized telecommunication company. Employees were surveyed five months prior to the downsizing process (n=150) and eleven months thereafter (n=160). The assessment of organizational commitment was based on a questionnaire that was developed by Allen and Meyer (1990) within the scope of their three-components-model which includes affective, continuous and normative commitment. Although layoffs — as one part of the whole downsizing process — were not implemented in the investigated company, but only in a sister enterprise, which is part of the same holding, the affective commitment of employees towards their corporation dropped. On the other hand, the normative and the balanced commitment remained constant. Moreover, every second survivor showed reduced job satisfaction and work motivation. It should be noted that although the results of reorganisation and restructuring did not directly affect the employees of the investigated company, the emotional linkage between employees and employer was affected in a negative way. Additional findings from qualitative interviews suggest that restructuring was perceived to cause a crack in the prevailing corporate culture and the psychological contract. In addition, a deterioration of work conditions through work overload resulted.     

Virtuelles Selbstcoaching — Konzept und erste Erfahrungen

Combining management consultation with psychotherapy in the early nineties, coaching is a real innovation. Its success story grounds on a huge market demand. Nevertheless, actual market observations revealed a declining success progress over the past years caused by two factors. The first one refers to economic reasons since coaching is a high-budget-product and focuses mainly on managers and important specialists. The second factor is a psychological one: many potential clients associate coaching with psychotherapy and therefore react with resistance. To continue the progress, it is necessary to overcome both restrictions. The solution is virtual self-coaching as an innovative combination of coaching and e-learning. It is an online-tool that guides the user through a well-defined path of problem solving questions. This is for many users attractive because of the low costs in combination with the fact that working with an online-tool is associated with further education and not therapy. Our tests have demonstrated that the program is useful for a big variety of different problems and that best results can be expected if virtual self-coaching is combined with telephone coaching.     

Corporate Social Responsibility als Integrationsherausforderung

The increasing debate on Corporate Social Responsibility (CSR) in science as well as in practice reflects the relevance of ethical questions for management. However, it is still unclear which responsibilities can be ascribed to corporations and how they can deal with such attributions on an operational level. The blurring and ambivalence in the discussion about CSR indicate a need for a theoretical clarification which is traced back to a not yet satisfactorily resolved integration of the constructs “profits” and “ethics”. The aim of the article is to provide a theoretical structure which is tailored to offer reliable focal points for a sophisticated handling of conflicts between profits and ethics.     

Practical considerations of the jackknife estimator of variance for generalized estimating equations

Lipsitz, Dear and Zhao (1994) proposed a “one-step” Jackknife estimator of the variance based on Wu's (1986) jackknife and showed its asymptotic equivalence to the robust variance estimator of White (1982) and Liang and Zeger (1986). In this paper an asymptotically equivalent estimator is proposed which avoids the Newton-Raphson or Fisher scoring step of the estimator proposed by Lipsitz, Dear and Zhao. Hence, summation in univariate models can be avoided.     

Simulated classical tests in multinomial probit models

This paper compares the application of different versions of the simulated counterparts of the Wald test, the score test, and the likelihood ratio test in one- and multiperiod multinomial probit models. Monte Carlo experiments show that the use of the simple form of the simulated likelihood ratio test delivers relatively robust results regarding the testing of several multinomial probit model specifications. In contrast, the inclusion of the Hessian matrix of the simulated loglikelihood function into the simulated score test and (in the multiperiod multinomial probit model) particularly the inclusion of the quasi-maximum likelihood theory into the simulated likelihood ratio test leads to substantial computational problems. The combined application of the quasi-maximum likelihood theory with the simulated Wald test or the simulated score test is not systematically superior to the application of the other versions of these two simulated classical tests either. Neither an increase in the number of observations nor in the number of random draws in the incorporated Geweke-Hajivassiliou-Keane simulator systematically lead to more precise conformities between the frequencies of type I errors and the basic significance levels. An increase in the number of observations only decreases the frequencies of type II errors, particularly regarding the simulated classical testing of multiperiod multinomial probit model specifications.