Global QUALITY OF LIFE (QOL), health and ability are primarily determined by our consciousness. Research findings from Denmark 1991–2004

Social Indicators Research - Objective: To explain the global quality of life (QOL) from 2000 indicators representing all aspects of life. Design and setting: Two cross sectional population...     

Yea-saying and mood-of-the-day effects in self-reported quality of life

This paper focuses on some of the complications that may arise from errors of measurement in quality of life (QOL) scales based on self-report. It is argued that systematic errors as well as random errors (specifically in the shape of mood-of-the-day effects) will tend to suppress, mask or “wash out” statistical associations between “objective”, sociologically relevant, indicators of well-being and self-reported quality of life. Results from a Norwegian sample of middle-aged and old participants in a health screening operation (N=610) are reported. The findings indicate that response acquiescence (“yea-saying”) may be a source of systematic error even in balanced QOL-scales, and that this bias may lead one to underestimate QOL among the well-educated and overestimate it among older respondents. Utilizing over-time data we are able to show that self-reported QOL appears particularly vulnerable to mood-of-the-day effects among younger females. Implications for sociological research on subjective well-being are pointed out.     

South Africa's Emergent “Social Indicators Movement”

Social Indicators Research -     

Personality factors predicting changes in shift work tolerance: A longitudinal study among nurses working rotating shifts

Abstract

The aim of the present study was to investigate the relationship between personality factors (hardiness, morningness, flexibility, and languidity) and longitudinal changes on different measures of shift work tolerance (fatigue, sleepiness, anxiety and depression) over one year among nurses working rotating shifts. A total of 642 female Norwegian nurses working in a rotating three-shift schedule participated in the study. The cohort was established by age-stratified selection among members of the Norwegian Nurses Association in 2008. Questionnaires were administered in 2008/2009 (T1) and in 2009/2010 (T2). The results showed that hardiness was negatively related to fatigue, anxiety and depression at T2 when controlling for the scores on these constructs at T1. Morningness was not related to any indicators of shift work tolerance at T2 when controlling for shift work tolerance at T1. Flexibility was negatively related to anxiety at T2 when controlling for anxiety at T1. Languidity was positively related to sleepiness and fatigue at T2 when controlling for sleepiness and fatigue at T1. The findings indicate that personality factors, especially hardiness, can predict changes related to shift work tolerance over a period of one year.     

Beware the angry leader: Trait anger and trait anxiety as predictors of petty tyranny

Drawing on the general aggression model and theories of victimization and temperamental goodness-of-fit, we investigated trait anger and trait anxiety as antecedents of petty tyranny: employing a multilevel design with data from 84 sea captains and 177 crew members. Leader trait anger predicted subordinate-reported petty tyranny. Subordinate trait anxiety was associated with subordinate-reported petty tyranny. The association between leader trait anger and subordinate-reported petty tyranny was strongest among low trait anger subordinates supporting the theory of temperamental goodness-of-fit—or rather misfit—in dyads. Hence, leader anger-generated petty tyranny seems to constitute itself both as an average leadership style and as behavior targeting specific subordinates, in this case low trait anger subordinates. In addition, anxious subordinates report more exposure to such abusive leadership behaviors irrespective of levels of trait anger in the captain. The practical implications are above all the needs for organizational and individual management of leader trait anger.     

Subset selection of superior populations when the number of populations is large

The situation where k populations are partitioned into one inferior group and one superior group is considered. The statistical problem is to select a random size subset of superior populations while trying to avoid including any inferior populations. A selection procedure is assumed to satisfy the condition that the probability of selecting at least one superior population is bounded below by P¹<1. The performance of a procedure is measured by the probability of including an inferior population.The asymptotic performance, as k→∞ of Gupta's traditional maximum type procedure ψ^G is considered in the location-model. For normally distributed populations, ψ^G turns out to be asymptotically optimal, provided the size of the inferior group does not become infinitely larger than the size of the superior group.     

Does emotional intelligence as ability predict transformational leadership? A multilevel approach

This study assesses to what extent emotional intelligence as ability (EI) can predict transformational leadership. Norwegian executives (N = 104) completed measures of personality (NEO PI-R) and EI (MSCEIT), and were rated on transformational leadership (MLQ 5X) by subordinates (N = 459). This study improves upon previous studies in three ways: First, because the validity and reliability of the scores from MSCEIT has been questioned, an alternative set of scales from MSCEIT were included, which provide reliable and interpretable scores (Føllesdal & Hagtvet, 2009). Second, in addition to personality, general mental ability (GMA) was controlled for by utilizing Monte Carlo studies. Third, a multilevel approach was used to analyze the scores, due to their hierarchical structure. Neither the four branch scores, nor the Total EI score from MSCEIT predicted transformational leadership. A suppression effect was found, however, among two subscales from Perceiving Emotions. The validity of scores from MSCEIT is questioned.     

Global Software Development: Commitment,Trust and Cultural Sensitivity in Strategic Partnerships

Much research has studied off-shore outsourcing from a Western client perspective. This article tries to shed light on what an Indian vendor perceives as important to manage large and complex strategic partnerships in IT outsourcing, and in particular how mutually profitable, long-term relationships with European clients are created and maintained, both at company and project levels. We investigate this issue through qualitative interviews with various vendor representatives in offshore and on-site teams in a top tier multinational company of Indian origin.In the analysis of interview accounts of close collaboration processes in two large and complex projects, where off-shoring of software development is moved to a strategic level, we found that the vendor was able to establish a strategic partnership through long-term engagement with the field of banking and insurance as well as through conscious relationship management with the clients. Three major themes describe important aspects of the strategic partnerships: 1) senior management commitment and employee identification with the projects, 2) mutual trust and transparency, and 3) cross-cultural understanding and sensitivity. The article draws attention to the important collaborative work done by people who are able to span boundaries in the complex organizational set-up of global IT development projects.     

Implementing human resource development best practices: Replication or re-creation?

Abstract

Firms increasingly introduce HRD ‘best practices’ developed somewhere else, but results often fall short of expectations. Much of existing theory fails to guide the implementation of HRD best practices because it does not recognize how introduced practices interact with existing practices in the firm. In this paper, we contrast the dominant perspective ‘Implementation as Replication’ with a perspective of ‘Implementation as Re-creation’. Through four stages of the implementation process, we identify and discuss how these contrasting perspectives yield different implications for how firms go about introducing HRD best practices. First, when firms take up a practice, is this a process of adoption or translation? Second, is it assumed that new knowledge can be implanted directly and lead to new behaviour, or is active experimentation a necessary precondition to gain new knowledge? Third, are deviations from the intended plan considered errors to be corrected or sources for learning? Fourth, are introduced best practices treated in isolation or as integral parts of the firm's management system? We argue that implementation efforts guided by the re-creation perspective increase the prospects of HRD best practices succeeding as a useful tool in the receiving firm.     

Region-specific versus country-specific poverty lines in analysis of poverty

An analysis of poverty based on a country-specific income poverty line suffers from disregarding regional differences in prices and needs within a country and may, therefore, produce results that give a misleading picture of the extent of poverty as well as the geographic and demographic composition of the poor. To account for differences in prices and needs, this paper introduces an alternative method for identifying the poor based on a set of region-specific poverty lines. Applying Norwegian household register data for 2001 we find that the national level of poverty is only slightly affected by the change in definition of poverty line. However, the geographic as well as the demographic poverty profiles are shown to depend heavily on whether the method for identifying the poor relies on region- or country-specific thresholds. As expected, the results demonstrate that an analysis of poverty based on a country-specific threshold produces downward biased poverty rates in urban areas and upward biased poverty rates in rural areas. Moreover, when region-specific poverty thresholds form the basis of the poverty analysis, we find that the poverty rates among young singles and non-western immigrants are significantly higher than what is suggested by previous empirical evidence based on a joint country-specific poverty line.