Extent and sources of occupational stress in university staff

Canadian higher education sector has undergone numerous changes during the past decades. Increased student enrolments, massive cuts in human resources and constant restructuring are changes likely to have had a considerable impact on all employees (e.g., administrative, trades, and faculty). While many studies conducted in different countries have shown that stress in universities is a problem of alarming proportions, to date, no study of the entire staff of a university has been carried out in Canada. This research uses an approach based on the prevention and management of the sources of occupational stress to study 1086 employees of a Quebec university. Data were collected by means of questionnaires and semi-structured interviews. It was found that the proportion of individuals who reported a high level of psychological distress was twice as high (40%) than that reported for a Quebec-wide sample (20%). Work overload, the relationship with one's superior and participation in decision making were systematically reported as high risks to employees' health. It was found that human resources management practices have not followed the rapid organizational changes which affected the university in the past years. The results are discussed in light of the risk management approach.     

On the Onassis problem

A decision problem is by convention characterized by its outcome matrix and by a subsequent utility evaluation. In trying to set up an outcome matrix based on wealth values it may occur that due to ambiguities inherent in the decision problem it is not clear which standard of value (or numéraire) should be used in order to measure wealth. A typical example of this kind is Stützel's so called Onassis Paradox. We show that problems of this kind can be solved within the conventional framework of decision theory. The analysis proceeds in two steps. First, state-dependent utility functions are derived; second, a model for evaluating these utility functions is presented.     

Scientific Acedia

Abstract

Using a gendered context, this paper examines women's fear management strategies. Using twenty-six in-depth interviews with married and divorced participants, the researcher considers one question: “How does gender influence fear management strategies among newly married and divorced women?” Results depict a unique intersection between strategies women use to manage fear of crime and the ways they “do gender” that vary by the marriage context, providing insight into women's fear of crime.     

How social workers maneuver in complex and neoliberal contexts

This article examines social workers’ personal interpretations and position-taking in neoliberal and complex contexts. Personal position-taking of professionals is a powerful tool in guiding social workers’ professional activity. The aim of this research is to make these common—but often unnoticed—positions visible. The research focuses on Estonia; a country strongly embedded in neoliberal ideology, and by that significantly influenced by market-based solutions to services and individualization of social risks. Data collection and analysis have been guided by a narrative research framework. The research highlights the challenging position of social workers. Such workers experience pressures caused by double constraints—quick intervention and access to services—and finding a way out from the complex social problems of the most vulnerable individuals. However, in the Estonian case, the pressure and control from outside is perhaps more dominating because the young profession is still weak. The claims of effectivity, evidence, and solving problems hinder the creation of a research-minded, reflective, and practical wisdom-oriented social worker. Awareness of the varied trajectories of positions shows the need for a social discussion about the role and added value of social work within the preconstituted frame and the relationship between the values of social work and the workfare state.     

Moroccan Berber Immigrants in The Netherlands,Their Associations and Transnational Ties: A Quest for Identity and Recognition

Berbers were traditionally disregarded by the Moroccan elite and viewed as an uncivilised peripheral population. Only within the last few years has the Moroccan government, through the foundation of the Royal Institute of Amazigh culture, recognised the Berber inheritance as a valuable part of the Moroccan society. In this article we explore the orientation of the Moroccan Berber immigrants to their home country and to their countries of settlement and in particular in The Netherlands. We conclude that in the course of generations, the political orientation towards Morocco has lost some of its importance and that maintaining a core Berber identity among the immigrants has become the centre of the organisations' activities in The Netherlands.     

Bandwidth selection in pre-smoothed particle filters

For the purpose of maximum likelihood estimation of static parameters, we apply a kernel smoother to the particles in the standard SIR filter for non-linear state space models with additive Gaussian observation noise. This reduces the Monte Carlo error in the estimates of both the posterior density of the states and the marginal density of the observation at each time point. We correct for variance inflation in the smoother, which together with the use of Gaussian kernels, results in a Gaussian (Kalman) update when the amount of smoothing turns to infinity. We propose and study of a criterion for choosing the optimal bandwidth h in the kernel smoother. Finally, we illustrate our approach using examples from econometrics. Our filter is shown to be highly suited for dynamic models with high signal-to-noise ratio, for which the SIR filter has problems.     

The mediating role of frustration of psychological needs in the relationship between job insecurity and work-related well-being

Abstract

This study aims to test a new process underlying the negative relationship between job insecurity and work-related well-being. Specifically, based on Self-Determination Theory, frustration of the psychological needs for autonomy, belongingness and competence was expected to explain the associations between job insecurity and emotional exhaustion and vigour (i.e. the core energy-related components of burnout and work engagement, respectively). Structural equation modelling using data from a heterogeneous sample of 3185 Flemish employees confirmed that frustration of the three needs mediated the association between job insecurity and both outcomes. These results suggest that job insecurity is related to impaired work-related well-being, because it frustrates employees’ psychological needs. This study contributes to a rather small, but growing body of research on the theoretical explanations of the negative consequences of job insecurity for employees’ work-related well-being.     

Preemptive scheduling on two identical parallel machines with a single transporter

We consider a scheduling problem on two identical parallel machines, in which the jobs are moved between the machines by an uncapacitated transporter. In the processing preemption is allowed. The objective is to minimize the time by which all completed jobs are collected together on board the transporter. We identify the structural patterns of an optimal schedule and design an algorithm that either solves the problem to optimality or in the worst case behaves as a fully polynomial-time approximation scheme.     

The relationship between organisational change and being a perpetrator of workplace bullying: A three-wave longitudinal study

ABSTRACT

While research has unravelled the association between organisational change and being a target of workplace bullying, scholars have still to shed light on the perpetrator perspective of this association. In the current study, we further the literature by investigating the relationship between exposure to organisational change and being a perpetrator of workplace bullying. We introduced perceptions of psychological contract breach as a mechanism that accounts for the process in which exposure to organisational change leads employees to direct bullying behaviours to other members of the organisation. Using three-wave longitudinal data from 1994 employees we estimated a between-subjects mediation model controlling for autoregressive effects. Results confirmed our hypothesis that exposure to organisational change at Time 1 was positively related to being a perpetrator of workplace bullying at Time 3 through perceptions of psychological contract breach at Time 2. These findings suggest that organisations should invest in factors that lower employees’ likelihood to perceive psychological contract breach in the aftermath of organisational change because these perceptions may indeed result in the enactment of workplace bullying towards other members of the organisation.     

Well-being in times of task restructuring: The buffering potential of workplace learning

In this paper, we focus on task restructuring as one of the most frequently occurring types of change in our contemporary knowledge society. In spite of its evident prevalence, research on task restructuring and employee well-being has been scarce until now. Based on Conservation of Resources (COR) theory and the Job Demands-Resources (JD-R) model, we argue that task restructuring is negatively related with employee well-being (in terms of emotional exhaustion and vigour). Furthermore, we advance that opportunities for learning through reflection and experimentation, as well as recently acquired KSAOs can serve as buffers in the relationship between task restructuring and well-being. Hierarchical regression analyses and simple slope analyses were conducted in order to test the research hypotheses on a large sample of the Dutch working population (N = 1711). Task restructuring had a positive association with emotional exhaustion and a negative one with vigour. Furthermore, recently acquired KSAOs, as well as opportunities for reflection and experimentation, buffered the relationship between task restructuring and emotional exhaustion. Opportunities for reflection and experimentation moderated the relationship between task restructuring and vigour as well. This study suggests that workplace learning can mitigate the negative relationship between task restructuring and well-being.