The Impact of Social Connectedness and Internalized Transphobic Stigma on Self-Esteem Among Transgender and Gender Non-Conforming Adults

The transgender and gender non-conforming (TGNC) community continues to represent a notably marginalized population exposed to pervasive discrimination, microaggressions, and victimization. Congruent with the minority stress model, TGNC individuals persistently experience barriers to wellbeing in contemporary society; however, research uncovering resilience-based pathways to health among this population is sparse. This study aimed to explore the impact and interaction between internalized transphobic stigma and a potential buffer against minority stress—social connectedness—on the self-esteem of TGNC identified adults. Data were collected from 65 TGNC identified adults during a national transgender conference. Multiple regression analysis reveals that self-esteem is negatively impacted by internalized transphobia and positively impacted by social connectedness. Social connectedness did not significantly moderate the relationship between internalized transphobia and self-esteem. Micro and macro interventions aimed at increasing social connectedness and decreasing internalized transphobic stigma may be paramount for enhancing resiliency and wellbeing in the TGNC community.     

Leadership’s Role in Process Safety: An Understanding of Behavioral Science Among Managers and Executives Is Needed

ABSTRACT

A recent prevalence of high visibility catastrophic events has garnered increased attention to process safety issues. While the use of Behavior-Based Safety interventions demonstrate a reduction in workplace injuries by targeting employee behavior, we believe that process safety requires a greater focus on the behavior of leaders (e.g., creating and executing strategy). One effective method to begin targeting leader behavior for the improvement of process safety is to teach leaders about the principles of behavior, including ways by which the science may be applied within their own organizational models.     

Influence of Temporal Distance on the Perceived Importance of Career‐Related Self‐Efficacy and Outcome Expectations

Because all career choices are about future actions, time is an important contextual variable in social cognitive career choice ( Hesketh, 2000 ). However, there is a dearth of research examining the effect of time. The authors examined how temporal distance to career entry influences the perceived importance of self‐efficacy and outcome expectations concerning a career pursuit. They also examined the moderating effects of perceived support and barriers, as well as country. The participants were college students in the United States (n= 180) and in South Korea (n= 215). The results of hierarchical regression analyses did not show main effects of time, but a 3‐way interaction indicated the complex interplay of time and other contextual variables. Implications for career counseling and future research are discussed.     

An approximation for the hotelling-lawley trace in the noncentral case

A procedure for estimating power in conjunction with the Hotelling-Lawley trace is developed. By approximating a non-central Wishart distribution with a central Wishart, and using McKeon's (1974) F-type approximation, a relatively simple procedure for obtaining power estimates is obtained. The accuracy of the approximation is investigated by comparing the approximate results with those for a wide range of conditions given in Olson's (1973) extensive Monte Carlo study. Siotani's (1971) asymptotic expansion is used to provide further comparative assessments. It is demonstrated that the approximation is of sufficient accuracy to be used in practical applications.     

Export agriculture is feeding malaria: a cross-national examination of the environmental and social causes of malaria prevalence

Malaria rates remain high across many less-developed regions, including Southeast Asia, Sub-Saharan Africa, and parts of Latin America. Although case studies find elevated malaria rates in locales with increased levels of environmental degradation, the current body of comparative environmental research lacks investigation of infectious disease trends. This study draws upon world-system theorizing to consider agricultural export flows and resulting alterations to the natural environment in poor nations as key causes of malaria prevalence. Additionally, relationships among world-system position, economic development, and socio-health characteristics are examined alongside the environmental predictors using structural equation modeling for data on 99 less-developed nations. The findings emphasize that deforestation and biodiversity loss associated with primary sector export flows are key drivers of malaria rates, alongside notable influences of basic health and social services. The results suggest that environmental and social conditions greatly shape malaria transmission in poor societies.     

The Effects of Praising Qualifying Autoclitics on the Frequency of Reading

In the current study, tacts with positive qualifying autoclitics for reading were reinforced in order to determine if this procedure would increase the time spent reading by participants. Participants included 5 children, between 9–10 years old. Participants were individually exposed to 4 free operant sessions during which they were instructed to independently choose play activities. During pre- and post-treatment conditions, no consequences were provided for choosing reading. In addition, 4 treatment sessions were conducted on days separate from the free operant session days, during which the experimenter praised each positive reading-related statement emitted by the participant. Following treatment sessions, 4 out of 5 participants increased the time allocated to reading, suggesting that reading could be increased when praise is delivered contingent upon positive reading-related verbalizations.     

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

On the psychological and motivational processes linking job characteristics to employee functioning: Insights from self-determination theory

The aim of this study was to provide insight into the differential relationships between job characteristics (job demands and resources) and employee functioning by examining the psychological and motivational processes involved. Drawing on self-determination theory, we tested a model in which job demands are positively related to negative manifestations of employee functioning (psychological distress and psychosomatic complaints) through psychological need frustration and low-quality work motivation (controlled motivation), whereas job resources are positively related to positive manifestations of employee functioning (work engagement and job performance) through need satisfaction and high-quality work motivation (autonomous motivation). Data were collected from 699 Canadian nurses. Structural equation modelling (SEM) results support the proposed model: psychological needs and work motivation partially mediated the relationship between job characteristics and employee functioning. Specifically, job demands negatively predicted employee functioning (high distress and psychosomatic complaints, low engagement and performance) through need frustration and controlled motivation. In contrast, while positively predicting need satisfaction and negatively predicting need frustration, job resources fostered optimal work motivation (more autonomous and less controlled motivation) and employee functioning. The implications for self-determination theory (SDT) and research on occupational health and stress are discussed.