Sexual Orientation Victimization and Posttraumatic Stress Symptoms Among Lesbian,Gay, and Bisexual Youth

This cross-sectional study utilized data gathered from 350 lesbian, gay, and bisexual (LGB) youth, and examined the relationship between significant life experiences and posttraumatic stress symptoms (PSS), with an ultimate goal of analyzing contribution of sexual orientation victimization (SOV) to PSS among LGB youth. Results of bivariate analyses indicate that verbal and physical sexual orientation victimization, childhood gender atypicality, internalized homophobia, and stressful life events unrelated to sexual orientation were all individually related to PSS. Multivariate analysis showed that verbal and physical sexual orientation victimization explained a significant portion of variance, over and above the study's other variables. Internalized homophobia, stressful life events, and verbal sexual orientation victimization were found to be the most significant predictors of PSS among LGB youth.     

The Influence of Perceived Supervisor Listening Behavior on Employee Commitment

This study seeks to examine the influence of perceived supervisor listening on employee commitment in an organization. Research suggests that in today's organizations managers spend the largest percentage of their time listening, followed by speaking, reading, and writing. Although training addresses speaking and public presentations, interpreting technical reports, and instruction in technical writing, little has been done to either research or train listening skills.

Listening research has primarily focused on listening measurements and assessment (see Rhodes, Watson & Barker, 1990), and identification of specific behaviors associated with listening (see Lobdell & Gluc, 1990). Few studies have examined listening in the organizational setting (see Husband, Cooper, & Monsour, 1988; Husband, Schenck, & Cooper, 1988). A study by Husband, Cooper, and Monsour (1988), explored the initial question of supervisor's perceptions of their own listening behaviors in organizations. Further research by Husband, Schenck, and Cooper (1988) suggests that the subordinate's perception of supervisory listening may be different than the supervisor's actual listening behavior or the supervisor's perception of their own listening behavior. They found that subordinates did not feel at ease when communicating with their supervisors, and that the subordinates perceived that their supervisors were unwilling to listen to them.

As Husband, et al. (1988) suggests, there could be many starting points at which to address organizational listening. Based on some of the findings in their research, supervisor-subordinate listening seems to offer a logical beginning. The supervisor-subordinate relationship represents an essential link in the organizational structure (see Jablin, 1979). Given their argument, if subordinates differ in their perceptions of supervisory listening behavior, and perceive their supervisor's listening negatively, there may be a direct influence on their commitment to their jobs or the organization as a whole. This study attempts to determine the influence of perceived supervisor listening on employee commitment to the organization.

The respondents were 225 occupational employees and 53 managerial employees in a large southwestern utility company. The survey was a 69 item organizational listening questionnaire developed by Arnold (1989). The questionnaire was broken down into four dimensions: (1) feelings about the organization, (2) perception of relationship with supervisor, (3) perception of own communication behavior, and (4) organizational listening behaviors.     

Der Einfluss von Kognition und Affekt auf Unternehmensgründungsentscheidungen: Eine vergleichende Analyse von Angestellten und Unternehmern

The relationship between individuals?? entrepreneurial behavior and objective situational characteristics of an entrepreneurial opportunity??individual-opportunity nexus??lies in the focus of entrepreneurship research. The role of subjective appraisals and affective influences in the pre-entrepreneurial process was neglected in this context so far. On the basis of a questionnaire experiment with two different samples of employees and entrepreneurs, our results confirm central assumptions of cognitive appraisal and emotion theories. The subjective appraisals of objective entrepreneurial opportunities better predict entrepreneurial evaluation and exploitation decisions than the objective characteristics of the entrepreneurial opportunity. Furthermore, the results show in addition to an inverse direct effect of negative affect that the relationship between the entrepreneurial evaluation and exploitation is negatively moderated by negative affect. Our analyses indicate that the two subsamples show differences in their cognitive processes, but that they are still generally comparable. The affective influences on the pre-entrepreneurial process, however, demonstrate no group specific differences. These results extend the individual-opportunity-nexus-paradigm that is based on objective characteristics by examining the meaning of subjective appraisals and affective reactions and therefore the intersection of individuals and entrepreneurial opportunities.     

The best-laid schemes: An analysis of discrepancies between migration intentions and behavior

A longitudinal survey approach is used in a largely rural area in the Philippines to examine consistency between migration intentions and subsequent migration behavior. Inconsistencies in movement behavior, the timing of a move, and the destination are analyzed. Discrepancies between intentions and behavior are explained in terms of unanticipated constraints and facilitators as well as changes in the conditions that precipitated the migration intention in the first place. Intended international movers who did not actually move in a 2-1/2 year period were thwarted mainly by legal hurdles that could not be overcome. Intended internal migrants who did not actually move remained in their origin area primarily because of changes in job opportunities or family relationships. Methodological and theoretical implications of the findings are discussed.The best laid schemes o' Mice an' Men Gang aft agley, An' la'e us nought but grief an' pain, For promis'd joy! we must bear in mind the distinction between direct and facilitating factors involved in migration processes . migration analysis should consider some factors that facilitate or impede migration rather than determine migration directly (Goldscheider, 1971:38).This article was originally presented at the annual meetings of the Population Association of American in Minneapolis, Minnesota, May 2–5, 1984. The authors wish to thank Lynna Sycip for her assistance in the preparation of the tabulations for this article. In addition to the authors, the co-investigators for this project are James T. Fawcett, East-West Population Institute and Ricardo G. Abad, Institute of Philippine Culture, Ateneo de Manila University. Research for this article has been supported by NIH Grant No. R01-HD13115, the Population Center Foundation, Manila, Philippines, and the East-West Population Institute.     

Effort-reward imbalance and work-home interference: a two-wave study among European male nurses

ABSTRACT

This one-year follow-up study among 1,421 male nurses from seven European countries tested the validity of the Effort-Reward Imbalance (ERI) model in predicting prospective vital exhaustion and work-home interference. We hypothesised that effort and lack of reward would have both main and interactive effects on future outcomes. Results of structural equation modelling (SEM) showed that effort was positively related to exhaustion and work-home interference, both simultaneously and over time. Lack of reward predicted increased exhaustion at follow-up, but effort-reward imbalance did not influence the outcomes. Additionally, Time 1 exhaustion predicted increased work-home interference and exhaustion at follow-up. These results do not support the ERI model, which postulates a primacy of effort-reward imbalance over main effects. Instead, the findings are in line with dual path models of job stress and work-home interference. Multi-group SEM showed partial cross-cultural metric invariance for the ERI measure of effort, but the ERI measure of rewards showed no metric measurement invariance, indicating its meaning is qualitatively different across cultures. Nevertheless, the main conclusions were markedly similar for each national sub-sample. We discuss the theoretical and practical implications of our study.     

ON THE DESIGN OF HIERARCHICAL PRODUCTION PLANNING SYSTEMS

To provide effective managerial support for decisions related to production planning and scheduling processes, it is useful to partition the set of decisions into a hierarchical framework. In the resulting system, higher level decisions impose constraints on lower level actions, and lower level decisions provide the necessary feed-back to reevaluate higher level actions. The purpose of this paper is to suggest optimum procedures to deal with the resulting subproblems and to analyze the interaction mechanisms among the different hierarchical levels. Computational results are given.