Changes in psychosocial well-being during stages of gay identity development

The current study evaluated the stage theory of Homosexual Identity Formation (HIF) developed by Cass (1979), in terms of the relationship between stage of gay identity development and psychosocial well-being. Four hundred twenty-five males (12 to 64 years, M = 29.2) reporting sexual attraction to other men provided demographic information and completed psychosocial measures: the Happiness-Sadness Scale (McGreal & Joseph, 1993), the Satisfaction with Life Scale (Diener, Emmons, Larsen & Griffin, 1985), the UCLA Loneliness Scale (Russell, Peplau & Ferguson, 1978), the Index of Self-Esteem (Hudson, 1982), and the Gay Identity Questionnaire (Brady & Busse, 1994). Correlation analysis and ANCOVAs controlling for age and nationality demonstrated that the 6 sequential stages of HIF were associated with a U-shaped function for the psychosocial variables. Well-being was high during the initial Confusion and Comparison stages of HIF, was reduced during the middle Tolerance and Acceptance stages, and was again high in the later Pride and Synthesis stages. Each of the psychosocial variables was significantly different according to stage of development (p <.001). Qualitative analysis of subjects' comments also revealed support for the U-shaped pattern.     

Psychometric analysis of the UK Health and Safety Executive's Management Standards work-related stress Indicator Tool

Abstract

Numerous tools have been developed that attempt to measure work-related stress and working conditions, but few practical instruments in the literature have been found to have a reliable psychometric factor structure. In the UK, the Health and Safety Executive (HSE) Management Standards (MS) Indicator Tool is increasingly used by organizations to monitor working conditions that can lead to stress. In Health and Safety Executive (2004), a factor analysis was conducted demonstrating the reliability of the scales. However, the authors acknowledged that direct reassessment of the same factor structure was impossible as the questionnaire was split into two separate modules for data collection. Furthermore, the tool is designed to enable comparisons between as well as within organizations to take place, yet reliability has only previously been tested at the individual level. The current study is the first to examine the factor structure of the HSE MS Indicator Tool using organizational-level data. Data collected from 39 UK organizations (N=26,382) was used to perform a first-order Confirmatory Factor Analysis (CFA) on the original 35-item seven-factor measurement scale. The results showed an acceptable fit to the data for the instrument. A second-order CFA was also performed to test if the Indicator Tool contains a higher order uni-dimensional measure of work-related stress. These findings also revealed an acceptable fit to the data, suggesting that it may be possible to derive a single measure of work-related stress. Normative data comprising tables of percentiles from the organizational data are provided to enable employers to compare their organizational averages against national benchmarks.     

Better know an HRD scholar: a conversation with Monica Lee

This article contains a conversation with Monica Lee, and is part of a series that focuses on different HRD scholars – the aim being to better understand the people behind the names we see in print. Monica is a Life Member of Lancaster University, was a founding member of the University Forum of HRD, and was the founding editor of Human Resource Development International. The conversation explores Monica's background, how she got into HRD, how she overcame dyslexia and recovered from her cerebral hemorrhage, how the University Forum was created, and how HRDI came about. The conversation also considers the consequences of placing boundaries around HRD, about how we are guided by our subconscious, and about the impact on HRD of future changes to organizations and structures.     

Better know a Human Resource Development (HRD) scholar: a conversation with Robert (Bob) G. Hamlin

This article contains a conversation with Robert (Bob) G. Hamlin and is part of aseries that focuses on different human resource development (HRD) scholars. Theaim is to better understand the people behind the names we see in print and at HRD scholarly conferences. Bob is professor emeritus and chair of HRD at the University of Wolverhampton Business School, UK and a management and organization development consultant at Oaken Consultancy. Bob has spoken at many HRD conferences in Europe and the United States and was one of the founding members of the University Forum for HRD. The conversation explores Bob's career in HRD practice, research, teaching and management. Among the topics covered are the significance of practical experience and the influence it can then have on research, the power of evidence-based practice, and the need for HRD research to be seen as relevant and having utility within the world of practice.     

Management and leadership: issues for integration in the emergent economy

Globalization is a complex process of worldwide changes that brings a great deal of good but is not without its dark side. With corporations having a significant role in globalization, HRD professionals face tough choices about whether and how to be involved.     

Does Cultural Difference Affect Investment–Cash Flow Sensitivity? Evidence from OECD Countries

We investigate the influence of national culture on corporate investment–cash flow sensitivity. We conjecture that national culture shapes managerial perceptions of information asymmetry and agency problems, thus impacting the investment–cash flow relationship. We document empirical evidence in support of our claim. By linking the investment–cash flow sensitivity to cultural differences, our findings show that, while collectivism has an attenuating influence, uncertainty avoidance, power distance and masculinity have a reinforcing effect on the relationship between cash flow and investment. Our results hold for a sample of 205,268 firm‐years across 24 OECD countries between 1990 and 2017, and are robust after accounting for alternative statistical approaches, sample compositions and measures of cultural dimensions, along with controls for institutional and governmental factors. In addition, by decomposing cash flow into uses and sources of funds in a dynamic multi‐equation model, where firms make financing and investment decisions jointly subject to the constraint that sources must equal uses of cash, we find that national culture shapes how firms react to changes in cash flow.     

HRD and specialists in organizations

This paper describes the issues for HRD arising from research into the role of government statistical staff in the British and Canadian public policy processes. It identifies the influences of strategy, structure and location on that role, the barriers to increasing the policy impact of the statistical staff, and the training and development implications of staff needing to deliver more with fewer resources. The paper finishes by outlining how the findings raise general HRD issues for organizations employing specialist groups.     

A robust class of homoscedastic nonlinear regression models

In this paper, we examine a nonlinear regression (NLR) model with homoscedastic errors which follows a flexible class of two-piece distributions based on the scale mixtures of normal (TP-SMN) family. The objective of using this family is to develop a robust NLR model. The TP-SMN is a rich class of distributions that covers symmetric/asymmetric and lightly/heavy-tailed distributions and is an alternative family to the well-known scale mixtures of skew-normal (SMSN) family studied by Branco and Dey [35]. A key feature of this study is using a new suitable hierarchical representation of the family to obtain maximum-likelihood estimates of model parameters via an EM-type algorithm. The performances of the proposed robust model are demonstrated using simulated and some natural real datasets and also compared to other well-known NLR models.