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31.
The present study provided further evidence on the role of negative affectivity (NA) and gender as moderators of stressor-strain relations. Based on theoretical and empirical research, it was hypothesized that the moderating effects of NA would moderate the relationship between stressors (role ambiguity, workload, role conflict and interpersonal conflict) and work-related depression. Questionnaires were returned form 442 subjects of whom 74% were recruited from external degree courses and the rest were full-time employees. Results revealed significant three-way interactions for two of the four stressors (workload and role ambiguity) in predicting work-related depression. NA moderated the relationship between these stressors and work-related depression for females but not for males. These effects were modest, however. No significant interactions were found for role conflict and interpersonal conflict. The implications of these results are discssed. 相似文献
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Most orgnizations these days utilize groups for the performance of at least some tasks. There is therefore a need to examine the relationthip between job stressors and group functioning. Until now it has been proposed that employees who perceive high levels of stress in their jobs will have negative perceptions of the groups in which they work, in the form of reduced altruism and collective efficacy. They may also have higher levels of psychological strain. This study examined relations between job-related stressors and group perceptions (collective efficacy 3rd the prevalence of altruistic behaviour) in a sample of 2403 mililitary personnel, comprising 31 companies in two US Anny combat brigades. We also examined whether group perceptions mediated the relationship between stressors and both job satisfaction and subjective well-being. Results indicated that stressors were negatively associated with measures of group perceptions, and both job satisfiction and well-being. Furthermore, mediated regression analyses suggested that relations between interpersonal conflict and both job satitfaction and well-being were partially mediated by both group perception measures. These finding suggest that work-related stressors may negatively impact on group functioning, which may lead to employee strains. Implications of these finding are discussed, and suggestions are made for future research. 相似文献
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Reuben Ng Steve Rayner 《Innovation: The European Journal of Social Science Research》2010,23(2):85-100
Psychometric and cultural theory are key approaches used to explain risk perceptions. However, both approaches explain only 20 and 5–10% of the variance of risk perceptions, respectively. Through advances in social psychology, terror management theory revealed that certain survey questions used in the psychometric approach primed thoughts of death. Such unintentional priming evoked defense mechanisms that would subconsciously activate participants’ cultural biases and values when answering some questions but not others. There are two implications: one, psychometric theorists need to modify their questionnaires to reduce the incidence of priming thoughts of death; and two, integrating the psychometric and cultural theory approaches may potentially explain a higher amount of variance in risk perceptions. Specifically, attitudes (psychometric approach), demographics, affect and past behavior collectively influence cultural biases, which in turn exert an effect on risk perception. However, such a model calls for an appropriate measure of the dynamic nature of cultural biases that current attitudinal measures fall short of. Drawing from methodology within industrial/organizational psychology, the Situational Judgment Test (SJT) is proposed as an alternative measure for risk perception. Steps to designing an SJT are outlined and followed through to culminate in a 10-item SJT that measures cultural biases. 相似文献
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Steve Werner Robert Konopaske Gretchen Gemeinhardt 《Nonprofit management & leadership》2000,11(1):35-48
This research investigates the relationship between United Way membership and the compensation level of employees in nonprofit organizations. This study is based on questionnaires completed by 1,811 employees from sixty‐nine nonprofit agencies in a large metropolitan area. Managerial capitalism, agency theory, and United Way funding and governance roles were used to develop the hypotheses. We found that employees of organizations belonging to the United Way receive pay premiums, suggesting that the United Way member agencies are higher‐quality agencies that pay their employees higher wages. 相似文献
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Disabled people wishing to enter Higher Education are confronted with a number of barriers, yet relatively little research has been carried out to identify the level and nature of such obstacles. The short study reported here was designed to examine policy and practice within a number of social work training institutions in Scotland. Interviews were held with disabled students and ex-students, course tutors and practice teachers. Barriers to training are identified in five main areas: first, the disabling physical environment; secondly, problems of typification (whereby global assumptions of impairment are made about individuals); thirdly, failure of equal opportunities policies; fourthly, the practice of treating all students in the same way, resulting in discrimination against a few; and, finally, self-censorship on the part of students. It is argued that the reluctance of some students to 'declare' an impairment is a rational response to the disabling policies pursued, albeit inadvertently, by institutions. The implications of these findings for policy and practice are discussed. 相似文献
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Robert L. Johnson Steve Fisher Marjorie J. Willeke Fred McDaniel II 《Evaluation and program planning》2003,26(4):367
Evaluations increasingly use open-ended assessments, such as portfolios, to gather information about program impact. Portfolios, however, present challenges in achieving acceptable levels of reliability and often lack evidence to support validity. This article describes the components of a portfolio assessment system developed in a collaborative evaluation of a family literacy program. Staff of a family literacy program and two evaluators collaborated to develop the assessment and the tools that frame the review of the portfolios. Rubrics, exemplar portfolios, portfolio logs, and lists of ‘look-fors’ were developed to guide raters in the scoring and to improve the reliability of scores and validity of decisions about the program. Inter-rater reliability for the portfolio assessment was 0.79 for holistic scores and 0.74 for analytic scores. With respect to validity, holistic and analytic scores correlated with criterion measures from 0.50 to 0.59, providing initial evidence of a common construct. 相似文献