Norwegian lottery winners: Cautious realists

The study investigated 261 lottery winners of prizes of NKR 1 million (US $150,000) or more in the years 1987–91 in a postal survey. The modal Norwegian winners were middle-aged married men of modest education, living in small communities. Emotional reactions to winning were few, aside from moderate happiness and relief. Winners emphasized caution, emotional control and unconspicuous spending, e.g. paying debts and sharing with children. There was only a slight increase in economic spending. A wish for anonymity was frequent, together with fear of envy from others. Betting was modest both before and after winning. Experiences with winning were predominantly positive. Life quality was stable or had improved. An age trend was observed, accounting for more variance than any other variable. The older winners seemed to represent a puritan subculture of caution, modesty and emotional restraint. A slightly more impatient pattern of spending was characteristic of younger winners. The results support Kaplan's 1987 and others' findings that lottery winners are not gamblers, but self-controlled realists and that tenacious, negative cultural expectations to the contrary are myths, but perhaps also deterrents of uncontrolled behavior.     

From Intended to Actual and Beyond: A Cross‐Disciplinary View of (Human Resource Management) Implementation

Despite increasing interest in human resource management (HRM) implementation as an explanation for the association between HRM and firm performance, considerable confusion remains about what implementation means. In order to develop conceptual definitions of HRM implementation and implementation effectiveness, this study builds on three different literatures outside the HRM field (strategy, innovation, and change management), which have addressed this topic extensively. As a result, implementation is characterized as a dynamic process, involving the interaction among multiple actors, starting with the adoption of a new practice and ending with its routinization. This is distinguished from implementation effectiveness as an outcome of that process. The study helps to achieve construct clarity, hence providing a more solid basis for future research and allowing for a better consolidation of findings. The authors also develop an agenda for further research by reviewing a number of theoretical and methodological approaches that have been used in implementation research across fields, including HRM. Overall, the study aims to establish implementation research as a highly relevant academic and practical quest not only in HRM, but also in other management literatures.     

“Supportive” psychotherapy: A contemporary view

In this paper, a brief review of social work literature regarding the technique of psychotherapy serves as a bridge to introduce the way in which self-psychology and the systematic use of empathy as a mode of listening and responding, had effected the conduct of psychoanalytic psychotherapy. A clinical sample, taken from the treatment of a patient who was diagnosed as having a Borderline Condition, is being used to demonstrate that feeling understood firms up the self in a way that enhances introspection and permits the use of interpretations as the therapist's primary mode of communication. The clinical example also demonstrates that when the therapist maintains an empathic position, the patient, even in once weekly therapy, is likely to develop one of the selfobject transferences. Further, that when empathic interpretations are used as the therapist's primary interventions, structural changes are likely to occur in such a way that treatment results in true healing rather than in the fostering of a life-long dependency on the therapist. Only a brief reference is made to the usefulness of self-psychology to the treatment of patients with higher level psychic organization and the important part that anger plays in the process of psychoanalytic psychotherapy.The Shirley Greenberg Memorial Lecture, Delivered at Simmons College, School of Social Work, Boston, Massachusetts on June 9, 1983.     

Appropriate Terminology for the Alcohol,Eating, and Physical Activity Relationship

Abstract

“Drunkorexia” merges prior literature identifying positive relationships between (a) alcohol use/abuse and disordered eating/eating disorders, (b) alcohol use/abuse and physical activity, and (c) disordered eating/eating disorders and physical activity. The term, highlighting an individual's proactive and/or reactive weight management behaviors (ie, disordered eating, physical activity) in relation to alcohol consumption, originated in news editorials and has recently gained recognition via use in scholarly publications. The purpose of this commentary is to recommend discontinuing use of the term “drunkorexia” due to (a) inconsistent definitions of drunkorexia across investigations, (b) drunkorexia being a misnomer, and (c) the medical community's lack of recognition/acceptance of drunkorexia. Because the behaviors encompassed by drunkorexia are of concern to researchers and health professionals, future investigations are still warranted. However, until a medically recognized term/phrase is accepted, scholars should utilize more appropriate characterizations such as “weight-conscious drinkers,” “weight management behaviors of drinkers,” or “Eating Disorders Not Otherwise Specified” (Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition, Text Revision).     

The drivers of work engagement: A meta-analytic review of longitudinal evidence

ABSTRACT

Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.     

Management innovation,pro-innovation organisational culture and enterprise performance: testing the mediation effect

The interest in management innovation (MI) is growing and the conviction about its significant role in boosting an enterprise’s competitive advantage and performance has recently gained ground. The studies on MI and its relationships with enterprise performance, which are relatively scarce in literature, indicate the complexity of these relationships. This inspired us to propose the management innovation construct and its operationalisation, which allowed for the empirical verification of the relationships between management innovation and enterprise performance. Simultaneously, we adopted the hypothesis on the mediating role of pro-innovation organisational culture. The aim of this article, therefore, is to study the relationships between MI and enterprise performance as well as to determine what role is played by pro-innovation organisational culture in these relationships. In order to do that, we conducted a survey of 301 companies based in Poland. Our research results confirmed the existence of relationships between management innovation and enterprise performance in the survey sample, although they were not very strong. Additionally, the hypothesis about the mediating role of organisational culture was also partially supported. The results of our study enrich the knowledge about the role of MI in stimulating enterprise performance and the role of pro-innovation organisational culture. We also discuss the implications for further research and management practice.     

Labour incorporation of young Southern European graduates in Mexico: the impact of the economic crisis

ABSTRACT

The 2008 economic crisis has had particularly negative effects on the youth labour market outcomes in Southern Europe. Thus, it is hardly surprising that many Southern European youngsters see migration as the only way to escape from under-employment and precariousness. In this context, the article studies the reasons for emigration to Mexico of a group of young graduates from Italy and Spain. The paper is based on 42 in-depth semi-structured interviews with young graduates, aged 29 years old or less on their arrival in Mexico. The article first explores the relevance of the economic crisis as the main reason behind the migration of this group. It is revealed that the interviewed graduates had a precarious labour incorporation back in their countries of origin, and migration appeared as a means to further their careers. Second, the paper analyses the interviewees’ labour incorporation in Mexico; in many cases this coincides with an extended university-work transition, since many of them had not secured full-time permanent jobs before their arrival in Mexico. Finally, the paper explores the interviewees’ future plans. These depend not only on their work experiences in Mexico but also on their degree of social and cultural integration in the host country.     

Moderators of Career Calling and Job-Search Behaviors Among Unemployed Individuals

We examined the relationship between calling, job-search clarity, and job-search intensity in a cross-sectional study of Italian unemployed job seekers (N = 315). Structural equation modeling with observed variables and latent moderated structural equation models were adopted to test whether optimism, self-esteem, and perseverance moderate the relation between calling, job-search clarity, and job-search intensity. Perceiving a calling was positively related with job-search clarity and intensity, and these relations were stronger in individuals with lower levels of optimism, self-esteem, and perseverance. This study suggests that perceiving a calling is an important personal resource that is related to a clearer job-search goal and to more intense job-search activities and can support job seekers in personal adverse conditions. These results suggest integrating job-search behaviors in the work-as-calling theory and that incorporating the construct of calling into career counselors' practices may increase the efficacy of job-search activities.