The impact of internal communication satisfaction dimensions on job satisfaction dimensions and the moderating role of LMX

This paper presents the results of the research on the predictive role of internal communication satisfaction dimensions on job satisfaction dimensions of middle managers from 131 companies in Serbia and the moderating influence of the leader member exchange relationship between middle managers and their supervisors (LMX) on that role. The research has shown that some internal communication satisfaction dimensions have statistically positive impact on job satisfaction dimensions and the moderating effect of LMX has also been noticed.     

独生子女父母再就业意愿的影响因素——基于对上海市老年独生子女父母调查的Ordinal回归实证分析

利用2010年上海市"老年独生子女父母状况与需求调查"的原始数据,在进行独生子女父母再就业意愿和父母个人特征、子女特征双变量统计的基础上,以Ordinal回归检验实证分析影响独生子女父母再就业意愿的因素。研究发现,独生子女父母的性别、年龄、受教育程度、经济状况和健康状况是影响他们再就业意愿的主要因素,同时子女婚姻状况也显著影响父母再就业意愿,但考虑子女特征时,父母受教育程度的影响不再显著。     

Depressive Distress and Prevalence of Common Problems Among Homosexually Active African American Women in the United States

SUMMARY

We report findings from a national survey of 603 homosexually experienced African American women who self-identified as lesbian, gay, or bisexual. Levels of psychological distress greatly exceeded population norms for African American women. The most frequent problems participants reported were romantic relationship and financial difficulties. Problems with using drugs or alcohol to self-medicate psychological distress were the most chronic stressors. Although 31% of women indicated they received emotional support from a counselor or other professional in the prior month, the least likely to receive support were those reporting chronic financial, housing, anger, or substance use problems. These findings underscore the vulnerability of African American women, who navigate the triple stigma of having a minority ethnicity, sexual orientation, and gender.     

高职院校教师职业倦怠实证研究

职业倦怠作为一种存在于社会各个行业中的普遍现象,在高职院校教师中正逐渐的显现出来。笔者通过对成都市几所高职教师职业倦怠状态的调查分析,试图找到预防和治疗高职院校教师职业倦怠的方法和途径,帮助他们提高职业"抗倦"能力和教育能力。     

Coping with Low Pay: Cognitive Dissonance and Persistent Disparate Earnings Profiles

The paper focuses on an employee’s perception of his or her own labour market outcome. It proposes that the basic earnings function, by adopting an approach that ignores perception effects, is likely to result in biased results that will fail to understand the complexities of the wage distribution. The paper uses an orthodox job search framework to illustrate the nature of this problem and then adapts the model to take onboard the theory of cognitive dissonance. The search model indicates how workers may adopt a coping strategy in order to reduce the disutility associated with the wage underpayment that develops. Then, by modelling cognitive dissonance, the paper highlights the weaknesses of using purely human capital proxies to understand labour market outcome. The analysis goes some way to explaining why individuals with equivalent human capital investment can have disparate earnings profiles.     

The occupational stress indicator locus of control scale: Should this be regarded as a state rather than trait measure?

Robertson et al (1990) concluded that the Occupational Stress Indicator's (OSI) locus of control scale did not have an acceptable level of validity. The present study compared two groups of health service employees, categorized on the basis of their obtained OSI locus of control scale scores as having 'high' versus 'low' control, on a number of other OSI scales. Subjects who regard themselves as having 'high' control reported significantly less work pressure, employed certain coping strategies more frequently, reported lower ill health scores and were more job satisfied. The findings are theoretically consistent with the argument that the OSI locus of control scale is a subjective measure of an individual's appraisal of their control at work (i.e. a state measure) rather than a trait construct as measured by Rotter's scale (as used in the OSI validity study by Robertson et al).     

Relationships of work stress measures for employees with the same job

Most research on job stress is based on the assumption that correlations between perceived work environment and affective measures reflect a relationship between the objective work environment and affective measures. Correlations found among perceived stress measures were similar in magnitude to those found in other work stress studies that had greater variation in the subject sample and jobs. Also, no relationship was found between objective and perceived danger. Alternative explanations for perceived job stress relationships are discussed.     

Stress and the bus driver in the UK transport industry

This study was carried out to identify potential sources of stress for bus drivers working for the established operator in a major UK city, six months after the deregulation of bus transport. The focus was to assess the mental health and job satisfaction of the drivers. An interview programme was followed by a questionnaire survey of 376 male bus drivers. Major problem areas related to health and home-related concerns, problems intrinsic to the job, lack of involvement and support during the organizational changes occurring and fears regarding physical assault. Existing problems had been intensified as a result of streamlining and increased competition. The bus drivers were found to demonstrate lower levels of job satisfaction and unfavourable scores on mental-health indices when compared to normative samples, which was associated with their work-related stressors. The impact was significantly reduced for those men driving the newer minibuses in contrast to the traditional 72-seater double-decker buses.     

Longitudinal influences of managerial support on employee well-being

A three-wave longitudinal survey of managers working for a food retailer (n = 148) assessed both job characteristics and individual well-being during a period of organizational restructuring. Repeated measures analysis of variance revealed significant changes in both job characteristics and well-being across the three surveys. In addition, longitudinal structural equation models were developed to model the relationships between job characteristics and two indices of strain (job satisfaction and mental health) over time, including the assessment of the relative fit of competing causal process models. After controlling for the temporal stability of all variables, both types of strain were predicted by a combination of prior strain, prior job characteristics and current job characteristics. More specifically, managerial support was found to influence job satisfaction both directly and through perceptions of role ambiguity and control. Mental health was consistently predicted by low current and prior work demands, and in addition was associated with high managerial support. These results suggest that interventions to enhance employee well-being might usefully focus on increasing managerial support. Recommendations for research intending to examine the direction of causal associations between job characteristics and strain are made.     

Quit Your Job and Get Healthier? The Effect of Retirement on Health

Although the health effect of retirement has important policy implications, few economists have researched the topic. This paper utilizes longitudinal data from the Health and Retirement Study and instruments retirement status using exogenous variation in public and private pensions. Subjective health change models indicate retirement preserves the health of both men and women, although insignificant results for objective health change models suggest the preservation may be more perceived than real. The same pattern of results is found using continuous measures of annual hours. At the very least, the results give strong evidence against the anecdotal idea that retirement harms health.