The impact of learning opportunities and decision authority on occupational health

In an investigation of 418 employees in the Norwegian Postal Service, employees with high learning opportunities and high decision authority were found to be better off on psychological functioning, health and organizational outcome variables than employees with low scores on these variables. Decision authority and learning opportunities had specific and independent impact on subjective health, psychological functioning, coping style and organizational outcome variables. There were, however, also interaction effects between demands, learning opportunities, and decision authority on subjective health. Learning opportunities and decision authority were operationalized with a questionnaire, supplemented with questions on the opportunities to learn skills beyond the present job situation. It is suggested that this is a particularly important dimension for coping with the present day rapid changes in working life, where the objective for many workers will be to broaden their repertoire and competence to increase their flexibility in the labour market.     

Lack of reciprocity among Dutch teachers: Validation of reciprocity indices and their relation to stress and well-being

This research presents the results of two related studies on the convergent and construct validity of three measures of reciprocity in exchange relationships at work. In Study 1, 71 Dutch teachers were interviewed about their specific investments and outcomes in the exchange relationships with their students, colleagues and school. ANOVA revealed that they reported significantly more investments than outcomes, and that the number of reported investments and outcomes mentioned varied as a function of the type of exchange relationship. Building on these results, multi-item scales were created to assess reciprocity at a detailed level for each of the three exchange relationships. Study 2 validated these specific reciprocity measures by relating them to two global assessments of reciprocity (convergent validity) as well as to measures of job stress and well-being (construct validity). LISREL-analysis of data obtained from a further sample of 224 teachers revealed that for each type of exchange relationship there were significant, consistent and meaningful relationships among the three reciprocity measures. Further, hierarchical regression analysis showed that the reciprocity measures were differentially related to job stressors and measures of well-being. Implications are discussed.     

No Country Left Behind? Performance Standards and Accountability in US Foreign Assistance

The accountability movement in public policy hails a new programme for US foreign assistance – the Millennium Challenge Account established in 2004 with the aim of ‘picking winners’ for grants among developing countries based on their demonstrated quality of governance. This article uses the MCA's own rating system to dispute its claim to know in advance which countries are best positioned to meet major development goals. High governance scores alone bear little or no relationship to growth in national income or decline in poverty. Attempting to measure public‐policy performance limits the range of choice available to policy‐makers, and may inadvertently limit true performance.     

Integrating psychometric and cultural theory approaches to formulate an alternative measure of risk perception

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.     

Unbiased estimation of a nonlinear function a normal mean with application to measurement err oorf models

Let W be a normal random variable with mean μand known variance σ². Conditions on the function f(·) are given under which there exists an unbiased estimator, f(W), of f(μ) for all real μ. In particular it is shown that f(·) must be an entire function over the complex plane. Infinite series solutions for F(·) are obtained which are shown to be valid under growth conditions of the derivatives, f^k( ·), of f(·). Approximate solutions are given for the cases in which no exact solution exists. The theory is applied to nonlinear measurement-error models as a means of finding unbiased score functions when measurement error is normally distributed. Relative efficiencies comparing the proposed method to the use of conditional scores (Stefanski and Carroll, 1987) are given for the Poisson regression model with canonical link.     

An application of the integrated AHP-PGP model for performance measurement of supply chain management

The performance measurement problem has gained great attention in business and operations management literature. The first objective of this study is to determine the required performance measures and to develop a model for performance evaluation, based on these selected measures using analytical hierarchy process (AHP) methodology. The second objective is to explain how an integrated AHP-PGP (pre-emptive goal programming) model can be used in performance measurement while optimising the overall performance. An integration of AHP and multi-objective PGP is used to consider both quantitative and qualitative performance measures in optimising the overall performance of the system. The integrated model is presented with a real-world application using source data provided by a survey conducted in India. Findings demonstrate that the integrated AHP-PGP model can be useful to all supply chain industries in their day-to-day performance measurement decisions.     

Measuring Sexual Prejudice Against Gay Men and Lesbian Women: Development of the Sexual Prejudice Scale (SPS)

The presence of bias against gay men and lesbian women remains an ongoing issue, and accurate measurement is essential to targeted intervention. A validation study of a new instrument, the Sexual Prejudice Scale, is reported. Students (N = 851) from 4 different universities participated in this study. An exploratory factor analysis and confirmatory factor analysis were conducted, and results of these analyses indicated a 3-factor solution (affective – valuation, stereotyping, and social equality beliefs) for each of the sex-specific scales. Evidence of validity and the results of the reliability analysis are reported. Implications for future research are discussed.     

电位差计灵敏度与工作电源电压关系的探讨

用直流电位差计对电动势(或电压)进行测量时,测量结果是经过两次比较一“校准工作电流”和“测量”才能得到的,因此装置的灵敏度是影响测量结果精度的重要因素,而电位差计工作电源与其灵敏度有复杂的关系.从校准和测量两方面研究电位差计灵敏度与其工作电源电压的关系,对正确使用电位差计,减少实验误差具有重要的指导作用.     

The derivation of a brief Student Nurse Stress Index

The lack of an adequate measure of perceived sources of stress for student nurses led to the construction of the Student Nurse Stress Index (SNSI). Responses from 235 first-year student nurses to 35 items from the Beck and Srivastava Stress Inventory (Beck, and Srivastava, 1991), and 15 new items, were subjected to exploratory factor analysis using principal components analysis and oblimin rotation. A reliable 22-variable solution with a simple oblique structure including Academic load, Clinical sources, Interface worries, and Personal problems factors was obtained in this initial sample, and confirmed at an exploratory level in a further independent validation sample of 188 first-year students. Confirmatory factor analysis established the four-factor model in the first sample, but required that three variables load onto more than one factor. This more complex four-factor model was confirmed using independent data from the validation sample, and the total invariance of factor loadings and factor covariances of this more complex four-factor model was established in both data sets simultaneously using multi-sample techniques. The SNSI shows cross-sample factor congruence, good internal reliabilities, and concurrent and discriminant validity across a range of reporting conditions.     

Job stress, job strain, and psychological withdrawal among Dutch university staff: towards a dualprocess model for the effects of occupational stress

This study examined the antecedents of job strain (emotional exhaustion, health complaints) and withdrawal behaviour (e.g. lowered organizational commitment) among a cross-sectional sample of 131 academic staff members of the law department of a large Dutch university. Conservation of resources theory (Hobfoll, 1989) provided the theoretical background for this study. Strains and withdrawal behaviours were expected to be most prominent among those who reported having few resources and/or who reported high job demands. Structural equation modelling revealed that this was indeed the case. As predicted, differential patterns of effects emerged for job demands and job resources. Analysis of the effects of four job-specific stressors revealed that especially the structural aspects of a staff member's teaching task (e.g. the number of students in their classes) contributed strongly to perceived job demands. Theoretical and practical implications of the study are discussed.