Who are they and What do they Need: Characterizing and Supporting the Early Childhood Assistant Teacher Workforce in a Large Urban District

Scholarship and policy emphasize strengthening the early childhood education (ECE) workforce, but this work neglects a large segment of the workforce: assistant teachers. This study responds to gaps in knowledge by examining the demographic characteristics, qualifications, professional supports, and workplace experiences of assistant teachers (N = 120) in a representative sample of ECE centers (n = 35) in a large urban district. In addition to studying assistant teachers’ receipt of in‐service training and coaching, we draw from social network theory to investigate the professional support assistant teachers provide and receive via their collegial networks. We use a variance decomposition approach to explore how on‐the‐job supports, such as training, coaching, and networks, contribute to assistant teachers’ work‐related stress and job satisfaction—two key predictors of ECE teacher attrition. Results indicate that few ECE staff members seek assistant teachers for work‐related advice. Coaching is found to be an important contributor to assistant teachers’ job satisfaction; professional advice via collegial networks is a meaningful but under‐examined source of support for stress and job satisfaction. We consider implications for supporting and retaining assistant teachers and propose next steps for research on this understudied segment of the teaching workforce.     

Redesigning work through idiosyncratic deals

This study links idiosyncratic deals (i-deals) to job design theory. It investigates the impact of individually negotiated job changes on performance, self-efficacy, and psychological strain through their intervening effects on work design. Based on a sample of 187 health care professionals employed by a hospital in Germany, three types of work design-related i-deals were investigated: (1) task, (2) career, and (3) flexibility i-deals. Consistent with hypotheses, the three types of i-deal had differential effects on work characteristics, and each in turn related to different outcomes. Specifically, job autonomy mediated the task i-deals—job performance relationship; skill acquisition mediated the career i-deals—occupational self-efficacy relationship; and reduced work overload mediated the flexibility i-deals—emotional and affective irritation relationships. Leader–Member Exchange was confirmed as an antecedent of all three types of i-deals. Task, career, and flexibility i-deals are discussed as ways to make work more intrinsically motivating, ensure one’s professional advancement, and balance workplace stressors.     

The Effects of Coaching and Speeding on Big Five and Impression Management Scale Scores

We examined the effects of coaching and speeding on personality scale scores in a faking context (N = 192). A completely crossed 2 × 2 experimental design was used in which instructions (no coaching or coaching) and speeding (with or without a time limit) were manipulated. No statistically significant effects on scale scores were evidenced for speeding. Coaching participants significantly elevated scores (average d = .76) for each of the Big Five personality factors but did not significantly elevate the scores on the Impression Management scale (d = .06). Cognitive ability was significantly positively related to impression management for uncoached participants but not for coached participants. An exploratory simulation suggests that coaching would have an effect on who would be selected for a job.     

Working memory and fluid intelligence as predictors of work engagement—Testing preliminary models

This study aimed to investigate the relationships between working memory capacity, fluid intelligence (Gf), and work engagement within the framework of the job demands–resources theory. Multioccupational employees (N = 175 in Study 1 and N = 383 in Study 2) completed sets of Gf, complex span, and n‐back tests, along with job resources and work engagement surveys. Structural equation modeling with latent variables and bootstrapping procedures revealed that complex span was indirectly positively related to work engagement via job resources, and n‐back was indirectly positively related to work engagement via job complexity. Moreover, the one common factor g composed of Gf, n‐back, and complex span was positively indirectly related to work engagement via job resources and job complexity. These results highlight that the cognitive capacities of employees should be given greater consideration as cognitive personal resources in models aimed at accounting for employee work engagement.     

TRAIT AND BEHAVIORAL THEORIES OF LEADERSHIP: AN INTEGRATION AND META‐ANALYTIC TEST OF THEIR RELATIVE VALIDITY

The leadership literature suffers from a lack of theoretical integration ( Avolio, 2007 , American Psychologist, 62, 25–33). This article addresses that lack of integration by developing an integrative trait‐behavioral model of leadership effectiveness and then examining the relative validity of leader traits (gender, intelligence, personality) and behaviors (transformational‐transactional, initiating structure‐consideration) across 4 leadership effectiveness criteria (leader effectiveness, group performance, follower job satisfaction, satisfaction with leader). Combined, leader traits and behaviors explain a minimum of 31% of the variance in leadership effectiveness criteria. Leader behaviors tend to explain more variance in leadership effectiveness than leader traits, but results indicate that an integrative model where leader behaviors mediate the relationship between leader traits and effectiveness is warranted.     

Entrepreneurial Coaching: A Two-Dimensional Framework in Context

Coaching is increasingly used to support entrepreneurs across different stages of the entrepreneurial process. Due to its custom-tailored, active, and reflection-oriented approach, it has been suggested that it is particularly well suited to entrepreneurs’ complex job demands. However, in the entrepreneurial context, the term coaching lacks a clear definition and is frequently used interchangeably with other types of support. We therefore sought to characterize entrepreneurial coaching (EC) and to position it relative to related interventions. We conducted 67 interviews with coaches (n = 44) and early-stage entrepreneurs (n = 23) experienced in EC. Using qualitative content analysis, we specify outcomes, input, process, and contextual factors for EC. Among process factors, we identify seven coach functions that reflect specific coach behaviors. Contextual factors include entrepreneurial job demands and institutional boundary conditions of “embedded” EC. Based on our findings, we position EC within a two-dimensional framework, consisting of the expert- versus process-consultation approach and the individual-work-venture focus. We locate the seven coach functions within this framework. Relative to other interventions, EC stands between classical workplace coaching and start-up consultancy, closer to, yet distinct from, entrepreneurial mentoring and executive coaching. We derive practical implications for coaches, entrepreneurs, and organizational stakeholders and propose directions for future research.     

Cognitive-behavioral,solution-focused life coaching: Enhancing goal striving,well-being,and hope

Research is in its infancy in the newly emerging field of coaching psychology. This study examined the effects of a 10-week cognitive-behavioral, solution-focused life coaching group programme. Participants were randomly allocated to a life coaching group programme (n =?28) or a waitlist control group (n =?28). Participation in the life coaching group programme was associated with significant increases in goal striving, well-being and hope, with gains maintained up to 30 weeks later on some variables. Hope theory may explain such positive outcomes. Life coaching programmes that utilize evidence-based techniques may provide a framework for further research on psychological processes that occur in non-clinical populations who wish to make purposeful change and enhance their positive psychological functioning.     

IMPLEMENTATION AND EVALUATION OF AN ASSESSMENT CLASSIFICATION MODEL FOR MANPOWER UTILIZATION1

The present study deals with implementing and evaluating Schoenfeldt's assessment-classification model in an industrial setting using a multiplicity of job families and a range of criteria. A total of 1,987 non-exempt employees of a U. S. oil company were administered an extensive autobiographical inventory. Hierarchical clustering of the resulting biographical profiles produced 18 subgroups of employees such that within any one subgroup, background experiences and interests were similar and between subgroups they were different. A similar methodology was applied to job analysis data in creating a structure of 19 job families for 939 office and clerical jobs. Significant relationships were found between biodata subgroups and criteria of sex, education level, termination rate, equal employment opportunity job classification and performance ratings. There was no statistically significant relationship between subgroup membership and race. In addition, there was a significant relationship between subgroups and job families. Applications for a variety of personnel management practices are discussed.     

Character Strengths and Job Satisfaction: Differential Relationships Across Occupational Groups and Adulthood

Character strengths are a central construct within positive psychology, and their importance for the workplace was supported recently. Little is known, however, which strengths matter the most at the workplace. The aim of the present investigation was thus to assess the relationship between the level of the 24 character strengths with overall job satisfaction in a general working population (N = 12,499) as well as in eight occupational subgroups (nurses, physicians, supervisors, office workers, clinical psychologists, social workers/educators, economists, and secondary-school teachers) and in six age groups (from 18 to 61+ years) and to compare the overall level of character strengths across the eight occupational subgroups. Results showed that, similar to life satisfaction, zest, hope, curiosity, love, and gratitude, and emotional strengths in general, related most strongly to overall job satisfaction. However, the relationships of the strengths with job satisfaction differed depending on the facet of job satisfaction, the occupational subgroup, and the age group under study. Knowing which individual strengths as well as strengths factors are more important for specific working populations can help to develop and apply more effective strength-based interventions in the workplace, thus improving positive and reducing negative work-related outcomes.

     

A comparison of the self-images of female and male assistant professors

The present study investigated role perceptions of male and female assistant professors at Cornell University in 1970 and the University of Rochester in 1975; 28 female assistant professors in the College of Arts and Sciences of the two institutions were matched with male assistant professors from the same school. Subjects were administered a 22-item questionnaire tapping job roles, job duties, departmental issues, university issues, and personal roles. Chi-square analyses and t tests found few differences between males and females on specific job duties (i.e., number of publications, degrees, desire to teach), some differences in job roles, more differences in perceptions of departmental and university issues, and many differences in subjects' personal lives. These similarities and differences are discussed in terms of role conflict for women, and implications for university policy making are presented.A version of this paper was presented at the annual convention of the Rocky Mountain Psychological Association, Phoenix, May 1976. The authors would like to thank Otto Wahl for his helpful comments.     

The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study

We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low.     

An Examination of Homologous Reproduction in the Representation of Assistant Coaches of Women’s Teams

Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47–60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend previous research by exploring the practice in (a) employment patterns of assistant coaches, and (b) environments in which women are actually the dominant gender doing the hiring. Data from the 2002–2003 Equity in Athletics Disclosure Act (EADA) was used to determine if a head coach’s gender impacted the gender composition of assistant coaches on a staff in four different women’s teams sports in NCAA Division I, II, and III institutions (n?=?2,964). The results indicate that the gender of a head coach does impact the gender composition of the assistant coaches on a staff, irrespective of sport. This relationship was most notable when the head coach was female, as female head coaches were much more likely to hire female assistants than male head coaches were to hire male assistant coaches.     

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.     

Burnout during a long-term rehabilitation: comparing low burnout,high burnout – benefited,and high burnout – not benefited trajectories

Abstract

To focus rehabilitation activities among burnout clients more effectively, it is important to investigate who benefits from burnout interventions. This study (N=85) aimed at identifying burnout trajectories in terms of benefit, that is, subgroups of clients who share similar mean levels and changes in burnout during a one-year rehabilitation intervention (17 days in total) with a six-month follow-up. After identifying the burnout trajectories, the relations of the trajectories with factors describing the clients, antecedents, and consequences of burnout during the one-year intervention were examined. Three burnout trajectories were identified by growth mixture modeling: (a) low burnout (n=39), (b) high burnout – benefited (n=29), and (c) high burnout – not benefited (n=17). Positive changes were detected in antecedents and consequences among the clients in the low burnout and high burnout – benefited trajectories. Recovery from burnout was associated with increased job resources and decreased job demands, as well as with increased job satisfaction and decreased depression. It seems that more precise targeting of rehabilitation is needed since the trajectories revealed not only clients with mild symptoms, but also clients who probably received this treatment too late.     

Organizational Citizenship Behavior,Job Attitudes,and the Psychological Contract

Previous research has shown a positive relationship between job satisfaction and various dimensions of organizational citizenship behavior. These studies, however, have focused almost exclusively on civilian sector organizations. While insight gained from these studies is instructive, it remains to be seen if these relationships also exist in the context of military organizations. The relationships between job satisfaction as well as cynicism (as moderated by psychological contracts) with organizational citizenship behavior (OCB) are explored. Data were collected from military officers (n = 151) attending a 10-month professional military education school. As an improvement over other similar studies, control measures were incorporated to address potential confounds associated with self-reported attitudes. Results showed job satisfaction was a strong predictor of OCB, cynicism was negatively related to the altruism dimension of OCB, and the relationship between cynicism and the altruism dimension of organizational citizenship behavior was moderated such that the relationship was stronger when there were high levels of perceived psychological contract support than when there were low levels of support.     

Role of Stressful Life Events in Homelessness: An Intragroup Analysis

The present paper describes the results of an analysis of individual differences—using multidimensional strategies—in stressful life event data collected from a representative sample of homeless people (N = 289) in Madrid, Spain, which revealed the existence of three subgroups within the sample. Each subgroup can be defined by the following differentiating characteristics: The first cluster (n = 124) was characterized by economic problems; the second (n = 80) by health problems, alcohol abuse, and death of one or both parents; and the third cluster (n = 50) by an accumulation of stressful life in childhood events and alcohol abuse. In order to define the subgroups, the article also examines the differences found in other variables such as total duration of homelessness, mental and physical health status, and social support availability, among others. The existence of such subgroups within the homeless population emphasizes the importance of designing different interventions for each of these groups, adapted to their diverse needs.     

Multiaxial taxonomy of fibromyalgia syndrome patients

Pain, disability, and depression are present in various degrees in patients with fibromyalgia syndrome. Cluster analysis was used in this research to ascertain the existence of subgroups of patients in a fibromyalgia sample based on these variables. Two clusters were defined: one characterized by high levels of pain, disability, and depression (n=51) and another characterized by low levels of pain, disability, and depression (n=67). Multivariate analysis of variance (MANOVA) confirmed differences between clusters on these health status factors and a second MANOVA revealed that the subgroup with a poorer health status reported greater passive coping, helplessness, and stress, and less satisfaction with social support, than the subgroup with better health status. Logistic regression indicated that the best discriminator of subgroup membership was helplessness. These results suggest that different approaches to patient management, particularly intervention strategies aimed at reducing helplessness, may be beneficial for patients with high levels of pain, disability, and depression.