Changes in the Composition of the Homeless Population: 1992–2002

This study examines changes in the characteristics of the homeless population before and after a period of extended economic expansion (1992–2002). Data from other sources suggest that, during this 10-year period, the size of the overall population of homeless persons may have declined slightly, though not significantly, both in the city studied and nationally. In-depth surveys of representative samples of homeless adults (N = 249 in 1992–94; N = 220 in 2000–2002) revealed significant differences in the composition of the homeless population across the time period, consistent with queuing theory. Persons experiencing homelessness after the expansion appeared to be a more “chronic,” less readily employable population than those interviewed at the start of the expansion: Those interviewed after were older, spent more time living on the streets, had more health symptoms, were more likely to have a diagnosis of schizophrenia, and had more restricted social networks and social support. Policy, research, and service provision implications of the findings are discussed.     

Supportive Organizations,Work–Family Enrichment,and Job Burnout in Low and High Humane Orientation Cultures

The present study draws on the work–family and cross-national management literature to examine the relationships between Family-Supportive Organizational Perceptions (FSOP), work–family enrichment, and job burnout across five countries with different cultural backgrounds: Malaysia, New Zealand, France, Italy, and Spain. Using a combined sample of 980 employees, we find support for a partial mediation model in which FSOP is positively associated with work–family enrichment, which in turn is negatively related to job burnout. Given our focus on support, we test the moderating role of the cultural value humane orientation, that is, the extent to which a society values altruism, kindness, and compassion. The five countries in our sample offer variation in their country-level scores as determined by the GLOBE study (House et al., 2004). We found that individuals from cultures that scored higher in “as is” humane orientation (i.e., scores for actual practices) experienced lower job burnout when FSOP increased. This pattern was reversed when considering “should be” humane orientation (i.e., scores for ideal values). The implications for the work–family and the cross-national management literature, and for practice, are discussed.     

Adult Recidivism in United States: A Meta-Analysis 1994–2015

In 2014, adult correctional systems supervised an estimated 6.8 million individuals in the United States with 1 in 36 adults (or 2.8%) being under some form of correctional supervision. Unfortunately, not only are the number of individuals connected to the correctional system and the outlined disparities based on minority status worrisome, there is also the persistent concern of repeat offending. Given the fact that the most recent comprehensive meta-analysis examining predictors of adult offender was published in 1996, a current systematic review and meta-analysis focusing on United States samples of all types of re-offense is necessary for identifying current predictors of adult recidivism with U.S. studies from 1994 through 2015. Specifically, the questions addressed in this meta-analysis include (a) which attributes predict general, sexual, and violent recidivism for adults in the American justice system, and (b) are some characteristics more influential than others? We determined the following domains are statistically significant predictors of recidivism: age (r?=?.02), antisocial personality scales (r?=?.13), criminogenic needs (r?=?.10), distress (r?=?.06), family criminality (r?=?.18), family rearing (r?=?.16), gender (r?=?.19), history of antisocial behavior (r?=?.12), risk scales (r?=?.17), social achievement (r?=?.05), and substance abuse (r?=?.07). Implications are provided.     

Moderating Role of Work Support in Stressor–Burnout Relationship: An Empirical Investigation Among Police Personnel in India

Policing has been contended as one of the most stressful occupations around the globe. With increasing police suicide cases and an upsurge in misconduct toward civilians by the police in India, a study on police stress and burnout was necessitated. The present study aimed at identifying the antecedents of burnout among police personnel. It further investigated the role of work support as a protective factor moderating the stressor and burnout relationship. A survey was conducted in the capital state of India. A total of 491 police personnel at inspector and sub-inspector rank from 128 police stations participated in this study. Multiple and hierarchical regression analyses were performed to examine the antecedents of burnout and to assess the buffering role of work support. The findings of the study revealed that among the several stressors, organizational and work–home interface positively significantly contributed to the development of burnout. The evidence for work support as a moderator was also observed. The findings of this study offer several practical implications to combat police stress and burnout. This study contributes to the growing literature on police burnout in the Indian context and highlights the role of work support in the policing context.     

Morale and Job Satisfaction Among Nurses: What Can Hospitals Do?

In an attempt to account for morale and job satisfaction among 314 nurses, this study investigated the influence of work-related and interpersonal variables. Morale on the unit was directly related to supervisor support, co-worker relationships, and work recognition. Personal morale was accounted for by recognition, physical environment, the job itself, and pay. Job satisfaction was predicted by personal morale, work commitment, job clarity, work pressure, and innovation. Suggestions for improving nurse morale and job satisfaction are made.     

Job demands–resources model in the context of recovery: Testing recovery experiences as mediators

The aim of the present study was to extend the original Job Demands–Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model.     

Social Job Resources as Sources of Meaningfulness and its Effects on Nurses’ Vigor and Emotional Exhaustion: A Cross-Sectional Study Among Spanish Nurses

This study investigates the mediating role of psychological meaningfulness among social job resources (i.e., coworkers and supervisor support), vigor, and emotional exhaustion in a nursing context. In spite of progress in understanding which organizational influence affects nurses’ vigor and emotional exhaustion, the psychological mechanisms assumed to underlie the associations have not been fully explored. The sample for this study consisted of 171 nurses from Spanish hospitals (54.4 %) and Primary Care Centers (45.6 %). The mediation model was tested using the bootstrapping procedure. Our findings confirmed that psychological meaningfulness fully mediates the impact of social job resources on vigor at work. Moreover, psychological meaningfulness partially mediated the impact of social job resources on emotional exhaustion. Results suggest that meaningfulness plays an important role in the connection between job resources, vigor, and emotional exhaustion. The findings contribute to our understanding of the psychological processes that can explain how job resources contribute to the energetic aspect of burnout and engagement among nurses. Providing nurses with more social job resources, such as coworker and supervisor support, could activate their levels of personal meaningfulness and thus enhance their levels of well-being at work.     

Changes in driver celeration behaviour over time: Do drivers learn from collisions?

Although it is well known that drivers’ accident risk changes with experience, it has never been specified exactly how this comes about in terms of changes of behaviour, or what features of their experiences are important for this change. One possibility is that drivers learn from their collision involvement, and change their behaviour after such events, as some studies indicate. However, relative accident involvement tends to be very stable over time, which indicates the opposite. Repeated measurements of celeration (speed change) behaviour of bus drivers were compared between two groups; drivers without accidents within the measurement period (about 3 years), and drivers with at least one crash. For the crash group, there was a steady decline in their celeration values over time, but this was not related to their crashes. A similar reduction was also present for the non-crash sample. The results would seem to be in agreement with the theory of accident proneness; there exist stability in driver behaviour over time, despite accident involvement. However, this stability is relative within the sample, and not absolute. The reduction in celeration values for both groups over time would seem to indicate that drivers learn from their experiences in general, but not specifically from accidents. The present study seems to indicate that daily experience of driving situations is the strongest factor for changes in driving behaviour.     

Gendered Processes of Adaptation: Understanding Parent–Child Relations in Chinese Immigrant Families

Drawing on 5-year longitudinal interview data on 72 Chinese immigrant children and their parents in the U.S., this paper addresses the following research question: How does Chinese immigrant fathers’ and mothers’ adaptation after migration influence their relations with their children? Guided by grounded theory, data analyses show that parental adaptation difficulty, particularly among fathers, influences their physical and psychological presence in their children’s lives. This, combined with parents’ exceedingly high academic expectations, could result in estranged parent–child relations in families. This paper also illustrates how parental efforts to be good providers for their children and children’s hope for parents as a source of emotional support can lead to parent–child alienation in immigrant families.     

Inhibition of non-target languages in multilingual word production: Evidence from Uighur–Chinese–English trilinguals

The present study examined the hypothesis whether non-target languages are inhibited during multilingual language production by examining the n-2 language repetition cost. In two experiments, Uighur–Chinese–English trilinguals named Arabic digits in one of their three languages according to a visually presented cue. Significant n-2 repetition costs were obtained in both experiments, which indicate that inhibition exists during multilingual word production. In addition, in Experiment 1, it was also found that the n-2 repetition cost was reduced when cues were highly compatible with the task, which means non-target languages are less inhibited. In Experiment 2, the n-2 repetition cost was increased at a shorter CSI. Taken together, these results indicate that inhibition of non-target languages occurs during multilingual language production, and that efficiency of establishing the target language task schema has an effect on the inhibitory control process.     

Personality Changes in the Old–Old: A Longitudinal Study

Although many studies have examined the issue of personality stability in early and middle adulthood, few have explored the limits of personality stability in the very old, who are often confronted with major changes in their health and life circumstances which can severely impact adaptive behavior. We conducted a longitudinal study of 74 elderly women with a mean age of 80. They were assessed on the personality traits of Neuroticism, Extroversion, and Openness. Although multiple regression analyses revealed moderate stability on all 3 traits, their stability was found to be influenced by negative changes in life circumstances. For example, decreased social support and increased unmet needs were associated with more Neuroticism. Less Extroversion was associated with poorer health and greater psychosocial needs. The trait of Openness was very stable and was the least affected by life events. These contradictory findings are reconciled by considering personality development within an interaction framework.     

Job Demand–Control–Support and diabetes risk: The moderating role of self-efficacy

Work-related stressors, including high demands and low control, play a significant role in the aetiology of diabetes. Nevertheless, most studies focus on main effects, and few consider individual differences that may moderate the stress–health association. Drawing from the Job Demands–Control-–Support (JDC-S) model, this study addresses this gap by testing how baseline levels of JDC-S affect an increase in two risk factors for diabetes—glycated haemoglobin (HbA1C) and fasting plasma glucose (FPG)—and by investigating the moderating role of self-efficacy. Participants (N = 1618) were Israeli employees who attended two consecutive routine health examinations. All were free of diabetes at baseline. JDC-S and self-efficacy were assessed at baseline (T1), and HbA1C and FPG were assessed at T1 and T2. Data were analysed with logistic and linear regressions, controlling for well-established diabetes risk factors. High demands and low support predicted an increase in HbA1C and FPG. In addition, high self-efficacy interacted with high demands and with low control in the prediction of an increase in HbA1C and FPG. Although employees with high self-efficacy might function well at work, overloading them may harm their physical health. Similarly, incongruence between employees’ sense of ability and the control given to them at work may result in physical impairment.     

Person–Job Fit and Work-Related Attitudes Among Chinese Employees: Need for Cognitive Closure as Moderator

The current research examined the moderating role of employees' need for cognitive closure in the relationship between their perceived person–job fit and their work-related attitudes. In Study 1, a survey was conducted among 176 Chinese employees from various organizations, and the results confirmed that both demand–ability fit and need–supply fit were positively related to employees' job satisfaction; moreover, these relations were stronger among people with higher need for closure than those scoring lower in need for closure. In Study 2, a survey was conducted among 242 employees from a Chinese city government, and the results replicated the findings of Study 1, but also found that need for closure moderated the relation between demand–ability fit and turnover intention. These results have important implications for research in organizational psychology and human resource management.     

Changes in person – organization fit: The impact of socialization tactics on perceived and actual P – O fit

This study examines the impact of socially oriented socialization tactics on changes in newcomer perceived and actual value-based person?–?organization (P?–?O) fit, and on the relations between these two measures of fit. Newcomers' fit was measured at entry (T1) and again after 4 months (T2) using the organizational culture profile (OCP; ). The results show that socialization tactics influence perceived fit, job satisfaction, and organizational commitment, but not actual fit. As hypothesized, perceived and actual fit become more congruent over time, suggesting a shift in newcomers' perceptions of the organization. Additional analyses were conducted to investigate the mediating influence of perceived fit on the relationship of investiture with job satisfaction and with organizational commitment and, for both outcomes, this was found to be significant. We discuss the implications for organization socialization procedures, research into newcomer entry using measures of actual and perceived fit, and HRM practices during the initial few months of organizational entry.     

From Euler to Navier–Stokes: A Spatial Analysis of Conceptual Changes in Nineteenth-century Fluid Dynamics

This article provides a spatial analysis of the conceptual framework of fluid dynamics during the nineteenth century, focusing on the transition from the Euler equation to the Navier–Stokes equation. A dynamic version of Peter Gärdenfors's theory of conceptual spaces is applied which distinguishes changes of five types: addition and deletion of special laws; change of metric; change in importance; change in separability; addition and deletion of dimensions. The case instantiates all types but the deletion of dimensions. We also provide a new view upon limiting case reduction at the conceptual level that clarifies the relation between the predecessor and successor conceptual framework. The nineteenth-century development of fluid dynamics is argued to be an instance of normal science development.     

Changes in Psychology of Women and Psychology of Gender Textbooks (1975–2010)

In this section, four authors contributed their thoughts on how writing textbooks on the psychology of women and gender has changed over the last 35 years. The introduction summarizes common themes in these reflections: the explosion in research and theory about women and gender; increased inclusion of diversity and intersectionality; increased appreciation of the power of the social context and power itself; the challenge of keeping a feminist perspective; changes in the student population; and changes in the publishing industry. Some comments about the future of the field are included.     

Development and Preliminary Validation of a Chinese Version of the Buss–Perry Aggression Questionnaire in a Population of Hong Kong Chinese

212 blind adults were administered the Sound Test, an auditory projective technique, to study their perceptual style and relate it to their functioning efficiency. The results indicated systematic significant differences between three employment criterion groups, employed in industry, in sheltered workshops and unemployed. The industry group demonstrated a higher ability to integrate, organize and differentiate the stimulus situations. The shop sample was stimulus bound, field dependent and rejected more stimulus situations. The unemployed group was significantly different from the industry and shop groups, exhibiting little or no effort to organize, integrate and differentiate. The results are discussed in terms of Witkin's principles of differentiation, field-dependency and field-independency. A cross validation study supports the results.     

Consequences of voluntary job changes in Germany: A multilevel analysis for 1985–2013

Analyzing the development of the consequences of voluntary job changes in Germany between 1985 and 2013, the study focuses on income gains and job satisfaction increases. Drawing on arguments of the job-search literature on the one hand and the proliferation of choices on the other we investigate whether the returns of job changes have increased or decreased. Results show that income gains have decreased over time while the job satisfaction surplus has remained stable. We further conclude that in determining the outcomes of job changes over time, structural factors seem to be more important than individual ones.