Intrinsic work value–reward dissonance and work satisfaction during young adulthood

Previous research suggests that discrepancies between work values and rewards are indicators of dissonance that induce change in both to reduce such dissonance over time. The present study elaborates this model to suggest parallels with the first phase of the extension-and-strain curve. Small discrepancies or small increases in extension are presumed to be almost unnoticeable, while increasingly large discrepancies are thought to yield exponentially increasing strain. Work satisfaction is a principal outcome of dissonance; hence, work value-reward discrepancies are predicted to diminish work satisfaction in an exponential fashion. Findings from the work and family literature, however, lead to the prediction that this curvilinear association will be moderated by gender and family roles. Using longitudinal data spanning the third decade of life, the results suggest that intrinsic work value-reward discrepancies, as predicted, are increasingly associated, in a negative curvilinear fashion, with work satisfaction. This pattern, however, differs as a function of gender and family roles. Females who established family roles exhibited the expected pattern while other gender by family status groups did not. The results suggest that gender and family roles moderate the association between intrinsic work value-reward dissonance and satisfaction. In addition, women who remained unmarried and childless exhibited the strongest associations between occupational rewards and satisfaction.     

How challenging was your work today? The role of autonomous work motivation

The main aim of this study was to investigate whether autonomous motivation for work can explain the distinctive associations between hindrance and challenge demands and work-related well-being (i.e., positive affect and work engagement) on a within-person level. Autonomous work motivation represents the degree to which motivation for putting effort in work is intrinsic (i.e., with a sense of volition and personal choice) or has been internalized (i.e., without feelings of internal or external pressure). In order to test our hypotheses, we employed a diary methodology and followed 153 secondary school teachers throughout five consecutive working days. The results of multilevel modelling provided support for the hypothesized research model. On days when teachers experienced more challenges, they also experienced more positive affect and more engagement in their work on the same day, and this relationship could be explained by (higher) autonomous work motivation on that day. In contrast, on days when teachers experienced more hindrance demands, they experienced less positive affect and less work engagement, and this process was explained by (reduced) autonomous work motivation that day. Our findings add to the literature by showing that daily autonomous motivation as a motivational process can explain why daily challenge and hindrance demands are differentially related to positive well-being at work.     

How do work stress and coping work? Toward a fundamental theoretical reappraisal

The main aim of this paper is to make the case for why a fundamental reappraisal rather than incremental development of work stress and coping theory is required. In order to do this we present, in simplified form, some of the basic tenets of theory in this field. These tenets are questioned and their limitations identified in two ways. The first way is through contrasting the sort of stories that emerge in counselling and psychotherapy about the causes of people's distress with the simplified accounts found in stress and coping theory. The second way is through a critical examination of the specific ideas that stressors are 'out there' in the work environment and that individuals go through a simple process of primary and secondary appraisal when dealing with potentially harmful aspects of the work environment. Drawing on the notion of the employee as an active crafter and shaper of their job and data showing the complex ways in which people make sense of potentially negative work circumstances, we show how these ideas are of very limited value. In conclusion, we suggest that these limitations are so serious that fundamental reappraisal rather than development is required.     

Does adaptive training work?

People intuitively alter the allocation of study time between items of varying difficulty, and such adaptive learning methods are widely used in education and in commercially available memory training programs. We investigated the effectiveness of a computer‐based adaptive learning system that utilises spacing and repetition effects by presenting difficult items with short gaps to establish fast learning, and easy items with long intervals to optimise long‐term retention. The immediate and delayed effects of adaptive training on cued recall were investigated relative to a control condition of non‐adaptive, random spacing. Adaptive training produced significantly higher immediate and delayed recall rates than random spacing. These results encourage the use of adaptive training in education and rehabilitation. Copyright © 2008 John Wiley & Sons, Ltd.     

Self-determined work motivation predicts job outcomes,but what predicts self-determined work motivation?

Self-determined work motivation predicts important job outcomes, such as job satisfaction [Richer, S. F., Blanchard, C., & Vallerand, R. J. (2002). A motivational model of work turnover. Journal of Applied Social Psychology, 32, 2089–2113], but what predicts self-determined work motivation is less fully understood. We tested general causality orientation—specifically autonomy and control orientation—as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes. Regression analyses confirmed our hypotheses such that autonomy orientation predicted job outcomes via increased self-determined work motivation. Control orientation predicted self-determined work motivation but did not affect either of the two job outcomes. Findings are discussed with respect to the importance of individual differences in understanding job outcomes.     

Does criminal offender treatment work?

In examining the effectiveness of offender treatment, this article attempts to integrate disparate bodies of knowledge. An overview of the effectiveness of offender treatment is presented. To put offender treatment into perspectives, the psychotherapy outcome literature for nonoffenders is briefly reviewed. The complexity of offender treatment is further explored by reviewing correlates and antecedents of criminality that include antisocial personality disorder, antisocial behavior in children, and substance abuse. Implications of the existing body of knowledge on future policy and more active involvement by psychologists are discussed.     

Do remedial programs really work?

The results of an evaluative study demonstrate that the remedial reading-writing program at a large urban community junior college did not produce any meaningful differences in student withdrawals from college or in grade point averages during the second semester of college; did not improve achievement in social science, humanities, or English courses; and did not result in higher scores on writing and reading tests for those students in the remedial program than for those in a randomly selected control group who did not participate in the program.     

How does running memory span work?

In running memory span, a list ends unpredictably, and the last few items are to be recalled. This task is of increasing importance in recent research. We argue that there are two very different strategies for performing running span tasks: a low-effort strategy in which items are passively held until the list ends, when retrieval into a capacity-limited store takes place; and a higher-effort strategy in which working memory is continually updated using rehearsal processes during the list presentation. In two experiments, we examine the roles of these two strategies and the consequences of two types of interference.     

The effects of physical work,mental work,and quantity on children’s time perception

Attention, Perception, & Psychophysics - An experiment was conducted to examine the effects of work and quantity cues on children’s time perception. Ninety-seven children in kindergarten...     

Building and sustaining work engagement – a participatory action intervention to increase work engagement in nursing staff

This study evaluated whether a participatory action research intervention with nursing staff on acute care older people National Health Service wards in the United Kingdom was effective for increasing work engagement. Mediation analyses between job resources (social support, influence in decision-making), job demands, work-related needs (autonomy, competence, relatedness), and work engagement explored the presumed psychological mechanisms underlying the intervention. A non-randomized, matched control group, pretest, post-test design involved three intervention and five control wards. A significant decrease in relatedness, and a borderline significant decrease in competence, was observed in the intervention group compared to the control group, with no effect on work engagement (N = 45). Work-related needs mediated between resources and work engagement, supporting the job demands-resources model and self-determination theory as an underlying explanatory theory. Intervention implementation was difficult, highlighting the need for participant and organizational readiness for change, and strong management support. This is the first known study to apply participatory techniques to increase work engagement in nursing staff and explore the underlying explanatory psychological mechanisms, offering a novel means of taking work engagement research forward. Crucially, it highlights the challenges involved in intervention research and the importance of including evaluations of intervention implementation alongside statistical evaluations to avoid erroneous conclusions.     

How does mindfulness-based cognitive therapy work?

Mindfulness-based cognitive therapy (MBCT) is an efficacious psychosocial intervention for recurrent depression ( [Kuyken et?al., 2008], [Ma and Teasdale, 2004] and [Teasdale et?al., 2000]). To date, no compelling research addresses MBCT’s mechanisms of change. This study determines whether MBCT’s treatment effects are mediated by enhancement of mindfulness and self-compassion across treatment, and/or by alterations in post-treatment cognitive reactivity. The study was embedded in a randomized controlled trial comparing MBCT with maintenance antidepressants (mADM) with 15-month follow-up (Kuyken et al., 2008). Mindfulness and self-compassion were assessed before and after MBCT treatment (or at equivalent time points in the mADM group). Post-treatment reactivity was assessed one month after the MBCT group sessions or at the equivalent time point in the mADM group. One hundred and twenty-three patients with ≥3 prior depressive episodes, and successfully treated with antidepressants, were randomized either to mADM or MBCT. The MBCT arm involved participation in MBCT, a group-based psychosocial intervention that teaches mindfulness skills, and discontinuation of ADM. The mADM arm involved maintenance on a therapeutic ADM dose for the duration of follow-up. Interviewer-administered outcome measures assessed depressive symptoms and relapse/recurrence across 15-month follow-up. Mindfulness and self-compassion were measured using self-report questionnaire. Cognitive reactivity was operationalized as change in depressive thinking during a laboratory mood induction.MBCT’s effects were mediated by enhancement of mindfulness and self-compassion across treatment. MBCT also changed the nature of the relationship between post-treatment cognitive reactivity and outcome. Greater reactivity predicted worse outcome for mADM participants but this relationship was not evident in the MBCT group.MBCT’s treatment effects are mediated by augmented self-compassion and mindfulness, along with a decoupling of the relationship between reactivity of depressive thinking and poor outcome. This decoupling is associated with the cultivation of self-compassion across treatment.     

How does running memory span work?

In running memory span, a list ends unpredictably, and the last few items are to be recalled. This task is of increasing importance in recent research. We argue that there are two very different strategies for performing running span tasks: a low-effort strategy in which items are passively held until the list ends, when retrieval into a capacity-limited store takes place; and a higher-effort strategy in which working memory is continually updated using rehearsal processes during the list presentation. In two experiments, we examine the roles of these two strategies and the consequences of two types of interference.     

When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict

Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work–family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.     

Practical work in physiotherapy students’ professional development

Learning practical work through cooperation between school and working life is part of physiotherapy higher education. Students learn practical work through the integration of theoretical, practical, tacit and situational knowledge in a socialization process. Workplace practices and habits direct students’ learning. This study answers the question: What kind of conceptions of learning practical work do physiotherapy students have? Longitudinal data written by 21 volunteer students (mean age 25 years) was collected over three and a half years. Thematic analysis was used to analyse the data. Learning practical work proceeds in five phases: (1) the basis of practical work, human movement and action and therapeutic tools is learned at school; (2) the meaning of the profession and practical work takes shape in an interaction with clients and observing how professionals work in real workplaces; (3) the wholeness of the practical work takes shape by gradually participating in the work processes; (4) critical reflection of the work processes – thinking, construction, evaluation and reasoning – develops; and (5) the conception of practical work widens. This study brings new information about learning practical work for developing healthcare education and its curricula. The role of workplaces is huge in learning tacit knowledge of the profession.     

Recent work on Wittgenstein, 1980–1990

While Wittgenstein wrote unconventionally and denied that he was advancing philosophical theses, most of his interpreters have attributed conventional philosophical theses to him. But the best recent interpretations have taken the form of his writing and his distinctive way of doing philosophy seriously. The 1980s have also seen the emergence of a body of work on Wittgenstein that makes extensive use of the unpublished Wittgenstein papers. This work on Wittgenstein's method and his way of writing are the main themes of this literature review.Section 1 surveys Wittgenstein's conception of philosophical method and its reception. Section 2 is a review of recent work on rule-following and the methodological issues it raises. Section 3 concerns research on the WittgensteinNachlass and its implications for the interpretation of his philosophy.     

Workplace and family support and work–life balance: Implications for individual psychological availability and energy at work

This study presents three studies that explore the ways in which multiple support sources (workplace and family social support) help individuals to experience work–life balance (WLB) and thereby develop a sense psychological availability and positive energy at work. We examine this serial mediation model across three population groups in Israel using time-lagged data from part-time students (sample 1), as well cross-sectional data from workers in the industrial sector (sample 2) and physicians in public hospitals (sample 3). The results indicate a complex process in which workplace and family support augment employee positive energy through WLB and psychological availability. The findings shed light on the importance of support from work and nonwork sources for the pursuit of employees to achieve balance in the spheres of work and life and suggest that the WLB helps in the development of psychological availability and augmenting employee positive energy.     

Reinforcement or compensation? The effects of parents' work and financial conditions on adolescents' work values during the Great Recession

The Great Recession brought many changes to the work and financial lives of American families. Little is known, however, about how changes in parental work conditions in recessionary times influence children's vocational development. Drawing on data from the Youth Development Study, we examine whether parents' recessionary experiences shape adolescents' work values. The findings indicate that adolescents' work values are shaped through a cross-generational reinforcement model; both extrinsic and intrinsic values are stronger when parental work conditions are more rewarding. In an exception to this pattern, unemployment among parents with low levels of education (high school degrees or less) is positively associated with children's extrinsic and intrinsic orientations, more consistent with a compensation model.