Stress and Gender in Unemployed Female and Male Managers

The purpose of this pioneering study was to investigate the overall impact of unemployment on female managers compared to their male counterparts, an area which to date has received no specific attention. A questionnaire was designed based on a review of the relevant literature and content analysis of in‐depth interviews with 40 unemployed managers. This was distributed to the 80 government run Executive Job Clubs located throughout England, and was used to gain quantitative data exploring respondents' experiences of unemployment in terms of sources of stress, stress moderators, and stress outcomes. Completed questionnaires were received from 115 female and 169 male unemployed managers registered at 46 Executive Job Clubs (return rate 47%). Multiple regression techniques were used to develop individual and comparative models of unemployment for unemployed female and male managers. The findings indicated that unemployed female managers encountered substantially greater sources of stress than their male counterparts in all aspects of unemployment. Increased stressors and less effective stress moderators resulted in female managers experiencing significantly poorer mental well‐being and greater negative physical effects during unemployment than their male counterparts. Recommendations are made to key organisations.     

Finding Work Following Job Loss: The Role of Coping Resources

The negative physical and psychological effects of job loss are well-documented. Much less research has explored factors that might help people cope with job loss and become reemployed quickly. Individuals who became reemployed within 3 months of job loss were more “internal” in locus of control, had greater self-efficacy, and possessed better problem-solving skills than did individuals who remained unemployed.     

失业人员求职行为的影响因素及作用机制 ——基于沈阳市的一项研究

对失业人员求职行为影响因素的研究是开展失业人员求职培训的重要依据。本研究对272名失业人员的求职行为的影响因素及作用机制进行了研究。多元回归分析的结果表明,（1）环境变量对求职行为没有显著的预测作用,而经济压力和知觉到的就业机会对求职意向有显著的预测作用。（2）求职自我效能感和就业承诺对求职行为起到了显著的预测作用。求职自我效能感和就业承诺越高,求职行为的频率越高。（3）求职意向对求职行为有显著的正向预测作用。（4）求职意向在求职自我效能感、就业承诺对求职行为的作用过程中中介作用显著;在知觉到的就业机会、经济压力和社会支持对求职行为的作用过程中中介作用不显著     

Looking for Work After Forty: Job Search Experiences of Older Unemployed Managers and Professionals

This article describes the job search experiences of 348 previously unemployed managers and professionals over age 40. Recommendations are drawn from their experiences.     

The Effects of Self-Efficacy on Job Acceptance Behavior Among American College Students

The differential effects of high and low self-efficacy on mock job acceptance behavior were assessed using a sample of 292 American college students. It was found that high and low self-efficacy groups demonstrated different regression equations. These results suggest that different processes must be used to explain the acceptance behavior of high and low self-efficacy groups.     

Coping with Job Loss and Reemployment: A Two-Wave Study

Using a national sample, this study investigated the effects of unemployed workers’ coping resources and coping strategy use on reemployment after a three-month period. Based on previous research, it was expected that (1) three types of coping resources (self-esteem, social support, and financial resources) would be positively related to problem-focused coping with job loss, (2) coping resources would be negatively related to emotion-focused coping with job loss, (3) problem-focused coping would be positively related to reemployment, (4) problem-focused coping would be more strongly related to reemployment than emotion-focused coping, and (5) coping strategies would mediate the relationship between the availability of coping resources and obtaining reemployment. Results provided support for the direct effects of coping resources (self-esteem, social support, and, to some extent, financial resources) on coping strategies, and a direct effect of problem-focused coping on reemployment 3 months later. Self-esteem and social support were each indirectly related to subsequent employment status, mediated by problem-focused coping. In other words, individuals with higher levels of self-esteem and social support were not only more likely to engage in problem-focused coping, but having a higher level of self-esteem and social support was also associated with a higher likelihood of being reemployed three months later. Findings are pertinent for the design of more effective interventions that mitigate adverse effects of unemployment and facilitate a successful return to the workforce.     

Fertility Behavior and Psychological Stress: The Mediating Influence of Gender Norm Beliefs Among Egyptian Women

The influence of gender norms on women's family planning experiences is a finding that cuts across numerous studies included in Family Health International's multi-country Women's Studies Project. This paper explores findings from one of these studies on the mediating influence of beliefs about gender norms on the relationship between fertility behavior and psychological well-being. Using cross-sectional survey data from 4,908 Egyptian women, hierarchical multiple regression models were tested with depression and anxiety as the dependent variables. Independent variables included three demographic variables, two measures of beliefs about gender norms developed from survey items using exploratory factor analytic techniques, and two fertility behavior variables—use of family planning and number of children. Gender norm beliefs predicted both anxiety and depression. The statistical analyses demonstrated a separate effect of family planning use on anxiety, independent of gender norm beliefs, but the effect of family planning behaviors on depression disappeared when gender norms beliefs were included in the regression model, which indicates a mediating effect of gender norm beliefs. Although cross-sectional data do not allow for the determination of causality among the three types of variables, a conceptual framework is offered for the possible causal mechanisms for the identified relationships.     

Job Pressures, Organizational Support, and Health Among Norwegian Women Managers

Questionnaire data were collected from 191 professional and managerial women in Norway. Measures included demographic and work characteristics, job pressures (hours worked, level of management, work-family conflict), organizational supports (acceptance, support, training and development, challenging and visible jobs), and health indicators (life satisfaction, psychosomatic complaints, emotional exhaustion). Emotional exhaustion and psychosomatic complaints were combined into a stress index. Results indicated that women who experienced high role conflict and work-family pressures also reported poor health outcomes and little life satisfaction. Organizational initiatives to support and develop women's careers were associated with lower exhaustion and psychosomatic symptomatology and more life satisfaction. While the relationship between women's employment and physical and psychological well-being is not clear-cut, there is perhaps a need for organizations to focus on initiatives that will allow diversity in the choices women make with regard to involvement in careers and family, as well as a need to find ways to support and encourage such diversity. Not only may this have a beneficial effect on women workers' health and energy to use at work, but it may also make way for alternative career paths into top management positions for professional women.     

Social Support and Job Search Intensity Among Older Unemployed Workers: Implications for Employment Counselors

A total of 54 unemployed workers over the age of 50 were interviewed in order to examine the relationship between the quality of social support provided by family and friends for their job search efforts and their job search intensity. The findings indicate that receiving positive social support for job search activities was significantly related to job search intensity. In addition, older workers perceived the supportive messages provided by unemployed friends as more positive than the support messages provided by employed and retired family or friends. Implications of these findings for assessing the presence of positive social supports and for developing successful job search assistance programs for older unemployed workers are discussed.     

The Relationships Among Differing Loss Experiences,Adjustment, Beliefs,and Coping

Abstract

Losses are often equated for conceptual purposes, and it is often assumed that different types of losses result in similar grief reactions and exert similar effects on cognitive structures and coping patterns. This article examines the expectancies, beliefs, coping patterns, and psychological adjustment associated with loss due to death, parental. divorce, or illness and disability in a college student population. Loss groups did not differ from each other or from a no-loss group on cognitive variables, coping, or psychological adjustment. In instances in which associations between the cognitive measures and either coping or adjustment were indicated, the typical pattern was for loss groups to differ from the no-loss condition but not from each other.     

Gender Roles and Sexual Behavior Among Young Women

This study investigates the hypothesis thatnon-traditional gender role attitudes andmasculine gender role traits or datingbehaviors are associated with unsafe sexual behaviorssuch as having a high number of sexual partners, the non-use ofcondoms and the use of alcohol or drugs before or duringintercourse. A self-report survey was completed by 400sexually active Australian women aged between 16 and 24 who attended two metropolitan FamilyPlanning clinics in Queensland, Australia. The findingsshow partial support for the hypothesis. Women with ahigher level of 'masculine' personality traits and egalitarian gender role attitudes were morelikely to have multiple partners and to use alcohol ordrugs with their most recent non-steady partner. Themultivariate relationships between gender roles and sexual behaviors are not as extensive as wouldbe proposed by gender role theory and previousresearch.     

Coping Mechanisms of Unemployed African Men with Dependents

The primary objective of the study was to evaluate the efficiency of the coping mechanisms of 82 unemployed African men with dependents. Results revealed significant relationships between perceived stress and stressful life events, as well as between perceived stress and four groups of coping mechanisms, the strongest relationships being reported for stressful life events, psychological coping resources, and family resources. Only four of the fifteen identified coping mechanisms could reduce the relationship between stressful life events and perceived stress. These were an internal locus of control, extended family social support, mastery and health within the family, and the utilization of community resources.     

Social Class and Reported Changes in Behavior After Job Loss

Reports were obtained from middle-class and working-class unemployed British men about change or lack of change since job loss in 37 different behaviors. The behaviors were grouped into Domestic Work, Domestic Pastimes, Other Pastimes, Book Reading, Recreations, Entertainment Through Money, and Social Contacts. Contrary to findings from 1930s research, significant increases in social contact and book reading were reported since job loss. Other significant increases were reported within all categories except Entertainment Through Money, where a significant decline was recorded. A number of social class differences were found. For instance, middleclass unemploycd men were significantly more likely than their working-class counterparts to report increased book reading for study and more visits to the public library. Working-class respondents were significantly more likely to report increased looking around shops without buying and reduced visits to the pub. Several significant associations between reported behavior changes and aspects of psychological and general health were observed.     

Dimensions of Job Satisfaction Identified Among South African Black Middle-level Managers: A Qualitative Investigation

The aim of the present study was to identify the factors contributing to job satisfaction for black middle-level managers and to contextualise these factors in terms of Afrocentric values and South Africa's socio-political and historical background. The sample comprised eight participants (4 males and 4 females), primarily from the educational sector, selected by means of purposive sampling. Semi-structured telephonic interviews were conducted to collect data, and the Interpretative Phenomenological Analysis (IPA) was used for in-depth analysis of the participants' experiences. Social needs consistent with Ubuntu were identified as important. These included a need for effective communication, transparency, trust and tolerance in the face of cultural and work-related differences. The frustrations associated with cultural differences and language barriers were elaborated on. For the participants, professional development and recognition were related to affirmative action policies and practices as well as the socio-political background. These findings contribute to the limited research available for the particular population—an essential contribution, given the cultural diversity of the South African workforce.     

The Effects of a Learning‐Goal Orientation Training on Self‐Regulation: A Field Experiment Among Unemployed Job Seekers

Finding reemployment after job loss is a complex and difficult task that requires extensive motivation and self‐regulation. This study aimed to examine whether improving unemployed job seekers’ cognitive self‐regulation can increase reemployment probabilities. Based on the goal orientation literature, we developed a learning‐goal orientation (LGO) training, which focused on goal setting aimed at improving rather than demonstrating competences and creating a climate of development and improvement. We predicted that the LGO training would influence peoples’ goal orientation towards job seeking, which in turn would relate to learning from failure, strategy awareness, and self‐efficacy, leading to job‐search intentions, resulting in increased reemployment status. Using a 2‐group quasi‐experimental design with 223 unemployed job seekers, we found support for these predictions, except for self‐efficacy. The results suggest that an LGO training is a promising tool to improve self‐regulation in and effectiveness of job search.     

Reward Expectations: The Influence of Race, Gender and Type of Job

Previous research on pay expectations has focused on gender differences and the reasons for those differences. In this study three types of reward expectations were measured. Pay expectations (starting salary and peak salary) were assessed, as well as another reward expectation, ease of promotion. The influences of gender, race, and type of job on reward expectations were investigated. The results indicated that Caucasians have higher peak pay expectations than African Americans for all job types. Interactions were discovered between race and type of job for starting salary, and between gender and type of job for ease of promotion.     

Impact of Self Monitoring and Gender on Coping Strategies in Intimate Relationships Among Turkish University Students

The purpose of this study was to investigate the effects of self monitoring and gender on coping strategies in intimate relationships. The Self Monitoring Scale and Multidimensional Intimate Coping Questionnaire were given to 224 heterosexual Turkish undergraduate students. Results showed that high self monitors had higher scores on focusing on relationship, seeking external support, alcohol and drug use, self-bolstering, and humor coping than low self monitors. Females reported greater negative and passive coping, positive and active coping, self-bolstering, religious coping and seeking external support than males did. Males reported greater alcohol and drug use than females did. Consequently, this study showed that both self monitoring (high–low) and gender affect on coping strategies among Turkish undergraduate sample.     

岗位特征及相关因素对辅导员工作倦怠的影响

本研究旨在探讨岗位特征及相关因素对高校辅导员工作倦怠的影响。在高校辅导员培训课堂上共收取有效数据342份。结果表明：⑴岗位特征包括职业价值感、职业无意义感、岗位消极特征和岗位积极特征四个因子;⑵希望和职业价值感能显著正向预测,角色压力能显著负向预测工作倦怠;⑶角色压力在职业无意义感、岗位消极特征、社会支持对工作倦怠的影响中起完全中介作用,而在职业价值感、希望对工作倦怠的影响中起部分中介作用。本研究初步发现了岗位特征及相关因素对辅导员工作倦怠的作用路径。     

想象性群际接触对合作行为的影响：内隐性别偏见的中介作用

为考察想象性群际接触对内隐性别偏见与合作行为的影响,采用单类内隐联想测验（SC-IAT）和三种合作范式进行了两个实验。结果发现：与对照组相比,（1）积极想象性接触能显著降低不同性别个体对异性的内隐性别偏见。（2）积极想象性接触仅能显著增加个体在囚徒困境中的合作行为,内隐性别偏见起部分中介作用。结果表明,积极想象性接触既能减少个体对异性群体的内隐性别偏见,并可进一步促进两人情境中与异性间的合作行为。