Complicated grief following job loss: Risk factors for its development and maintenance

Increasing evidence shows that job loss can lead to symptoms of complicated grief (CG). However, little is known about which factors relate to the development and maintenance of CG symptoms following job loss. This study aimed to examine risk factors for the development and maintenance of job loss-related CG symptoms. For this study 485 Dutch workers who had lost their job were recruited (239 men and 246 women), with an average age of 50.2 years. A subsample of 128 participants also completed questionnaires at a six-month follow-up. We conducted correlational and multiple regression analyses (MRA) to examine the influence of the former work situation, coping strategies, and negative cognitions on job loss-related CG symptoms. MRA results showed that belief in an unjust world was related to job loss-related CG symptoms, cross-sectionally and longitudinally. Further, there was a significant relationship between CG symptoms following job loss and a preference for maladaptive coping over adaptive coping styles and a low level of self-esteem. This effect remained stable over time. These findings can inform the development of interventions for and early detection of job loss-related CG symptoms.     

Follow-Up of Doctoral Graduates in Counseling

The national population of persons who graduated from doctoral programs in counselor preparation during 1984–1985 was surveyed to discern their demographic, work history, current job status, productivity, and future employment plans. The 270 responses revealed a high level of preparation-related employment, with work being performed in very diverse settings. Today's graduates are older than those who graduated 15 years ago and are relatively experienced in counseling and human development services. Private practice has emerged as a significant employment setting and is projected to increase even more. Productivity in terms of contributions to the profession is substantial. Conclusions and implications are drawn for practitioners and counselor preparation institutions.     

On-call work and physicians’ turnover intention: the moderating effect of job strain

Physician shortage and turnover are major problems worldwide. On-call duties may be among the risk factors of high turnover rates among physicians. We investigated whether having on-call duties is associated with physicians’ turnover intention and whether job strain variables moderate this association. The present study was a cross-sectional questionnaire study among 3324 (61.6% women) Finnish physicians. The analyses were conducted using analyses of covariance adjusted for age, gender, response format, specialization status and employment sector. The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intention were among those who had on-call duties and high level of job strain characterized by high demands and low control opportunities. The lowest levels of turnover intention were among those who were not on-call and who had low strain involving low demands and high control. Also, job demands moderated the association between being on-call and turnover intention; turnover intention levels were higher among those with on-call duties and high demands than those being on-call and low demands. To conclude, working on-call was related to physicians’ turnover intention particularly in those with high job strain. Health care organizations should focus more attention on working arrangements and scheduling of on-call work, provide a suitable working pace and implement means to increase physicians’ participation and control over their job.     

To accept or not to accept a job offer: Examining inaction inertia in an organizational context

The purpose of this research was to investigate inaction inertia in a job offer context. Across two studies, we examined the influence of two situational factors (Study 1) and one dispositional factor (Study 2) on inaction inertia in a job offer context. Participants were asked to imagine they had to pass up an initial offer in which they were interested, but that they received a similar but less attractive offer (lower salary) later. Study 1 findings revealed participants in the loss‐framed condition were more likely to accept the second offer than participants in the neutral condition only when they were asked to imagine they were switching careers, versus being laid off. Study 2 results showed that maximizing tendency significantly and negatively predicted the likelihood to accept the second job offer. Exploratory analyses revealed that anticipated regret did not mediate the relationships between any of the factors and inaction inertia, suggesting that anticipated regret was not the causal mechanism underlying the occurrence of inaction inertia in the current research. Overall, this research shed light on the ways inaction inertia may be experienced in a job offer context.     

Layoffs and violence revisited

Extension of frustration‐aggression theory suggests both the “provocation hypothesis” (laid‐off workers are at elevated risk of psychogenic violence) and the “inhibition hypothesis” (workers who fear job loss will be at reduced risk of such violence). Previous research found that both hypotheses were supported with data indexing layoffs and the incidence of civil commitment for danger to others in San Francisco County, California, for the 52 weeks beginning August 1, 1993. Whether those results generalize to other times and places has not been determined. We elaborated the theory and replicated the test in San Francisco for the 149 weeks beginning August 1, 1994, and ending June 7, 1997. We also replicated the test using data from Allegheny County, Pennsylvania, for the 111 weeks beginning January 1, 1996, and ending February 28, 1998. The original results from San Francisco County are replicated for men in both communities. The results for women are replicated for the new and more extended period in San Francisco County but not in Allegheny County. Scientific and social policy reasons for continued study of economic conditions on aggressive behavior are discussed.Aggr. Behav. 28:233–247, 2002. © 2002 Wiley‐Liss, Inc.     

RISK PERCEPTION, RAPE, AND SEXUAL REVICTIMIZATION: A PROSPECTIVE STUDY OF COLLEGE WOMEN

Risk perception was examined in relation to sexual victimization among 262 college women. Participants were presented with written vignettes that described hypothetical situations with a stranger and with an acquaintance. Participants' hypothetical decision to leave a potentially risky situation with an acquaintance predicted rape and revictimization during an 8-month follow-up period. Revictimized participants had significantly delayed responses compared to previously victimized respondents who were not revictimized. Multivariate models indicated that prior victimization and delayed risk response increased vulnerability for rape and other forms of sexual victimization. Results highlight the need to assess multiple aspects of risk perception, including threat identification and behavioral responses to hypothetical or real situations. Findings suggest that delayed response to danger cues might be one factor that increases vulnerability for revictimization by acquaintances.     

Attitudes Toward Fragile X Mutation Carrier Testing from Women Identified in a General Population Survey

Fragile X syndrome is primarily due to a CGG repeat expansion found in the FMR1 X-linked gene. In a previous study, we conducted focus groups with women to assess their attitudes towards fragile X carrier screening. In this follow-up study, we conducted in-depth interviews of general population reproductive-age women who were identified as carriers. We explored their attitudes toward testing for carrier status of the fragile X mutation. These women underwent screening primarily to participate in a research project rather than in search of a diagnosis for specific symptoms. As such, these women were wholly unprepared for positive carrier results. Their responses about their results and carrier screening, in many cases, were being worked out over the course of the interview itself. The most salient finding of this work is the apparent lack of relevance of carrier status to these women. Many expressed that although the information could be relevant in the future, it is not relevant at this stage of their lives in terms of family planning (either with respect to having unaffected offspring or to premature ovarian failure) and personal relationships. Although issues of abortion seemed prominent in the focus groups, we found that carrier status did not have an apparent effect on women’s attitudes about termination. We hypothesize this may be related to the fact that women had not processed their new carrier status and had not related it to previously-formed personal opinions. The findings of this work have significant implications for genetic counseling and population screening. Genetic counselors should be mindful that general population women may not recognize the immediate importance of their carrier status even when literature is provided and discussed prior to providing a sample. As part of comprehensive genetic counseling, counselors should identify the reproductive life stage of the woman receiving the new information and help her identify when this information would be more meaningful in her life. Counselors can assist in setting up a personalized road map with specific types of services that will be more applicable to the woman as her carrier status becomes more relevant.     

Sex discrimination in job opportunities for women

The object of this study was to examine the extent of sex discrimination in the job market for accountants. The research design involved sending application letters to job advertisements appearing in the press. These letters came from males and females of varying race and marital backgrounds, although all had identical qualifications and work experience. The responses to these applications were then analyzed and formed the basis of the tests for discrimination. The results showed a significant level of discrimination against women and this was enhanced for those who were Colored, and/or those who were married and had children.     

Job satisfaction and women's spheres of work

Job satisfaction for women workers is traditionally researched from the job-gender model in which sex roles generate the research framework. Women employed in the labor market are viewed as responding primarily to the confines of sex roles, as opposed to the structural rewards and constraints of the labor market itself. We reexamined earlier studies that found no effect of the labor market on job satisfaction for women. Reanalysis of the 1972–1973 Quality of Employment national survey revealed significantly different levels of job satisfaction, which are in part structured by the characteristics of the labor market sectors in which women and men work. Women working in labor market sectors that are predominantly male or have a balanced proportion of male and female workers jobs have high job satisfaction. This job satisfaction is predicted almost exclusively by their perceptions of fewer income problems, flexibility of hours, and use of job skills. Factors related to maternity benefits and leaves are related only marginally to job satisfaction for women workers in either labor market sector. Women in predominantly female sectors of the labor market have similarly high job satisfaction scores, but these are related to a wider cluster of factors, including fewer perceived income problems, skills, and challenge factors, as well as the socioemotional rewards of their work. This pattern is most similar to males who work in predominantly male sectors. In contrast, males who work in predominantly female or gender-proportionate jobs have significantly lower job satisfaction scores, even after controling for income issues and other benefits. Labor market sectors and the rewards available within them are important structural dimensions of job satisfaction for women and men employees.     

Gender and social relationships among the never-married

This research explores the social networks among the growing numbers of men and women who have never married. We use a representative sample of 193 never-married men and 217 never-married women, of whom 73% of the men and 60% women of the were white and 16% of the men and 20% of the women were black. We hypothesize that single women have a more extensive social network than do men. Second, we investigate the impact of gender roles and norms of filial responsibility and selected sociodemographic variables upon social interaction by gender. Our findings indicate that gender differences are not as anticipated: (1) while never-married women interact more frequently with relatives than do never-married men, no differences were noted among friendship or neighborhood networks; (2) time spent in social interaction was more likely to differ by marital status than it was by gender; (3) compared to married persons, the never-married are overrepresented in the extreme categories of interaction, both isolated and very active; (4) gender role ideology and filial responsibility did not significantly predict social interaction for either men or women, with the exception that, among never-married men, those with lower expectations of filial responsibility spent more time with friends.The National Survey of Families and Households was funded by a grant (HD21009) from the Center for Population Research of the National Institute of Child Health and Human Development. The survey was designed and carried out at the Center for Demography and Ecology at the University of Wisconsin—Madison under the direction of Larry Bumpass and James Sweet. The fieldwork was done by the Institute for Survey Research at Temple University. The original collectors of the data do not bear any responsibility for the analyses or the interpretations presented here.     

Impact of length of unemployment and age on jobless men and women: a comparative analysis

The study examined differences in job search intensity, as well as attitudes toward unemployment and related responses among a sample of 559 jobless Israelis. Groups of participants were distinguished according to sex, age, and length of unemployment. The findings revealed that job search intensity, psychological stress, and work centrality were highest among participants who had been unemployed for 2 to 3 months, and gradually declined for longer periods of unemployment. Moreover, middle‐aged participants spent more hours per week searching for jobs and mentioned fewer advantages of unemployment than did the younger groups. Furthermore, women reported a sharper decline in health as a result of unemployment, as well as lower levels of work centrality.     

A MARKET RESEARCH APPROACH TO DETERMINING LOCAL LABOR MARKET AVAILABILITY FOR NON-MANAGEMENT JOBS

As an alternative approach to setting affirmative action hiring targets, preferences for non-management jobs were explored using a research technique known as conjoint measurement or trade-off analysis. A general population sample and an applicant sample were surveyed in two cities. Results showed sharp differences in job preferences between men and women. It was also found that women were less interested in non-traditional telephone work than men—probably because the jobs that are non-traditional for women were outdoors, dirty, and had a higher chance of injury. The research technique also permitted the identification of the demographic characteristics of those people who are interested in non-traditional work.     

Unemployment among women with multiple sclerosis: the role of coping and perceived stress and support in the workplace

Unemployment is high among individuals with multiple sclerosis (MS). Certain disease variables and demographics have been found to distinguish employed and unemployed individuals. However, these variables only account for 14–20% of the variance. Other factors, such as coping, perceived stress and social support, in the workforce have been proposed, but not yet fully examined. The purpose of the present investigation was to examine the role of known factors associated with unemployment in MS, as well as coping and perceived work stress and social support. Sixty-eight women with MS were asked about their employment status and reasons for leaving. They completed a comprehensive assessment including measures of cognition, disease symptoms, psychological functioning, coping and stress. Consistent with previous findings, certain disease and demographic variables were associated with being unemployed. In particular, women who left work due to their MS were found to be older, had a longer disease duration and progressive course, reported greater disability and fatigue, and performed worse on a cognitive measure. However, we also found that coping style distinguished those who were employed from those who left work due to their MS. In particular, those who left work reported utilizing maladaptive coping mechanisms such as behavioral disengagement and substance use. With regard to perceived work stress and support, individuals who were employed reported that job security and fellow co-workers were more of an uplift than a hassle in their lives, suggesting some benefit in employment. These findings suggest that further consideration be given to role of coping and perception of the benefit of employment among individuals with MS when making recommendations regarding work decisions.     

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.     

The preference to work for a man or a woman: A matter of sex and gender?

A survey of 455 individuals sampled from two populations that varied in age, educational level, and work experience posed a question asked in Gallup polls over six decades: “If you were taking a new job and had your choice of a boss, would you prefer to work for a man or a woman?” Respondents could state that they would prefer a male boss, prefer a female boss, or had no preference. As expected from theory and Gallup results, respondents who had a preference preferred to work for a man more than a woman, although a majority expressed “no preference.” When they expressed a preference, women preferred to work for a female boss over a male boss more than men did, whereas men preferred to work for a male boss over a female boss more than women did. Sex-typed (i.e., masculine or feminine) respondents in gender identity exhibited a greater preference to work for a boss of a particular sex over having no preference than non-sex-typed respondents. Further, feminine respondents preferred to work for a female boss over a male boss more than masculine respondents did, whereas masculine respondents preferred to work for a male boss over a female boss more than feminine respondents did. Overall, these results suggest that the preference to work for a man or a woman is a matter of both sex and gender. Implications for job applicants' vocational decisions and how female leaders fare in the workplace are discussed.     

The Interactive Role of Negative Affectivity and Job Characteristics: Are High-NA Employees Destined to Be Unhappy at Work?1

The present study examined whether employees high in negative affectivity (NA) are destined to be unhappy at work. Managerial employees provided information regarding perceptions of job characteristics, negative affectivity (NA), job satisfaction, and intentions to turnover. Using hierarchical regression, our findings suggest that employees who reported being high NA were more reactive to the environmental cues of perceived job scope. Specifically, NA interacted with job scope such that individuals high in NA who perceived their jobs as being higher (lower) in scope reported more (less) job satisfaction than did individuals low in NA. Implications for organizations and future research directions are discussed.     

Disruptive decisions to leave home: Gender and family differences in expatriation choices

I developed a theoretical model predicting how gender and family status would influence employee willingness to expatriate, international job search behavior, and expatriation decisions and tested the model in a longitudinal investigation. Australian employees comprising 230 females and 401 males with partners and/or children and 208 female and male childless singles were surveyed three times over three years. Employees who had greater personal agency and less family barriers were more willing to expatriate, to search for international jobs, and to eventually leave their home countries. Having a family restricted females’ ability to transform their willingness to expatriate into an international job search to a greater extent than it did males’. In turn, international job search predicted actual expatriation for a job. Overall, the expatriation interests of women with partners and/or children were least realized (most inhibited) in international job search and subsequent expatriation behavior. The interests of childless single employees were most realized. The study challenges current thinking on women’s willingness to expatriate by demonstrating that women are willing to expatriate, but family factors lead to women being less able to transform their willingness into an international job search than men, subsequently flowing on to women expatriating less for work than men.     

Revisiting the Effects of Anger on Risk‐Taking: Empirical and Meta‐Analytic Evidence for Differences Between Males and Females

That anger elicited in one situation can carry over to drive risky behavior in another situation has been described since the days of Aristotle. The present studies examine the mechanisms through which and the conditions under which such behavior occurs. Across three experiments, as well as a meta‐analytic synthesis of the data, results reveal that incidental anger is significantly more likely to drive risky decision making among males than among females. Moreover, the experiments document that, under certain circumstances, such risk‐taking pays off financially. Indeed, the present experiments demonstrate that, because the expected‐value‐maximizing strategy in these studies rewarded risk‐taking, angry‐male individuals earned more money than did both neutral‐emotion males and angry females. In sum, these studies found evidence for robust disparities between males and females for anger‐driven risk‐taking. Importantly, although men did not experience more anger than women, they did show a heightened tendency to respond to anger with risk‐taking. Published 2016. This article has been contributed to by US Government employees and their work is in the public domain in the USA.     

Women and Physical Distinction:

With few exceptions, the special concerns and status of women with physical distinctions (physical disability and facial disfigurement) have been largely ignored in the disability literature. Women with physical distinctions are perceived negatively and are devalued and marginalized in our culture. They face a double discrimination due to their gender and their disability. The situation is even more acute for ethnic minority women with physical distinctions. This paper will review the literature on women with physical distinctions and explore some of the issues for ethnic minority women with physical distinctins. Recommendations are offered for feminist therapists who work with this population.     

VOICE MATTERS: BUFFERING THE IMPACT OF A NEGATIVE CLIMATE FOR WOMEN IN SCIENCE

The current study examined whether women scientists' perceptions of voice moderate the impact of poor workplace climates on job satisfaction and whether effective leadership and mentoring promote women's voice. Survey data were collected from 135 faculty women in the natural sciences. The results from multiple regression analyses indicated that negative (e.g., sexist, hostile) departmental climates were related to lower job satisfaction. However, voice interacted with climate, such that women who perceived that they had more voice in departmental matters showed higher levels of job satisfaction than those who perceived having less voice. An additional regression indicated that mentoring by other women (but not men) in academia and effective departmental leadership were positively related to women's sense of voice. Theoretical and practical implications for the retention and success of women in male-dominated fields are discussed.