Don't leave me: the effect of dependency and emotions in relationship conflict

Two studies examined how the effect of dependency and emotions on the dynamics of relationship conflict differs between men and women. In Study 1, 96 women and 67 men were presented with conflict situations that might occur in their relationship; the probability of aggression, anger, and dependency was measured. Results showed that anger mediated the relationship between dependency and the intention to use aggression, in men, but not in women. In Study 2, 95 women and 65 men wrote about a conflict situation that they had experienced with their partner; loyalty, guilt, and dependency were measured. Results showed that dependency predicted loyalty among women, and that this effect was mediated by guilt.     

Undergraduate preparation and early career outcomes: A study of recent college graduates

This study examined employment outcome among recipients of a liberal arts BA at a state university, 1 year (N = 218) and 3 years (N = 156) after graduation. A working definition of underemployment (educationally inappropriate employment) was developed and described. The relationship of age, sex, and previous educational and occupational experience to occupational and educational outcome was examined, using cross-tabular analysis with controls to specify high-risk groups. Variables reflecting occupational outcome were each differently related to the independent variables, and many relationships changed over time. Educationally appropriate employment was related to college major and to participation in internship or work-study programs. Income and perceived stability of present job were linked to age, sex, and previous employment experience. Early unemployment was related to age, sex, previous employment experience, and inversely to grade point average. Patterns of occupational change were linked to sex, major, internships, and grade point average. Educational outcome was related to age, sex, major, grade point average, and first year employment outcome.     

Organizational commitment,turnover intentions and the influence of cultural values

The moderating influence of idiocentrism and allocentrism on the relationship between organizational commitment and turnover intentions was examined. The investigation evolved over two phases. In Study 1, emic (culture‐specific) items were generated through in‐depth interviews with Turkish employees, and the commitment scales by Meyer, Allen, and Smith (1993) were revised to make them more appropriate for the Turkish context. In Study 2, turnover intentions were predicted as a function of an individual's affective, continuance, normative commitment, and social factors, operationalized as the approval of the family. The results indicated that affective commitment was an important predictor of turnover intentions irrespective of idiocentric or allocentric values. However, normative commitment and social factors were weaker predictors for individuals who endorsed idiocentric, values and social factors were a stronger predictor for allocentrics. These findings underline the importance of a normative perspective on organizational commitment, especially for collectivistic contexts.     

The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions

This study examined the relation between career adaptability (CA), promotability, and career satisfaction (CS), and their impacts on turnover intentions (TI). Eight hypotheses were proposed. Based on data collected from a sample of 431 employees in Macau, career adaptability was significantly and positively related to both promotability and CS after controlling for the influences of demographic variables including age, gender, education and tenure. CA, promotability and CS were also significantly and negatively linked to TI. The results further revealed that promotability and CS mediated the effect of CA on TI. The study contributed new insights that may inform career development and retention of employees. Practical implications on how to retain employees were discussed.     

A qualitative investigation exploring the motivational climate in early career sports participants: Coach,parent and peer influences on sport motivation

ObjectivesThe objectives of this research were a) to explore the applicability of ‘motivational climate’ research to early career athletes under the age of twelve, b) to re-examine the concept of ‘motivational climate’ in the light of recent scientific developments, and c) to concurrently study the influences of coaches, parents and peers on athletic motivation.Design and MethodUsing a qualitative design, 40 participants (7–11 years of age) from various sports were interviewed in focus groups, using a semi-structured format to investigate the roles played by coaches, parents, and peers in influencing athlete motivation. An inductive content analysis was conducted to determine which behaviours among these social agents influenced key motivational outcomes.FindingsThe analysis indicated that young athletes experience a motivational climate which shows consistencies with existing models of motivation; suggesting this population is worthy of further study. The influences of coaches related most strongly to the manner in which they perform their roles of instruction and assessment, whereas parents' influences were most salient in terms of the way they support the child's participation and learning. Both parents and coaches exerted influences through their leadership styles, affective responses and pre-performance behaviours. Peers influenced participants' motivation through competitive behaviours, collaborative behaviours, evaluative communications and through their social relationships.ConclusionsThis study provides an insight into the motivational climate experienced by young athletes and helps to delineate the different roles of social agents in influencing their motivation at this early stage of development.     

Emotional intelligence influences on the work performance of early career academics: An exploratory study

We aimed to investigate emotional intelligence (EI) influences on the work performance of early career academic (ECA) staff. Participants were 220 early career academic staff at a rural South African university (female = 56.8%, 77.7% aged between 20 and 40 years, black = 89.1%). They completed an emotional intelligence scale as well as a measure of work performance. Results, following structural equation modelling, indicated that perception and regulation of emotion aspects of EI to significantly, positively influence the ECA’s job, interpersonal, non-organisational and hierarchical success. ECA staff high on EI perceived to relate better with others, and to be proactive in their adaptive behaviours when change manifests. The ways in which ECA staff appraise and respond to emotionally charged workplace communication appear to influence their likelihood to succeed in the work adjustment.     

Avoiding depletion in virtual work: Telework and the intervening impact of work exhaustion on commitment and turnover intentions

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework’s impact is the result of resource stockpiling and flexibility as teleworkers are able to yield work and personal benefits and protect themselves from resource depletion in the office. Using a sample of 393 professional-level teleworkers in one organization, I therefore investigate the intervening role of work exhaustion in determining commitment and turnover intentions. Results indicate that telework is positively related to commitment and negatively related to turnover intentions, such that a higher degree of teleworking is associated with more commitment to the organization and weakened turnover intentions. Moreover, work exhaustion is found to mediate the relationships between teleworking and both commitment and turnover intentions.     

When life's good: Gendered marital satisfaction and work-pay satisfaction influences on organisational commitment of advancement-career-stage employees

We examined the influences of marital satisfaction and work-pay satisfaction on organisational commitment among advancement-career-stage employees while controlling for gender and a selection of socio-demographics. The sample consisted of 350 workers (females = 237; mean age = 32.44, SD = 9.99 years) from a large privately owned educational service provider. The employees completed measures of marital satisfaction, work-pay satisfaction, and organisational commitment. The data were analysed to predict the influence of marital satisfaction, and work-pay satisfaction on organisational commitment, while controlling for gender and socio-demographics. The results suggest that although happily married people with work-pay satisfaction had higher organisational commitment, those with marital satisfaction and older age were less committed to their employer organisations. We conclude that marital satisfaction interfered with advancement-career-stage employees’ loyalty to the organisation.     

When career paths cease to exist: A qualitative study of career behavior in a crisis economy

Using grounded theory methodology, this study examines the ways young professionals describe their career paths in the aftermath of the 2008 Financial Crisis. We interviewed a sample of 29 Greek women professionals (24 to 32 years old) to examine their career behavior during this recession. Findings reveal prevailing effects of professional identity and profession-consistent learning goals on participants' career behavior. Specifically, those individuals without a strong professional identity or profession-consistent learning goals are more likely to anticipate and engage in career activities unrelated to their professions, a group whom we refer to as Shifters. In contrast,     

Turning to art as a positive way of living with cancer: A qualitative study of personal motives and contextual influences

Why do some women turn to creative art-making after a diagnosis of cancer? Eleven women provided qualitative accounts that were analysed following guidelines for interpretative phenomenological analysis (IPA). Some described taking up artistic leisure activities initially in order to manage emotional distress. Others emphasized their need for positive well-being, taking up art to experience achievement and satisfaction, to regain a positive identity, and to normalize family dynamics in the context of living with cancer. Participants’ turn to art-making was facilitated by biographical and contextual factors, including pre-existing craft skills, long-standing personal values and coping philosophies, family role models for managing adversity, and the supportive encouragement of family and friends. Other research has acknowledged that positive lifestyle change and posttraumatic growth can occur after a cancer diagnosis, and this study reveals a multi-faceted process. The findings suggest a need for further research into the experiences that facilitate positive lifestyle change and subjective well-being among people who are living with cancer.     

A longitudinal study of career success,embeddedness, and mobility of early career professionals

The study of voluntary job mobility has traditionally focused on how the present context and individual factors either support or constrain choice of blue and white collar workers. Less attention has been devoted to the relationships among career success, embeddedness, and mobility of early career professionals. How do past career success and job mobility affect job embeddedness, subsequent career success, and future mobility within and between organizations and occupations? Each of these constructs is often studied as a dependent variable, yet the relationships among them, over time, are rarely examined. We explore the effects of past objective career actions (promotions, % salary change, and job mobility) on current job embeddedness and subjective career success, and on job, organizational, and occupational mobility one year later. Results support the positive influence of past promotions, % salary change, and current job embeddedness on subjective career success, and a negative influence for past promotions, job embeddedness, and subjective career success on mobility one year later as people began to ‘settle in’. We also observed small positive relationships of past promotions and % salary change with job embeddedness, and of past job mobility with future mobility — indicating that objective career success contributes to embeddedness, yet those that move more often tend to keep doing so. There were no differences or interaction effects based on gender or years of work experience. We found significantly stronger negative relationships of embeddedness and subjective career success with mobility between occupations than for mobility within organizations. However, the same pattern of findings was observed for job, organization, and occupational mobility.     

The role of the supervisor in career and organizational commitment

Supervisors are increasingly required to support employees in their learning and career development. This study investigated relationships between supervisor support activities and their subordinates' career and organizational commitment. Findings suggested that employees who saw their supervisors as giving them trust and the authority to do the job were more committed to their organization, as were those who perceived their supervisors to engage in feedback and goal-setting. This suggested the potential organizational benefits of performance feedback from managers and the importance of supervisors developing the confidence and skills to delegate effectively and have trust in their subordinates. No relationships were found between supervisor support and career identity, career resilience or career planning. The relationship between perceptions of overall supervisor support and organizational commitment was moderated by employee gender. The findings suggested a positive linear relationship between support and commitment for women, but the association between support and commitment was less straightforward in the male sample.     

A qualitative study on the development of workplace bullying: Towards a three way model

Up to now, researchers have identified various individual and work‐related factors as potential antecedents of workplace bullying. The aim of the present study is to integrate this line of research in view of explaining how these antecedents may develop into workplace bullying. Key informants, such as union representatives, employees with a confidence role concerning workplace bullying, human resource managers, prevention workers and social service employees, analysed bullying incidents or cases within their organization. We combined the various perspectives on the same incident into one plan. Then, all 87 case plans were united in a global model that reflects the development towards bullying. The results suggested three processes that may contribute to the development of bullying. Firstly, bullying may result from inefficient coping with frustration. Such coping mechanisms are likely to be active for perpetrators, and passive for victims. Secondly, bullying may be the consequence of escalated conflicts. Thirdly, bullying may result from destructive team and organizational cultures or habits. Individual and work‐related antecedents may affect these processes in two ways: they may be at the origin of the three processes, and they may relate to the employees' coping style. Implications for theory and research are discussed. Copyright © 2008 John Wiley & Sons, Ltd.     

Show me the meaning! The contextual relevance of images influences the recall and understanding of multimedia RSVP paragraphs

ABSTRACT

This study examined whether images facilitate contextual grouping as effectively as words. College students (N?=?102) read RSVP paragraphs with topics located at the beginning, middle, or end of the paragraph. Paragraph topic was presented as a topic-related image, topic-unrelated image, or written explicitly in text. Topic identification was equally accurate for topic-related images and topic sentences, and less accurate for unrelated images. Paragraphs from the text condition were recalled more accurately than the related and unrelated image conditions. Further, recognition of unrelated images was a positive predictor of the number of logical errors committed during recall. Therefore, related images did not improve memory and comprehension as much as text, and paragraphs with unrelated images negatively affected understanding of the meaning of the paragraph, but not recall. These findings have implications for multimedia information sources such as textbooks or articles that use images to clarify the meaning of the material.     

The impact of Social Dominance Orientation and Right-Wing Authoritarianism on the relation between Person–Organization fit with commitment, satisfaction, and turnover intentions

This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived Person–Organization fit. Furthermore, this relation was moderated by the interaction between Social Dominance Orientation and Right-Wing Authoritarianism such that lower scores on Social Dominance Orientation increased the relation between Right-Wing Authoritarianism and P–O fit while higher scores on Social Dominance Orientation lowered that relation.     

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

A time-lagged analysis of the effect of authentic leadership on workplace bullying,burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes.     

The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention

This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research.