Judgments of Occupations from Printed Photographs

Summary

Judgments of occupations were made from printed photographs, presented in series of pairs, the subject having been informed as to the occupational groups represented in the pairs. For all comparisons of groups, more right than wrong judgments were made. These differences were found to be reliable, and varied from slight (for comparisons of politicians with men of letters) to moderate (for comparisons of politicians with business men). The differences do not, however, warrant the existence of occupational types.

The asserted bases of judgment were found to be numerous and inconsistent, and are believed to be more frequently rationalizations, i.e., justifications, than the real determinants of judgment.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Les dispositifs groupaux à l’hôpital et en EHPAD durant la crise de la Covid-19. Quelles demandes,quelles offres,quels apports ?

IntroductionThe COVID-19 crisis has exacerbated the demand for group arrangements dedicated to healthcare professionals and more widely hospital and medicosocial staff.ObjectiveThis article attempts to shed light on the issues at stake in the opening of group settings, between supply and demand, as well as their main organizational and psychological contributions and limitations, through the synthesis of multiple feedbacks from group arrangements carried out by clinical psychologists and researchers during the COVID-19 pandemic.MethodSix female researcher-clinicians met to discuss their experiences in setting up group care facilities. The analysis of the feedback used the concepts of work psychodynamics and group psychoanalysis, making it possible to bring out the organizational and psychological characteristics of group arrangements dedicated to professionals in the healthcare sector.ResultsOur results show that the group arrangement, by allowing the sharing of experiences, helps the mutual recognition between professionals, and thus new identifications in order to avoid the fragmentation of work collectives. The most central point seems to be the capacity of group arrangements to deal with the aggressiveness and anger felt when facing the powerlessness to act in crisis situations. The limits of these groups concern their difficulty in allowing individual rather than collective words to be expressed, and the risk of being the site of a repetition of the trauma for the professionals who sometimes attack or flee from these mechanisms, for fear of what they might bring back to the surface.ConclusionSeveral points of vigilance and recommendations from the experiences reported in this article are explained, in order to enlighten and guide future group facilitators when offering group arrangements built with and for professionals in the healthcare field.     

Defining and characterizing organizational resilience in elite sport

ObjectivesOrganizational resilience has been investigated in numerous performance contexts outside of sport, with substantial conceptual and operational variance. Given the growing interest in organizational environments in sport, the purpose of the study was to construct a definition of organizational resilience and identify resilient characteristics of elite sport organizations.DesignUsing the Delphi method, 62 expert panelists working in or with elite sport organizations (n = 45) or having academic experience of resilience in various contexts (n = 17), responded to four online iterative surveys over seven months, yielding both quantitative and qualitative data through item responses and accompanying comments. A reflexive thematic analysis of the integrated data was conducted from a critical realist standpoint.ResultsOrganizational resilience was defined as “the dynamic capability of an organization to successfully deal with significant change. It emerges from multi-level (employee, team, and organizational) interacting characteristics and processes which enable an organization to prepare for, adapt to, and learn from significant change”. The five resilient characteristics identified from the analysis were structural clarity, flexible improvement, shared understanding, reciprocal commitment, and operational awareness.ConclusionsBy proposing a definition of organizational resilience which is appropriate to and endorsed by those in elite sport organizations, and identifying resilient characteristics of elite sport organizations, this study provides an important foundation for future research and practice endeavors in this area.     

the nature and frequency of medicare/medicaid fraud and neutralization techniques among speech,occupational, and physical therapists

ABSTRACT

The current study examines the nature and frequency of Medicare/Medicaid fraud and the techniques of neutralization utilized by a purposeful sample of speech, occupational, and physical therapists working within the context of hospitals, nursing homes, and with home health agencies, in a southern state. Participant observations, surveys, and in-depth interviews were utilized to obtain data for this study. We identified two main fraudulent practices, cutting sessions short while charging for the entire session and charging individual session rates for group therapy sessions. We also identified three techniques of neutralization utilized by the therapists in our study, including: (1) everyone else does it, (2) denial of responsibility, and (3) denial of injury. The implications of our findings are discussed.     

A qualitative study of the decision to engage in tanning behaviors among female college students

IntroductionIndoor tanning is associated with increased risk of melanoma and is particularly prevalent among female college students in the U.S.ObjectivesThe present study aimed to explore why female students decide to engage, and keep engaging in indoor tanning.MethodsWe included eighteen female undergraduates who participated in group discussions. The group discussions were recorded and transcribed, then they were organized into themes.ResultsThree main themes appeared: appearance reasons for tanning, tanning-related health risks, and tanning salon-marketing strategies. Students were overall informed regarding tanning-related health risks, and suggested that they justified their tanning behaviors by rationalizations. They also revealed that the marketing strategies employed by tanning salons made them more likely to tan frequently. Finally, students spoke about how the health risks, the affects on appearance, and leaving the college setting might lead them to stop tanning.ConclusionsThese findings suggest that tanning among students could be reduced both by engaging students in programs addressing rationalizations about the risks associated with tanning, and policies targeting marketing techniques and tanning salon locations.     

Disability sport and activist identities: A qualitative study of narratives of activism among elite athletes’ with impairment

ObjectivesSport and exercise psychology has recently expanded into how it can be utilized to enable social missions like activism. No research, however, has examined activist identities among disabled, elite athletes. This article is the first to engage with this new and complex issue by examining narratives of activism amongst elite athletes with impairment and their adoption/rejection of various activist identities.MethodsThirty-six people were recruited using maximum variation and criterion-based purposive sampling strategies. Data was collected using interviews and fieldwork observations (e.g., observation and social media material). The large data set was rigorously analyzed using a narrative thematic analysis.ResultsAll participants adopted an athletic identity and an athletic activist identity. A small group also adopted a political activist identity that was concerned with challenging disablism. The athletes’ reasons for adopting or eschewing activist identities are identified and connections made to organizational stressors, interpellation, feeling, emotional regulation, narrative, habitus, health and wellbeing. Also revealed is the impact that sporting retirement had on activist identity construction.ConclusionsThe article makes a novel research contribution by revealing two different activist identities within the context of disability sport and what social functions each identity might serve. It also significantly develops knowledge by revealing various organizational stressors experienced by disabled athletes, the importance of embodied feelings and emotional regulation in activist identity construction, the damage that social oppression can have on wellbeing following sporting retirement, and the positive possibilities retiring may have for developing different identities. Practical suggestions are as well offered.     

Learning As Support For Organizational Innovation: Possibilities And Limitations

Abstract

The present article tells an intervention story where two collectives, from business and academia, came together to address a business problem through collaborative action research. Among other things, the project created new ways of learning and therefore, knowing about the “business problem.” The author argues that in order to talk about an organizational intervention in a learning context, it was helpful to focus observation at the level of practice, in this case the different learning practices brought to the project by the organization and the research group. The “scientific narrative” focuses on how the two practices interacted. The present story's plot revolves around the following questions: What happens when one collective—used to a particular style of learning—decides to engage with another collective with a different approach to learning and what are the consequences for organizational innovation?     

Emotional intelligence and employee innovation: Sequential mediating effect of person-group fit and adaptive performance

IntroductionHow emotional intelligence interrelates with employee innovation becomes a timely and crucial topic for research, for human resource and organizational psychology practitioners and academicians alike.ObjectiveThe study examined the mediating effect of person-group fit and adaptive performance on employee innovation. A sequential mediation framework explaining the relationship between emotional intelligence and employee innovation was constructed. This study differentiates itself from other similar studies on emotional intelligence and employee innovation since it suggests a novel approach to enhance employee innovation.MethodsElectronic as well as paper-based surveys were conducted to collect the data and the analysis of 417 responses revealed that the hypotheses were strongly supported by the data.ResultsWe found that a sequential mediation effect exists between person-group fit and adaptive performance. The findings offer a significant contribution to the field of human resources, since prior research has examined neither the simple mediating effect nor the sequential mediating effect of person-group fit and adaptive performance between emotional intelligence and employee innovation.ConclusionThe theoretical and practical implications of the findings were explored which have substantial value for human resources especially, for recruitment and training teams.     

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Abstract

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N?=?313) and Germany (N?=?190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.     

EMDR therapy: An overview of its development and mechanisms of action

IntroductionThis article examines the history and development of Eye Movement Desensitization and Reprocessing (EMDR), from Dr. Francine Shapiro's original discovery in 1987, to current findings and future directions for research and clinical practice.Elements of the literatureAn overview is provided of significant milestones in the evolution of EMDR over the first 20 years, including key events, research and scientific publications, and humanitarian efforts. The authors also describe the Adaptive Information Processing (AIP) model, which is the theoretical basis of the therapy; they address the question of mechanisms of action, and EMDR's specific contribution to the field of psychotherapy.DiscussionEMDR is an integrative psychotherapy, which sees dysfunctionally stored memories as the core element of the development of psychopathology. In its view of memory, it integrates information that is sensory, cognitive, emotional and somatic in nature. The EMDR protocol looks at past events that formed the presented problem, at the present situations where the problem is experienced, and at the way, the client would like to deal with future challenges.ConclusionEMDR is a 25-year-old therapy that has accumulated a substantial body of research proving its efficiency, and is now part of many professional treatment guidelines. The research is pointing to its potentially large positive impact in the fields of mental and physical health.     

The Effects of Personal Need for Structure and Occupational Identity in the Role Stress Process

Abstract

The authors formed and tested a model of the antecedents, consequences, and possible moderators or mediators of the role ambiguity construct in a new occupational group of nurses (N = 1,240) in Finland. They hypothesized that (a) job characteristics (control and feedback) would be associated with role ambiguity and (b) this association, in turn, would be moderated by personal need for structure. The authors hypothesized that role ambiguity would affect occupational strain partially by the strength of occupational identity. They tested these models by using hierarchical regression analysis and structural equation modeling (LISREL 8; K. G. Jöreskog & D. Sörbom, 1993). Both hypotheses were supported.     

On anxiety-specific actions of tranquilizers

Abstract

This study examined the role of social support in the relationship between work demand and psychological distress (GHQ 12) in correctional officers (N=419), a high stress occupational group. Work demands were positively associated with strain. There was no evidence that social support buffered the negative impact of work demands. Rather, consistent with most previous research findings, support showed direct benefits and these were discussed in the context of worker participation and control. The hypothesis that officers high in negative affectivity, as measured by trait anxiety would show greater reactivity to work demands was not supported. However, trait anxiety appeared to inflate the relationship between work stressors (work demand and work support) and psychological distress supporting recent suggestions that the role of trait anxiety in occupational stress should not be disregarded. Trait anxiety combined additively with work demand to predict individual differences in psychological distress, however social support moderated the impact of trait anxiety on strain.     

Introduction to special issue on burnout and health

Abstract

In recent years, the issue of occupational stress and burnout have received increasing research attention. Given the amount of time people spend on work-related activities and the central importance of work to one's sense of identity and self-worth, it is not surprising that occupational stress is regarded as a central area of study. Although burnout is linked to the extensive literature on occupational health, burnout goes beyond occupational health by focusing on specific stressors in the workplace to emphasize total life and environmental pressures affecting health.     

Ethics in Research

Summary

This article presents an overview of the history of efforts to protect human subjects in research. It discusses the establishment of international, national, organizational, and institutional procedures designed to protect human participants. The article provides a detailed summary of the principal ethical codes for research and their origins. It includes discussions of the most frequently encountered ethical issues ranging from the initial decision to undertake the project, through the selection and application of the various research procedures, to the analysis and interpretation of the data.     

A PHYSIOGNOLINGUISTIC APPROACH TO READING ASSESSMENT: AN ALTERNATE FORM OF MISCUE ANALYSIS

This article is a good natured parody of an area of controversy, informal classroom reading assessment, which has been receiving a great deal of journal coverage in recent years. Any similarity between this article and actual research being conducted is completely gratuitous.     

A mixed-model for psychoanalytic education*

Abstract

If psychoanalysis is to avoid total marginalization, something has to be changed in the way future generations are prepared for working with patients and doing research. Reformation of psychoanalytic education may easily be the crucial issue when it comes to the survival of psychoanalysis. Its current organizational scheme has been criticized for various reasons, and various models of its structure have been proposed. I advocate a model that would combine the best features of the university education (training in clinical skills together with philosophy of science and research methodology) with personal analysis as part of psychoanalytic institutes. Although universities can remedy some of the problems of psychoanalytic institutions, they cannot contain the subjective experience of being analyzed.     

Professional isolation and pandemic teleworkers’ satisfaction and commitment: The role of perceived organizational and supervisor support

BackgroundThe COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor.ObjectiveThis study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations.MethodsData was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique.ResultsThe results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support.ConclusionThis study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.     

Understanding organizational resilience in elite sport: An exploration of psychosocial processes

ObjectivesAlthough organizational resilience research has identified the characteristics of elite sport organizations that successfully deal with significant change, further research is needed to understand how they function. The objective of this study was to explore the psychosocial processes underpinning organizational resilience in elite sport.Design and methodUsing interviews supplemented by timelines compiled from documentary analysis of public online sources, data was gathered during 43 interviews with 22 participants from 10 elite sport organizations across an 8-month period. Participant roles included chief executive officers (n = 5), directors (n = 7), board members (n = 2), middle managers (n = 4), support staff (n = 2), head coach (n = 1), and senior athlete (n = 1). Reflexive thematic analysis of the data was conducted from a critical realist standpoint.ResultsThe data analysis yielded two core processes of sensing (internal and external mechanisms, diversity of perspectives, evaluating and monitoring) and adapting (mirroring current resource availability, open and frequent communication, acute versus chronic change), and two supporting processes of strengthening resources (quality and quantity of human and financial resources, relationships as source of additional resources) and shielding from risk (internal risk mitigation, external influencing). These data were interpreted to indicate that these processes are not sequential, or temporally distinct, but instead cumulatively contribute towards an organization’s resilience capability.ConclusionsAs the first empirical investigation exploring the psychosocial processes underpinning organizational resilience in elite sport, the results provide a unique framework and practical implications to help those working in and with elite sport organizations successfully navigate uncertainty and change.