Long Working Hours and Well-being: What We Know,What We Do Not Know,and What We Need to Know

Despite a widespread belief in both the academic and public policy literatures that working long hours is deleterious to health and well-being, our critical review of this large and complex literature fails to support a robust direct causal effect of work hours on either physical or mental well-being outcomes. Large-scale epidemiological studies, many of which are prospective and include objective health outcome measures, support a statistically significant association between long work hours and coronary heart disease and depression, but the effect sizes are very small. Moreover, there is an absence of true longitudinal studies that assess the consistency of working long hours over time and its relationship to well-being. Our review suggests that the effects of working long hours are nuanced in that they may vary considerably for different working populations based on gender, age, working conditions, and other factors. Primary and meta-analytic studies suggest that such moderator effects are plausible, yet rigorous testing of these remains to be done. We conclude with suggestions for specific moderator effects that seem worth investigating in future research.     

Peer Consultation: Faculty and Students Working Together to Improve Teaching

The authors describe the specific steps of the Faculty Peer Consultation Program that provides faculty members with feedback from students in their classroom. In addition, evaluative data are provided from faculty and students that provide preliminary evidence for the utility of the program. Moreover, minor problems are identified, and possible modifications are suggested.     

Elizabeth Adele Greenleaf: Having Some Fun Getting the Job Done

Elizabeth Adele Greenleaf, professor and coordinator of College Student Personnel Administration at Indiana University, made significant contributions to the development of the student affairs profession through her leadership as an educator, administrator, and mentor.     

Working Together with God: Religious Coping,Perceived Discrimination,and Hypertension

This study examined the relationships of perceived discrimination and religious coping with hypertension in a sample of Black and White Seventh-day Adventists. Data come from a community-based sample of 6128 White American, 2253 African American and 927 Caribbean American adults (67% women; mean age = 62.9 years). Results indicate lifetime unfair treatment was significantly associated with hypertension regardless of race/ethnicity. Positive religious coping was associated with lower odds of hypertension and did not interact with unfair treatment. Both positive and negative religious coping were indirectly associated with increased hypertension risk through an increase in perceived discrimination.

     

When Bureaucrats Get the Blues: Responses to Dissatisfaction Among Federal Employees

Rusbult and Farrell's general model of responses to job dissatisfaction is utilized to assess reactions to declining satisfaction among public sector employees. Four general categories of response-exit, voice, loyalty, and neglect-are described and explored. Data from the "Federal Employee Attitude Survey, 1979" were examined to evaluate the predictive ability of the Rusbult and Farrell model. Consistent with their model, higher levels of employee satisfaction and greater degree of investment size encouraged tendencies toward voice and loyalty while discouraging exit and neglect. Also, higher quality job alternatives promoted exit and voice while inhibiting neglectful tendencies. Contrary to predictions, better alternatives also encouraged loyalist responding. The implications of these findings in light of increasing dissatisfaction in the federal bureaucracy are discussed.     

我们在一起:湖北佛教界众志成城 抗击疫情

2020年的春节,一场新型冠状病毒感染的肺炎疫情,来势汹汹,迅速蔓延!武汉、黄冈、孝感……湖北、浙江、广东……每天的疫情速报,每个更新的数据,都牵动着所有人的心。党中央极为重视湖北疫情防控工作,习近平总书记作出重要指示,李克强总理赶赴武汉疫情前线指导慰问,中央调集全国各地救援力量星夜驰援湖北,这些都极大鼓舞了我们抗击疫情的决心和信心!     

Working Together: Perceived Self- and Collective-Efficacy at the Workplace1

Collective efficacy is the extension of Bandura's (1977) self-efficacy concept to groups (Bandura, 1982, 1986). Self-efficacy refers to judgments that people make about their personal or individual competency. Collective efficacy concerns judgments that people make about a group's level of competency. This paper contributes to the theory and measurement of collective efficacy and to an understanding of its relationship to self-efficacy and performance. Elementary school teachers' collective- and self-efficacy were measured. The academic domain is well suited to the study of collective-efficacy because the organizational units (schools) all perform the same function (education). The findings supported the hypothesis that, in at least some domains, self-efficacy and collective-efficacy are related but independent constructs. As hypothesized, it was also found that the socioeconomic composition of a school's student body, was a strong predictor of teachers' collective-efficacy. Although teachers' collective-efficacy was associated with school level achievement, this relationship was no longer significant when prior achievement levels were controlled. It was suggested that future research should examine individual behaviors, attitudes, and beliefs that might serve as mediators between efficacy and performance. It was also suggested that the relationship between collective efficacy and organizational culture should be explored.     

Living and Working Together in Organizations: Traces and Ways

This article explores the state of the art in relation to the theme of living and working together in organizations and proposes a new theoretical model. A thorough examination of literature highlights that there are almost no works specifically coping with this theme, defining its theoretical perspective and specifying the choice of proposed indicators. Several, instead, are the works indirectly dealing with living and working together in organizations, mostly considered equivalent to the quality of interpersonal relationships, or developed starting from the theme of diversity and conflict. In reference to the social context, an important defining effort was carried out by Renzo Carli, who defines living together [convivenza in Italian] as the symbolic component of a social relationship, generated by three components: belonging systems, strangers and rules of the game. Living together means integrating these three elements of a relationship in order to create innovative products. This article proposes a review of this model, specifically designed for the organizational field. Living and working together in organizations is meant as the result of the cross among Identity, Otherness, and Work Purpose, within specific organizational Cultures of Diversity. Starting from this model, in dialogue with long-lasting research and intervention experience in various organizational contexts, we propose forms of living and working together in organizations that were empirically pointed out: generative-efficient, affiliating, performance-based, and chaotic-paralyzing styles.     

Working Together in a Community Garden: Justice in CTC,EG, TTL

From the context of ministry in Guatemala, the author explores themes of injustice and loving service, need and promise in the Lausanne Movement document known as The Cape Town Commitment, the apostolic exhortation Evangelii Gaudium, and the ecumenical text on mission and evangelism Together towards Life, with a particular focus on justice and Christian mission. Common elements are depicted through the image of a community garden exhibiting biodiversity and requiring a diversity of talents to flourish.     

Evil Thoughts But Angelic Actions: Responses to Overweight Job Applicants

Quantitative and content analyses were performed to test the hypothesis that the lack-of-fit model (Heilman, 1983) could provide the needed theoretical framework for organizational obesity discrimination. A computer morphing program allowed for the same stimulus applicant to be used in both the average-weight and the overweight conditions. Results of the quantitative analysis show that undergraduate participants perceived overweight (vs. average-weight) applicants as having more negative work-related attributes, but did not discriminate against them in the hiring process. A content analysis provided some evidence for the lack-of-fit model (Heilman, 1983) as an explanatory model for obesity discrimination.     

When We Were Comrades Together: A Note on the Language of Assessment

From a psychoanalytic perspective, the assessor is seen as more than a gatherer of data; he or she is viewed as a source of information independent of the tests as well as a potential vehicle of change. To effect these functions, the assessor needs to pay close attention to the language he or she uses in interaction with the patient. In this article, I present a case and then discuss it in terms of the role of language in the assessor-patient relationship: specifically, how the language used facilitated the establishing of a working alliance, the promoting of a meaningful dialogue, and eventually led to a deeper understanding of the patient.     

Diverse Phases of Collaboration: Working Together to Improve Community-Based HIV Interventions for Adolescents

Although alliances between community-based organizations (CBOs) and university-based evaluators provide opportunities to enhance community-based interventions, such partnerships may be fraught with challenges and obstacles. This paper focuses on the "story" behind a collaborative partnership between a Latino-focused CBO and a team of university-based evaluators that was formed to evaluate HIV prevention interventions for Mexican American female adolescents and gay/bisexual/questioning (GBQ) Latino male adolescents. A developmental trajectory of the partnership is detailed, with a focus on the creation and enhancement of a reciprocal and mutually beneficial relationship. In tracing this history, the paper explores challenges that were faced and presents ways in which the partnership attempted to overcome obstacles. Recommendations are offered to assist in the formation and maintenance of collaborative partnerships between CBOs and university-based evaluators/researchers.     

Working Together Across Difference: Some Considerations on Emotions and Political Practice

Uma Narayan attempts to clarify what the feminist notion of the ‘epistemic privilege of the oppressed’ does and does not imply. She argues that the fact that oppressed ‘insiders’ have epistemic privilege regarding their oppression creates problems in dialogue with and coalitionary politics involving ‘outsiders’ who do not share the oppression, since the latter fail to come to terms with the epistemic privilege of the insiders. She concretely analyzes different ways in which the emotions of insiders can be inadvertantly hurt by outsiders and suggests ways in which such problems can be minimized.     

We Are the World—and They Are Not: Prototypicality for the World Community,Legitimacy, and Responses to Global Inequality

The relation between developed and developing countries is characterized by inequalities that sometimes hinder actions against worldwide problems. The current research presents an intergroup approach, based on the ingroup projection model, towards an analysis of psychological processes that perpetuate global inequality on a social group level. Precisely, we argue that people from developed countries perceive their group as more prototypical for the world population than they perceive people from developing countries. These perceptions of ingroup prototypicality should in turn relate to legitimacy beliefs and predict unfavorable behavioral intentions towards developing countries. We present two studies that corroborate our hypotheses: In Study 1, participants from a developed country perceived their ingroup as more prototypical for the superordinate group (i.e., world population) than the outgroup (i.e., developing countries), which in turn was related to beliefs that global inequality is legitimate. This finding was replicated in Study 2, and the predicted effect of ingroup prototypicality on behavioral intentions was mediated by legitimacy beliefs. These findings demonstrate that intergroup processes can contribute to perpetuating global inequality.     

Change and Management of Complex Services: The Ethno-narrative Form to Support Good Living and Working Together

Nowadays, managing change in complex services requires that middle management re-designs its objects and professional practices, in order to cope with new needs. It seems therefore crucial to activate training settings that allow managers to: (1) develop research and analytical skills on their own work practices and professional objects; (2) face and manage conflict, related to every change, that represents an opportunity to reflect and review one's own practices; and (3) build new and shared repertories of managerial practices, able to support a better form of living and working together within the management community. Moving from these hypotheses, inside the setting of a training intervention conducted in an educational service, the article discusses a specific tool used to generate opportunity of exchange, and reflection, within a challenging framework of change.