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1.
Christopher Jay Roussin Sheila Simsarian Webber 《Journal of business and psychology》2012,27(3):317-329
Purpose
Initial trustworthiness perceptions serve as anchored reference points for subsequent trust perceptions and associated behavioral choices in organizations. Examining the relationship between the employee and the organization is an underexplored influence on such perceptions. This study is an investigation of how perceived psychological safety (PS) in the work environment and level of organizational identification (OI) influence initial perceptions of others?? trustworthiness.Design/Methodology/Approach
Data were obtained through survey and scenario methods from a sample of high-potential managers (n?=?155) during participation in a leadership development training course.Findings
Results demonstrate that both disposition to trust and PS have positive relationships with initial perceptions of others?? trustworthiness. There is also a significant negative moderating effect of OI on the relationship between psychology safety and perceived trustworthiness. PS has a strong positive significant relationship with initial perceptions of others?? trustworthiness when OI is low. This relationship is non-significant when OI is high.Implications
This study provides evidence that the relationship between the employee and the organization can influence individual perceptions of initial trustworthiness in others.Originality/Value
Aspects of the relationship between the trustor and the organization have not previously been considered as influences on initial trustworthiness perceptions. PS, often investigated as a direct influence on learning and performance, has not been previously examined as a socialized influence on trustworthiness perceptions. 相似文献2.
Dipl.-Psych. Steffi Kohl Sven Barnow Elmar Brähler Jörg M. Fegert Steffen Fliegel Harald J. Freyberger Heide Glaesmer Lutz Goldbeck Judith Lebiger-Vogel Marianne Leuzinger-Bohleber Felicitas Michels-Lucht Astrid Sonntag Nina Spröber Ulrike Willutzki Bernhard Strauß 《Psychotherapeut》2009,54(6):445-456
Background
A survey was carried out to ask the trainers and supervisors about their appraisal of the quality of the psychotherapy training and about ways to improve it 10 years after the inception of the “German psychotherapy law”.Methods
Training institutes provided e-mail addresses and other contact information from over 5,000 trainers. The questioning was carried out mainly by on-line questionnaires and 2,196 data sets were used for analysis.Results
Trainers showed overall satisfaction with the components of psychotherapy training and the skills of the training candidates. More knowledge transfer in the fields of therapy techniques and case studies and more cooperation with other professional groups were suggested. Trainers acknowledged redundancies between professional training and university studies and observed a heterogeneity of trainees, however, these were mostly considered helpful. Only half of the trainers were subject to evaluation of their work.Conclusions
The quality of psychotherapy training could be improved by stronger emphasis on practical knowledge. Structural changes should be made to take the problem of redundancies and heterogeneities into account. Regular and continuous evaluation of the training should become an integral part of professional training and the results should have consequences. 相似文献3.
Purpose
The attraction?Cselection?Cattrition (ASA) model has served as the foundation for numerous investigations. However, the generally supportive evidence for ASA??s homogeneity hypothesis has often been based on statistical tests (e.g., MANOVA) that rely on between-group differences to evaluate within-group agreement. The primary purpose of this article was to discuss advantages of direct statistical tests of homogeneity??average deviation (AD) and r wg??when testing ASA??s homogeneity hypothesis, and advantages of other statistical tests for testing other aspects of ASA theory. A secondary goal was to evaluate the extent to which occupational homogeneity is distinct from organizational homogeneity.Design/Methodology/Approach
Data were obtained from the Center for Creative Leadership (CCL) and included scores on the Myers-Briggs Type Indicator? (MBTI) personality measure for 1,103 managers from 25 organizations and 17 occupations.Findings
Results were generally supportive of the homogeneity hypothesis. AD values showed that most groups were homogeneous on most assessed personality dimensions. A comparison analysis using traditional statistical tests (i.e., MANOVA) indirectly suggested within-group homogeneity by revealing a significant between-groups effect. In addition, results suggested possible boundary conditions to ASA; notably, meaningful heterogeneity was observed for the S?CN (sensing-intuition) MBTI? dimension.Implications
The current study provides direct support for ASA??s homogeneity hypothesis for both organizations and occupations and offers guidance for future research on ASA theory and its possible boundary conditions.Originality/Value
This is one of the first studies to test the predictions of ASA in both organizations and occupations using a direct index of agreement. 相似文献4.
Dana L. Haggard 《Journal of business and psychology》2012,27(2):161-175
Purpose
Mentoring and psychological contracts are related and important organizationally based social exchange relationships. Research indicates that social support from internal mentors might buffer the negative effects of psychological contract breach (PCB), but less is known about the possible negative influence that mentors might have on psychological contracts. This study investigates protégés' perceptions of their mentors?? failure to fulfill mentoring obligations and protégés?? perceptions of PCB. Because either the formality of the mentoring relationship or the supervisory status of the mentor might serve as additional signals of the mentor??s status as an organizational agent, and, therefore, exacerbate the negative association between mentoring breach and PCB, both are investigated as potential moderating variables.Design/Methodology/Approach
A sample of 144 protégés from various occupations completed a questionnaire assessing mentoring breach, PCB, job satisfaction and organizational commitment.Findings
Results indicate the relations between mentoring breach and the outcome variables of interest were mediated by PCB, and that the relation between mentoring breach and PCB is stronger in supervisory mentoring relationships. A similar result was expected, but not confirmed, for formal mentoring relationships.Implications
The current study provides evidence that the actions (or inactions) of mentors contribute to PCB and related negative outcomes. Such knowledge might encourage organizations to provide training to potential mentors in managing the mentoring relationship to minimize the probability of mentoring breach.Originality Value
The current study is the first to examine the potential negative effect that mentoring relationships might have on protégé psychological contracts. 相似文献5.
Dr. Astrid Sonntag Heide Glaesmer Sven Barnow Elmar Brähler Jörg M. Fegert Steffen Fliegel Harald J. Freyberger Lutz Goldbeck Steffi Kohl Judith Lebiger-Vogel Marianne Leuzinger-Bohleber Felicitas Michels-Lucht Nina Spröber Ulrike Willutzki Bernhard Strauß 《Psychotherapeut》2009,54(6):427-436
Background
A survey was performed to assess the current situation in education and to identify critical issues 10 years after the inception of the German law regulating the education of psychological psychotherapists and child and adolescent psychotherapists. The study reports the results of a nationwide survey of German psychological psychotherapists and child and adolescent psychotherapists currently in training. The aim of the survey was to evaluate the individual sections of training, desired alterations and structural and financial conditions.Methods
All trainees were contacted via the training institutes and the umbrella organizations. A total of 3,223 trainees participated and answered questions mainly using an online questionnaire.Results
Most respondents practiced their training part-time and in most cases the trainees thought that the training would last longer than initially expected. The practical training was rated most poorly, whereas practical education and individual supervision were rated as most useful. The survey revealed deficits concerning the evaluation of the quality of several components of the training.Conclusions
From the perspective of the trainees there is a necessity to modify the financial conditions of the training. This result has been considered in the recommendations of a research expertise on psychotherapy training and should stimulate further research. 相似文献6.
Timothy D. Golden 《Journal of business and psychology》2012,27(3):255-269
Purpose
The current study investigates the impact of time and strain-based work-to-family conflict (WFC) and family-to-work conflict (FWC) on exhaustion, by considering the moderating effect of telework conducted during traditional and non-traditional work hours.Design/Methodology/Approach
Data were obtained from professionals in a large computer company using survey methodology (N?=?316).Findings
Results from this study suggest that time and strain-based WFC and FWC were associated with more exhaustion, and that exhaustion associated with high WFC was worse for individuals with more extensive telework during traditional and non-traditional work hours.Implications
This study provides managers with findings to more carefully design telework programs, showing evidence that the adverse impact of WFC/FWC on exhaustion may depend on the type of telework and level of conflict experienced. This suggests that managers may need to be more aware of the full range of characteristics which encapsulate the teleworker??s work practices before making decisions about how telework is implemented.Originality/Value
By differentiating the timing of telework and its role on the WFC/FWC??exhaustion relationship, this study delves deeper into the contingent nature of telework and suggests that the extent of telework conducted during traditional and nontraditional work hours may play an influential role. In addition, these considerations are investigated in light of the bi-directional time-based and strain-based nature of WFC and FWC, helping to unravel some of telework??s complexities. 相似文献7.
Dr. Heide Glaesmer Astrid Sonntag Sven Barnow Elmar Brähler Jörg M. Fegert Steffen Fliegel Harald J. Freyberger Lutz Goldbeck Steffi Kohl Judith Lebiger-Vogel Marianne Leuzinger-Bohleber Felicitas Michels-Lucht Ulrike Willutzki Nina Spröber Bernhard Strauß 《Psychotherapeut》2009,54(6):437-444
Background
A survey was performed to assess the current situation in education and to identify critical issues 10 years after the inception of the psychotherapy act in Germany.Methods
In August 2008 all non-medical psychotherapists who had graduated since 2002 according the psychotherapy act were invited to take part in the survey and a total of 863 persons participated. The answers from 666 could be evaluated corresponding to a participation rate of 20%.Results
A total of 57.6% of the graduates had completed a full-time training and approximately 50% of the graduates had completed the training within the allotted time. In the majority of cases evaluation occurred only for the theoretical courses. During the practical work (PT I) 36.8% of the graduates did not receive any salary or remuneration, 82% had their own field of activity and of these 38% treated patients without the presence of qualified tutor.Conclusions
The training often lasts longer than intended, the financial situation in the PT I is exceptionally critical and in clear contrast to the field of activity in this section of training. Further detailed results will be presented and discussed. 相似文献8.
Background
Psychotherapy research has shown that some therapists have systematically more negative outcomes than their colleagues. Many attempts have been made to answer the question of whether these unsuccessful therapists have specific features but as yet no consensus has been reached. Particularly in the field of psychotherapy training this issue has rarely been discussed.Aims
This study focused on the following questions: how many trainees are incompetent, what characteristics do they have and how to deal with them? How are trainees selected?Material and methods
In a research expertise on psychotherapy training for the German Ministry of Health, directors of training institutions were interviewed and 129 responses were analyzed using, for example content analysis.Results
A total of 4–5?% of trainees were judged as being not sufficiently competent to become a psychotherapist. Relevant criteria were mainly the lack of personal and interpersonal competencies.Conclusions
Future psychotherapy training should focus more and earlier on recognizing and intervening regarding incompetence in the given areas. 相似文献9.
Cort W. Rudolph Boris B. Baltes Ludmila S. Zhdanova Malissa A. Clark Anne C. Bal 《Journal of business and psychology》2012,27(2):205-222
Purpose
This article investigates the efficacy of the Structured Free Recall Intervention (SFRI; J Bus Psychol 15:229?C246, 2000a; Organ Behav Hum Decis Process 82:237?C267, 2000b ) for reducing the impact of bodyweight-based stereotype endorsement on performance ratings, both immediately and when a time delay occurs between the observation and rating of performance.Design/Methodology/Approach
512 undergraduates participated in a 2?×?2?×?2 between-subjects factorial experiment. A measure of bodyweight-based stereotype endorsement was pre-screened, and participants were randomly assigned to (a) either a no-delay or two-day time delay condition, (b) view either an average bodyweight or overweight ratee, and (c) undergo the SFRI or not.Findings
Results suggest that (a) bodyweight-based stereotype endorsement predicts performance ratings for overweight ratees, (b) the SFRI is effective at reducing the impact of such stereotypes on performance ratings when conducted immediately after the observation of performance, and (c) the SFRI maintains this efficacy after a two-day delay between the observation and rating of performance.Implications
These findings suggest that the best real-world application of the SFRI paradigm may be to situations with minimal delays between the observation and rating of performance, such as selection assessment centers or pre-employment interviews.Originality/Value
Drawing on theories from the cognitive information processing literature, this paper extends previous research regarding the efficacy of the SFRI by demonstrating that short time delays between performance observation and rating??a common organizational phenomena??have minimal observed effects on the efficacy of the SFRI as a performance rating intervention. 相似文献10.
Purpose
This study examines the moderating role of quality-competitive environment on the relationships between job autonomy and employees?? mental well-being and organizational commitment. It also investigates the mediating role of organizational commitment on the relationship between job autonomy and mental well-being.Design/Methodology/Approach
The proposed hypotheses were tested by hierarchical linear modeling using an archival dataset from the Workplace Employment Relations Survey, which was conducted in Great Britain in 2004 and 2005 (12,836 employees and 1,190 managers).Findings
This study found that quality-competitive environment moderated the relationships between job autonomy and mental well-being and between job autonomy and organizational commitment. That is, job autonomy was more strongly related to mental well-being and organizational commitment in more quality-competitive organizations. The results also indicated that this moderation was partially mediated by organizational commitment.Implications
Because job autonomy is related to employees?? mental well-being and organizational commitment, organizations need to provide their employees with job autonomy. More importantly, because these positive relationships are stronger in quality-competitive companies, organizations in a highly quality-competitive market in particular should provide their employees with more job autonomy.Originality/Value
This is one of the first studies that investigated the vertical fit between job autonomy and organizational contexts while focusing on individual employees?? outcomes (attitudes and mental well-being). The results were obtained by data from a nationally representative sample, allowing us to generalize the results. Additionally, since the dataset was collected from multiple sources, self-report and common-method biases are minimized. 相似文献11.
Heather N. Odle-Dusseau Thomas W. Britt Philip Bobko 《Journal of business and psychology》2012,27(3):331-343
Purpose
The purpose of the current study was to describe and test two new correlates of work?Cfamily balance, based on discrepancies between actual and desired hours spent in the work domain (work hour discrepancy, WHD) and family domain (family hour discrepancy, FHD).Design/Methodology/Approach
Participants were 330 employees of a moderate-sized, southeastern university who responded to a survey sent via e-mail.Findings
Analyses indicated support for the utility of work and FHD scores for individual and organizational outcomes. Data also indicated FHD predicted work?Cfamily balance, well-being, and intention to leave above and beyond the individual components of actual and desired family hours, whereas WHD did not predict beyond individual components. Work?Cfamily balance mediated relationships between FHD and quality of life, stress, depression, and intention to leave.Implications
This study provides support for incorporation of discrepancy indices in future work?Cfamily research. FHD predicted outcomes over and above the individual components of actual and desired hours whereas WHD did not, suggesting that compatibility between what an individual desires and experiences in the family domain may have a stronger influence on well-being and organizational outcomes compared to compatibility in the work domain.Originality/Value
These results are important given past focus on concepts such as work schedule fit (e.g., Moen, It??s about time: couples and careers, 2003), in that we extend past findings by also incorporating fit between values and experiences in the family domain, and linking discrepancies with work?Cfamily balance, well-being, and organizational outcomes. 相似文献12.
Dr. Elena Partschefeld Dipl.-Psych. Bernhard Strauß Michael Geyer Swetlana Philipp 《Psychotherapeut》2013,58(5):438-445
Background
The development of therapeutic skills is an essential therapist-related variable that deserves special attention in the context of the currently increasingly discussed topic of therapeutic failures and discontinuation of therapy.Aim
The study investigated whether the use of simulated patients (SP) in the training of psychotherapists can lead to an increase in therapeutic skills.Material and methods
The use of SP (16 teaching units) was tested in a pre-post comparison with 29 training participants for child and adolescent therapy and analyzed from three perspectives: from the perspective of the SP, the training of participants and rater.Results
The work with SP in psychotherapy training leads to a significant increase in therapeutic skills; however, it requires further research to see if this teaching method is more effective than other approaches to teaching, whether it contributes to long-term changes in therapeutic skills and to what extent the results can be transferred to other therapeutic contexts (except exploration). 相似文献13.
Tanja Braungardt Dipl.-Psych. Nicola Schindler Matthias Vogel Wolfgang Schneider 《Psychotherapeut》2011,56(1):40-46
Background
The development of appropriate preventive measures aimed at the promotion of psychosocial capabilities and health behavior is based on the recognition that unemployment is associated with many physical, psychological and social problems.Objective
A group program ??promotion of health and psychosocial self-efficacy in long-term unemployed?? was developed and investigated with respect to the effectiveness by a study group at the Clinic for Psychosomatic Medicine of the University of Rostock. The study was part of a project funded by the European Social Fund (ESF).Methods
During the period from October 2009 to April 2010 the group program was implemented in 5 different groups and the sample included a total of 35 persons. To examine the effectiveness of the program the participants had to complete standardized questionnaires at the beginning and at the end of the program. Information as to what extent the unemployed suffer from mental stress was collected via the brief symptom inventory (BSI; Franke 2000). The questionnaire on resources and self-management skills (FERUS; Jack 2007) was applied to analyze the capabilities and the self-management skills of the participants.Results
The unemployed subjects reported lower levels of aggressiveness and paranoid thinking (distrust) after their participation in the program. Regarding the self-management skills the participants improved their coping skills, self-instructions skills and also felt more hopeful with regard to their current environment and the future.Conclusions
A systematic support of unemployed people regarding coping with the psychosocial problems associated with unemployment seemed to be important. The use of low structured group programs is a good possibility to implement them in different contexts with relatively few resources. 相似文献14.
I. M. Jawahar Jennifer L. Kisamore Thomas H. Stone Douglas L. Rahn 《Journal of business and psychology》2012,27(2):243-254
Purpose
This study examined how proactive personality interacts with inter-role conflict, measured as work?Cfamily conflict and family?Cwork conflict, to predict burnout, measured as emotional exhaustion, depersonalization, and reduced personal accomplishment.Design/Methodology/Approach
Participants were 171 clerical employees. Hierarchical multiple regression was used to test whether proactive personality moderated the relationship between inter-role conflict and forms of burnout.Findings
Family?Cwork conflict was not associated with burnout, but work?Cfamily conflict explained 30% of unique variance in emotional exhaustion and 9% in depersonalization. Proactive personality explained 12% of variance in personal accomplishment. Three-way interactions indicated that at high levels of work??family conflict and family??work conflict, proactive individuals reported lower levels of emotional exhaustion and personal accomplishment and higher levels of depersonalization than less proactive individuals.Implications
While previous research has generally documented the virtues of proactive personality, our research indicates that when simultaneously faced with work?Cfamily and family?Cwork conflict, individuals with proactive personality experience more depersonalization and less personal accomplishment relative to less proactive individuals. Overall, results of three-way interactions imply that while a certain level of proactive personality may be necessary to buffer feelings of emotional exhaustion, beyond a certain level, proactive personality may lead one to experience higher levels of depersonalization and reduced personal accomplishment.Originality/Value
This study extends previous research by examining the influence of two types of inter-role conflict on all three dimensions of burnout. It also responds to calls for additional research on potential moderators, buffers, or even antidotes to stress by examining how proactive personality interacts with stressors. 相似文献15.
Prof. Dr. Matthias Franz Lonja Weihrauch Tanja Buddenberg Ralf Schäfer 《Psychotherapeut》2009,54(5):357-369
Background
Single mothers and their children are exposed to increased psychosocial burdens and risks. Nevertheless, in Germany offers of help especially designed for the needs of this group are lacking.Method
An emotion-oriented parental training program (PALME, http://www.palme-elterntraining.de) based on the attachment theory was developed particularly for single mothers with preschool children. The training is guided by trained kindergarten nurses. The effectiveness of the parental training program on the measure of maternal psychological impairment, emotional competence and child problem behavior was investigated within a randomized, controlled study with 61 single mothers suffering from medium grade psychosocial impairment.Results
Analyses of variance revealed significant group×time interaction effects in favor of the intervention group compared to controls. After the training the mothers showed improvement in their psychological impairment, depression and emotional competence. In addition, evidence suggests that behavioral problems of the children were reduced.Conclusion
In view of the benefits of this parental training and its low costs it should be recommended as a regular offer of support for single mothers within community settings. 相似文献16.
Purpose
The purpose of this study was to advance learner control as a psychological construct by reexamining its dimensionality and effects on learning and reactions in the context of technology-delivered training.Design/methodology/approach
Learners (n=384) completed a 2-h web-based Microsoft Excel training. The amount of instructional and scheduling control was manipulated in order to introduce variance in control perceptions. Outcome measures included off-task attention, declarative knowledge, and training reactions.Findings
Learner control is a multidimensional construct with differential effects on training outcomes. By focusing on learners’ perceptions of control, we found that instructional control perceptions decreased learning by increasing off-task attention, while scheduling control perceptions increased learning.Implications
Though both dimensions of perceived learner control are positively related to training reactions, they differentially predict learning. Combined with factor analytic evidence, our study suggests that learner control research should differentiate between objective and perceived learner control, and between instructional and scheduling control perceptions. Organizations should consider how learner control affects learning prior to designing training.Originality/value
Scheduling control is an often used but rarely researched form of learner control. We address this gap by expanding the construct domain of learner control to include scheduling control. Further, this study provides the first empirical examination of learner control perceptions. Despite calls for learner control literature to differentiate between objective and perceived control, no study had previously examined control perceptions directly. Our results may be used to inform organizational decisions regarding the amount and type of control included in training. 相似文献17.
Jan Dieris-Hirche Wolfgang E. Milch J?rg P. Kupfer Frank Leweke Uwe Gieler 《Psychotherapeut》2012,57(1):42-49
Background
The study shows correlations between atopic dermatitis (AD) and alexithymia. Furthermore it examines their influences on skin-related quality of life.Patients and methods
A total of 62 adult AD patients were compared with a control group (n=62) of skin healthy persons. Alexithymia (Toronto Alexithymia Scale-20, TAS-20) and impairment of the skin-related quality of life (Dermatology Life Quality Index, DLQI) were assessed as well as duration, severity [patients?? self-evaluation based on scoring of atopic dermatitis (SCORAD)] and onset of AD.Results
The prevalence of alexithymia (TAS-20 ??61) in AD patients was 22.6% (control group 4.9%). Problems with identifying feelings (TAS-20 scale) and also the severity of AD were significant predictors for the impairment of skin-related quality of life.Conclusions
Atopic dermatitis patients showed a prevalence of alexithymia (22.6%) similar to diseases found in the field of psychosomatic and psychiatric patients (Leweke & Bausch 2009). From a psychotherapeutic point of view the study may provide a further reason for the observance of mental features in AD treatment. A possible indication for a specific psychotherapy in atopic dermatitis is discussed. 相似文献18.
Carol L. Schnabl Schweitzer 《Pastoral Psychology》2012,61(4):499-511
In this essay I provide a brief exegesis of the parable of the ??pearl of great price?? (Matthew 13:45?C46) as an introduction to an examination of Elphaba??s character in the Broadway musical Wicked [as distinguished from her character in Gregory Maguire??s novel, Wicked (1996)] and the potential value this character has for pastoral care with adolescent girls who struggle with the need to belong as well as the need to be themselves. I argue that Wicked may be understood as a twenty-first century parable that appeals to many, adults and adolescents alike, but it is especially appealing to teenage girls because it ??taps into a certain teenage angst?? (Zinoman 2005) that relates to the quest for popularity, a first true love, and beauty makeovers. Elphaba??s seriousness has a certain kind of spiritual nature which may be related to her green skin (James 1984, p. 160) that may encourage adolescent girls to adopt their own spiritual natures and enable them to claim their own voices even as Elphaba finally ??defies gravity?? and learns to fly. 相似文献
19.
Roberto Cignoli 《Studia Logica》2011,98(1-2):141-147
Let ?? be Mundici??s functor from the category ${\mathcal{LG}}$ whose objects are the lattice-ordered abelian groups (?-groups for short) with a distinguished strong order unit and the morphisms are the unital homomorphisms, onto the category ${\mathcal{MV}}$ of MV-algebras and homomorphisms. It is shown that for each strong order unit u of an ?-group G, the Boolean skeleton of the MV-algebra ??(G, u) is isomorphic to the Boolean algebra of factor congruences of G. 相似文献
20.
Aaron D. Hill J. Craig Wallace Jason W. Ridge Paul D. Johnson Jeffrey B. Paul Tracy A. Suter 《Journal of business and psychology》2014,29(1):145-159