School absenteeism and mental health among sexual minority youth and heterosexual youth

Adolescent school absenteeism is associated with negative outcomes such as conduct disorders, substance abuse, and dropping out of school. Mental health factors, such as depression and anxiety, have been found to be associated with increased absenteeism from school. Sexual minority youth (youth who are attracted to the same sex or endorse a gay, lesbian, or bisexual identity) are a group at risk for increased absenteeism due to fear, avoidance, and higher rates of depression and anxiety than their heterosexual peers. The present study used longitudinal data to compare sexual minority youth and heterosexual youth on excused and unexcused absences from school and to evaluate differences in the relations between depression and anxiety symptoms and school absences among sexual minority youth and heterosexual youth. A total of 108 14- to 19-years-old adolescents (71% female and 26% sexual minority) completed self-report measures of excused and unexcused absences and depression and anxiety symptoms. Compared to heterosexual youth, sexual minority youth reported more excused and unexcused absences and more depression and anxiety symptoms. Sexual minority status significantly moderated the effects of depression and anxiety symptoms on unexcused absences such that depression and anxiety symptoms were stronger predictors of unexcused absences for sexual minority youth than for heterosexual youth. The results demonstrate that sexual minority status and mental health are important factors to consider when assessing school absenteeism and when developing interventions to prevent or reduce school absenteeism among adolescents.     

Job stress and employee behaviors

The relationship between four job stresses (role ambiguity, role overload, underutilization of skills, and resource inadequacy) and two employee withdrawal behaviors (absenteeism and turnover) was investigated. The joint prediction of employee withdrawal from measures of job stress and selected backgroundd variables was also investigated. Data were obtained regarding 651 employees in five organizations through personal interviews and company records. Analysis indicated that job stress is related to employee withdrawal behaviors, that prediction of subsequent behaviors is stronger than prediction of prior behaviors, and that the predictive power of job stress and background variables taken together is as strong as, or stronger than, the predictive power of background variables alone. Confidence in the strength of the findings is enhanced by the use of multiple data sources and multiple data points.     

FURTHER EXPLORING THE RELATIONSHIP BETWEEN JOB SEARCH AND VOLUNTARY INDIVIDUAL TURNOVER

This study tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables. Using two samples, 339 registered nurses and 234 insurance company employees, three measures of job search were distinguished: preparatory job search behavior, active job search behavior, and general effort job search. Active job search behavior had a stronger relationship to voluntary turnover than preparatory job search behavior or general effort job search, and it accounted for significant additional turnover variance beyond work attitude and withdrawal cognition variables. Stronger results were found when unavoidable leavers were deleted from the turnover subsample.     

Confirming the structure of the dual process model of diversity amongst public sector South African employees

We set out to validate the structure of the Dual Process Model of Workplace Diversity in a South African work setting contrasting black and white African employees. The study participants were a convenience sample of 296 public service employees (black = 73.3%, female = 59%, 90.7% between the age 18 and 40 years; white = 25.7%, female = 58%, 67.1% between the age of 18 and 40 years). They completed measures of acculturation antecedents (positive and negative conditions), mediators (integration as positive strategy to deal with diversity and separation as negative strategy), and outcomes (work success and ill-health). Using multi-group path analysis, we found race-based invariance of the Dual Process Model, with black employees self-reporting diversity relations in a more favourable way compared to white employees. We conclude that the Dual Process Model is supported for research use in the South African workplaces.     

USER ACCEPTANCE OF PEER APPRAISALS IN AN INDUSTRIAL SETTING

A survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research. Users were significantly more favorable in their attitudes toward peer appraisals when the appraisals were used for developmental rather than evaluative purposes. Favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process. User reactions were negatively associated with perceived friendship bias and years of company experience. No relationship was found between peer or self-ratings of performance and reactions to the peer appraisal process.     

It’s About Time: The Role of Locomotion in Withdrawal Behavior

Introduction

Locomotion is defined as a self-regulatory orientation that involves committing personal resources to initiate and maintain goal-directed activities Kruglanski et al. (J Personal Social Psychol 79: 793, 2000). This article examines the relation between locomotion and withdrawal behaviors in organizational setting.

Materials and Methods

In the first study, police officers’ (N = 203) locomotion was negatively related to self-report measures of absenteeism and lateness. In the second study, bank employees’ (N = 297) locomotion was negatively related to withdrawal behaviors as evinced by organizational records including hours of absenteeism, lateness, and early departures. In the third study, a two-wave research design replicated the results of Study 2 by demonstrating that telecommunication employees’ (N = 69) locomotion measured at Time 1 was negatively related to their respective withdrawal behaviors 3 months later at Time 2.

Conclusion

Overall, these three studies support the notion that locomotion impacts a plurality of withdrawal behaviors in different organizational settings. Consequently, locomotion can be a pertinent and valuable psychometric tool for managers and human resources interested in improving organizational effectiveness.

     

Counterproductive Work Behavior Among White‐Collar Employees: A study from Turkey

The current study was designed to evaluate the magnitude and types of counterproductive work behaviors (CWBs) among a group of white‐collar employees from different firms. A total of 766 employees voluntarily participated in our study. We focused especially on employees' perceptions of their work environment and on their affective responses to those perceptions. Data were dependent on self‐reporting and privacy, and anonymity measures were taken into account. The five different instruments used to evaluate job satisfaction were, organizational constraints, interpersonal conflict, quantitative workload and CWB. We found a high degree of job satisfaction, a minimal quantitative workload and a limited exhibition of CWBs among our sample. Organizational constraints were found to be the most strongly correlated to exhibited CWBs, followed by interpersonal conflict and quantitative workload. Job satisfaction had a diminishing effect on CWBs. Among the five dimensions of CWBs, abuse and withdrawal were found to be the most important. The most frequently reported CWB was ‘came to work late without permission.’ Except for income we found no statistically significant relationship between demographic characteristics and the exhibition of CWBs. We concluded that by abolishing pre‐existing organizational constraints there may be a reduction in CWBs.     

Accidents happen: Psychological empowerment as a moderator of accident involvement and its outcomes

Research in the occupational safety realm has tended to develop and test models aimed at predicting accident involvement in the workplace, with studies treating accident involvement as the starting point and examining its outcomes being more rare. In this study, we examine the relationship between accident involvement and a series of outcomes drawing upon a learned helplessness theory perspective. Specifically, we predicted that psychological empowerment would moderate the relationship between prior accident involvement and outcomes. We tested our hypotheses on a sample of 392 employees and their 66 supervisors working in an iron and steel manufacturing firm in Southern Turkey, using data collected from employees and their supervisors via four separate surveys. Results suggest that accident involvement was positively related to supervisor‐rated employee withdrawal, production deviance, and sabotage only when psychological empowerment was low. The results illustrate that workplace accidents have indirect costs in the form of higher withdrawal and maladaptive behaviors, and organizations may inoculate employees against some of these outcomes via higher psychological empowerment.     

When feeling poorly at work does not mean acting poorly at work: The moderating role of work-related emotional intelligence

It is important, both theoretically and for applied reasons, to understand who is likely to engage in counterproductive work behaviors. It is known that such behaviors are more likely to be exhibited by unhappy employees (i.e., those high in job negative affect), but this should be particularly true for individuals low in work-related emotional intelligence. The current study (N = 91) examined moderation-related hypotheses of this type in relation to five counterproductive work behaviors—abuse, sabotage, theft, withdrawal, and production deviance—among a sample of employees working at least 20 h per week. These behaviors varied positively by job negative affect and negatively by work-related emotional intelligence. In addition, the two predictors interacted for all five outcomes such that the highest levels of counterproductive work behavior were observed among employees who were high in job negative affect and low in emotional intelligence. The discussion focuses on implications for understanding counterproductive work behaviors and on the value of assessing work-related emotional intelligence as an ability that differs by employees.     

Factors Moderating Children's Adjustment to Parental Separation: Findings From a Community Study in England

Research findings show that there is marked variability in children's response to parental separation, but few studies identify the sources of this variation. This prospective longitudinal study examines the factors modifying children's adjustment to parental separation in a community sample of 5,635 families in England. Children's behavioral/emotional problems were assessed when children were aged 47 and 81 months; marital quality, maternal depression, socioeconomic circumstances, and demographic variables were assessed prior to the separation from maternal report. Results indicated that 346 mothers separated from their partners in the 3-year period. Preseparation differences were found for measures of family process and parent risk factors, with effect sizes ranging from small to trivial. Parental separation was associated with a significant but modest increase in behavioral/emotional problems, independent of marital quality, maternal depression, socioeconomic circumstances, and demographic variables. Moderation analyses showed that children of cohabiting parents had a greater increase in adjustment problems following parental separation than children of married parents. Further research elucidating the factors that moderate children's adjustment to parental separation is needed to improve our understanding of who may most likely benefit from preventive interventions.     

The Effect of Employee Assistance Services on Reductions in Employee Absenteeism

Personal and work-related stressors experienced by employees can result in substantial costs to employers in the form of employee absenteeism. Employee Assistance Programs (EAPs) provide an important vehicle to assist employees with behavioral health issues, personal concerns, and work-related problems that impact employee absenteeism. This study tested the impact of EAPs on reducing employee absenteeism utilizing a well-matched control group and human resource timecard data. The study recruited employees from 20 areas of state government and used a prospective, quasi-experimental design with propensity score matching. EAP (n = 145) users were matched to non-EAP (n = 145) users on baseline demographic, psychosocial, and work-related characteristics that differentiate the groups. Hours of sick time recorded were provided by human resource offices. Differences in sick leave usage were tested using mixed model repeated measures. A steeper decline in sick leave usage for EAP than non-EAP employees was found, with estimates of 4.8 to 6.5% fewer hours lost per month to illness. Further analysis found that EAP services were most effective in helping clients move from moderate to low levels of sick leave rather than in reducing sick leave for those experiencing chronic absenteeism. Research on the effectiveness of EAPs rarely utilizes well-matched control groups and frequently relies on self-reported outcomes. Using an objective measure of work time lost, this study provides empirical evidence that users of EAP services tend to reduce their absenteeism at a faster pace than non-EAP users experiencing similar challenges to maintaining productivity.     

It's lonely at the bottom (too): The effects of experienced powerlessness on social closeness and disengagement

Although “powerlessness” is a pervasive experience for employees, prior social power research has predominantly focused on consequences of “powerfulness.” This has led to contradictory predictions for how experienced powerlessness influences employees’ social perceptions and behaviors. To resolve this theoretical tension, we build on Social Distance Theory (Magee & Smith) to develop a theoretical model suggesting that experienced powerlessness reduces social closeness and subsequently causes social disengagement behaviors both at work (reduced helping and increased interaction avoidance) and at home (increased withdrawal). Our model also elucidates the processes that cause powerlessness to reduce social closeness, demonstrating that employees’ affiliation motive and their expectation of others’ interest in affiliating explain this relationship. We further propose that the effect of powerlessness on social closeness will be stronger for employees high (vs. low) in political skill because these employees are more attuned to workplace power dynamics. We find support for our model in an experience-sampling field experiment and two experimental scenario studies. Our research clarifies the effects of powerlessness on social closeness and organizationally relevant downstream consequences, qualifies dominant assumptions that the powerless always behave in ways opposite those of the powerful, and demonstrates the importance of political skill as a moderator of power's effects.     

Childhood and Adulthood Socioeconomic Statuses in Relation to Union Interest: Exploratory Surface Relationships

Using response surface methodology for exploratory data, we examined the linear and nonlinear surface relationships between no mobility and mobility in reference to union interest defined by willingness to join a labor union. Analyses were conducted on survey data collected from U.S. nonunion employees (N?=?1,010) who indicated their socioeconomic status (SES) in childhood and adulthood in reference to social class, education, and English language/literacy (e.g., language/literacy during childhood, language/literacy now). Surface relationships were mostly linear. For example, among status indicators, a linear surface was found for employees whose childhood and adulthood language/literacy were the same (no mobility): Lower status nonmobile employees showed more union interest than higher status nonmobile employees. In contrast, a nonlinear surface was found for employees whose childhood and adulthood language/literacy were not the same (mobility): Upwardly mobile employees showed less union interest than downwardly mobile employees showed more interest. Details of the surface relationships and future modeling of the relationships in terms of mediational processes are discussed.     

The role of collective efficacy in the relations between transformational leadership and work outcomes

Using a sample of 402 employees from the banking and finance sectors in China and India, we found that transformational leadership is positively related to organizational commitment and job satisfaction, and negatively related to job and work withdrawal. We also found that collective efficacy mediated the contribution of transformational leadership to job and work withdrawal and partially mediated the contribution of transformational leadership to organizational commitment and job satisfaction. Implications and directions for future research are discussed.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

Coping With a Career Plateau: An Empirical Examination of What Works and What Doesn't1

This study examines the relationships between coping responses and organizational outcomes for career‐plateaued and nonplateaued employees. The objective was to determine the efficacy of common coping responses suggested for plateaued employees. Positive activities, such as expanding job assignments, mentoring, functional or technical career paths, and projects or teams, were associated with more positive attitudes and higher perceived performance among plateaued employees. Among nonplateaued employees, there were no significant relationships found. Negative denial responses, such as blaming the supervisor or organization for the plateau, reporting intentions to leave, and use of alcohol or drugs, were associated with lower attitudes and higher career‐related strain among both plateaued and nonplateaued employees. Negative behavioral responses, such as lowering quality or quantity of work, psychological withdrawal, and lateral transfers, were associated with lower attitudes among both groups of employees and lower perceived performance among plateaued employees. Implications for managers and human resource professionals are discussed.     

Visual-manual commonality in size judgments

Visual-manual commonality was studied in terms of commonality of process and commonality of achievement. Fifty-four Ss madelarge-small categorical judgments about a set of stimuli presented in counterbalanced order through both the visual modality and the haptic, touch, or kinesthetic modality. Using a linear discriminant function model, analyses of the several visual-manual pairings were made on the basis of intra-S absolute differences in the weighting of the physical dimensions (process) and the degree of category separation (achievement). A correlational analysis revealed the independence of these measures, and analyses of variance revealed greater visual-haptic commonality for weighting systems and similar visual-haptic and visual-touch commonality for category separation. The results were interpreted in terms of similarities and differences in information gathering and processing characteristics.     

Employee substance use and on-the-job behaviors.

Substance use and job behaviors were assessed in a sample of municipal employees from a large city in the southwestern United States. Job behaviors included psychological and physical withdrawal, positive work behaviors, and antagonistic work behaviors. Employees who reported substance use at or away from work were found to more frequently engage in withdrawal activities and antagonistic work behaviors than did nonusers, although users and nonusers did not differ on positive work behaviors. We tested hierarchical regression models to determine whether substance use contributed unique variance to the prediction of job behaviors after we controlled for variance associated with personal and job background domains. Substance use added unique variance to the prediction of psychological and physical withdrawal behaviors but not to positive or antagonistic work behaviors.     

Overlapping and Distinct Cognitive Impairments in Attention-Deficit/Hyperactivity and Autism Spectrum Disorder without Intellectual Disability

Attention-deficit/hyperactivity disorder (ADHD) and autism spectrum disorder (ASD) are commonly comorbid, share genetic liability, and often exhibit overlapping cognitive impairments. Clarification of shared and distinct cognitive effects while considering comorbid symptoms across disorders has been lacking. In the current study, children ages 7–15 years assigned to three diagnostic groups:ADHD (n?=?509), ASD (n?=?97), and controls (n?=?301) completed measures spanning the cognitive domains of attention/arousal, working memory, set-shifting, inhibition, and response variability. Specific processes contributing to response variability were examined using a drift diffusion model, which separately quantified drift rate (i.e., efficiency of information processing), boundary separation (i.e., speed-accuracy trade-offs), and non-decision time. Children with ADHD and ASD were impaired on attention/arousal, processing speed, working memory, and response inhibition, but did not differ from controls on measures of delayed reward discounting, set-shifting, or interference control. Overall, impairments in the ASD group were not attributable to ADHD symptoms using either continuous symptom measures or latent categorical grouping approaches. Similarly, impairments in the ADHD group were not attributable to ASD symptoms. When specific RT parameters were considered, children with ADHD and ASD shared impairments in drift rate. However, children with ASD were uniquely characterized by a wider boundary separation. Findings suggest a combination of overlapping and unique patterns of cognitive impairment for children with ASD as compared to those with ADHD, particularly when the processes underlying reaction time measures are considered separately.     

Beyond targets: consequences of vicarious exposure to misogyny at work

The present study tested a model examining 2 indicators of a hostile interpersonal workplace climate for women-observed hostility (i.e., incivility and sexual harassment) toward women and perceived organizational unresponsiveness to sexual harassment--and how they relate to well-being and withdrawal for employees. Participants included 871 female and 831 male employees from a public university. According to structural equation analyses, observing hostility toward women and perceiving the organization as lax about harassment predict lower well-being, which translates into higher organizational withdrawal for both female and male employees. Results hold even after controlling for personal mistreatment, negative affectivity, and observed hostility toward men. These findings suggest that working in a misogynistic environment can have negative effects for all employees.