Biological correlates of social support and pressure at work in managers

The aim was to explore the patterns of correlations between psychosocial stress indices and neuroendocrinological factors in managers. Fifty-eight male managers in three Swedish companies constituted the sample. They answered two questionnaires with 17 selected stress indices and also an organizational test. The indices have been analyzed by means of computations of age adjusted partial correlations with nine different variables analyzed in fasting blood samples. The serum concentrations of lipids were the variables most strongly correlated with psychosocial factors. Neither smoking nor physical activity changed the correlations significantly. Good social support at work and in private life was consistently associated with low adverse serum lipids and corresponding lipoproteins. On the other hand, some indices of social support were associated with indices of high arousal levels. This may indicate a possible psychophysiological “load effect” of some aspects of social support in managers. The analyses of corporate culture measured as “Rules of the Game” indicated that “bureaucracy” was significantly associated with high LDL-cholesterol and low HDL-cholesterol. Managers have special conditions and therefore the patterns of associations between psychosocial conditions and coping strategies on one hand and endocrine-biochemical state on the other hand may be different, from those of other groups. To what extent such differences are due to individual characteristics or environmental factors needs to be further investigated. According to the results, however, good social support is in general health promoting also to managers, at least with regard to serum lipids. Bureaucracy, on the other hand, seems to be dangerous to the health of managers.     

Biological Correlates of Social Support and Pressure at Work in Managers

The aim was to explore the patterns of correlations between psychosocial stress indices and neuroendocrinological factors in managers. Fifty-eight male managers in three Swedish companies constituted the sample. They answered two questionnaires with 17 selected stress indices and also an organizational test. The indices have been analyzed by means of computations of age adjusted partial correlations with nine different variables analyzed in fasting blood samples. The serum concentrations of lipids were the variables most strongly correlated with psychosocial factors. Neither smoking nor physical activity changed the correlations significantly. Good social support at work and in private life was consistently associated with low adverse serum lipids and corresponding lipoproteins. On the other hand, some indices of social support were associated with indices of high arousal levels. This may indicate a possible psychophysiological "load effect" of some aspects of social support in managers. The analyses of corporate culture measured as "Rules of the Game" indicated that "bureaucracy" was significantly associated with high LDL-cholesterol and low HDL-cholesterol. Managers have special conditions and therefore the patterns of associations between psychosocial conditions and coping strategies on one hand and endocrine-biochemical state on the other hand may be different from those of other groups. To what extent such differences are due to individual characteristics or environmental factors needs to be further investigated. According to the results, however, good social support is in general health promoting also to managers, at least with regard to serum lipids. Bureaucracy, on the other hand, seems to be dangerous to the health of managers.     

ASSESSING COMPANY EMPLOYMENT IMAGE: AN EXAMPLE IN THE FAST FOOD INDUSTRY

Historically, there has been little guidance from the recruitment literature on how organizations can assess the image that potential applicants hold of their company as a place to work. We demonstrate the application of a technique for identifying employment image dimensions that are most critical in distinguishing among companies in the same industry, and show how this information can be used to assess companies relative to their competitors on these dimensions. We used a forced-choice inductive methodology to identify relevant dimensions of company employment image in the fast food industry, and randomly assigned high school students ( n = 336) and retirees ( n = 102) to describe 1 of 8 well-known fast food companies on the dimensions. In addition, respondents indicated their general image of the targeted company as a place to work. We were able to identify dimensions that both discriminated between companies and predicted general image, and graphically benchmarked one company against other companies on image dimensions.     

Policies and practices of transport companies that promote or hinder the management of driver fatigue

This report describes long-distance transport companies' managerial practices and how these might contribute to on-road driver fatigue. Some companies engaged in practices that were inconsistent with the management of fatigue. Very few had formulated fatigue management policies, but many reported having policies that could aid in managing driver fatigue. However, the potential benefit of such policies was often compromised by their operational practices. This included setting limits on driving time, but failing to communicate them to drivers or take action when drivers exceeded them. Companies were prepared to hire drivers with little industry experience, but did not provide them with education about fatigue. Companies monitored driver fitness for duty and fatigue, but used methods that relied on others' observations or investigations after a problem had arisen. There was also acknowledgement that punitive action could be taken against drivers who were unfit for duty, or unable to meet the companies' delivery deadlines. Almost all companies had drug and alcohol policies and believed their drivers did not use drugs, though they believed drug use was common in other companies.     

互动公平开启女性管理者责任心之门：“双承诺”视角

采用问卷调查法,以国内十二家企业520名在职女性管理者为研究对象,运用层级回归分析方法,探讨了互动公平对管理者责任心的影响及其内在作用机制。结果表明：互动公平通过组织支持感的完全中介效应影响管理者责任心;职业承诺和组织承诺在互动公平与管理者责任心的关系中,分别起到了调节作用;当两者进入同一个调节模型时,组织承诺的调节作用掩盖了职业承诺的作用。文章最后讨论了本研究的理论价值和实践启示。     

Two strategies for responding to stressors: Managing conflict and clarifying work expectations

The ability to take personal control of stressors may help reduce the effects of stress. The purpose of this study is to investigate whether the use of two stress management strategies, conflict management and clarification of work expectations, can predict reductions in stressors—role conflict, role ambiguity, quantitative work overload, and time pressure—as well as overall stress reactions. The four stressors were selected because of their relevancy to middle managers whose companies had downsized. One hundred and twenty middle managers from midwestern companies participated in the study. Results indicate that the two stress management strategies do significantly predict lower scores on both the specific stressors tested and on levels of overall stress reactions.     

THE BELIEF STRUCTURE OF MANAGERS RELATIVE TO WORK CONCEPTS MEASURED BY A FACTOR ANALYTIC MODEL1

Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision-making. The latter is rejected very strongly by all the managers surveyed.     

Diaphragmatic breathing as treatment for escape‐maintained aggression

Coping skills, such as diaphragmatic breathing, are commonly recommended to help individuals work through challenging situations. We evaluated diaphragmatic breathing as treatment for aggression of three individuals diagnosed with autism spectrum disorder or Angelman syndrome. Functional analysis results demonstrated that each participant engaged in aggression maintained by social‐negative reinforcement. Diaphragmatic breathing treatment without extinction was conducted in a work context and involved prompting diaphragmatic breathing contingent on precursors to aggression; treatment was effective in reducing the rate of aggression for one of three participants. For the two other participants, other reinforcement‐based interventions (differential reinforcement of other behavior or functional communication training with extinction) were necessary to decrease aggression.     

Interpersonal aggression as a function of subject's sex, subject's sex role identification, opponent's sex, and degree of provocation.

Ninety-five undergraduates served as subjects in an experiment where they could administer electric shock to an opponent and receive the same from an opponent. The independent variables were subject's sex, subject's sex role identification (as measured by the Bem Sex Role Inventory), opponent's sex, as well as degree of provocation from the opponent. Aggression was defined as level of shock chosen by the subject for the opponent. The results indicated that masculine subjects facing a male opponent were more aggressive than individuals of other sex role identifications whether or not they were provoked. It was also found that masculine males were more aggressive than other males or anyof the females. Furthermore, opponent's sex influenced the males' aggressiveness but had no effect on the degree of aggression in females. Finally, aggression increased in all subjects following increases in provocation. The results are discussed in terms of their implications for pyschological androgyny.     

Children's responses to overt and relational aggression

Investigated children's responses for coping with overt and relational aggression. Children in Grades 3 through 6 (N = 491) in a rural Midwestern public school district completed a survey designed to assess how students cope when they are the targets of peer aggression. Children endorsed greater use of internalizing and distancing strategies for coping with relational aggression and greater use of externalizing strategies for coping with overt aggression. In addition, older children reported greater use of externalizing and less use of internalizing and distancing strategies than younger children. Significant differences were also found between boys and girls. Regardless of type of aggression, girls endorsed greater use of problem-solving and support strategies and less use of externalizing strategies than boys. Coping of high target children and of children who frequently received prosocial treatment from peers were also examined.     

Leadership Style and Sales Performance: A Test of the Situational Leadership® Model

This paper presents an empirical examination of the Situational Leadership® Model (SLM), which is used extensively in management training programs by major corporations and government agencies. Data from 675 salespersons and 41 branch managers in the insurance industry did not support the hypothesis that leadership styles prescribed by the SLM were associated with superior sales performance. The four styles described by the SLM were also tested, with an exploratory regression, in terms of their relative effects on sales performance. Agents working for managers who preferred the high-task, low-relationship style performed better than did agents working for managers who preferred other styles. Some implications for future research and practice are discussed.     

大学生依恋焦虑与抑郁的关系:恋爱中关系攻击和关系质量的序列中介作用

浪漫关系中的关系攻击指通过操纵或损害关系以达到伤害浪漫关系伴侣的行为。本文以628名处于恋爱关系中的大学生为被试,探讨了依恋焦虑与抑郁之间的关系,并考察了恋爱中的关系攻击和恋爱关系质量在其中的序列中介作用。结果表明:(1)大学生依恋焦虑对抑郁有显著的正向预测作用;(2)关系攻击和关系质量在大学生依恋焦虑与抑郁之间分别发挥着单独中介作用;(3)关系攻击和关系质量在大学生依恋焦虑与抑郁之间发挥着序列中介作用。研究结果验证了依恋焦虑个体在关系中的“自我实现预言”模型,同时能够为大学生心理健康教育提供实践指导。     

暴力电子游戏对攻击行为的影响及其争论

以Anderson为核心的研究者通过数十年研究发现, 暴力电子游戏是攻击行为产生的前因变量, 并且提出可以用一般攻击模型(General Aggression Model, GAM)来解释这一结论。然而, Ferguson等人的研究表明, 暴力电子游戏不是攻击行为产生的前因变量, 而是攻击行为产生的催化剂, 并提出催化剂模型(Catalyst Model, CM)来解释该结论。由于社会心理研究中, 实验研究难以严格控制, 导致研究结果大径相庭, 暴力电子游戏影响攻击行为的争论还在不断扩大。未来要加强对暴力电子游戏和攻击行为的测量, 同时还需整合一般攻击模型和催化剂模型指导实证研究, 最后从认知偏差以及社会认知神经科学视角寻求暴力电子游戏对攻击行为影响的新证据。     

Attitudes towards women managers: Development and validation of a new measure with Turkish samples

This study reports the development of a new instrument measuring attitudes towards women managers (ATWoM). To test its reliability and validity data were collected from 456 Turkish employees from 23 organizations. Reliability and validitiy of ATWoM's final version were also tested with a separate sample comprised 312 students enrolled in junior–senior undergraduate and MBA programmes. ATWoM's psychometric properties were superior to one of the most widely used instruments measuring the same construct, Women as Managers Scale (WAMS). ATWoM was negatively correlated with traditional attitudes towards gender roles and positively correlated with respondents' report of quality in their interaction with women managers and general preference to work with women managers.     

Worries in restaurant managers

This paper explores the concept of job specific worries (JS worries) in managers in the restaurant industry. The focus of interest in the present explorative study was the degree and content of restaurant managers' worries. Of a total of 58 eligible managers in a Norwegian (fast food) restaurant chain, 57 (representing an equal number of restaurants) were surveyed for JS worries and personal worries. These managers also judged aspects of their relation to the organization they work for, such as perceived organizational hierarchy, job commitment and perceived risk at work. The results indicate that the concept of JS worry is state dependent as opposed to personal worry, which may be regarded as a trait. In addition, the observed correlations indicate a connection between characteristics of perceived job environment and the respondents' degree of JS worry, whereas no such correlations were observed between trait worry and job environment.     

Marital disturbance and child problems: A cautionary note regarding hyperactive children

In previous work, investigators have found a relationship between marital discord and childhood conduct problems (aggression) in clinic samples. Given the wide variability of aggression found among hyperactive children,it would follow from previous work that child aggression may be associated with marital discord in a hyperactive population. This hypothesis was tested in a sample of 23 boys (ages 5 to 8) diagnosed as attention deficit with hyperactivity. Aggressive behaviors were tracked by the children's teachers for 12 school days. Parental and teacher ratings of conduct problems were also obtained. Additionally, the auditory version of the laboratory Continuous Performance Test was administered. Marital adjustment, overt hostility, and conflict tactics, as reported by the mothers, were not significantly correlated with any of the measures of aggression or conduct problems. In other words, marital discord in families with a hyperactive boy did not explain differential rates of aggressive behavior despite definite variability in both the marital and child behavioral measures. Marital discord was marginally related to severity of attentional deficit on the Continuous Performance Test. The results underscore the need for caution in attempting to extend findings from a general population (i.e., undifferentiated clinicreferred children) to a specific diagnostic subgroup (i.e., attention-deficit hyperactive children).     

Predictors of Employability of Engineering Graduates in Campus Recruitment Drives of Indian Software Services Companies

The purpose of this paper is to identify predictors of employability of undergraduate engineering students in campus recruitment drives of Indian software services companies. Data with respect to the academic background of 559 engineering graduates from a reputed engineering college in South India along with their performance in various non‐technical training were analyzed vis‐à‐vis their performance in the campus recruitment drives of major Information Technology companies in India. Correlation and multiple regressions were performed to test hypotheses. It was observed in this study that knowledge of engineering (GPA) and proficiency in English language are important predictors of continuous employability 1 of engineering graduates in campus interviews of software services companies. It was also found that unlike in other core engineering sectors, female students are better performers than their male counterparts in campus recruitments in software services industry. Outcome of this study would be of greater relevance to college management, Training & Development professionals, recruiters as well as the student fraternity in developing those skills that are required to enhance employability of fresh graduates in software services industry.     

Who’s more angry? Comparing driver anger and aggression within work and personal driving contexts

Anger and driver aggression increase crash risk. However, how these manifest according to the purpose of the journey (work vs personal) and the unique relationships between sources of anger and aggressive expressions of that anger is under-researched. The current study examined the relationships between different types of anger and aggression, recent crashes and infringements between drivers who drive mainly for work with those who drive mainly for personal reasons.Participants (N = 630) completed an online questionnaire reporting their driving anger tendencies across situations of travel delays, danger and hostility from others, frequency of aggressive driving (using the vehicle, verbal or physical) and crash and infringements in the previous year. Drivers were classified as work or personal drivers based on the percentage of the time they drove for each reason. Relationships between anger sources and aggression types were examined using Structural Equation Modelling, comparing models between the two groups. The relationships between aggression and safety outcomes were explored using Mann-Whitney U tests.The relationships between anger and aggression were similar across work and personal drivers. However, some group differences in the situations that contributed to anger and aggression were identified. Aggression was more frequent for drivers who drove mainly for work and had received a traffic violation, compared to those who had not received a traffic violation.These findings can inform the development of targeted interventions to manage the triggers of anger and aggression. Interventions are likely to impact work and personal drivers; thus, could target employers and road transport authorities.     

Surfacing embedded assumptions: Using repertory grid methodology to facilitate organizational change

This article outlines a 3-year research project that examines the role of performance evaluation and control systems in bringing about change in manufacturing organizations. A key aim of the project was to develop tools and techniques that managers can use to enable them to understand and enact change. As part of an indepth case study methodology, repertory grid interviews were used with both managers and operatives in three companies as a means of identifying commonly held assumptions about a range of work behaviours. The article discusses the use of the grid as a developmental, rather than exploratory technique, thereby focusing on its use as a process through which managers can assess their systems in use and highlight any necessary change issues. It is argued that repertory grid techniques have a useful part to play in diagnosing the key change issues that work and organizational psychologists face when planning organizational change and development interventions.