The effects of transformational leadership behaviours on follower outcomes: An identity-based analysis

The aim of this study was to explore two of the mechanisms by which transformational leaders have a positive influence on followers. It examined the mediating role of follower's leader and group identification on the associations among different transformational leader behaviours and follower job satisfaction and supervisor-rated job performance. One hundred and seventy-nine healthcare employees and 44 supervisors participated in the study. The results from multilevel structural equation modelling provided results that partially supported the predicted model. Identification with the leader significantly mediated the positive associations between supportive leadership, intellectual stimulation, personal recognition, in the prediction of job satisfaction and job performance. Leader identification also mediated the relationship between supportive leadership, intellectual stimulation, personal recognition, and group identification. However, group identification did not mediate the associations between vision leadership and inspirational communication, in the prediction of job satisfaction and job performance. The results highlight the role of individualized forms of leadership and leader identification in enhancing follower outcomes.     

A review of: “Quality of life and mental health services”

Joseph Oliver, Peter Huxley, Keith Bridges and Hadi Mohamad (1996) Quality of Life and Mental Health Services, London: Routledge, $16.99 (pb)     

Modifying driver behaviour with passenger feedback

A feedback programme was employed to help drivers improve their safety behaviour based on the idea that particular types of driver error result from contingency traps as defined by Fuller [Journal of Applied Behaviour Analysis, 24 (1991) 73]. Two drivers and their single respective passengers participated. For each driver, repeated in-car observations were made of four unsafe driving behaviours. Two of these were sequentially targeted in the behavioural intervention that involved the passengers providing informational feedback to their driver. Both drivers showed a marked improvement across the targeted behaviours. The study demonstrated the applicability of behaviour analysis to the traffic domain and the efficacy of individual feedback as a behavioural tool for positive behaviour modification.     

Three Dual Ontologies

In this paper we give an example of intertranslatability between an ontology of individuals (nominalism), an ontology of properties (realism), and an ontology of facts (factualism). We demonstrate that these three ontologies are dual to each other, meaning that each ontology can be translated into, and recaptured from, each of the others. The aim of the enterprise is to raise the possibility that, at least in some settings, there may be no need for considerations of ontological primacy. Whether the world is made up of things, or properties, or facts, may be no more than a matter of how we look at it.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

A job-seeking self-efficacy scale for people with physical disabilities: preliminary development and psychometric testing

People with disabilities are at an increased risk of unemployment. The role of interventions aiming to enhance the employment prospects of people with disabilities is receiving increased attention. However, evaluation is hampered by the paucity of measures specific to the needs of the target population. The purpose of the present study was to develop and conduct preliminary testing of the psychometric properties of a job-seeking self-efficacy (JSS) scale that reflected the experiences of people with physical disabilities. Job-seeking self-efficacy was defined as perceived ability to perform the skills involved in seeking employment that are salient to people with disabilities. Scale development and testing involved four studies and resulted in the 12-item JSS scale and six-item managing disability at interview (MDI) component, both of which were unidimensional and had high internal consistency. In addition, there was evidence of construct and concurrent validity. Greater jobseeking self-efficacy and perceived ability to manage disability at interview were associated with more positive psychological well-being. Only the MDI component was associated with physical functioning: lower perceived ability to manage disability at interview was associated with greater impairment of physical functioning. The pattern of associations supported the rationale for a separate component reflecting the need to resolve practical issues linked to access and availability of facilities before participation in the interview procedure per se .     

历史能是真实的吗？叙述主义、实证主义与“隐喻的转向”

20世纪历史哲学在上半叶由黑格尔式的思辨历史哲学转向历史认识论研究。之后 ,自 1 970年开始 ,它又经历了语言学转折。后者的表现便是叙述主义历史哲学的兴起。它注重分析历史文本的语言风格这类形式要素中表现的本质内涵 ,也在认识论的层面彻底消解了传统实在论意义上的历史客观性。人们对历史叙述过程诸要素有了越来越多的了解之后 ,对某一历史主题确立的目的和效果也就有了更有效的解析方法 ,进而为当代历史哲学重新深入历史本体 ,探讨宏大历史叙事与叙述权力创造了条件。当代历史哲学正以 2 0世纪历史认识论的成就为依据 ,在推进历史 /史学观念分析之时 ,也表现出一种重新步入思辨历史哲学领地的倾向。此时 ,具有前瞻性的世界史家也像当代历史哲学家那样 ,注意到了世界历史观念的现实意义。本栏选取的 4篇文章 (另外两篇将以后刊出 )便分别涉及到构成上述倾向的某些特定层面。     

Symptoms of depression,relational quality,and loneliness in dating relationships

This study tested the hypothesis that symptoms of depression are negatively related to relational quality, which in turn is negatively related to feelings of loneliness among members of dating couples. Potential sex differences in the magnitude of association between depressive symptoms and relational quality, and potential emotional contagion of depressive symptoms within dyads, were also explored. One hundred and one dating couples completed the Oral History Interview along with other measures of relational quality, depressive symptoms, and loneliness. Results for both males and females indicated that depressive symptoms were negatively associated with relational quality and that relational quality was negatively associated with loneliness. The association between symptoms of depression and poor relational quality was similar for females and males. There was no evidence suggestive of emotional contagion in these dating couples. Implications of these findings and their potential limitations are discussed.