Predicting Women's Intentions to Leave Abusive Relationships: An Application of the Theory of Planned Behavior1

A theoretically derived decision‐making model was applied to predict women's intentions to remain in or to terminate physically abusive relationships with male partners. Participants were 48 women residing in a shelter for battered women who responded to questionnaires assessing the components of the theory of planned behavior. Data provided support for the model. Specifically, women were found to have greater intentions to leave the relationships if they held positive attitudes toward leaving and believed they were in control of leaving the relationship. Normative beliefs were not predictive of intentions to leave. Empirically based suggestions for increasing the effectiveness of interventions are discussed.     

The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

First‐time mothers in home visitation services utilizing child development specialists

Professionals in the field of child development were employed to provide home visitation services to 156 mothers and infants prenatally through the infants' first birthdays. Compared to a control group of mothers (n = 107), the intervention mothers utilized more community resources, had safer homes, had more appropriate developmental expectations, had better understanding of noncorporal punishment, and had behaviors that were more accepting and respectful to their infants. The home visitors were well educated, with experience in home visitation, and supervised. Program implementation procedures were documented and supervised. Program fidelity and the efficacy of using child development specialists as home visitors are discussed in regards to the positive findings. ©2004 Michigan Association for Infant Mental Health.     

State migrant-exporting schemes and their implications for the rise of Illicit migration: A comparison of Spain and the philippines

The purpose of this article is to explore the connection between state-sponsored exporting of labour and the rise in human smuggling and trafficking. The cases of Spain and the Phillippines are analysed. We delineate how and why each state engaged in labour export and what the corresponding ramifications have been. In the case of Spain, we examine the creation and operation of the Instituto Español de Emigración (Spanish Institute of Emigration) from 1956–1973. In the Philippine case we investigate the country’s “overseas employment program” instituted in 1974 under the Labour Code. This policy later evolved into the Philippine Overseas Employment Administration (POEA). In this study we use a historical comparative framework to demonstrate how state migrant exporting schemes can lead to the same outcome: illicit migration. Although we can make no definitive conclusions on the size and scope of state influence on illicit migration, we nonetheless find the conceptualization of states as possible agents for human smuggling or trafficking relevant in terms of theory generation and policy implications.     

Task-switching performance with 1:1 and 2:1 cue-task mappings: not so different after all

When task-switching studies use the task-cuing procedure with a 1:1 cue-task mapping, task switching and cue switching are confounded, which is problematic for interpreting switch costs. The use of a 2:1 cue-task mapping is a potential solution to this problem, but it is possible that introducing more cues may also introduce marked changes in task-switching performance. In 5 experiments involving 160 subjects, the authors compared performance with 1:1 and 2:1 mappings across several methodological changes. Differences in switch costs between mappings were small and, in most analyses, nonsignificant. In all experiments, both mappings yielded significant reductions in switch cost across cue-target interval, and there were significant cue-switching effects with the 2:1 mapping. A model of cue encoding fit the data from both mappings about equally well. Overall, task-switching performance was more similar than it was different between mappings, leading the authors to suggest that the use of a 2:1 mapping is a viable solution to the problem associated with a 1:1 mapping.     

Children's episodic and generic reports of alleged abuse

With the present data, we explored the relations between the language of interviewer questions, children's reports, and case and child characteristics in forensic interviews. Results clearly indicated that the type of questions posed by interviewers—either probing generic or episodic features of an event—was related to the specificity of information reported by children. Further, interviewers appeared to adjust their questioning strategies based on the frequency of the alleged abuse. Children alleging single instances of abuse were asked more episodic questions than those alleging multiple abuses. In contrast, children alleging multiple incidents of abuse were asked a greater proportion of generic questions. Given that investigators often seek forensically relevant episodic information, it is recommended that training for investigators focus on recognition of prompt selection tendencies and developing strategies for posing non‐suggestive, episodically focused questions. Copyright © 2010 John Wiley & Sons, Ltd.     

Performance Management at the Wheel: Driving Employee Engagement in Organizations

Based on a study conducted in a large corporation (XINC, a pseudonym) and other research, it appears that performance management can be used to increase levels of employee engagement. We begin this article with a discussion of employee engagement, define engaged employees as those who feel involved, committed, passionate, and empowered, and demonstrate those feelings in work behavior. We then discuss an expanded view of performance management, conceptualizing it as five major activities that serve to organize relevant behaviors shown to be either direct or indirect predictors of employee engagement in the study at XINC. These major activities include setting performance and development goals, providing ongoing feedback and recognition, managing employee development, conducting mid-year and year-end appraisals, and building a climate of trust and empowerment. In turn, we briefly discuss how each of these major activities contributes to employee engagement, suggest which activities benefit from further research, and recommend possible studies. Although there is evidence for performance management as a driver of employee engagement, we conclude there is a need for additional research that clarifies for managers which of these activities have the strongest impact on employee engagement.     

Psychosoziales Gesundheitsmanagement im Betrieb

After presenting basic prevention concepts, preventive and rehabilitative tasks and initiatives in work places will be presented. It is pointed out that especially the promotion of psychosocial resources both at individual and organizational levels is a central issue in prevention. As the next step the basic principles of health management are described and relevant psychosocial topics and procedures are outlined. The different elements of a systematic process of health management and the implementation and evaluation of procedures are shown. It is demonstrated that such developments can only have a chance in an enterprise if they have quality assurance and are supported by all important protagonists of the organization. This is especially true concerning the management, because without their acceptance of such measures it is not possible to implement them.     

Racial Identity and Gender as Moderators of the Relationship Between Body Image and Self-esteem for African Americans

This study explored whether multiple dimensions of racial identity and gender moderated the relationship between body dissatisfaction and self-esteem for African American men and women (N?=?425) using an intersectional approach. Centrality (strength of identification with racial group), private regard (positive feelings about racial group), public regard (positive feelings others have about racial group), and gender moderated the relationship between body dissatisfaction and self-esteem for a sample of men (n?=?109) and women (n?=?316) college students from three regions of the United States. Body dissatisfaction was related to lower self-esteem only for those African Americans for whom race was less central to their identities. High private regard and low body dissatisfaction were synergistically associated with higher self-esteem. Similarly, low public regard and high body dissatisfaction were synergistically related to lower self-esteem. There was a positive main effect for assimilation ideology (emphasis on similarities between African Americans and Western society) on self-esteem; however it was not a significant moderator. The relationship between body dissatisfaction and self-esteem was stronger for women than for men. This study extends our knowledge of the ways in which racial attitudes and gender shape how African Americans experience their bodies and are related to self-esteem.