Psychometric Evaluation of the Spiritual Transcendence Scale in a Chinese Sample: Is There Factorial Invariance Across Gender,Occupation, and Religion?

This study investigated the reliability and validity of the widely used 23-item Spiritual Transcendence Scale and tested whether there was factorial invariance of the scale by demographic variables such as gender, occupation, and religion in a large Chinese sample (n = 1,894). Exploratory factor analysis with a random subsample supported the original 3-factor structure (prayer fulfillment, universality, and connectedness) in a revised 16-item scale. Confirmatory factor analysis suggested that a 15-item model provided a good fit to the data of the remaining subsample. The scale had alpha reliabilities ranging from .64 to .92 in the exploratory factor analysis and .60 to .92 in the confirmatory factor analysis. Subsequent factorial invariance tests indicated that the scale was invariant across gender and occupation but not religion. Evidence of construct validity was equivocal. Additional empirical studies should be conducted to evaluate the psychometric properties of the scale in other culturally and religiously diverse settings.     

The practice of humanitarian work psychology

Humanitarian work psychology (HWP) seeks to improve the welfare of workers who provide a broad range of support to survivors of calamities both natural and man-made. It is an emerging interdisciplinary field of practice spanning expertise from many psychological fields to promote decent work and safe work conditions for those at the forefront of acute disasters of any kind. Personnel functions and health and safety issues are critical to humanitarian service roles. Research is needed to best inform the practice of humanitarian work in a globalised world culture, including strategies to support the well-being of individuals that are involved in humanitarian work.     

Outcomes of Peak,Typical, and Variability in Performance of College Football Teams

Purpose

The purpose of this study was to investigate the typical, peak, and variability in performance of both the offensive and defensive units of college football teams over the course of a season in predicting three objective team-level outcomes (win percentage, fan home game attendance, and bowl game payout).

Design/Methodology/Approach

Data were obtained from an archival sports database for 193 Bowl Subdivision college football teams for three separate seasons.

Findings

When all three types of performance were considered simultaneously, only typical performance significantly predicted win percentage and bowl game payout outcomes, and it explained between 19 % (for bowl game payout) and 49 % (for record) of the variance. All interactions between typical performance and performance variability were non-significant.

Implications

These null results point to a boundary condition in the relationship between performance variability and outcomes: whether the outcome is subject to evaluator attributional processes (e.g., raises, performance evaluations) or is more objective in nature. Although null, the present results question a sometimes implicit assumption that performance inconsistency is detrimental to organizational functioning.

Originality/Value

This is one of the first studies to examine outcomes of peak performance, typical performance, and performance variability at the team level. Additionally, most studies examining the outcomes of such performance use subjective outcomes such as performance ratings, whereas this study provides one of the first examinations using objective outcomes such as bowl game payout.     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

A Prospective Study of Adolescent Suicidal Behavior Following Hospitalization

Identification of factors associated with adolescent suicidal behavior following psychiatric hospitalization would facilitate development of effective aftercare interventions. This prospective study identified specific predictors of suicidal behavior in 100 adolescents during a 6-month follow-up period. Standardized baseline assessments and structured follow-up telephone interviews were conducted with adolescents and their guardians. Eighteen percent of adolescents reported suicidal behavior during the follow-up period, primarily of low medical lethality and minimal or ambivalent suicidal intent. This behavior was associated with suicidal thoughts, family dysfunction, and dysthymia. It was not associated with initial posthospitalization treatment compliance. Implications of these findings are discussed.     

Vindictiveness and the search for glory in mary shelley'sFrankenstein

The American Journal of Psychoanalysis -