The anxiety thermometer: a validation study

The aim of our study was to provide validation and reproducible data for the anxiety thermometer. This thermometer is either a continuous or a 10-point Likert-type scale on which subjects are asked to rate their anxiety feelings at a particular moment. It is a quick way to measure state-anxiety. As a validation criterion the State-Trait Anxiety Inventory (STAI) A-State scale was used. To test the reproducibility of the thermometer, a test-retest correlation coefficient was calculated, with a retrospective second thermometer score. The ego-threatening situation used was a written examination. Two experiments were carried out during different examination conditions. The data consistently indicated that the validity and reproducibility of the anxiety thermometer is fair (correlation coefficients between .60 and .78) In the second study, the possible influence of two factors on the retrospective scores were additionally tested.     

Strengths use and deficit correction in organizations: development and validation of a questionnaire

Although the positive psychology tradition emphasizes the importance of a balanced approach regarding individual strengths and weaknesses, there is no valid instrument to measure these phenomena in organizations. The purpose of the present studies is to develop and validate an instrument that measures four dimensions, namely perceived organizational support (POS) for strengths use, POS for deficit correction, strengths use behaviour, and deficit correction behaviour. In study 1 and 2, the Strengths Use and Deficit COrrection (SUDCO) questionnaire was developed and tested for its factor structure, reliability, and convergent and criterion validity in two samples of South African employees (N = 338 and N = 361, respectively). In study 3, the convergent and criterion validity of the SUDCO were examined in a sample of Dutch engineers (N = 133). Results indicated that the intended dimensions of strengths use and deficit correction can be measured reliably with 24 items and showed convergent validity. Moreover, POS for strengths use and strengths use behaviour correlated positively with self- and manager-ratings of job performance, supporting the criterion validity of these scales. As expected, POS for deficit correction and deficit correction behaviour were unrelated to the performance ratings.     

The image of Muhammad in The Message,the first and only feature film about the Prophet of Islam

In 1976 The Message, the first feature film about Muhammad, had its premiere. It was a very special film because as a result of the restrictions imposed by some prominent Muslim legal scholars, the Prophet was not depicted, nor his wives nor his cousin ^cAlī. After an analytical impression of the contents of the film, the article discusses the relationship between the image of Muhammad in The Message and the pictures of the Prophet delineated by Muslim tradition and modern biographies of him. It then considers some new declarations made by Muslim religious authorities in 2002 and 2004 about films dealing with the life of the Prophet. Finally attention is given to the consequences of the rules announced by Muslim religious scholars concerning the image of the Prophet and to the acceptance of such an image by non-Muslims.     

Flow at Work: Evidence for an Upward Spiral of Personal and Organizational Resources*

The present 2-wave study among 258 secondary school teachers investigates the relationship between personal and organizational resources on the one hand, and work-related flow on the other hand. On the basis of Hobfoll’s (1988) conservation of resources theory, Bandura’ social cognitive theory (1997; 2001), and Fredrickson’s (1998) “broaden-and-build” theory of positive emotions, we formulated two hypotheses: (1) personal resources (i.e., self-efficacy beliefs) and organizational resources (including social support climate and clear goals) facilitate work-related flow (work absorption, work enjoyment, and intrinsic work motivation); and (2) work-related flow has a positive influence on personal and organizational resources. The results of a series of structural equation modeling analyses offer clear support for both hypotheses. The theoretical and practical implications of these findings are discussed. *This research was supported by a grant from the Bancaixa Foundation (#11232.01/1) and the Spanish Ministry of Science & Technology (CICYT #SEC2000-1031).     

Proclus on the order of philosophy of nature

In this paper I show that Proclus is an adherent of the Classical Model of Science as set out elsewhere in this issue (de Jong and Betti 2008), and that he adjusts certain conditions of the Model to his Neoplatonic epistemology and metaphysics. In order to show this, I develop a case study concerning philosophy of nature, which, despite its unstable subject matter, Proclus considers to be a science. To give this science a firm foundation Proclus distills from Plato’s Timaeus the basic concepts Being and Becoming and a number of basic propositions, among others the quasi-definitions of the basic concepts. He subsequently explains the use of these quasi-definitions, that are actually epistemic guides, in such a way that he obtains a connection between a rational and an empirical approach to the natural world. A crucial task in establishing the connection is performed by the faculty of doxa and by geometrical conversion. The result is that Proclus secures a universal, necessary and known foundation for all of philosophy of nature.     

Role resources and work–family enrichment: The role of work engagement

This article proposes a theoretical model of work-family enrichment and tests the mediating role of work engagement. The inclusion of work engagement extends prior research on work-family interface, and allows for examination of the effects of role resources (job resources, family support) on work-family enrichment. A two-wave survey was conducted among a matched sample of 786 employees in China. The model was tested with structural equation modeling techniques. The results showed that work engagement was the most proximal predictor of work-family enrichment. Work engagement fully mediated the relationship between family-friendly organizational policies and work-family enrichment, and also between job autonomy and family-work enrichment. Further, work engagement partially mediated the relationships between two job resources (supervisor support, job autonomy) and work-family enrichment, and also between family support and family-work enrichment. No difference was found in gender and marital status in the proposed model. Implications for future research and practices are discussed.     

A Longitudinal Test of the Job Demands‐Resources Model among Australian University Academics

A longitudinal test of the Job Demands‐Resources (JD‐R) model of work stress and engagement ( Bakker & Demerouti, 2007 ; Demerouti et al., 2001 ) was conducted in a sample of Australian university academics (N= 296). The aim was to extend the JD‐R model by (1) determining how well job demands (work pressure, academic workload) and job resources (procedural fairness, job autonomy) would predict psychological strain and organisational commitment over a three‐year period, and (2) incorporating longitudinal tests of reversed causation. The results of SEM analyses showed that Time 1 resources directly predicted Time 2 strain and organisational commitment, but that Time 1 demands predicted Time 2 strain only indirectly via job resources. We did not find evidence for reversed causation. We discuss possible mediators of the relationships between working conditions and work stress outcomes, and the practical implications of the results.