Understanding physical activity in individuals with prediabetes: an application of social cognitive theory

Despite well-documented evidence implicating physical activity (PA) in the prevention of type 2 diabetes, the overwhelming majority of individuals with prediabetes are not physically active enough. The purpose of this study was to investigate the applicability of the social cognitive theory (SCT) in understanding PA behaviour in individuals with prediabetes. Individuals with prediabetes (N = 232) completed a mailed questionnaire assessing demographics, self-reported PA (MET.min/wk) and SCT constructs for PA MET.min/wk. For PA MET.min/wk, scheduling and task efficacy both had significant effects on PA (β = .30 and .22, respectively). Goal formation also had a direct effect on PA for scheduling, coping and task efficacy (β = .20, .34 and .30, respectively). Task, coping and scheduling efficacy explained a significant portion of the variance in PA behaviour. Overall, SCT appears to have merit as a model for understanding PA in individuals with prediabetes. Further evaluative inquiry is needed to establish support for the use of the SCT as a framework for developing, implementing and evaluating PA behaviour change interventions in this population.     

Job Satisfaction of Child Welfare Workers in an Urban Setting: Status and Predictors

Large urban areas present many challenges to those children and adults who reside in those settings. The social service workers in urban areas have clients with complex, multiple needs. Reliable and consistent workers are essential to successfully working with these families. In the current study, the job satisfaction of 29 social service workers in an urban child welfare agency was assessed using the Job Satisfaction Scale (JSS). The JSS measures satisfaction in 7 areas of one's job (i.e., work, supervision, coworkers, pay and promotion, work environment, training, and position). Data indicated that the staff were relatively satisfied, that satisfaction did not vary by staff position (family worker vs. social worker/supervisor), and that neither demographic factors nor prior experiences were predictors of job satisfaction. Implications for agency management and the provision of social services to urban families are discussed.     

Examining the Factor Structure of the Revised Sense of Purpose Scale (SOPS-2) with Adults

Based on the multidimensional conceptualization of purpose, the sense of purpose scale is designed to measure three distinct constructs: awareness of purpose, altruistic purpose, and awakening to purpose. Building on previous work, the present study examined the factor structure, reliability, and validity of the revised sense of purpose scale (SOPS-2) and examined its associations with wellbeing among adults in three independent studies (N = 1209). Confirmatory factor analysis was used to examine the factor structure and tests of measurement invariance were conducted across occupation (adult students and university employees) and gender (males and females). Positive correlations between sense of purpose and a number of constructs of socio-emotional wellbeing were found: positivity, humility, self-esteem, and moral identity (Study 2) and pride, compassion self-esteem, and life regret (Study 3). Taken together, findings suggest that the SOPS-2 can be used as a measure of sense of purpose in life in adults.

     

Two short-term,cognitive interventions for the reduction of test anxiety

Abstract

Relative efficacy of Attentional Skills Training and Systematic Rational Restructuring as short-term (50 minutes each), cognitive interventions was determined on a sample of ninth-grade girls from India. Only Attentional Skills Training and not Systematic Rational Restructuring has been found to be effective for high test-anxious girls (regardless of intelligence), not only in the reduction of state test anxiety and its worry state component, but also in the reduction of anxiety interference and in the improvement of the estimated percent time spent on task. However, neither of the interventions improved the performance on the two difficult experimental tasks when compared to controls.     

Family business: A fertile ground for research on time,teams and positive organizational study

Further reflecting on the study of organizational behaviour (OB) in family business (FB), this rejoinder piece discusses and integrates the points raised in the three thoughtful commentaries and our original article. We start by highlighting the general agreement between us and the commentators on three points: (1) that family firms are theoretically distinct from non-family firms due to significant involvement of kinship ties in the enterprise; (2) there is paucity of research at the interface of OB and FB and (3) there is an abundance of interesting research questions at this interface with the potential to benefit both domains of study. Next, we discuss and elaborate on the research possibilities on time, teams and positive organizational study, suggested by the commentators. An illustrative list of interesting research questions at the OB–FB interface that extend and enrich our agenda for future research is shared. We conclude that not only is FB a promising context for behavioural scholars to investigate, the timing is perfect for such investigations.     

Aristotle,Plato and Bhagvad Gita on the “Soul”

This paper broadly aims at examining the idea of the “soul” or “atma” in ancient Greece and in India during the Axial Age. Against the backdrop of this general understanding, an attempt is made at comprehending the idea of the soul in Plato’s Phaedo in the light, on the one hand of Aristotle’s De Anima and on the other of Bhagavad Gita (or Gita in short). It is opined that Socrates’s views, in Phaedo, are closer in spirit to the Hindu ideas of “atma” in the Upanishads and the Gita than to the Greek ideas of the “soul”. An attempt has been made to provide a background for this paradoxical event.

     

Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations

Based on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.     

Atomic diffusion by the dumb-bell mechanism in a concentrated random bcc alloy

Matter transport by <110> dumb-bell interstitials in the bcc random alloy is considered in an analytical treatment based on linear response theory. Four different jump mechanisms of the dumb-bell are dealt with. It was found that at a low level of approximation relations can be deduced which give two of the three phenomenological coefficients in terms of the third one. (These relations are analogous to exact ones deduced for vacancy diffusion in the random alloy by Moleko, L. K., and Allnatt, A. R., 1998, Phil. Mag. A, 58, 666). Monte Carlo simulation shows that the relations are quite accurate, suggesting that they may well be exact.     

Motivating and demotivating forces in teams: cross-level influences of empowering leadership and relationship conflict

Using cross-cultural laboratory and field studies with samples of leaders, employees, and students from the United States and the People's Republic of China, we examined how team-level stimuli, including empowering leadership and relationship conflict, combine to influence individual members' motivational states of psychological empowerment and affective commitment. As predicted, we found that these motivational states are individually and jointly influenced by teams' level of empowering leadership and relationship conflict and that these motivational states mediate the relationships between team stimuli and team members' innovative and teamwork behaviors and turnover intentions. In addition, results held despite controlling for team members' nationality and collectivism. We discuss contributions of our study to the team motivation, conflict, and stress literatures.