The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

Commitment

SUMMARY

This article addresses the issue of commitment and its importance in developing and sustaining an enriching relationship. The author describes commitment, its dynamics, and its implications for treating couples in conflict. The author also describes the conditions in which the issue of commitment is addressed in therapy and treatment interventions that can be used to help couples resolve their differences.     

Participating From the Comfort of Your Living Room: Feasibility of a Group Videoconferencing Intervention to Reduce Distress in Parents of Children With a Serious Illness or Injury

ABSTRACT

This study explored the feasibility and potential effectiveness of a videoconferencing group intervention for parents of children with a life-threatening illness. Parent functioning was assessed at pre, post, and 6-month follow-up (N?=?13). Semistructured interviews explored parent experiences of the program and clinicians’ experiences were systematically recorded. Attendance was high (92%) and parents reported comfort with the online delivery. Quantitative data revealed significant reductions on three of the nine measures examined (parent guilt/worry; unresolved sorrow/anger; lack of psychological flexibility). Clinician data are described and highlights the skills and program modifications required to adapt to the videoconferencing modality. A randomized controlled trial is now underway.     

Comparing the role of psychological flexibility and traditional pain management coping strategies in chronic pain treatment outcomes

Psychologically-based interventions for chronic pain traditionally include a mix of methods, including physical conditioning, training in relaxation or attention control, strategies to decrease irrational or dysfunctional thinking patterns, and activity management training. Recent developments suggest additional methods to promote acceptance, mindfulness, values-based action, and cognitive defusion (a cognitive process entailing change in the influences exerted by thoughts without necessarily changing their form or frequency). Collectively, these processes entail what is referred to as psychological flexibility. This study examined how changes in traditionally conceived methods of coping compare to changes in psychological flexibility in relation to improvements in functioning over the course of an interdisciplinary treatment program. Participants were 114 chronic pain sufferers. Results indicated that changes in the traditionally conceived methods were essentially unrelated to treatment improvements, while changes in psychological flexibility were consistently and significantly related to these improvements. We suggest that psychological flexibility appears highly relevant to the study of chronic pain and to future treatment developments. The utility of more traditionally conceived pain management strategies, on the other hand, may require a reappraisal.     

An investment model of sociosexuality,relationship satisfaction,and commitment: Evidence from dating,engaged, and newlywed couples

Using an investment model (Rusbult, 1980, 1983) of sociosexual attitudes (SOI-A), we examined SOI-A’s association with relationship outcomes using actor–partner interdependence models (APIMs) of over 400 dating, engaged, and newlywed couples. Men’s SOI-A negatively related to both men’s (actor effect) and women’s (partner effect) relationship satisfaction. This actor effect persisted after controlling for men’s and women’s relationship commitment, and was stronger (more negative) among dating couples (vs. engaged or newlywed couples) and couples with shorter relationship durations. Moderated-mediation APIMs suggested that (a) both actor-effect satisfaction–commitment associations were more positive in couples dating for 6 months and (b) men’s relationship satisfaction mediated the link between men’s SOI-A and men’s relationship commitment, but only in couples dating for 6 months.     

Inequity,burnout and psychological withdrawal among teachers: a dynamic exchange model

This study examined the relations among inequity, psychological wellbeing and organizational commitment among a longitudinal sample of 920 Dutch teachers. Equity theory provided hypotheses on the mutual effects of inequity experienced in interpersonal and organizational exchange relationships on the one hand, and strain and psychological withdrawal on the other. Further, we expected that distincing oneself from an inequitable exchange relationship would lead to a more equitable balance between investments in and benefits gained from the corresponding exchange relationships. Covariance structure modelling supported the distinction among three types of exchange relationships, as well as the distinction between different sets of outcome variables associated with these relationships. Inequity was related to the expected negative work outcomes within but not across time points. Withdrawal from an inequitable relationship seemed to increase, rather than to decrease the inequity of particular exchange relationships.     

The Differential Effects of Negative Affectivity on Measures of Well-being versus Job Satisfaction and Organizational Commitment

This paper reports an empirical study of the self-reported psychological strain, ill-health, job satisfaction and organizational commitment of 2450 public sector employees located in Western Australia. The framework used to predict these variables is a demands, supports-constraints framework. The key theoretical issue explored is the differential roles of negative affectivity in predicting the outcomes from this framework. Four different pathways are explored which are taken from Moyle ( Journal of Organizational Behaviour , 16 (1995), 647-668). Multiple regression methods are used to control for negative affectivity and other effects such as curvilinear relationships. The results show that negative affectivity has a variety of effects on both health and job attitude variables but the effects are much larger for the health variables. The conclusion recommends that, in studies that rely on all self-report data, the various possible effects of personality variables such as negative affectivity should be explored in preference to ignoring them.     

Distinctiveness as a marker of identity formation

Individual distinctiveness is theorized to characterize an adaptive identity, but its importance remained underexplored. In two studies, we investigated the nomological networks of two common conceptualizations of distinctiveness: general and comparative distinctiveness. We compared these to the network of identity formation’s best-validated marker: commitment. Findings from two samples of young adults living in the Netherlands (n = 320) and in the US (n = 246) both revealed that general distinctiveness marked adaptive identity formation and greater psychosocial well-being. Moreover, general distinctiveness had unique predictive value over commitment strength. Comparative distinctiveness from important others uniquely indicated lowered social well-being. Our findings illustrate that careful attention should be paid to the conceptualization of distinctiveness, because distinctiveness is an important but complex concept.     

L’effet d’une procédure engageante par étapes sur la sensibilisation des salariés au projet d’amélioration continue

The purpose of this research was to study the impact of committing procedures aiming at encouraging the involvement in an organisational continuous improvement project. With a research with two steps, some experimental groups of employees were integrated in a committing system. The number of committing procedures used was different between the groups. Attitudinal and behavioural measures showing the commitment in the project were used as dependent variables. The findings show that the involvement of employees in the project is influenced by the level of commitment used. It was noted that the level of commitment impacts the behaviours but no effect on attitudes was noticed. What is at stake in the applications of this psychosocial theory in organisational projects is questioned.     

Job demands and job resources as predictors of absence duration and frequency

This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization. Consistent with hypotheses derived from the JD-R model and the absenteeism literature, results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration, whereas job resources are unique predictors of organizational commitment, and indirectly of absence spells. These findings have implications for individual and organizational interventions aimed at reducing absenteeism.