Measurement of the relative strain ratios normal to the crystal planes in Cu thin films using grazing incidence X-ray diffraction

The relative strain normal to the crystal planes in Cu thin films has been experimentally measured using grazing incidence X-ray diffraction. This was performed by measuring the ratio of the strain exerted in the same specific (hkl) crystal plane parallel and perpendicular to the film surface. The strain ratios of the (1?1?1), (2?0?0), (2?2?0) and (3?0?0) planes were found to be –0.804, –1.324, –1.003, and –1.369, respectively. These values are within experimental error of those calculated theoretically under the assumptions of plane stress conditions.     

On-call work and physicians’ turnover intention: the moderating effect of job strain

Physician shortage and turnover are major problems worldwide. On-call duties may be among the risk factors of high turnover rates among physicians. We investigated whether having on-call duties is associated with physicians’ turnover intention and whether job strain variables moderate this association. The present study was a cross-sectional questionnaire study among 3324 (61.6% women) Finnish physicians. The analyses were conducted using analyses of covariance adjusted for age, gender, response format, specialization status and employment sector. The results showed that job strain moderated the association between being on-call and turnover intention. The highest levels of turnover intention were among those who had on-call duties and high level of job strain characterized by high demands and low control opportunities. The lowest levels of turnover intention were among those who were not on-call and who had low strain involving low demands and high control. Also, job demands moderated the association between being on-call and turnover intention; turnover intention levels were higher among those with on-call duties and high demands than those being on-call and low demands. To conclude, working on-call was related to physicians’ turnover intention particularly in those with high job strain. Health care organizations should focus more attention on working arrangements and scheduling of on-call work, provide a suitable working pace and implement means to increase physicians’ participation and control over their job.     

Relational Spending in Funerals: Caring for Others Loved and Lost

Funeral rituals perform important social functions for families and communities, but little is known about the motives of people planning funerals. Using mixed methods, we examine funeral planning as end-of-life relational spending. We identify how relational motives drive and manifest in funeral planning, even when the primary recipient of goods and services is dead. Qualitative interviews with consumers who had planned pre-COVID funerals (N = 15) reveal a caring orientation drives funeral decision-making for loved ones and for self-planned funerals. Caring practices manifest in three forms: (a) balancing preferences between the planner, deceased, and surviving family; (b) making personal sacrifices; and (c) spending amount (Study 1). Archival funeral contract data (N = 385) reveal supporting quantitative evidence of caring-driven funeral spending. Planners spend more on funerals for others and underspend on their own funerals (Study 2). Preregistered experiments (N = 1,906) addressing selection bias replicate these results and find generalization across different funding sources (planner-funded, other-funded, and insurance; Studies 3A–3C). The findings elucidate a ubiquitous, emotional, and financially consequential decision process at the end of life.     

农民工的工作退缩行为：基于多重嵌入和身份压力的视角

2.9亿农民工的工作退缩行为——为减少工作和组织角色而有意采取的行为(回避工作和降低努力、迟到缺勤、离职等)影响重大。为此, 本研究以资源保存理论作为“伞”理论, 整合了多重嵌入和身份压力的视角, 构建了一个全面预测农民工的工作退缩行为的模型。在该模型中, 提出了同时包含隐性和显性的工作退缩行为的测量指标体系; 构建了农民工在城市和家乡的多重嵌入对不同工作退缩行为的预测关系, 以及“农村人”和“城市人”的双重身份压力经由农民工在城市的多重嵌入对工作退缩行为的间接预测效应。本研究基于农民工样本的特异性, 构建了一个“背景化”的全面预测工作退缩行为的理论模型, 不仅弥补了微观层面农民工研究的理论空白, 也丰富了身份、多重嵌入和工作退缩行为领域的理论和文献。     

Parental employment status and adolescents’ health: The role of financial situation,parent-adolescent relationship and adolescents’ resilience

The paper deals with parental employment status and its relationship to adolescents’ self-reported health. It studies the role of the financial situation, parent–adolescent relationship and adolescent resilience in the relationship between parental employment status and adolescents’ self-rated health, vitality and mental health. Multiple regression analyses were used to analyse questionnaire data obtained from 2799 adolescents (mean age 14.3) in 2006. The results show a negative association of the father’s, but not mother’s unemployment or non-employment with adolescents’ health. Regression analyses showed that neither financial strain nor a poor parent–adolescent relationship or a low score in resilience accounted for the relationship between the father’s unemployment or non-employment and poorer adolescent health. Furthermore, resilience did not work as a buffer against the negative impact of fathers’ unemployment on adolescents’ health.     

New experimental test of strain-gradient plasticity theory: metal foil sandwich structures in flexure

Experimental tests of strain-gradient plasticity theory rely on studies of the size effect (smaller is stronger) in micromechanical testing. The plastic strain gradient is varied by varying the size of the specimen. This confounds the direct effects of the size and the effects of the strain gradient. We propose experiments on foil sandwich structures in which these parameters are separated. Preliminary results suggest that it is the foil thickness that determines the strength, not the strain gradient.     

Illegitimate tasks as assessed by incumbents and supervisors: converging only modestly but predicting strain as assessed by incumbents,supervisors, and partners

ABSTRACT

Illegitimate tasks are tasks that violate norms about what an employee can reasonably be expected to do. Representing a relatively recent stressor concept, illegitimate tasks have been linked to strain, but so far have been assessed only by self-report. The current multisource study investigates to what extent supervisors’ assessments of illegitimate tasks converge with incumbents’ self-reports of illegitimate tasks and predict three kinds of strain, namely psychological strain (incumbent report of exhaustion), behavioural strain (supervisors report of incivility), and family strain (partner report of work-family conflict). Low convergence between assessments was expected due to idiosyncratic appraisals but also to differing perspectives of supervisors and incumbents due to their roles, as described by the newly developed roles-as-perspectives theory proposed in this paper. Data from 166 triads were analysed by structural equation modelling and Relative Weight Analysis. Results showed that convergence between incumbent and supervisor reports of illegitimate tasks was rather low; it was higher when the supervisor had a limited span of control. Illegitimate tasks were associated with all three types of strain for both self- and supervisor reports of illegitimate tasks, indicating that the detrimental effects of illegitimate tasks cannot be explained by common method biases alone and that incumbents and supervisors have overlapping but not identical concepts of illegitimate tasks.     

Redesigning work through idiosyncratic deals

This study links idiosyncratic deals (i-deals) to job design theory. It investigates the impact of individually negotiated job changes on performance, self-efficacy, and psychological strain through their intervening effects on work design. Based on a sample of 187 health care professionals employed by a hospital in Germany, three types of work design-related i-deals were investigated: (1) task, (2) career, and (3) flexibility i-deals. Consistent with hypotheses, the three types of i-deal had differential effects on work characteristics, and each in turn related to different outcomes. Specifically, job autonomy mediated the task i-deals—job performance relationship; skill acquisition mediated the career i-deals—occupational self-efficacy relationship; and reduced work overload mediated the flexibility i-deals—emotional and affective irritation relationships. Leader–Member Exchange was confirmed as an antecedent of all three types of i-deals. Task, career, and flexibility i-deals are discussed as ways to make work more intrinsically motivating, ensure one’s professional advancement, and balance workplace stressors.