The Job Demands and Resources Decision Making (JD-R-DM) Model

This study explores the effects of nurses’ daily job characteristics (i.e., job demands and resources) and general work engagement on their daily decision making (i.e., analytical and intuitive) and consequently their daily performance (i.e., task and contextual). Participants completed a baseline questionnaire and a diary for five consecutive days. Results reveal a positive influence of the job demands “work pressure” and “predictability” on analytical decision making. In turn, analytical decision making promotes task performance. Work pressure also negatively influences intuitive decision making which, in turn, stimulates task and contextual performance. However, the job resource (i.e., autonomy) had a nonsignificant relationship with decision making. General work engagement had positive effects on analytical decision making and moderated the relationship between intuitive decision making and contextual performance. For those high on work engagement, the relation was stronger compared to their counterparts low on work engagement. Results corroborate that expanding and testing decision-making theories can increase understanding on how the work environment and engagement influence employee decision making and performance.     

The Job Insecurity Scale: A psychometric evaluation across five European countries

Multiple instruments have been developed and used to measure quantitative job insecurity (i.e., insecurity to lose the job as such), often without systematic evaluation of their psychometric characteristics across countries and language barriers. This may hamper consistent and reliable cross-study and cross-country comparisons. This study's aim was to introduce and validate the four-item Job Insecurity Scale (JIS) developed by De Witte across five European countries (i.e., Belgium, The Netherlands, Spain, Sweden, and the UK). Overall, the results demonstrated the construct validity (i.e., configural invariance and invariance of the measurement model parameters), the reliability (internal consistency of the items), and the criterion validity (with respect to affective organizational commitment, perceived general health, and self-reported performance) of the JIS. The different translations of the JIS can thus be considered as valid and reliable instruments to measure job insecurity and can be used to make meaningful comparisons across countries. Furthermore, the JIS translations may be utilized to assess how job insecurity is related to outcomes.     

La qualité de vie au travail dans les services de ressources humaines

This research looks at work well-being for human resources staffs, which are brought to manage relations between individuals and organization, between organization and society, between individuals and society. 263 human resources staffs performed a questionnaire estimating work facets such professionals satisfaction and commitment, work conditions and health. Results shown firstly a work quality of life for staffs, what does not prevent them from reporting hardness (temporal constraints, working overload), secondly the absence of systematic effects of status, age and gender on work attitudes and health. Results and futur works are discussed.     

People performance enablers in relation to employees’ psychological attachment to the organisation

This study investigated the relationship between a set of people performance enablers and psychological attachment behavioural states in a variety of South African work settings. The sample (N?=?582) comprised mostly males (69%) and black Africans from organisations in the manufacturing (17%), financial services (14%), information technology (16%) and the non-profit sectors (53%). Data on employees’ perceptions of performance enablers and their psychological attachment to the particular organisation were collected using the Psychological Work Immersion Scale (PWIS: Veldsman, 2013 Veldsman, D. (2013). Moving towards a strategic human capital return on investment model: An exploratory study of the Psychological Work Immersion Scale. Unpublished research report, Rocketfuel Consulting, Randburg, South Africa. [Google Scholar]). The data were analysed using confirmatory factor analysis to reveal the structure of the people enablers and psychological attachment variables in the South African work settings. Structural equation modelling was used to predict psychological attachment from the performance enabler indicators. The findings provided evidence that employees’ perceptions of performance enablers significantly explain their level of psychological attachment (commitment, motivation and work absorption). Manager credibility appears as a key performance enabler and commitment as a strong element of psychological attachment. The research contributes to the literature on individual and organisational performance by extending research on work psychology in the South African context.     

Psychological Strengths as Predictors of Postgraduate Students' Academic Achievement

This study sought to predict students' Grade Point Average (GPA) from their personal sense of coherence, locus of control, hope and research self-efficacy. Participants were 429 postgraduate students at a large South African university (males = 86, females = 311, age range = 20 to 53, mean age = 30, SD = 6.77). They completed measures of sense of coherence, locus of control, hope orientation and research self-efficacy. Data were analysed using logistic regression. Results revealed that only research self-efficacy significantly predicted academic achievement. Although of small practical significance, it seems that students' beliefs about their own potential and abilities regarding research could influence their success to some degree. It is recommended that research self-efficacy, together with other psychological strengths, be further investigated as a predictor of academic success.     

Evolution,the End of Human Uniqueness,and the Election of the Imago Dei

Abstract

In both popular opinion and the minds of many scientists and theologians, the idea of human uniqueness and human superiority has been linked to the Christian doctrine of the imago Dei. Pursuing what is called the comparative approach to theological anthropology many have asked, in what ways is human nature different from the nature of animals and, therefore, like the nature of God? This article questions any concept of the imago Deithat equates the divine likeness with some characteristic, behavior, or trait which presumably makes humans unique—in a non-trivial way—from other animals and from the non-human hominids. Instead of grounding the image of God in human uniqueness, the author concludes that the imago Dei is—exegetically, theologically, and scientifically—best understood in light of the Hebrew theological framework of historical election.     

Mystery,Values, and Meaning: Religious Options that Respect Science

Abstract

Human nature is a contested concept and notions of it vary across disciplines. Despite this diversity, three basic notions of human nature emerge. One identifies human nature with properties that are innate, hardwired or products of some kind of necessary essence. Another understands it as consisting of properties that make human unique or distinct from non-human animals. Finally, some seek human nature by attempting to identify universal or near-universal properties of humans. While the sciences might not give us a robust form of innate or hardwired human nature, “human nature” as a concept might still serve other, non-scientific, goals.     

Politics and emotion: Working with disadvantaged children in South Africa

This paper discusses the experience of consulting to organizations involved in the provision of care to disadvantaged groups of children in South Africa. It draws particular attention to the impact of South Africa's painful political history on the emotional life of these organizations. This has created an additional burden for organizational staff who often work under difficult conditions with very troubled groups of children. The paper highlights the common experiences of deprivation and loss, fears around the abuse of power and problems with acknowledging differences between people, which are a part of South Africa's political legacy. These kinds of issues were found to have a powerful impact on the functioning of organizations and also on the quality of the consultancy relationship itself. We argue that it is important to recognize the emotional demands of child-care work generally, but also that it is equally necessary work, through our political experiences, to achieve some kind of understanding of these. Lack of containment for these experiences will impact on the quality of care organizations are able to offer to children in our context.     

Superior discrimination between similar stimuli after simultaneous exposure

Human participants received unsupervised exposure to difficult-to-discriminate chequerboard stimuli (e.g., AX and BX), before learning a discrimination between them. Experiment 1 demonstrated that prior exposure enhanced later discrimination and that intermixed exposure (AX, BX, AX, BX …) resulted in better subsequent discrimination than did blocked exposure (CY, CY … DY, DY …). Experiment 2 showed that simultaneous exposure to two similar stimuli (AX–BX, BX–AX …) facilitated the later acquisition of a successive discrimination, more than successive exposure (AX–AX, BX–BX …). These results parallel those observed by Mundy, Honey, and Dwyer (2007) who used pictures of human faces as stimuli and establish the generality of the fact that simultaneous exposure produces a particularly marked perceptual learning effect.