Stability of Maternal Sensitivity Across Time and Contexts with Q‐Sort Measures

This study examined stability of maternal sensitivity and efficacy of a Q‐sort measure of maternal sensitivity across time and context. Two versions of the maternal behavior Q‐set (MBQS) were employed, first during the Strange Situation Procedure (SSP) and second at home, 2.5 years later based on an available subsample. Findings revealed that the MBQS scores assessed at two time points in two contexts were significantly correlated, showing the stability of maternal sensitivity of the subsample over a time period of 2.5 years. The MBQS scores assigned to mothers of preschoolers were also significantly correlated with their children's early interactive behavioural scores given during the SSP. The current findings further support validating the consistency, the versatility and the efficacy of the MBQS as a sound measure of maternal sensitivity. Copyright © 2013 John Wiley & Sons, Ltd.     

Organizational climate in Spanish Public Health Services: Administration and Services Staff

The main goal of this research is to explore the organizational climate perceived by administrative and healthcare personnel working in Spanish healthcare services, analyzing the differences according to their health specialization, sex, age and professional status. The sample was made up of 3,787 individuals working in the administrative and healthcare services of the Public Health System of the Principality of Asturias, 88.7 % were working in specialist care and 11.3 % in primary care. Mean age was 51.88 (standard deviation of 6.28); 79.9 % were women and 20.1 % men. The organizational climate was assessed with the CLIOR scale. The organizational climate perceived is moderately positive, with a global mean of 3.03 on a scale of 1 to 5 points. The differences are statistically significant (p < .01) according to specialty, age and profession. A better working climate is perceived in primary care than in specialist care, and among older as compared to younger workers. The results indicate that the working climate perceived by administration and services staff employees in the Spanish healthcare context is moderately positive, with a better perceived climate in primary care than in specialist care.     

Self-control trumps work motivation in predicting job search behavior

Current labor market entrants face an increasingly challenging job search process. Effective guidance of job seekers requires identification of relevant job search skills. Self-control (i.e., the ability to control one's thoughts, actions, and response tendencies in view of a long-term goal, such as finding employment) is assumed to be one such relevant job search skill. The current study is the first to empirically assess the importance of self-control in the job search process. This is compared to the role of motivation, which is generally considered a crucial predictor of job searching. Based on a sample of 403 Dutch prospective vocational training graduates, we found that higher levels of self-control were related to higher levels of preparatory job search behavior and job search intentions half a year later, shortly before labor market entrance. Self-control was a significantly stronger predictor of job searching than work motivation. Moreover, relations between self-control and job searching were largely independent of motivation, which may suggest that job-seekers benefit from self-control through adaptive habits and routines that are unaffected by motivation. We propose that job search interventions, which traditionally focus on strengthening motivation, may benefit from a stronger focus on improving self-control skills.     

Employees' reactions to psychological contract breach: A moderated mediation analysis

This study examined the mediating role of acquiescent silence in the relationship between psychological contract breach and employee job satisfaction, as well as the moderating roles of perceived ethical climate on that relationship and on the mediation effect of acquiescent silence. Survey data were collected from a sample of 273 full-time employees from nine high-tech firms in Taiwan. The results showed that acquiescent silence partially mediated the relationship between psychological contract breach and job satisfaction. Moreover, the results from the moderation analysis showed that perceived ethical climate moderated the influence of psychological contract breach on acquiescent silence and the results from the moderated mediation analysis revealed that this mediation of acquiescent silence was moderated by perceived ethical climate such that at the lower level of perceived ethical climate, the mediation effect of acquiescent silence became stronger. Implications for managerial practices and suggestions for future research were discussed.     

The impact of dispositional cynicism on job‐specific affect and work intentions

Working from the Employee Work Passion Appraisal (EWPA) model, this article examines the relationship between employee dispositional cynicism, job‐specific affect (i.e. positive and negative) and work intentions including intent to use discretionary effort, intent to perform, intent to endorse, intent to stay and intent to be an organisational citizen. An online survey generated participation from 747 current and potential clients of an international consulting company. To evaluate the fit of the data in accordance with the EWPA framework, structural equation modeling was conducted to test the overall fit of the proposed model and to examine the hypothesised relationships between constructs. Analyses confirmed correlations between dispositional cynicism and job‐specific affect, supported notable relationships between positive job‐specific affect and all work intentions, provided evidence for job‐specific affect's mediation of cynicism and work intentions and uncovered a direct negative relationship between cynicism and intent to use organisational citizenship behaviour. Results suggest that state‐specific workplace emotions are important for understanding the degree to which employee dispositional cynicism will ultimately influence most performance‐related work intentions. However, independent of affect, employee cynicism may directly result in somewhat lower intentions to help others at work. Study limitations and practical implications for employee selection and training are considered.     

The relevance of security: A latent domain of attachment relationships

In the present study an adult attachment dimension, latent to the constructs of security, anxiety, and avoidance, was hypothesized, wherein security was expected to occupy the most relevant position. Furthermore, the reciprocal functioning of attachment constructs and their interactions with self‐esteem were explored. Four hundreds and thirty‐four Italian university students responded to two adult attachment questionnaires (Attachment Style Questionnaire and Adult Attachment Questionnaire) and to the Rosenberg Self‐esteem scale. A Many‐Facet Rasch Measurement modeling approach was adopted. The main results can be summarized as follows: (a) security, anxiety, and avoidance are nested under one latent attachment dimension; (b) security occupies the most prominent position on the dimension; (c) security is positively associated with a moderate level of attachment anxiety and negatively related to avoidance; and (d) a positive interaction between self‐esteem and security, and a negative relation between self‐esteem and anxiety, were detected. Theoretical, clinical, and empirical implications of the results are further discussed.     

Burnout and depressive symptoms are not primarily linked to perceived organizational problems

In this 257-participant study (76% female; mean age: 44.84), we examined two ideas that are widespread among burnout researchers: (a) the idea that burnout is primarily related to occupational-level factors; and (b) the idea that burnout should be considered a sentinel indicator in research on negative occupational outcomes. We investigated the links between burnout and a series of generic and work-related variables, namely, depressive symptoms, neuroticism, extraversion, effort-reward imbalance in the job [ERI], social support at work (SSW), and turnover intention. Burnout was assessed with the Shirom-Melamed Burnout Measure, depressive symptoms with the PHQ-9, neuroticism and extraversion with the NEO-Five Factor Inventory, ERI with the 10-item version of the Effort-Reward Imbalance Questionnaire, SSW with the Job Content Questionnaire, and turnover intention with a dedicated 3-item measure. Correlation, multiple regression, and relative weight analyses were conducted. Burnout was not found to be more strongly linked to organizational and work-contextualized variables than to personality traits. In addition, turnover intention was not associated to a greater extent with burnout than with ERI. Burnout and depressive symptoms were highly correlated and exhibited overlapping nomological networks. Overall, our findings question the way burnout has been generally conceived.     

Engagement au travail,estime de soi organisationnelle,et satisfaction envers la carrière : une étude prospective

This article reports the results of a study that examines the effects of job engagement and organization-based self-esteem on career satisfaction. Career satisfaction was measured at three separate times: at the same time than the predictor variables, and six months and one year later, respectively. Based on a sample of 294 respondents from various organizations at Time 1, 154 at Time 2, and 117 at Time 3, the analyses indicate that work engagement exerts a positive and relatively stable effect on career satisfaction over time while organization-based self-esteem displays a similar effect mainly in the short term. Moreover, organization-based self-esteem acts as a moderator of job engagement such that its effect on career satisfaction over time is stronger when organization-based self-esteem is higher. We discuss the theoretical and practical implications of these results.     

A threat to Canadian national security: a lesbian soldier’s story

Before 1992, lesbians and gay soldiers were purged and discharged from the Canadian military for “reasons of homosexuality.” Those caught or suspected of homosexuality were subject to lengthy, humiliating, and degrading interrogations. This short story sheds light on this painful past. It is based on findings of a nationally funded pan-Canadian longitudinal study examining how Canadian military policies and practices influenced the lives of lesbian, gay, bisexual, and transgender soldiers and their partners. In total, 126 people were interviewed. While in the military, countless soldiers were investigated, numerous interrogated, many lost their careers, some committed suicide and others survived. Personal details have been changed to ensure the anonymity of the people, but it is their voices that tell this story. An official state apology was delivered November 28, 2017. Due to an impending class action court case, an agreement for compensation was also reached. Compensation and memorials will be forthcoming to those who were affected by the LGBTQI2+ purge campaign. To this day, no evidence exits that these soldiers were “ever” a threat to national security.