Development of views of life scale

Abstract

The Views of Life Scale (VOLS) was designed to measure perception of well-being in three areas: inherent value of life, effective life management, and sense of health. Items were placed in these three categories by a team of advanced doctoral students; their overall agreement on item placement was 91.8%. These three categories became Subscales I, II and III of the total instrument. Seven hundred and thirty-two participants responded to the 42 item VOLS; subsamples of this group also took various other instruments with which the VOLS was being compared. Reliability assessment yielded very strong test-retest stability (I=0.80, II=0.87, III=0.76, Total=0.86) and high internal consistency (I=0.76, II=0.83, III=0.81, Total=0.91) for the VOLS measures. Relationships between the VOLS and other inventories provided consistent support for the convergent and divergent validity of the VOLS. An oblique rotation factor analysis produced five major quantitative clusters in the VOLS. There was considerable overlap between these factors and the original subscales.     

Quitting smoking: The importance of non-smoker identity in predicting smoking behaviour and responses to a smoking ban

Objective: We examined how ‘smoker’ and ‘non-smoker’ self- and group-identities and socio-economic status (SES) may predict smoking behaviour and responses to antismoking measures (i.e. the Dutch smoking ban in hospitality venues). We validated a measure of responses to the smoking ban.

Design: Longitudinal online survey study with one-year follow-up (N = 623 at T1 in 2011; N = 188 at T2 in 2012) among daily smokers.

Main outcome measures: Intention to quit, quit attempts and ‘rejecting’, ‘victimizing’, ‘socially conscious smoking’ and ‘active quitting’ responses to the smoking ban.

Results: Non-smoker identities are more important than smoker identities in predicting intention to quit, quit attempts and responses to the smoking ban, even when controlling for other important predictors such as nicotine dependence. Smokers with stronger non-smoker identities had stronger intentions to quit, were more likely to attempt to quit between measurements, and showed less negative and more positive responses to the smoking ban. The association between non-smoker self-identity and intention to quit was stronger among smokers with lower than higher SES.

Conclusion: Antismoking measures might be more effective if they would focus also on the identity of smokers, and help smokers to increase identification with non-smoking and non-smokers.     

Preparing young veterans for civilian life: The effects of a workshop on career decision-making difficulties and self-efficacy

The current study mapped the career decision-making difficulties and career decision self-efficacy of 1315 young veterans who participated in a 5-day workshop aimed at facilitating their transition to civilian life. A pre- and post-test comparison showed that participation in the workshop reduced (d = 0.57) the participants' career decision-making difficulties (measured by the CDDQ; Gati, Krausz, & Osipow, 1996) and increased (d = 0.77) their career decision self-efficacy (measured by the CDSE; Taylor & Betz, 1983). A more advanced decision status, as reflected in the participants' Range of Considered Alternatives ( Saka & Gati, 2007), was negatively associated with participants' career decision-making difficulties, and positively associated with career decision self-efficacy. However, a more advanced decision status and the perceived effectiveness of the workshop were not associated with the decrease in difficulties and the increase in self-efficacy that resulted from participating in the workshop. The theoretical and practical implications of these findings are discussed.     

Out of the chaos

This paper describes key processes of organizational change and instability, both internal and external to the workplace involved, over a 5 year period. It is an attempt to use psychoanalytic variables to illuminate the underlying issues involved. The case study concerns a caring service located within a public sector organization. Material will be presented on the psychodynamic aspects of upheaval and change. Changes in organizational culture will be described with the emphasis on organizational regression, mourning, and resistance to change. The operation of projective and introjective mechanisms, and the role of transference in relations between management and staff will be considered. Leadership, organizational culture and issues of dependency, authority, role, boundary and difference will then be explored.     

Substitutes for leadership in anaesthesia teams and their impact on leadership effectiveness

In this study we aim to increase our understanding of leadership in anaesthesia teams by investigating the relationship between substitutes for leadership, leadership behaviour, and team performance in situations with varying levels of routine and standardization. The present study relied on video recordings of 12 anaesthesia teams in a simulated setting with the occurrence of a nonroutine event. Clinical team performance was measured by the speed of adequate team reaction to this event. The leadership behaviours observed were coded either as content oriented (e.g., information transmission) or structuring (e.g., assigning tasks). Results showed that leadership behaviour changed depending upon the level of routine of a situation, the degree of standardization, and, to some extent, on the experience of team members. Leadership tends to be positively related to team performance during nonroutine and low standardized situations but negatively related to team performance in routine and highly standardized situations. Furthermore, leadership is only slightly related to team member experience. This study improves our understanding of influences of substitutes for leadership on successful leadership behaviour in anaesthesia teams. The findings also lead to suggestions for both further research and the enhancement of team leadership in critical care.     

Speaking up in ad hoc multiteam systems: Individual-level effects of psychological safety,status, and leadership within and across teams

Speaking up in high-risk organizations plays a pivotal role in the mitigation of errors and can make the difference between life and death. To date, speaking up has been studied mostly within teams. However, many high-risk organizations rely on the effective collaboration across teams in ad hoc multiteam systems (MTS). This study widens the scope of research from teams to MTS and empirically compares the mechanisms involved in speaking up within versus across teams in ad hoc MTS-aircrews. In a sample of 1490 aircrew members of a European airline, we found that crewmembers’ individual level perceptions of psychological safety mediated both the relationship between status and speaking up and between perceived leader inclusiveness and speaking up within teams. Across teams, however, psychological safety and leader inclusiveness—as perceived by pursers in their role as boundary spanners—showed no effect. Instead, it was pursers’ within-team perceptions of psychological safety that mediated between status and speaking up across teams. Teams in ad hoc MTS may thus serve as safe harbours supporting their members also in interactions across team boundaries. Implications of findings for research on MTS and practical recommendations to improve speaking up within and across teams in ad hoc MTS are discussed.     

Local/foreign status,cultural background,and organizational citizenship behaviour: A study among foreign and local workers in The Netherlands

A study in Singapore (Ang et al., 2003 Ang, S., van Dyne, L. and Begley, T. M. 2003. The employment relationship of foreign workers versus local employees: A field study of organizational justice, job satisfaction, performance, and OCB. Journal of Organizational Behavior, 24: 561–583. [Crossref], [Web of Science ®] , [Google Scholar]) found that foreign employees displayed a lower tendency to engage in Organizational Citizenship Behaviour (OCB) than their local counterparts. The explanation was that foreign employees often experience their employment relation as more disadvantageous. The present study attempted to investigate possible differences in OCB between foreign and local workers in The Netherlands. In addition, it aimed to ascertain what role the cultural dimension of “individualism–collectivism” plays in this connection. Contrasting the expectations, the foreign employees reported a higher propensity to pursue OCB than local workers. The difference in behaviour could not be explained by cultural differences. It was argued that economic and personal motives of foreign workers might have affected the self-reports of their organizational behaviour.     

The effect of response style bias on the measurement of transformational,transactional, and laissez-faire leadership

Transformational, transactional, and laissez-faire leadership are considered to be three distinct leadership styles. In this research we argue that response style behaviour in the form of acquiescence and extreme response style can distort the measurement of these dimensions of leadership. Using a sample of 864 employees selected from 135 work teams, this research demonstrates that (1) response styles affect measurement; (2) divergent validity of the three dimensions increases when response styles are taken into account; (3) gender is spuriously related to leadership upon response styles; and (4) team ratings substantially change when controlling for response styles bias. As a secondary topic of this research, we elaborate on a relatively new approach in diagnosing response styles, i.e., a confirmatory latent-class factor analysis. We explain the advantages of this approach and illustrate the steps a researcher has to take in conducting this type of analysis.     

Are predictions based on situational judgement tests precise enough for feedback in leadership development?

In this article, Vansina's assertions expressed in his comments on my article: "Fantasies and fairy tales in groups and organizations: Bion's basic assumptions and the deep roles" (Moxnes, 1998) are refuted. Bion's possible hatred for his parents, his tendency for schizoid isolation, his abandonment of group studies, and his detached leadership style are discussed. The relationship between basic assumptions and deep roles are clarified, and some new ideas about the unconscious in groups and organizations are suggested. It is maintained that access to the unconscious is an age-old function of everyday life and that introspection of the collective unconscious is possible. A fourth basic assumption related to deep roles is proposed, and support for the existence of deep roles in psychodynamic group research is given.