Role salience and support as moderators of demand/conflict relationships in China

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.     

Role stressors and exposure to workplace bullying: Causes or consequences of what and why?

Stressful working environments are commonly assumed to create conditions that can lead to bullying. Although environmental factors may relate to both exposure to and perpetration of workplace bullying, empirical knowledge is still limited regarding how environmental factors and bullying is causally linked. In line with interpretations of previous cross-sectional findings, the present study investigated an individual-level target-oriented model of role stressors as antecedents of exposure to workplace bullying, applying a two-wave longitudinal sample of the Norwegian working population. Results from structural regression analyses failed to identify any significant relationships between the role stressors and subsequent exposure to workplace bullying. However, prior exposure to workplace bullying accounted for subsequent variation in role ambiguity, role conflict, and role overload alike. The findings of the present study question conclusions regarding causality made in previous cross-sectional research on work-related factors as antecedents of exposure to workplace bullying. We argue that future research may benefit from adopting multilevel and actor-oriented perspectives in order to more fully understand how causal relationships between environmental factors and workplace bullying unfold.     

Stressors and well‐being in low socio‐economic status Malaysian adolescents: The role of resilience resources

The present study examined the relationship between stressors, resilience resources, and well‐being in adolescents with low socio‐economic status in Malaysia. The specific aims were: (i) to differentiate between resilient and non‐resilient adolescents in terms of their resilience resources; and (ii) to examine the role of resilience resources on the relationship between stressors and well‐being. In a sample of 197 adolescents aged 12–16 years (mean = 13.77, sd = 1.49), results of the k‐mean clustering technique identified 37.5% of the adolescents as resilient (high stressor, high well‐being), 31.0% as maladjusted (high stressor, low well‐being), and the rest, adapted (low stressor, high well‐being). Resilient adolescents were found to have significantly higher scores on all the identified resilience resources (personality, mother–child communication, social support, school coherence, and teacher support) compared to the non‐resilient maladjusted group. Results of structural equation modelling also showed that these resilience resources acted both as mediator and moderator in the relationship between stressors and well‐being. These findings are discussed with respect to the current literature on resilience and well‐being.     

Work stress,work–home interference and perceptions of organisational culture amongst insurance employees in Zimbabwe

The objective of the study was to determine the relationship between work stress, work-home interference, and perceptions of organisational culture amongst insurance employees in the Zimbabwean context. Data were collected from a sample of 190 employees (females=46%) who completed the Occupational Stress Inventory-Revised (OSI-R), the Work-Home Interference Questionnaire (SWING), and the Organisational Culture Index (OCI). Data analysis consisted of correlational and standard multiple regression analyses. The results revealed significant positive correlations between the sub-scales Role Overload, Role Insufficiency, Role Ambiguity, Role Boundary, Responsibilities, and Physical Environment of the OSI-R, the sub-scales Positive Work-Home Interference and Negative Work-Home Interference of the SWING, and the sub-scales Bureaucratic, Innovative and Supportive Culture of the OCI. These findings contribute to new knowledge in terms of the work stress experienced by insurance employees who are always under continuous pressure from the industry. Furthermore, it could be used to gain insight to enhance the work-life balance of insurance employees and the effect of organisational culture as perceived by insurance employees.     

Consequences and antecedents of debilitative precompetitive emotions

The consequences and antecedents of debilitative precompetitive emotions were examined in two studies. Study 1 explored the relationship between debilitative precompetitive emotions and coping effectiveness. Thirteen players from a semi-professional women's handball team filled out a diary concerning stress, emotion, and coping before and after eight competitions. Debilitative precompetitive emotions were linked negatively with coping effectiveness, as well as with subjective individual performance and objective team performance. Study 2 sought to understand the noncompetitive antecedents of debilitative precompetitive emotions. We interviewed nine players from those who participated in study 1. The main themes that emerged were the coach and the transition to elite status. According to this multi-methodological, in depth analysis, issues related to the coach and the transition to elite status lead athletes to experience precompetitive emotions that they appraise as debilitative to performance. These emotions were then linked to lowered coping effectiveness and decreased performance.     

The Interactive Effects of Role Conflict and Role Ambiguity on Job Satisfaction and Attitudes Toward Organizational Change: A Moderated Multiple Regression Approach

This study investigates the joint effects of both role conflict and role ambiguity on job satisfaction and three dimensions of attitudes toward organizational change, namely affective, cognitive, and behavioral tendency in a multicultural work setting. The study used a sample of 397 employees from several manufacturing and service organizations in the United Arab Emirates. Results of the moderated regression analysis revealed that role conflict and role ambiguity have no interactive effects on job satisfaction and the three dimensions of attitudes toward organizational change. Results of the moderated regression analysis revealed that role conflict and role ambiguity independently and negatively affect job satisfaction, cognitive attitudes, and behavioral tendency attitudes toward organizational change. Results further pointed out that role ambiguity affected attitude toward organizational change independently and negatively. Implications, limitations, and lines of future research were discussed.     

Faculty Stressors, Job Satisfaction, and Psychological Distress Among University Teachers in Hong Kong: The Role of Locus of Control

The study aimed at identifying the sources of stress, and investigating their effects on job satisfaction and psychological distress among 106 university teachers (86 males, 20 females) from four tertiary institutes in Hong Kong. Another purpose of the study was to examine the moderating effect of locus of control on stressor-strain relationships. A factor analysis of the faculty stressors revealed six factors: recognition, perceived organizational practices, factors intrinsic to teaching, financial inadequacy, home/work interface, and new challenge. A series of stepwise multiple regressions demonstrated that recognition, perceived organizational practices, and financial inadequacy were best predictors of job satisfaction, whereas perceived organizational practices and home/work interface were the best predictors of psychological distress. Further, external locus of control was associated with low job satisfaction and psychological distress. A series of hierarchical moderated regressions demonstrated a moderating effect of locus of control on some of the stressor-strain relationships.     

Le stress au travail : du paradigme des risques psychosociaux à celui de la qualité de vie au travail

An action research using three classical models of occupational stress enabled us to verify the impact on the results obtained from the choice of model and paradigm: psychosocial risks versus Quality of work life. Four hundred and thirty-six supermarket employees answered a questionnaire including these three measures of stress, the outcomes (satisfaction, fatigue) and a possible cause (role strain). Our results validate the hypotheses of significant differences in stress prevalence levels according to the model, such as links to the factor and the consequences, as well as the importance of the perception of stress to explain the negative experience.     

Parents’ adjustment following the death of their child: Resilience is multidimensional and differs across outcomes examined

We examine whether the previously reported commonness of resilience to significant adversity extends to parents’ death of a child. To examine our research questions, we apply growth mixture models to longitudinal data from 461 parents in the HILDA study who had experienced child loss. The proportion of parents manifesting resilience were 44%, 56%, 21%, 32%, and 16% for life satisfaction, negative affect, positive affect, general health, and physical functioning, respectively. Only 5% were resilient across all five indices, whereas 28% did not show a resilient trajectory across all outcomes. Social connectedness, anticipating comfort when distressed, and everyday role functioning were the strongest predictors of resilient adaptation. Findings underscore that resilience is not a unidimensional construct.Words: 115.     

Role models in career development: New directions for theory and research

Career theory proposes the importance of role models as helping to guide individual development. Furthermore, the media often depict role models as essential to career success. However, research on role models as a construct distinct from developmental relationships with mentors and behavioral models has waned. This article makes the case for reinvigorating the role model construct. A revised definition is provided, depicting role models as cognitive constructions based on an individual’s needs, wants, and ambitions. Drawing on recent advances in social comparison and self-concept theories, a dimensional approach to role models integrates current theory and research, suggesting that role models should be construed along two cognitive dimensions (positive/negative, global/specific), and two structural dimensions (close/distant, up/across-down). The article concludes by suggesting new research directions prompted by this new view of the role model construct.