Between- and within-person level motivational precursors associated with career exploration

Career exploration is a critical process for child and adolescent development leading people toward suitable work and developing a vocational identity. The present study examined the role of motivational precursors, namely work valences and personal agency beliefs, in explaining in-breadth and in-depth career exploration. Given the dynamic nature of motivation, we teased apart the between-person differences and within-person variabilities in motivational precursors to examine how they are independently associated with career exploration. Two hundred one high school students comprised the sample and were surveyed three consecutive years. Results revealed that work valences and agency beliefs were associated with career exploration at both the between- and within-person level. Further, when individuals exhibited greater level of agency beliefs and positive valences, they were more likely to exhibit more in-depth exploration one year later. Implications for career guidance are discussed.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

Job characteristics and burnout: The moderating roles of emotional intelligence,motivation and pay among bank employees

This study investigated the prediction of burnout from job characteristics, emotional intelligence, motivation and pay among bank employees. It also examined the interactions of emotional intelligence, motivation, pay and job characteristics in the prediction of burnout. Data obtained from 230 (Males = 127, Females = 103) bank employees were analysed using Pearson's Product Moment Correlation and multiple regression analysis. Results showed that theses variables jointly and separately negatively predicted burnout components. The results further indicated that emotional intelligence, motivation and pay separately interacted with some job characteristic components to negatively predict some burnout components. The findings imply that emotional intelligence, motivation and pay could be considered by counsellors when designing interventions to reduce burnout among bank employees.     

The curvilinear effect of work engagement on employees' turnover intentions

Numerous studies have shown the positive consequences of work engagement for both organisations and employees experiencing it. For instance, research has demonstrated that work‐engaged employees have lower levels of turnover intentions than non‐engaged employees. However, in this research, we examined whether there is a dark side of work engagement. More precisely, we investigated whether the relationship between work engagement and employees' turnover intentions might be non‐linear. Based on two different samples, our results indicated that the relationship between work engagement and employees' turnover intentions is curvilinear. The theoretical and practical implications of these results are discussed.     

Effets du soutien organisationnel perçu et des caractéristiques de l’emploi sur l’anxiété au travail et l’épuisement professionnel : le rôle médiateur de la satisfaction des besoins psychologiques

Based on organizational support theory, job characteristics model, and self-determination theory, we examined the mechanisms that underlie the relations between organizational factors and ill-being. Specifically, the main purpose of the present study was to demonstrate the mediating role of the psychological needs for autonomy (i.e., the need for individuals to feel volitional and responsible for their own behavior), competence (i.e., the need for individuals to interact effectively with their environment), and relatedness (i.e., the need for individuals to feel connected and accepted by others), in the relationships of perceived organizational support (i.e., the degree to which employees believe that their organization values their contributions and cares about their well-being) and three motivational job characteristics (i.e., task identity, task significance, and work scheduling autonomy) to job anxiety and burnout. This is the first research, to the best of our knowledge, to test for the joint effects of perceived organizational support and motivational job characteristics on job anxiety and burnout through psychological need satisfaction. Four hundred and fifty-seven employees (216 men and 241 women) from different sectors (i.e., industry, trade, crafts) took part in the study. Fifty-seven participants worked in companies with less than 10 employees, 105 in companies with 11–49 employees, 138 in companies with 50–249 employees, 33 in companies with 250–499 employees, and 124 in companies with more than 500 employees. The hypothesized model was tested with structural equation modeling analyses. Results provided support for our hypotheses and revealed that all hypothesized paths were significant. Specifically, our results showed that perceived organizational support and job characteristics were positively related to psychological need satisfaction. In addition, satisfaction of these psychological needs was negatively associated with job anxiety and burnout. Therefore, feelings of autonomy, competence, and relatedness play a central role in the development or reduction of well- and ill-being at work. These results are consistent with previous research in the work context, which has shown that social factors (e.g., autonomy-supportive behaviors) have significant effects on workplace mental health through their influence on psychological need satisfaction. Practical and research implications as well as suggestions for future research are discussed.     

Job characteristics,well-being and risky behaviour amongst pharmacists

Healthcare practitioners’ fitness to practise has often been linked to their personal and demographic characteristics. It is possible that situational factors, such as the work environment and physical or psychological well-being, also have an influence on an individual’s fitness to practise. However, it is unclear how these factors might be linked to behaviours that risk compromising fitness to practise. The aim of this study was to examine the association between job characteristics, well-being and behaviour reflecting risky practice amongst a sample of registered pharmacists in a region of the United Kingdom. Data were obtained from a cross-sectional self-report survey of 517 pharmacists. These data were subjected to principal component analysis and path analysis, with job characteristics (demand, autonomy and feedback) and well-being (distress and perceived competence) as the predictors and behaviour as the outcome variable. Two aspects of behaviour were found: Overloading (taking on more work than one can comfortably manage) and risk taking (working at or beyond boundaries of safe practice). Separate path models including either job characteristics or well-being as independent variables provided a good fit to the data-set. Of the job characteristics, demand had the strongest association with behaviour, while the association between well-being and risky behaviour differed according to the aspect of behaviour being assessed. The findings suggest that, in general terms, situational factors should be considered alongside personal factors when assessing, judging or remediating fitness to practise. They also suggest the presence of different facets to the relationship between job characteristics, well-being and risky behaviour amongst pharmacists.     

Linguistic and emotional-valence characteristics of reading passages for clinical use and research

PurposeFluency assessment in people who stutter (PWS) includes reading aloud passages. There is little information on properties of these passages that may affect reading performance: emotional valance, arousal, word familiarity and frequency and passage-readability. Our first goal was to present an extensive examination of these factors in three commonly used (“traditional”) passages. The second goal was to compare a traditional passage to a new passage, designed to minimize the impact of these properties.MethodsContent words were rated (129 participants) on arousal, valence and familiarity. Other linguistic features were analyzed based on available datasets. This information was used to assess traditional passages, and to construct a new well-balanced passage, made of neutral, low-arousal and highly-familiar words. Readability for all passages was tested using formula-based and CLOZE tests (31 participants). Finally, 26 PWS were evaluated on fluency comparing the commonly used “Rainbow” passage with the novel one.ResultsThe three traditional passages contain a share of emotionally valenced (22-34%), high arousal (15-18%), lower familiarity (6-8%) and polysyllabic (5-9%) content words. Readability was highest for the novel passage (on formula-based scales). Average disfluencies percent for the Rainbow and our novel passage were not significantly different. Yet half of the individuals in this sample showed a large difference between the two passages.ConclusionWe provide detailed information on potential sources of variance using the traditional passages. Knowledge about these characteristics can inform clinical practice (and research). We suggest a combined procedure, using more than one passage to assess stuttering in individual cases.     

Arch structure is associated with unique joint work,relative joint contributions and stiffness during landing

To examine lower extremity joint contributions to a landing task in high-(HA) and low-arched (LA) female athletes by quantifying vertical stiffness, joint work and relative joint contributions to landing.MethodsTwenty healthy female recreational athletes (10 HA and 10 LA) performed five barefoot drop landings from a height of 30 cm. Three-dimensional kinematics (240 Hz) and ground reaction forces (960 Hz) were recorded simultaneously. Vertical stiffness, joint work values and relative joint work values were calculated using Visual 3D and MatLab.ResultsHA athletes had significantly greater vertical stiffness compared to LA athletes (p = 0.013). Though no differences in ankle joint work were observed (p = 0.252), HA athletes had smaller magnitudes of knee (p = 0.046), hip (p = 0.019) and total lower extremity joint work values (p = 0.016) compared to LA athletes. HA athletes had greater relative contributions of the ankle (p = 0.032) and smaller relative contributions of the hip (p = 0.049) compared to LA athletes. No differences in relative contributions of the knee were observed (p = 0.255).ConclusionsThese findings demonstrate that aberrant foot structure is associated with unique contributions of lower extremity joints to load attenuation during landing. These data may provide insight into the unique injury mechanisms associated with arch height in female athletes.     

Offender and Offence Characteristics of School Shooting Incidents

School shootings are a concern due to their impact in the local community. This paper aimed to (a) establish frequent characteristics of the offender and offence, (b) explore the differences between offenders who are over the age of 18 years and those who are younger, and (c) consider the underlying themes of the offence characteristics. Data were collected on 28 cases through accessing resources such as West Law and case studies. The majority of the offenders were Caucasian and US citizens and suffered from depression. Their offences were primarily well planned, involved more than three deaths, and resulted in the offender committing suicide. Pearson's chi‐square test and Fisher's exact test identified significant differences between the two age groups. Offenders who were 18 years of age or under were more likely to experience depression, be US citizens and be linked to the school. Additionally, offenders who were 18 years of age or under were more likely to have stolen their weapons and made threats prior to the incident. Smallest space analysis revealed four thematic regions in relation to the offence characteristics: making an impact, delivering a message, doing unrestrained activity, and targeting specific individuals. These findings have implications for risk assessment and furthering understanding. Copyright © 2015 John Wiley & Sons, Ltd.     

Construct validity and construct equivalence of work values across boys and girls

This study investigated the structural validity and construct comparability, across boys and girls, of a newly developed measure of work values. The total sample was split into two equal parts, and based on an item-level factor analysis of the first sub-sample, fit statistics provided support for a six-factor first-order structural model with the following constructs: Power, Money, Tidy environment, Teamwork, Work–Family Balance and Ability Utilization. This structure was confirmed in the second sub-sample, and strict measurement invariance for the measurement model was obtained in this sample. Additionally, the factor variances/covariances were invariant. Five non-invariant latent means were found, with girls scoring higher on the Balance and Personal Challenge values, and boys scoring higher on the Power, Money and Teamwork values.