Validating Measures of Psychological Well-being by Contrasting Samples Employed in Hazardous and Less Hazardous Work

The study investigated whether differences between contrasting groups reflect significant differences in psychological well-being scores. Membership of hazardous vs. less hazardous occupations in the same profession served as proxy measures of well-being. Antonovsky's Sense of Coherence (SOC), Block & Kremen's Ego-resiliency, and Goldberg's Emotional Stability scales were validated. Study 1 compared mine rescue team members and ordinary miners (n = 34, 41) and Study 2 police special task force members and regular officers (n = 43, 41). In Study 1, SOC and job satisfaction predicted group membership. In Study 2, satisfaction with life and extraversion scales predicted group membership, as did SOC in a secondary analysis. The SOC scale could predict psychological well-being in hazardous work settings.     

Psychological Empowerment,Work Engagement and Turnover Intention: The Role of Leader Relations and Role Clarity in a Financial Institution

This study investigated the relationship between leader-member exchange, role clarity, psychological empowerment, engagement and turnover intention within a financial institution in South Africa. A cross-sectional survey design was used. A convenience sample (N = 278) was taken (males =31%, females =60%; 88% younger than 35 years; 57% with 2–5 years service) from the total population (N = 889). They completed the Leader-Member Exchange Questionnaire (Liden, Wayne, & Stilwell, 1993) Role Conflict and Ambiguity Questionnaire (Rizzo, House, & Lirtzman, 1970), Measuring Empowerment Questionnaire (Spreitzer, 1995), Engagement Questionnaire (May, Gilson, & Harter, 2004) and Intention-to-leave Scale (Sjöberg & Sverke, 2000). A path model was tested with SPSS to determine the relationships of the variables. Furthermore, a theoretical model was tested through the use of structural equation modelling (Arbuckle, 2008). The latent variables included LMX (consisting of two parcels), role clarity (consisting of two parcels), psychological empowerment (consisting of four variables, namely meaning, competence, impact, and self-determination), work engagement (consisting of two parcels), and turnover intention (a manifest variable). Role clarity mediated the relationship between leader-member exchange and psychological empowerment, while psychological empowerment mediated the relationship between role clarity and work engagement as well as turnover intention. Leader-member relations lead to better understanding of roles, while role clarity empowers and engages employees.     

Psychosocial Effects of Conditions of Military Deployment

Deployment may lead the soldiers to dichotomise their profession and their family life, resulting in unwanted effects on family or career. Effects on reintegration and functioning within family are considered. Reunions may be characterized by perceived negative reception and consequences could spill over to children as parents attempt to equivocate their differences. Risks exist for fragmentation of the family system or divorce. Social support may serve to buffer families with members on deployment.     

Dynamics of Peer Victimization in Early Adolescence

ABSTRACT

This study addressed the stability of victimization across four consecutive years from Grades 4 to 7, and the concurrent correlates, short-term consequences, and predictors of victimization in early adolescence. Participants were 600 students (49% girls) enrolled in 10 elementary schools in Grades 4-5 and 2 middle schools in Grades 6-7 in an ethnically diverse school system. Data collection included peer nominations, self-reports, and teacher reports in each year. Victimization was highly stable across all years, including the transition from elementary to middle school. Both concurrent and short-term consequences showed that victimized 6th graders, especially girls, experienced significantly greater maladaptive outcomes than their nonvictim counterparts. For both genders, risk factors for adolescent victimization included externalizing and internalizing behaviors, while protective factors included academic and peer sociability elements. Implications for prevention and intervention are discussed.     

Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support

Perceived job autonomy has been recognized as a central tenet of work design, leading to a range of positive outcomes. Still, scholars have rightfully questioned its predictive role for several outcomes, including turnover intention as the two have been found to be virtually unrelated. In line with calls for more complex research on the predictive role of perceived job autonomy on employee outcomes, the purpose of this study was to investigate whether the relationship between perceived job autonomy and turnover intention may be prone to contextual influences. Two cross-sectional surveys among 680 Norwegian employees from different public service organizations showed that the relationship between perceived job autonomy and turnover intention was moderated by perceived supervisor support. In support of our hypothesis, the form of the moderations revealed that perceived job autonomy was negatively related to turnover intention only for employees reporting high levels of perceived supervisor support. Implications for practice and directions for future research are discussed.     

Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels

This study examined the relationship between job insecurity and turnover intention by applying occupational well-being (exhaustion, vigour) as a mediator. The study was inspired by two theories: the conservation of resources and emotional contagion theories. We investigated the relationships at the individual and work department levels by utilizing Multi-Level Structural Equation Modeling (ML-SEM) with the aim of clarifying whether the mediating mechanism was similar at both levels. In addition, we examined the relationships across the levels (cross-level interactions). Self-report data for the study were obtained from Finnish University staff (N = 2137 individual respondents from 78 work departments). The analyses resulted in three main findings. First, job insecurity, turnover intention, and occupational well-being were found, to some extent (2–6%), to be shared experiences within work departments. Second, we found that low occupational well-being (high exhaustion, low vigour) partly mediated the relationship between job insecurity and turnover intention at both levels of analysis. Third, the results on cross-level interactions revealed that the lower the level of well-being at the work department level, the stronger the negative effect of job insecurity on well-being at the individual level. Thus, if poor well-being characterizes the work department, this may strengthen the negative relationship between job insecurity and well-being at the individual level.     

Impact de la motivation autodéterminée et de l’engagement affectif sur l’intention de rester : une étude chez les militaires

Conducted within the Canadian Forces (N=652), this study explores the role of self-determined motivation and affective commitment in relation to personnel retention within the military. Three groupings of variables are used in order to shed light on the mechanisms underlying personnel retention: a) distal antecedents (i.e. leadership styles), b) proximal antecedents (i.e. group cohesion and work climate) and c) mediators (i.e. self-determined motivation and affective commitment). Illustrated through a structural model, results demonstrate the existence of a partial mediator effect from affective commitment in the relationship between self-determined motivation and intention to stay. These findings are discussed in regards of their implications from theoretical and practical perspectives.     

So why can’t you intend to drink the toxin?

In this paper I revisit Gregory Kavka’s Toxin Puzzle and propose a novel solution to it. Like some previous accounts, mine postulates a tight link between intentions and reasons but, unlike them, in my account these are motivating rather than normative reasons, i.e. reasons that explain (rather than justify) the intended action. I argue that sensitivity to the absence of possible motivational explanations for the intended action is constitutive of deliberation-based intentions. Since ordinary rational agents display this sensitivity, when placed in the toxin scenario they will believe that there is no motivational explanation for actually drinking the toxin and this is why they can’t form the intention to drink it in the first place. I thus argue that my Motivating-Explanatory Reason Principle correctly explains the toxin puzzle, thereby revealing itself as a genuine metaphysical constraint on intentions. I also explore at length the implications of my account for the nature of intention and rational agency.