Dispositional resistance to change and emotional exhaustion: moderating effects at the work-unit level

Organizational change, although essential for business success, may negatively impact employees’ well-being. Based on person–environment fit theory, the authors investigate employees’ dispositional resistance to change as it impacts emotional exhaustion. Furthermore, the authors examine boundary conditions that may affect dispositional resistance to change and its influence on emotional exhaustion. They take a trait activation approach and test the moderating roles of two work-unit-level internal contextual factors: perceived organizational support and informational team climate. Using a longitudinal research design of 709 participants in 30 work units, multilevel analyses reveal that dispositional resistance to change (time 1) is positively related to emotional exhaustion (time 2). Moreover, a lack of perceived organizational support and a high informational team climate strengthen these effects. The authors conclude that organizations should offer coaching and training programmes to cope with organizational change for employees who are highly change resistant. Furthermore, personal and organizational development strategies should consider the insights gained from the study regarding internal contextual factors that moderate change management processes.     

Assessing the perceived limitations of Reflexive Groups for supporting clergy in the Church of England

For this research, eight Church of England Bishops’ Advisors for Pastoral Care and Counselling were interviewed to ascertain the limitations of Reflexive Groups (RGs). The data were analysed using a thematic analysis. One superordinate theme emerged: Hindrances, along with 10 subordinate themes. An online survey was then sent to RG participants (n?=?64), to see if their experiences matched those limitations identified by the Bishops’ Advisors. The data reveal that RGs are perceived as limited by the inability of clergy to commit to the time; it was scary for participants to be vulnerable with others; sometimes the needs of some participants were too big and could sabotage the group; dual relationships could cause complexity and hinder sharing; prayer; being sent by a Bishop or Archdeacon; the open agenda and style of facilitation does not suit some people; and sometimes there are struggles with expectations.     

The relationship between perceived organizational support and proactive behaviour directed towards the organization

Numerous studies have shown that perceived organizational support has positive consequences on both employees and organizations. However, no study has examined the causal relationship between perceived organizational support and proactive behaviour directed towards the organization and few studies have identified potential mechanisms underlying this relationship. We first investigated the direction of causality between perceived organizational support and proactive behaviour, and hypothesized that perceived organizational support leads to proactive behaviour directed towards the organization. Second, based on social exchange and motivational perspectives, we examined two potential mechanisms underlying this relationship, i.e., felt obligation and work engagement. Employees from a Belgian Federal Public Service were invited to take part in a three-wave longitudinal survey. Using a cross-lagged panel design, our results (N = 1963) revealed that Time 2 perceived organizational support was positively related to Time 3 proactive behaviour towards the organization, whereas the reverse was not true. Additionally, our results (N = 1293) showed that Time 2 felt obligation and Time 2 work engagement mediated the positive relationship between Time 1 perceived organizational support and Time 3 proactive behaviour directed towards the organization.     

Career and work attitudes of blue-collar workers,and the impact of a natural disaster chance event on the relationships between intention to quit and actual quit behaviour

Despite being part of a highly visible and important occupational group, blue-collar workers have, to date, been under-represented in careers research. We explore the relevance and applicability of new career concepts to blue-collar employees, specifically, bus drivers. Based on a survey of 112 bus drivers, we test a model specifying the relationship between career attitude, perceived organizational support, psychological contract, and job satisfaction, as well as intention to quit. Employing a two-phase data collection process, we also test relationships between intentions and actual quit behaviour. Our results support the validity of career theories for blue-collar workers but with notable exceptions, such as lack of relationships between protean career and intention to quit. Contrary to intention-behaviour theory we find that actual quit behaviour was not related to intention to quit, which we attribute to a significant external chance event, a devastating earthquake, which took place during the study period. In addition, we identify relationships that appear to be unique to blue-collar workers.     

Individual social capital and the implementation of entrepreneurial intentions: The case of Russia

The current research hypothesized that individual social capital facilitates the implementation of one's intention to start a business. The research samples were drawn from a sample of 2061 adult respondents: a sub‐sample of 269 adults who stated their intention to start their own business during the next two years (‘intenders’) and a matching sub‐sample of 270 who said they did not intend to do so (‘non‐intenders’). The study shows that the ‘intenders’ possessed greater individual social capital. These resources had a positive indirect impact (through increased perceived behavioural control and attitude) on their intention to start their own business.     

Quality of life and mental health among women with ovarian cancer: examining the role of emotional and instrumental social support seeking

The purpose of the present study was to examine the role of emotional and instrumental social support seeking in the quality of life (QOL) and mental health of women with ovarian cancer. Participants were recruited through the Pennsylvania Cancer Registry, and one hundred women took part in a mail questionnaire that collected information on their demographics, medical status, social support seeking, QOL and mental health including anxiety, depression and stress. Hierarchical linear regression analyses were conducted to assess the influence of emotional and instrumental social support seeking on QOL and mental health. After controlling for remission status, greater emotional social support seeking was predictive of higher overall QOL, social/family QOL, functional QOL and lower depression scores. Instrumental social support seeking was not significant in the models. The results illustrate that social support seeking as a coping mechanism is an important consideration in the QOL and mental health of women with ovarian cancer. Future studies should examine the psychological and behavioral mediators of the relationship to further understand the QOL and mental health of women with ovarian cancer.     

Sources of anxiety among pre-service teachers on field placement experience

This study examined pre-service students’ perceptions of their sources of anxiety during field experience. A sample of 85 undergraduate education students participated in the study (females = 52.9%). The students completed a survey on their perceptions of sources of anxiety during teaching practice. The results suggest students experience anxiety in four domains, namely preparation and execution of lesson plans, evaluation of lessons, classroom management, and relationship with host school staff. Evaluation of lessons ranked high as a source of anxiety for student teachers on field placement, followed by preparation, classroom control and relationship with the host school staff, respectively. Seeming inconsistencies between university and school-based supervisors in lesson plan formats compounded the pre-service teachers field placement-related anxieties Appropriately targeted student support interventions can help allay the fears and anxiety of pre-service teachers during teaching practice.     

Role of Supportive Others in the Forgiveness Process

Forgiveness research is a focus of interpersonal relationships in counseling. This phenomenological study investigated the role of an individual's support systems in forgiveness. The research design included semistructured interviews with 11 participants. Key findings revealed that participants primarily forgave for peace of mind. Several resources used by participants were helpful in forgiveness, but use of friends, family, and therapists showed mixed results. In addition, participants wanted support systems to listen and not to give advice, and support persons need to be objective or be trained in forgiveness therapy. Recommendations for counselors who work with people struggling to forgive are provided.