Workplace fairness and emotional exhaustion in Nigeria police: The moderating role of gender

Abstract

This study examined the moderating role of gender in the relationship between perceived workplace fairness and reported level of emotional exhaustion among a sample of Nigeria police. A total of 214 participants took part in the cross-sectional survey. Results of the moderated hierarchical regression analysis provided support for gender as a moderating variable in the relationship between perceived workplace fairness and emotional exhaustion, such that perceived workplace fairness was a stronger predictor of emotional exhaustion among male police than for female police. The practical implications for the management of emotional exhaustion in general, and for the Nigeria police in particular, were emphasized.     

Policy Responses to Honor-Based Violence: A Cultural or National Problem?

The UK government has consistently sidelined honor-based violence from mainstream political discourse and has chosen to present the issue as a problem that is embedded in the culture of minority communities. This inevitably leads to a sense of heightened cultural sensitivity and the pressure to be viewed as culturally competent. It is argued that for honor-based violence to be managed effectively, it must first be dissociated from culture and from mainstream domestic violence discourse and recognized as a national problem that requires serious and specific policy intervention. Although it is acknowledged that all policy responses to complex social problems should reflect multicultural sensitivity, we argue in this critical review that this should not become an excuse for nonintervention.     

L’habilitation des salariés : le rôle du supérieur et des collègues

Organizational initiatives to empower employees have limited success if they are supported only by top managers. The goal of this study is to examine how two actors in the workers’ proximal social environment, the supervisor and colleagues, contribute to employee empowerment. A questionnaire study was conducted with a sample of 418 workers relying both on psychological and behavioral self-report measures of employee empowerment. Multiple regressions revealed that contributions from the supervisor and colleagues are distinct, additive and interact in a synergic way to increase employee empowerment. These results suggest that it is important to foster favorable conditions in the workers’ proximal social environment to instill employee empowerment.     

Justice and peaceful cooperation

Justice is important, but so is peaceful cooperation. In this article, I argue that if one takes seriously the autonomy of individuals and groups and the fact of moral pluralism, a just system of cooperation cannot guarantee peaceful cooperation in a pluralistic world. As a response to this consideration, I develop a contractarian theory that can secure peace in a pluralistic world of autonomous agents, assuming that the agents who exist in this world expect that peaceful cooperation is the most beneficial form of interaction for them in the long run. The theory specifies the restrictions on the behavior of autonomous individual and collective agents that are indispensable for peaceful cooperation in a pluralistic world. In particular, I argue for the need of (i) a globally valid rule of conflict resolution to settle all intra- and inter-group conflicts that cannot be resolved locally, (ii) a world court to apply this rule in cases where local group authorities are inadequate to do so, and to serve as a final court of appeal, and (iii) a world police to enforce the rule.     

Partners’ Attributions for Service Members’ Symptoms of Combat-Related Posttraumatic Stress Disorder

The association of service members’ combat-related PTSD with partners’ distress is weaker when spouses/partners believe that service members experienced more traumatic events during deployment. Also, when simultaneously examining partners’ perceptions of all PTSD symptoms, perceptions of reexperiencing symptoms (the symptoms most obviously connected to traumatic events) are significantly negatively related to distress in partners. These findings are consistent with the notion that partners may be less distressed if they make external, rather than internal, attributions for service members’ symptoms. The present study explicitly tests this possibility. Civilian wives of active duty service members completed measures regarding their own marital satisfaction, their perceptions of service members’ combat exposure during deployments, their perceptions of service members’ symptoms of PTSD, and their attributions for those symptoms. External attributions were significantly positively associated with perceptions of combat exposure (r_p = .31) and reexperiencing symptoms (β = .33) and significantly negatively associated with perceptions of numbing/withdrawal symptoms (r_p = –.22). In contrast, internal attributions were significantly negatively associated with perceptions of reexperiencing symptoms (β = –.18) and significantly positively associated with perceptions of numbing/withdrawal symptoms (β = .46). Internal attributions significantly moderated the negative association of PTSD symptoms with marital satisfaction, such that the association strengthened as internal attributions increased. These findings are the first explicit support for an attributional understanding of distress in partners of combat veterans. Interventions that alter partners’ attributions may improve marital functioning.     

Postdeployment Psychological Health and Interpersonal Problems Among Air Force Mental Health Personnel

This study is one of the first to use validated screening measures to examine the rates of self-reported mental health and interpersonal problems following deployment of military mental health personnel (MMHP). Research has examined the impact of deployment on military personnel finding 10.2% to 29.0% screen positive for at least one mental health problem. However, little is known about impacts of deployment among MMHP. Utilizing health data collected three to twelve months post-deployment from a sample of 759 Air Force MMHP, this study examined rates of positive screens for psychological health or interpersonal problems, subsequent confirmation of positive screens by a medical provider upon examination, and the demographic characteristics associated with psychological health or interpersonal problems. The study found 13.9% screened positive for “possible or probable PTSD,” 4.6% for depressive symptoms, 3.9% for alcohol problems, and 12.6% for interpersonal problems. In total, nearly 26% screened positive for one or more psychological or interpersonal problem. Of those who screened positive, 48.5% of depressive problems, 36.0% of PTSD, 20.0% of alcohol problems and 29.7% of interpersonal problems were confirmed upon subsequent examination by a medical provider. Those who screened positive were more likely to be (a) female, (b) separated, widowed, or divorced, (c) a mental health nurse or psychiatric nurse practitioner, and (d) deployed to Iraq or Afghanistan. The significance, limitations, and implications of the results, along with recommendations for future research are discussed.     

Personality characteristics of fighter pilots and ground personnel

The training of fighter plane pilots is expensive, yet instruments are rarely used to screen potential pilots prior to flight training. Hence, a measure that can differentiate fighter pilots from other military personnel is needed. This study was an investigation of personality traits that are contributing factors for becoming a pilot in the Air Force, which could serve as screening tools. One hundred and twelve males were recruited from the Air Force university in Taiwan. Follow-up was conducted 2 years later with 73 students who became pilots and 39 who became ground personnel. A further 53 male military personnel of the same age served as controls. Structural equation modeling was used to show that pilots were more extraverted and less neurotic than the ground personnel, and more extraverted than the controls. Paternal overprotection had an indirect association with becoming a pilot through the mediation of the personality traits of extraversion and neuroticism. Mental health was not associated with becoming a pilot. The optimal cut-off point of 4/5 on a scale of extraversion resulted in a high sensitivity (96%) for differentiating between fighter pilots and controls. Independent of psychosocial stressors (mental health), extraversion is associated with the biological mechanisms of an individual, and plays a unique role in the process of becoming a pilot. Therefore, an extraversion index can be used for screening potential military pilots prior to flight training, as a means of reducing costs and managing human resources.     

Assessing Aberrant Personality in Managerial Coaching: Measurement Issues and Prevalence Rates across Employment Sectors

The convergent and discriminant validity of two methods to assess a broad spectrum of aberrant personality tendencies was examined in a large sample of managers who were administered the NEO‐PI‐R (N = 11 862) and the Hogan Development Survey (N = 6774) in the context of a professional development assessment. Five‐Factor Model (FFM) aberrant compounds, defined as linear combinations of NEO‐PI‐R facets, converged for the antisocial, borderline, histrionic, avoidant and obsessive–compulsive tendencies with their respective Hogan Development Survey counterparts. Alternative linear FFM combinations did improve convergent results for the schizoid and obsessive–compulsive pattern. Risk for various aberrant tendencies was roughly equal across different employment sectors, with a higher prevalence of borderline, avoidant and dependent tendencies in the legal and more histrionic tendencies in the retail sector. Adopting FFM aberrant compound cut‐offs developed for coaching purposes to flag at risk individuals showed that 20% to 25% of all managers qualified for at least one and 10% to 15% were flagged as at risk for two or more aberrant tendencies. The theoretical implications and the repercussions of this research for the design of professional development and coaching trajectories are discussed. Copyright © 2013 European Association of Personality Psychology