Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success.     

Individual and Couple Patterns of Self-views and their Implications for Working with Premarital Couple Relationship Dissatisfaction

A sample of 520 Australian heterosexual couples participating in the PREPARE premarital program completed the multidimensional PREPARE relationship assessment inventory (Olson D. H. Prepare-Enrich Counsellor’s Manual. Brisbane, Australia: Prepare-Enrich, 1996) providing measures of couple relationship satisfaction and individual levels of self-confidence, assertiveness, avoidance, and partner dominance. Multiple regression analyses indicated that, after controlling for idealistic distortion and couple relationship status, high individual male and female self-confidence and assertiveness, and low individual male and female avoidance and partner dominance, were all significant independent predictors of couple satisfaction. Couples in which both partners were high on self-confidence were significantly more satisfied than couples in which one or both of the partners were low on self-confidence. A similar result was evident for couple patterns involving mutually high assertiveness, low avoidance or low partner dominance, relative to couple patterns in which one or both partners were unassertive, highly avoidant or high in partner dominance. These aspects of self-view point to a salient evidence-based intrapersonal and interpersonal context in which to conduct couple therapy.     

It's Fascinating Research: The Cognition of Verbal Irony

ABSTRACT— Verbal irony is nonliteral language that makes salient a discrepancy between expectations and reality. For researchers who study verbal irony, a critical question is: How do we grasp the meaning of ironic language? The parallel-constraint-satisfaction approach holds promise as an answer to this question. By this account, multiple cues to ironic intent, such as tone of voice, incongruity, and knowledge of the speaker, are processed rapidly and in parallel and this information is coordinated with the utterance itself in order to construct a coherent interpretation that is the best fit for the activated information. Recently, research with individuals who struggle with irony comprehension (typically developing children, individuals with autism-spectrum disorder, individuals with brain injury) has provided new clues about the complex process by which ironic meaning is inferred.     

Perceptions of Organizational Politics: A Meta-analysis of Outcomes

Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational politics, has received much recent conceptual and empirical attention. In an effort to better understand the relationship between perceptions of organizational politics and key outcomes, we apply meta-analysis on 79 independent samples from 59 published and unpublished studies involving 25,059 individual participants. Results indicate strong negative relationships between POP and job satisfaction and between POP and organizational commitment, moderately positive relationships between POP and the outcomes of job stress and turnover intentions, and a non-significant relationship between POP and in-role job performance. Moderator tests show that age, work setting (i.e., public sector or private sector), and cultural differences (i.e., domestic sample or international sample), have contingent effects on certain POP relationships.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

Socially oriented values and reciprocity norm predict organizational commitment

The current research concerns the predictors and organizational outcomes of normative commitment in Chinese companies. In Study 1, using a semi-structured interview, we identified internalization of socially oriented value and reciprocity norm as two possible predictors of normative commitment. Survey results confirm the factorial independence of these two predictors. Study 2 examined the predictive relationship of these predictors with employee job satisfaction, turnover intention, in-role performance, and organizational citizenship behaviour (OCB). The results showed that value internalization predicts higher job satisfaction and weaker turnover intentions via normative commitment, whereas reciprocity predicts higher job satisfaction, weaker turnover intention, and more frequent display of OCB via normative commitment. These findings are discussed in terms of their implications for future research and management practices.     

Analysing trends in subjective well-being in 15 European countries, 1973–2002

Previous empirical research has been unable to find a sufficient correlation between subjective well-being and per capita income, being hampered by limited longitudinal information and an inability to account for the predictions of competing theories. We bring new evidence to this question by exploiting a long and complete time-series from the Eurobarometer Survey, 1973–2002 allowing an examination of trends in life satisfaction across 15 European countries employing a modified version of Kendall’s Tau. Our results show that while current GDP growth does not affect trends in well-being, accelerations in GDP growth do. In addition, faster GDP growth and faster growth of government consumption than in neighbouring countries induces positive trends in life satisfaction. Our findings are consistent with the predictions of aspirations theory and the theory of reference group comparisons.     

Does subjective well-being show a relationship between parents and their children?

The relationship between the subjective well-being of parents and their own 12–16-year-old children was explored in a Spanish sample of N = 266 families. A positive relationship was expected due to both a shared environment and the possibility of the genetic transmission of subjective well-being ‘set-points’. A positive significant relationship was found for the summated scale of satisfaction domains forming the Personal Well-being Index, and for the specific domains of health and security for the future. However, no relationship was found for the other five domains that make up this Index or for satisfaction with life as a whole. We conclude while these results provide some evidence for the expected influence of a shared environment, they have failed to provide evidence for high heritability of set-points for subjective well-being.     

Similitudes et différences de perceptions chez des salariés hommes et femmes

This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed.     

职业弹性对工作绩效和职业满意度影响的实证研究

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上,本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查,结果表明职业弹性会影响个体的工作绩效和职业满意度,管理者的职业弹性越高,其工作绩效越高、职业满意度也越高。