Future work self and career adaptability in the prediction of proactive career behaviors

This study examined the motivational resource of future work self salience and the additive effect of career adaptability dimensions in the prediction of career planning, proactive skill development, and proactive career networking in a sample of university students (N = 113). It was hypothesized that greater clarity of future work self would predict engagement in each of the proactive career behaviors and that specific dimensions of career adaptability would have an additive effect in predicting particular proactive career behavior in line with the theory of career construction. Results indicated that future work self predicted career planning and that career concern had an additive effect. Future work self also predicted proactive skill development and proactive career networking. However, career confidence and career curiosity mediated these relationships in the prediction of skill development and networking respectively. In sum, results suggest that future work self and career adaptability play an influential role in the engagement of proactive career behavior.     

Engaged,Committed and Helpful Employees: The Role of Psychological Empowerment

Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.     

The shared online whiteboard: An assistance tool to synchronous collaborative design

IntroductionThe work presented in this paper comes from an industrial need for the development of new support tools for remote collaborative design. Within this framework, we present a literature review on this concept and propose the development of an online collaborative whiteboard.ObjectiveThis study aims to determine whether or not shared whiteboards can be used for remote design task collaboration, in conjunction with online chat interactions. It additionally seeks to discover if the organization of relationships and interactions within groups alter the structure of task completion.MethodThis tool was evaluated through the remote design task of a data structure diagram with data collected from 42 computer science students. This approach was carried out through students in triads, separated into different rooms who communicated via online chat and/or whiteboard. There were two variables in this experimental design, the presence or absence of a project leader and the sequencing of exchanges (each member asked permission to use the tool). This experiment aimed to determine whether the task requested could be performed and if similarities to a natural situation could be observed. Data was collected from actions performed on the whiteboard and chat interactions. The observations were conducted using a verbal interactions observation grid that was taken from a natural synchronous collaborative design situation. It included different dimensions such as cognitive synchronization, the proposal and evaluation of solutions and non-task oriented interactions.ResultsThe results show that the tool allows students to collaborate. A variety of behaviors can be observed in terms of whiteboard usage and chat interactions that depend on the experimental conditions. This study shows that the tool may be used in a natural situation and that group consciousness and coordination are very important factors in this type of task. It is clear that the nature of the chat interaction depends on the role of the subject within the group. We also observed a high level of non-task oriented communication, which was more than we expected.ConclusionThe shared online whiteboard designed in this study allows for the completion of a collaborative design task with different groups structures.     

From Sodomy to Sympathy: LDS Elites’ Discursive Construction of Homosexuality Over Time

In this article, we examine how leaders of The Church of Jesus Christ of Latter‐Day Saints (LDS) discursively constructed homosexuality over the last 50 years. Based on textual analysis of LDS talks, magazines, and other publications, we analyze how LDS elites, responding to shifting historical, cultural, and religious interpretations of sexualities, discursively constructed homosexuality as problematic for (1) society from the 1950s to the 1990s, (2) the family from the 1970s to present, and (3) divinely inspired gender roles from the 1980s to present. Further, we show how LDS elites softened their rhetoric in the 1990s, and in so doing, established a new discursive construction of homosexuality as an ailment requiring sympathetic treatment. Throughout our analysis, we also examine how LDS elites accomplished such discursive work in response to shifting societal and religious attitudes concerning sexual minorities. In conclusion, we draw out implications for understanding how religious elites discursively construct sexual norms, the reciprocal relationship between sexual and religious discourse and advocacy, and the importance of examining how dominant religious discourses change over time.     

Relationship of cultural values to counterproductive work behaviour: The mediating role of job stress

The purposes of this study were to investigate how cultural values are related to counterproductive work behaviour (CWB), and to examine whether individuals' job stress acts as a mediator between cultural types and CWB. Using an anonymous questionnaire survey, the sample was comprised of 440 employees working in government institutes and private sectors in Thailand. The results show that job stress not only has a direct relationship to CWB, but also partially mediates the relationship between cultural values and CWB. The strong mediating links were between horizontal collectivism and CWB and between vertical individualism and CWB.     

Mo(ve)ments in the academic supervision relationship: Ethics in practice

Context: The context of the article is a supervisory relationship between an academic supervisor and a student‐researcher and an ethic of risk within the research and supervision. Focus: The challenges for supervisor and student, and thus the supervisory relationship, and the strategies to move beyond the ethical dilemmas encountered in the research project, within an ethic of risk, form the focus of the article. Discussion: This article highlights the moments when a student counsellor/ researcher came to an impasse in transcribing and analysing data generated in an auto‐ethnography, and the author, the academic supervisor's responses to these difficulties. The use of specific knowledge, skills and strategies in the supervisory relationship opened space for agency and movement within these moments of impasse. Text work and researcher identity work was facilitated through the use of particular listening skills and narrative therapy informed questions.     

The importance of emotional display rules for employee well-being: A multi-group comparison

‘Serving with a smile’ has generally been associated with negative effects for employee well-being. The present study investigated whether emotional display rules also relate to positive outcomes by distinguishing demands to suppress negative emotional response (negative display rules) from demands to express positive emotions (positive display rules). In line with the job demands-resources model, outcomes involved emotional exhaustion and work engagement. Participants were employees in three occupational groups in the human service profession: sales (N?=?480), healthcare (N?=?399), and education (N?=?220). The outcomes of a multi-group analysis in LISREL revealed for all three occupational groups that negative display rules were related to emotional exhaustion while positive display rules were associated with work engagement. Together, these findings suggest that ‘serving with a smile’ can enhance employee well-being, when the emphasis is on showing positive affects instead of suppressing negative affects.     

Inhomogénéité des évaluations de durée d’incapacité totale de travail. Comparaison d’évaluations des durées d’incapacité totale de travail entre les médecins légistes,les médecins généralistes et les urgentistes

Setting a total length for time off work is a forensic act that all physicians must be able to perform. Given the importance of the legal consequences of this evaluation, it seems desirable that this practice is mastered by all practitioners. However, in practice there is often a disparity between forensic assessments and evaluations provided by other practitioners. To assess this difference in evaluation, we conducted a retrospective study, looking at 4 years of archives, of victims of Marseille's forensic service (CHU Timone), and highlighted a disparity between medical examiners, GPs and emergency physician's assessments. In both comparisons between medical examiners versus GPs (n = 367) or medical examiners versus emergency physicians (n = 511), were found in one third of cases of forensic requalification. The majority of checks on where GP's (80%) determined on over 8 days leave were reassessed under this limit by a medical examiner. This trend is reversed for the majority of (61%) requalification cases of emergency assessments (assessment over eight days by medical examiners. This study, proving a fact long suspected, raises many questions about these disparities evaluation we have discussed.