Managerial stress: Is work really the cause?

It is widely accepted that managerial work is stressful, but there has been little research into the events that contribute to this stress. The current study identifies the most stressful recent events for a sample of 572 managers from 41 organizations, and finds that the greater proportion of events are work-related. The breakdown of a marriage or relationship is described as most important and emotionally disturbing, and is associated with the greatest increase in symptoms. Generally, however, work events are considered of greater importance and emotional disturbance than nonwork events, and are associated with greater increases in symptoms. Organizational issues are particularly problematic, and provide opportunities for systemwide intervention.     

Work,stress, and well-being

Work-related stress may lead to injuries and psychological disorders. The National Institute for Occupational Safety and Health has identified psychological disorders as one of the ten leading work-related diseases and injuries during the 1980s (Sauter, Murphy, & Hurrell, 1990). This article sets out a framework, strategy, and recommendations for enhancing stress management skills and the psychological well-being of individuals in occupational environments. Central to the strategy are attention to work design variables, such as control, uncertainty, conflict, and task demands, surveillance of psychological disorders in the workplace, education of managers and workers concerning psychological well-being and stress in the workplace, and treatment of individuals in distress.     

Satisfaction,involvement, and unconditional care: The perceptions of children and adolescents receiving wraparound services

Client satisfaction has emerged as an important variable in evaluating outcomes for mental health treatment, yet studies have seldom queried children and adolescents about their perceptions of the services they receive. The present study surveyed 20 youths receiving community-based, wraparound services about their satisfaction, sense of involvement, and feelings of unconditional care. Unconditional care, in this case, referred to the youth's sense that his or her caretakers would remain stable regardless of what happened. Each of these variables was in turn related to behavioral adjustment. It was found that both youths' sense of involvement and their perceptions that their care was unconditional were strongly associated with satisfaction with services. However, neither satisfaction nor involvement were correlated with the severity of subjects' acting-out behaviors. Subjects' perception that care was unconditional was strongly, negatively correlated with the severity of acting-out behaviors. Thus, while the relationship between satisfaction and behavior remains unclear, it appears that youths' perceptions of the stability of their services plays a role in their acting out. It was concluded that youths' feelings about their services can provide meaningful information for researchers and service providers.     

Initial hospitalization and community tenure outcomes of intensive case management for children and youth with serious emotional disturbance

Since 1988 New York State's Children and Youth Intensive Camse Management (CYICM) program has enrolled more than 1,700 children. The program goal is to maintain children in the least restrictive environment approriate to their needs. This linkagke and advocacy focussed program uses a small caseload and flexible service money to meet its goal. We review the program model, describe the enrolled children, highlight some of the problems associated with determining program outcomes, and present the outcomes related to hospitalization and community tenure. Using two analytic techniques, CYICM was shown to be associated with fewer hospital admissions and fewer days in the hospital over a two-year period following the intervention of CYICM than prior to enrollment.     

EVALUATION OF A REINFORCEMENT PROCEDURE FOR ACCELERATING WORK RATE IN A SELF-PACED COURSE1

Students in a self-paced child development course were assigned to one of seven groups. One bonus point, which contributed toward the student's final grade, was given for each unit completed during a specified two-week period. In a combined baseline-reversal design, bonus points could be earned at different times for each group, and some groups had weeks without bonus points interspersed between bonus weeks. All seven groups and 78% of individual students completed units at a faster rate during bonus periods than during the balance of the semester. For the 58 students completing the course, mean units per week during bonus periods was 2.40 (SD = 1.60); for the balance of the semester mean units per week was 0.96 (SD = 0.37). Awarding bonus points for a limited period early in the term appears to be a useful procedure for increasing rates during this period in which rates are typically low. Although similar effects have been reported by others (e.g., Miller, Weaver, and Semb, Journal of Applied Behavior Analysis, 1974, 7 , 87–91), the advantage of the present procedure is that the increase in rate is accomplished by means of reinforcement for high rates rather than punishment (low grades or forced withdrawal) for low rates.     

A PERFORMANCE-BASED LOTTERY TO IMPROVE RESIDENTIAL CARE AND TRAINING BY INSTITUTIONAL STAFF

Two experiments were conducted on four units of a residential facility for the multiply-handicapped retarded in an attempt to improve daily care and training services. Experiment I compared the effects of two procedures in maintaining the work performance of attendants, using an A-B design on two units. One procedure consisted of implementing specific staff-resident assignments, the other consisted of allowing attendants who had met performance criteria to be eligible for a weekly lottery in which they could win the opportunity to rearrange their days off for the following week. Results showed that the lottery was a more effective procedure as measured by the per cent of time attendants engaged in predefined target behaviors, and by their frequency of task completion in several areas of resident care. Experiment II replicated and extended these results to the area of work quality on two additional units, using a multiple-baseline design. The performance lottery was found to be an effective economical procedure that could be implemented by supervisory staff on a large scale.     

Locus of control,perceived responsibility for prior fate,and helping behavior

One-hundred-and-sixty adolescents participated in two studies designed to investigate the relationship between $\text{I}\text{E}$ and helping behavior as mediated by the perceived cause of another's need. In the first study, Ss were given the opportunity to help, either “indirectly” or “directly,” a supervisor who had been over- or underpaid in a prior similar task. Internals helped more in the “direct” help than the “indirect” help conditions but their helping behavior and their perceptions of their supervisors were not consistent. The perceptions of the externals were relatively consistent with their greater help of the “overpaid” supervisor. In study 2, the Ss were given additional information to increase the possibility of their making causal attributions as a function of the supervisor's prior fate. Once again, the external subjects' helping behavior reflected their perception of their supervisor's merit. The internal subjects exhibited relatively little helping behavior regardless of their supervisors' prior fate or perceived competence.     

Interreinforcement time, work time, and the postreinforcement pause

Six rats were trained with food deliveries contingent upon their pressing a lever and holding it down for fixed, cumulative durations. Hold requirements were varied from 7.5 seconds to 120 seconds. Lever holding was maintained reliably at hold requirements as long as 30 seconds to 105 seconds for different rats. At longer hold requirements, lever holding was erratic and tended to occur only early in sessions. At shorter and intermediate requirements, the patterns of lever holding resembled those of responding under fixed-ratio schedules for discrete responses, with breaks in responding immediately after reinforcement alternating with relatively continuous lever holding until the next reinforcement. At longer hold requirements, postpause lever holding frequently was interrupted with additional pauses. The duration of postreinforcement pauses increased linearly with the scheduled hold requirement. However, for five of six rats, the hold requirement, which represents the actual time spent lever holding per reinforcer, accounted for somewhat less variance in pause duration than did interreinforcement time.     

Missed opportunities: Psychological ramifications of counterfactual thought in midlife women

Counterfactual thinking entails the process of imagining alternatives to reality—what might have been. The present study examines the frequency, content, and emotional and cognitive concomitants of counterfactual thinking about past missed opportunities in midlife women. At age 43, nearly two-thirds of the sample of educated adult women reported having missed certain opportunities at some time in their lives. Most of the counterfactual thoughts concerned missed opportunities for greater challenge in work. Emotional distress at age 33 did not predict later counterfactual thought. Instead, counterfactual thinking at age 43 was associated with concurrent emotional distress. However, acknowledging counterfactual thinking about the past was also associated with envisioning ways to change things for the better in the future. This suggests the possibility that the negative appraisal often entailed in counterfactual thinking may be associated with emotional distress in the short run but with motivational benefits in the long run, at least for middle-aged women.     

员工正念对配偶家庭满意度和工作投入的影响

文章基于资源保存理论, 采用体验抽样法收集了一家商业银行114名员工及其配偶的数据。结果表明, 在个体内层面, 员工正念通过员工情感联结策略的中介作用影响其配偶家庭满意度及第二天早上工作投入; 在个体间层面的配偶家庭负面情感表达调节了员工正念与员工情感联结策略的关系及员工情感联结策略的中介作用, 即配偶家庭负面情感表达水平越高, 员工正念对员工情感联结策略的影响及员工情感联结策略的中介作用相对更弱。