Organizational identification as a trigger for personal well-being: Associations with happiness and stress through job outcomes

Recent literature highlights that well-being, happiness, as well as personal stress, has become important for guiding public policy in areas that might involve suboptimal behaviour. Positive life outcomes can extend from one field of life (family, work, sport, children, hobbies, etc.) to another, multiplying success, performance, and health. In the present study, we aimed to verify whether the positive relation between organizational identification and employees' experiences then extends also into a positive association with more general well-being that is unrelated to the work context. For this purpose, we considered two proxies of organizational well-being: job satisfaction (on the positive side) and turnover intention (on the negative side) as well as the distal associations with happiness. The study involved 305 workers who completed a questionnaire made up of five scales: organization identification, job satisfaction, turnover intention, happiness, and personal stress. We found that organizational identification is positively related to employees' job satisfaction and negatively related to their intention to leave. Afterwards, job satisfaction and turnover intention were related to personal stress and happiness, suggesting a positive effect of organizational identification above and beyond the work context.     

Reinforcing effects of caffeine in coffee and capsules.

In a residential research ward the reinforcing and subjective effects of caffeine were studied under double-blind conditions in volunteer subjects with histories of heavy coffee drinking. In Experiment 1, 6 subjects had 13 opportunities each day to self-administer either a caffeine (100 mg) or a placebo capsule for periods of 14 to 61 days. All subjects developed a clear preference for caffeine, with intake of caffeine becoming relatively stable after preference had been attained. Preference for caffeine was demonstrated whether or not preference testing was preceded by a period of 10 to 37 days of caffeine abstinence, suggesting that a recent history of heavy caffeine intake (tolerance/dependence) was not a necessary condition for caffeine to function as a reinforcer. In Experiment 2, 6 subjects had 10 opportunities each day to self-administer a cup of coffee or (on different days) a capsule, dependent upon completing a work requirement that progressively increased and then decreased over days. Each day, one of four conditions was studied: caffeinated coffee (100 mg/cup), decaffeinated coffee, caffeine capsules (100 mg/capsule), or placebo capsules. Caffeinated coffee maintained the most self-administration, significantly higher than decaffeinated coffee and placebo capsules but not different from caffeine capsules. Both decaffeinated coffee and caffeine capsules were significantly higher than placebo capsules but not different from each other. In both experiments, subject ratings of "linking" of coffee or capsules covaried with the self-administration measures. These experiments provide the clearest demonstrations to date of the reinforcing effects of caffeine in capsules and in coffee.     

Inferential procedures for correlation coefficients corrected for attenuation

A model and computational procedure based on classical test score theory are presented for determination of a correlation coefficient corrected for attenuation due to unreliability. Next, variance-covariance expressions for the sample estimates defined earlier are derived, based on application of the delta method. Results of a Monte Carlo study are presented in which the adequacy of the derived expressions was assessed for a large number of data forms and potential hypotheses encountered in the behavioral sciences. It is shown that, based on the proposed procedures, confidence intervals for single coefficients are reasonably precise. Two-sample hypothesis tests, for both independent and dependent samples, are also accurate. However, for hypothesis tests involving a larger number of coefficients than two—both independent and dependent—the proposed procedures require largens for adequate precision. Results of a preliminary power analysis reveal no serious loss in efficiency resulting from correction for attenuation. Implications for practice are discussed.Support for the research reported in this article was provided by the Natural Sciences and Engineering Research Council of Canada. The authors acknowledge with thanks the constructive comments of the editor and three anonymous reviewers.     

A still further note on freeman's measure of association

This article demonstrates that Freeman's theta, a measure of association between a nominal variable and an ordinal variable, has a sampling distribution identical with the sampling distribution of Mann-Whitney'sU.     

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.     

Organizational response to recommendations based on a study of stress among correctional officers

A study was recently commissioned by the South Australian Government to study the nature and sources of stress among correctional (prison) officers. The paper reports on the key variables found to have significant predictive effects on strain (a composite measure comprising psychological distress, physical ill-health symptoms, job dissatisfaction, and work-home conflict). These included demographic variables (length of service, finances), personal variables (negative affectivity), work environment variables (work role ambiguity, institutional relationship concerns, inmate concerns, worktime concerns, low autonomy, and low involvement), and emotional suppression. Recommendations were formulated including: the appointment of a full-time mental health counselor, organizational and individual strategies aimed to improve supervisor support and management training, greater participation in organizational decision making, and post-shift debriefing. It was also suggested that in selecting correctional officers those displaying high levels of negative affectivity should be screened out. Finally, it was recommended that intervention should target the most vulnerable individuals, including shiftworkers, officers who had been employed in the organization the longest, officers currently on stress leave and officers, who have previously been on stress leave and have returned to work. The paper reports on the organizational response to the recommendations and the implications of the study are discussed in the context of ongoing surveillance and evaluation of the impact of intervention strategies.     

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.     

Contextual Factors Affecting the Organizational Commitment of Diverse Police Officers: A Levels of Analysis Perspective

This study examined the relationship of contextual factors to organizational commitment among 372 police officers in 13 police commands in New York City's public housing projects. Setting-level variables were formed by aggregating officers' perceptions of management support and fairness and management sensitivity to diversity within commands and within three subgroups formed by gender and ethnicity. Individual-level measures were deviations from these subgroup means within commands as well as perceptions of support from family and social support and negative interactions within commands. Overall, path analyses, confirmed by hierarchical linear modeling, showed direct setting-level effects for management support and fairness, but not for sensitivity to diversity, on organizational commitment. Both women and minority men experienced more negative social interactions than white men; support from management, co-workers, and family were important predictors of commitment. Family support was particularly important for women.     

Working hours, job stress, work satisfaction, and accident rates among medical practitioners and allied personnel

Predictors of accident behavior among German medical staff revealed that work-related injuries/accidents experienced during a recent 12-month period were significantly related to working hours per week, distance from home to practice, number of dependent children, gender, and job-related stress. The average yearly number of car accidents was predicted by age and number of working hours. Furthermore, driving accidents going to or coming from work during the last year was determined by working climate, hours of work, length of lunchtime break, distance traveled to and from work, number of dependent children, and gender. Physicians working in excess of 48 hours per week displayed significantly more driving accidents but not work-related accidents, and they reported significantly higher levels of job-related stress than those colleagues working fewer than 48 hours per week. The implications of these results are discussed in the framework on risk management in the health services.