Author Correction: Social Job Stressors can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors

Journal of Business and Psychology - In the published article “Social Job Stressors Can Foster Employee Well-Being: Introducing the Concept of Social Challenge Stressors”, there was an...     

Factor structure and validity of the MacArthur Competence Assessment Tool-Criminal Adjudication

Examination of the available literature regarding the development of the MacArthur Competence Assessment Tool-Criminal Adjudication (MacCAT-CA) reveals 2 theoretical factor structures on which the MacCAT-CA was based: one in which 3 lower-order constructs are proposed (understanding, reasoning, appreciation) and one in which 2 higher-order constructs are proposed (competence to assist counsel and decisional competence). Confirmatory factor analyses were conducted with the MacCAT-CA's original normative sample (N = 729) to test both the relative fit of these 2 theoretical factor structures and models that combine the 2 factor structures. Analyses were also completed to examine the convergent and discriminant validity of the MacCAT-CA. Results are discussed in terms of the strengths and weaknesses of the nomothetic nature of the MacCAT-CA.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

On the relationship between mobbing factors,and job content,social work environment,and health outcomes

Abstract

This article analyses the relationship between mobbing, job characteristics, social environment variables, and psychological ill-health. The Leymann Inventory of Psychological Terrorization (LIFT) was factor analysed and led to seven factors in two samples of mobbing victims (N = 50 and N = 99): Mobbing by organizational measures, social isolation, attacking the victim's private life, attacking the victim's attitudes, physical violence, verbal aggression, and rumours. Mobbing was correlated with bad job content, a bad social environment, and psychological ill-health. The findings suggest that the more social support supervisors gave, the less the victims reported being shouted at, being constantly criticized, and receiving verbal threats. In contrast, the more social support the victims received from their colleagues the less they reported being socially isolated or being ridiculed with regard to their private life. Moreover, having private life attacked showed the strongest correlation with psychological ill-health. The data suggest that organizational factors are potential causes of mobbing at work.     

Workers' perception of workplace bullying: A cross-cultural study

This study is one of the first studies to approach workplace bullying cross-culturally. It sought to compare employees' understanding of workplace bullying in two different world regions: Central America and Southern Europe, regarding three aspects of workplace bullying: psychological vs. physical harassment, hierarchical vs. horizontal bullying, and direct vs. indirect aggression. A convenience sample of 246 workers provided their own definition of workplace bullying through a single, open-ended question. The results showed that employees from Central America emphasized the physical component of workplace bullying more than the Southern European employees. However, similarities in the conceptualization of workplace bullying across both cultures were found as well. Both Southern European and Central American employees defined workplace bullying mainly as a hierarchical phenomenon, where the aggression took the form of direct strategies. Such differences and similarities bring to the field some positive inputs for the development and implementation of different strategies for dealing effectively with this phenomenon.     

Meaning matters in children's plural productions

The English plural is about the number of individuals in a set of like kinds. Two-year-old children use the plural but do not do so in all obligatory contexts. The present report asks whether the limitations on their production of the plural are related to aspects of meaning. In two Experiments plural productions were elicited from 2-year-old children for sets of size two and four and for instances of basic-level categories that were either similar or identical. Children were much more likely to produce the plural of these well-known nouns when there were four rather than two and when the instances were identical rather than merely similar. The results provide new evidence on children's acquisition of the English plural, showing that children's early productions are not just limited by knowledge of the noun and its plural form but also is limited by properties of the labeled sets in ways that are relevant to the underlying meaning of the plural.     

Adjudicative competence and comprehension of Miranda rights in adolescent defendants: a comparison of legal standards

Currently, there is considerable variability and ambiguity in legal standards pertaining to juveniles' comprehension of Miranda rights and their adjudicative competence. This study investigated rates of impairment under various proposed legal standards. One hundred and fifty-two young defendants aged 11-17 were assessed with Grisso's Miranda Instruments and the Fitness Interview Test-Revised. While over half of defendants aged 15 and under were classified as impaired in adjudicative capacities when adult norms were applied, significantly fewer adolescents were classified as impaired when adolescent norms were applied or a standard of "basic understanding and communication." Also, while over half of defendants aged 15 and under were classified as impaired in their comprehension of Miranda rights when both understanding and appreciation of Miranda rights were required, significantly fewer youth were classified as being impaired when only understanding was required. The implications of these findings are discussed.     

Issues and considerations regarding the use of assessment instruments in the evaluation of competency to stand trial

Since the early 1960s, a number of instruments, reflecting a broad range of assessment methods, have been developed to assist in the evaluation of competency to stand trial. These instruments have taken various forms including checklists, self-report questionnaires, sentence-completion tasks, and interview-based instruments with and without criterion-based scoring. This article reviews these assessment instruments with a specific focus on their contribution to the competency evaluation process. Furthermore, relevant issues and considerations regarding the use of these instruments are outlined, including a comparison of screening versus assessment applications of these instruments, balancing standardized approaches with individualized assessments, the integration of instrumentally derived data with other components of a competency evaluation, and the communication of results to the fact finder. Each of these issues is discussed in relation to specific competency assessment instruments. Overall, we argue that each of the competency assessment instruments developed to date can make a contribution to the competency evaluation process and this article serves to delineate those areas in which these contributions are made.     

Stress-oriented Analysis of Computerized Office Work

Abstract

The stress-oriented job analysis instrument ISTA was applied to a sample of 232 office jobs to analyse the impact of new technologies on the stressor-strain relationship. Scales measuring work content (complexity of work, variety), stressors (time pressure, organizational problems, interruptions, concentration necessities, social stressors), and resources (control at work, control over time) were developed and demonstrated desirable scale characteristics. The results showed positive correlations between stressors and psychological dysfunctioning (psychosomatic complaints, irritation). Computer work was associated with a decrease of work stressors, but also with decreased job content. Work places using different software systems (word processing, specialist, spreadsheet, and graphic programs) manifested different characteristics regarding work content, stressors, and resources. For example, when working with word processors, most stressors occurred at a medium daily computer work time. This indicates that strategies of work design which involve computer and non-computer work have to be used carefully.