The roles of leader emotion management and team conflict for team members' personal initiative: A multilevel perspective

Employees' personal initiative (i.e., their active and future-oriented engagement at work) is of high relevance to organizations that strive for innovation and competitiveness. To better understand its drivers and diminishers, the present study refers to Affective Events Theory and examines the impact of leader emotion management, team conflict, and affective well-being on personal initiative. Data from 300 members of 59 work teams in Germany were gathered from multiple sources at three points in time over the course of 2 weeks. Multilevel analyses indicated that leader emotion management positively affected team members' personal initiative and that this effect was mediated by team members' affective well-being. Data also revealed a contrasting negative indirect effect of task conflict within the team on team members' personal initiative via team members' affective well-being. The study's results suggest that the improvement of leaders' emotion management as well as the establishment of work conditions and experiences that foster affective well-being should be seriously considered by organizations wishing to facilitate personal initiative in team settings.     

Dispositional resistance to change and emotional exhaustion: moderating effects at the work-unit level

Organizational change, although essential for business success, may negatively impact employees’ well-being. Based on person–environment fit theory, the authors investigate employees’ dispositional resistance to change as it impacts emotional exhaustion. Furthermore, the authors examine boundary conditions that may affect dispositional resistance to change and its influence on emotional exhaustion. They take a trait activation approach and test the moderating roles of two work-unit-level internal contextual factors: perceived organizational support and informational team climate. Using a longitudinal research design of 709 participants in 30 work units, multilevel analyses reveal that dispositional resistance to change (time 1) is positively related to emotional exhaustion (time 2). Moreover, a lack of perceived organizational support and a high informational team climate strengthen these effects. The authors conclude that organizations should offer coaching and training programmes to cope with organizational change for employees who are highly change resistant. Furthermore, personal and organizational development strategies should consider the insights gained from the study regarding internal contextual factors that moderate change management processes.     

Psychotherapeutenausbildung aus Sicht der Absolventen

Background

A survey was performed to assess the current situation in education and to identify critical issues 10 years after the inception of the psychotherapy act in Germany.

Methods

In August 2008 all non-medical psychotherapists who had graduated since 2002 according the psychotherapy act were invited to take part in the survey and a total of 863 persons participated. The answers from 666 could be evaluated corresponding to a participation rate of 20%.

Results

A total of 57.6% of the graduates had completed a full-time training and approximately 50% of the graduates had completed the training within the allotted time. In the majority of cases evaluation occurred only for the theoretical courses. During the practical work (PT I) 36.8% of the graduates did not receive any salary or remuneration, 82% had their own field of activity and of these 38% treated patients without the presence of qualified tutor.

Conclusions

The training often lasts longer than intended, the financial situation in the PT I is exceptionally critical and in clear contrast to the field of activity in this section of training. Further detailed results will be presented and discussed.     

Results of treatment of leg paraspasm cases following longitudinal frontal myelotomy

Follow-up examinations of 14 patients on whom longitudinal frontal myelotomy had been performed because of extreme leg spasms, showed consistently good results as far as spasm removal was concerned. Effective rehabilitation is possible only if the basic condition is stationary, if the operation is made at an early stage and followed by a comprehensive rehabilitation programme. For patients with an advancing condition the operation can alleviate the subjective discomfort felt, and it can make care easier.     

Work–family conflict,social support,and turnover intentions: A longitudinal study

This longitudinal study examined the relative merits of two alternative perspectives on the interplay between work–family conflict, social support, and turnover intentions. According to the cross-domain perspective, family-to-work conflict (FWC) should be more important in predicting increases in turnover intentions than work-to-family conflict (WFC). According to the matching-perspective, however, WFC should be more important in predicting increases in turnover intentions than FWC. We expanded the debate about matching- versus cross-domain relationships by testing whether resources (i.e., social support) should stem from the same domain (i.e., work or family) as the conflict (i.e., matching-principle) or from the other domain (i.e., cross-domain perspective). Additionally, authors hypothesized that changes in WFC and FWC predicted changes in turnover intentions and tested reciprocal relationships between WFC/FWC and turnover intentions. This longitudinal study (5-month time lag) with 665 employees revealed that (increases in) WFC predicted increases in turnover intentions, whereas (increases in) FWC did not. The relationship between WFC and increases in turnover intentions was buffered by work–family specific leader support but not by work–family specific support from family and friends. Further, results revealed reverse relationships such that turnover intentions predicted increases in WFC and FWC. Taken together, the results of this study supported the matching-principle rather than the cross-domain perspective. The reverse relationships found between work–family conflict and turnover intentions challenge the common view that work–family conflict antecedes turnover intentions in a unidirectional way.     

Impaired strategic regulation of contents of conscious awareness in schizophrenia

Conscious awareness comprises two distinct states, autonoetic and noetic awareness. Schizophrenia impairs autonoetic, but not noetic, awareness. We investigated the strategic regulation of relevant and irrelevant contents of conscious awareness in schizophrenia using a directed forgetting paradigm. Twenty-one patients with schizophrenia and 21 normal controls were presented with words and told to learn some of them and forget others. In a subsequent test, they were asked to recognize all the words they had seen previously and give remember, know or guess responses according to whether they recognized words on the basis of autonoetic awareness, noetic awareness, or guessing. Overall, patients showed the same degree of a directed forgetting effect as normal subjects. However, whereas the effect was observed both for remember and know responses in normal subjects, it was observed for know, but not for remember, responses in patients. These results indicate that patients with schizophrenia exhibit an impaired strategic regulation of contents of autonetic awareness for relevant and irrelevant information.     

Die Psychotherapeutenausbildung aus Sicht der Teilnehmer

Background

A survey was performed to assess the current situation in education and to identify critical issues 10 years after the inception of the German law regulating the education of psychological psychotherapists and child and adolescent psychotherapists. The study reports the results of a nationwide survey of German psychological psychotherapists and child and adolescent psychotherapists currently in training. The aim of the survey was to evaluate the individual sections of training, desired alterations and structural and financial conditions.

Methods

All trainees were contacted via the training institutes and the umbrella organizations. A total of 3,223 trainees participated and answered questions mainly using an online questionnaire.

Results

Most respondents practiced their training part-time and in most cases the trainees thought that the training would last longer than initially expected. The practical training was rated most poorly, whereas practical education and individual supervision were rated as most useful. The survey revealed deficits concerning the evaluation of the quality of several components of the training.

Conclusions

From the perspective of the trainees there is a necessity to modify the financial conditions of the training. This result has been considered in the recommendations of a research expertise on psychotherapy training and should stimulate further research.     

Active and passive distraction using a head-mounted display helmet: effects on cold pressor pain in children.

OBJECTIVE: The current study tested the effectiveness of interactive versus passive distraction that was delivered via a virtual reality type head-mounted display helmet for children experiencing cold pressor pain. DESIGN: Forty children, aged 5 to 13 years, underwent 1 or 2 baseline cold pressor trials followed by interactive distraction and passive distraction trials in counterbalanced order. MAIN OUTCOME MEASURES: Pain threshold and pain tolerance. RESULTS: Children who experienced either passive or interactive distraction demonstrated significant improvements in both pain tolerance and pain threshold relative to their baseline scores. In contrast, children who underwent a second cold pressor trial without distraction showed no significant improvements in pain tolerance or threshold. CONCLUSION: Although both distraction conditions were effective, the interactive distraction condition was significantly more effective. Implications for the treatment of children's distress during painful medical procedures are discussed.     

Designing Sustainability Indicator Frameworks for Information Flow: A Case Study of B-Sustainable

In the early 1990s, community indicators gained currency as a principal means of turning visions of sustainability into action. In the intervening years, indicator projects have been launched by communities the world over to guide and measure progress towards sustainability, but their effectiveness in serving this purpose has also been questioned. These critiques have focused attention on how information is organized within indicator systems in addition to the content and quality of the information itself. This case study draws on the work of Sustainable Seattle, an early pioneer in developing community indicators through participatory processes, to create a next-generation sustainability indicators system, the B-Sustainable Information Commons. The study aims to make the framework’s design explicit according to its purposes by reflexively analyzing the design in relation to the theory and practice of framework development. The framework’s most ambitious goal is to stimulate “information flows” that will lead to collective understandings of emerging sustainability patterns.