摘要:

AbstractHypotheses regarding role stress, chronic burden and two forms of vulnerability to mental health symptoms are tested in a longitudinal sample of 590 caregivers working in group homes for the mentally ill. In addition, an organizational exit pressure hypothesis is offered. Measures of exit pressure are identified and incorporated into predictive models of stress and mental health. Exit pressures affect somatization directly and interact with role ambiguity to affect subsequent levels of anxiety and somatization. The results suggest that selection pressures in and out of social settings should be conceptualized as part of models of stress and mental health.

ISSN:0894-3796    

DOI:10.1002/job.4030130702

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractA laboratory experiment (N= 149) tested two hypotheses: that choice of reward will have a positive impact on task performance and that choice would lead to arousal, as measured by reaction speed. The role that feedback information concerning whether subjects were being rewarded for performance on a prior task was also examined. The results revealed that choice and choice interacting with feedback were related to performance, but the choice had no impact on arousal. Self‐determination theory may be used to help interpret these findings. The choice and feedback are non‐controlling and informational to recipients which may increase perceptions of competence and self‐initiative with an accompanying increase in intrinsic motivation to perform well on the task. These theoretical implications and some questions for future research and practical applications are disc

ISSN:0894-3796    

DOI:10.1002/job.4030130703

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThis study explored possible determinants, both inside and outside the job sphere, of willingness to relocate. Data were collected from a large sample of managerial and professional employees in one organization. Unlike previous research, this study investigated willingness to relocate for three different purposes: (1) for a better job or career development; (2) to help the organization; or (3) to remain employed. However, only two factors of willingness to relocate emerged: willingness to relocate for career enhancement or company needs, and willingness to relocate to remain employed. Results showed that the strongest predictors of willingness to relocate to remain employed were job sphere variables such as satisfaction with career development opportunities and propensity to remain, while family and community variables were much more important in predicting willingness to relocate for career enhancement or company needs. The implications of these results for both the organization and individuals are discussed.

ISSN:0894-3796    

DOI:10.1002/job.4030130704

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractSelf‐leadership theory can be described as the ‘process of influencing oneself ’as opposed to the influence of leaders over followers (Manz, 1983, 1986). We focus on and develop a model for a particular aspect of self‐leadership — thought self‐leadership — emphasizing two primary elements, self‐talk and mental imagery. The major thrust of this model is that employees can influence or lead themselves by utilizing specific cognitive strategies that focus on individual self‐dialogue and mental imagery. It is proposed that constructive thought management through the effective application of cognitive strategies can lead to enhanced individual and organizat

ISSN:0894-3796    

DOI:10.1002/job.4030130705

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130706

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130707

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

摘要:

AbstractThis study tested Pleck's (1977) hypothesis concerning gender differences in the relative permeability of work and family boundaries. Data were obtained from a randomly drawn community sample of 631 employed adults (278 men; 353 women). Respondents reported that work interfered with family life (W→F conflict) more frequently than family life interfered with work (F→W conflict). These results suggest that work and family boundaries are indeed asymmetrically permeable with family boundaries being more permeable than work boundaries. However, there was no evidence of gender differences in the pattern of asymmetry, indicating that the dynamics of work and family boundaries may operate similarly among men and women. Implications for future research are discus

ISSN:0894-3796    

DOI:10.1002/job.4030130708

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130709

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030130701

出版商:John Wiley&Sons, Ltd.    

年代:1992

数据来源: WILEY