ISSN:0894-3796    

DOI:10.1002/job.4030160102

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030160103

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractOne hundred seventy‐seven police officers and their spouses from two metropolitan areas completed separate questionnaires regarding stress and coping. Both the police and spouses reported using four coping activities in response to their own stressors: problem focused, emotion focused, religiosity, and rugged individualism. Three potential police strains previously noted in non‐empirical literature were given special attention; divorce potential, drinking behavior, and suicide thoug

ISSN:0894-3796    

DOI:10.1002/job.4030160104

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

ISSN:0894-3796    

DOI:10.1002/job.4030160105

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractOnly in several controlled studies have organizational or situational stressors (in contrast to individuals) been targeted for change in order to reduce occupational stress. This study evaluates the impact of an intervention which was based on organizational development, action research and Karasek's job strain model. Employee committees conducted problem diagnosis, action planning, and action taking in two departments in a public agency. Waiting list control departments and pre‐ post‐ and follow‐up assessment were utilized. Results indicated a mixed impact of the intervention in one department, but a negligible or negative impact in the other. Obstacles to the effective implementation of the intervention strategy are discussed. These included a limited focus for the committees (department‐wide rather than agency‐wide), the negative impact of a major agency reorganization, and the lack of a more formal management and labour commitment to maintaining the stress reduction and organizational chang

ISSN:0894-3796    

DOI:10.1002/job.4030160106

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractA three component model of organizational commitment was used to study job withdrawal intentions, turnover and absenteeism. Affective commitment emerged as the most consistent predictor of these outcome variables and was the only view of commitment related to turnover and to absenteeism. In contrast, normative commitment was related only to withdrawal intentions while no direct effects for continuance commitment were observed. Continuance commitment, however, interacted with affective commitment in predicting job withdrawal intentions and absenteeism. The form of the interaction was such that high sunk costs tempered relationships between affective commitment and the relevant outcome variables.

ISSN:0894-3796    

DOI:10.1002/job.4030160107

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThe present study examined the possibility that individuals with certain personality traits tend to be found in certain types of jobs. Specifically, we examined correlations between two personality traits, anxiety and optimism, and measures of job characteristics obtained via self‐reports and through job analysis. Results showed that those who were high in trait anxiety tended to be in jobs characterized by low autonomy, variety, identity, feedback, significance, and complexity. Conversely, those reporting high levels of optimism tended to be in jobs characterized by high levels of each of these job characteristics. Further research to clarify these findings was suggeste

ISSN:0894-3796    

DOI:10.1002/job.4030160108

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractA sample of 141 Canadian business school graduates responded to questionnaires at 3, 9 and 14 months after beginning full‐time jobs. Their job experiences including challenge, work group fit, supervisor support, and mentorship were measured along with organizational commitment, turnover, and promotion. There was little evidence of treatment discrimination against the female and minority members of the sample. However, dissimilarity to one's work group in terms of age, education, and lifestyle meant lower job challenge and poorer work group fit. In contrast, being dissimilar in terms of gender meant greater challenge, and, if the manager was male, greater likelihood of promotion. Being dissimilar in terms of culture was not associated with any of the job experiences. Relationships between the early experiences and organizational commitment were strongest for those who were most dissimilar in terms of gender, whereas relationships between the experiences and turnover were strongest for those who were most dissimilar in terms of age, education, and lifestyl

ISSN:0894-3796    

DOI:10.1002/job.4030160109

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThis study examines: (1) the impact of two methods of giving screening results on health behaviour and beliefs, evaluated in a randomized controlled trial. (2) The association between uptake of screening and health risk behaviours and beliefs.Two methods of feedback of screening results were given: simple informational feedback, and more extensive feedback, including target‐setting and a written contract. At six month follow‐up, those who received simple informationalfeedbackhad lost lessweightand had increased their exercise less than those who received more extensive feedback.Attenders believed more strongly in the relationship between lifestyle and health, perceived themselves as less healthy than others and scored higher on the GHQ than staff who did not attend for screening. These results suggest that belief in the effectiveness of lifestyle change in promoting health, and anxiety about health, can influence uptake of screening. Second, the method of presenting screening results can influence the impact of screening on subsequent behaviour cha

ISSN:0894-3796    

DOI:10.1002/job.4030160110

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY

摘要:

AbstractThe degree to which two measures of locus of control (LOC) and two measures of need for achievement (NACH) correlate with the motivations of persons for competitive or cooperative strategy was measured in 191 graduate students who are employed full‐time as salaried employees. Results indicated significant correlations between motivation for competitive strategies and LOC, NACH, and the factors of LOC entitled self‐confidence, internality, and belief in chance. The motivation to avoid the use of competitive strategies was correlated with belief in control by powerful others and chance. The motivation to use cooperative strategies failed to correlate significantly with either NACH or

ISSN:0894-3796    

DOI:10.1002/job.4030160111

出版商:John Wiley&Sons, Ltd.    

年代:1995

数据来源: WILEY