Conflict Job Research Articles

Expatriate academics: job factors and work outcomes

PurposeThe literature on business expatriates has been increasing rapidly, but research on expatriate academics has remained scant, despite the apparent increasing globalisation of the academic world. Therefore, more research is needed on the latter group of expatriates. This paper aims to fill some of the gaps.Design/methodology/approachA questionnaire was directed electronically towards expatriate academics occupying regular positions in science faculty departments in universities in northern Europe.FindingsResults showed that job clarity was the dominating job factor with strong relationships with all of the five investigated work outcome variables, work adjustment, work performance, work effectiveness, job satisfaction, and time to proficiency. Job conflict and job freedom had an association with some of the work outcome variables but not with all of them. Neither workload nor job novelty had a relationship with any of the work outcome variables of the expatriate academics.Originality/valueThe paper shows that the findings are only partly consistent with previous research results concerning business expatriates, suggesting that the work situation for expatriate academics could have both similarities and discrepancies as compared to that of business expatriates.

ESTRESSE OCUPACIONAL EM ENFERMEIROS DE UM HOSPITAL UNIVERSITÁRIO

Estudo comparativo tece como objetivo investigar o estresse entre enfermeiros e os fatores relacionados. A população da pesquisa foi formada por 44 enfermeiros que atuavam em unidades hospitalares. Os dados socioeconômicos e profissionais e os fatores de fontes de estresse foram apresentados sob forma de Escala de Likert, e coletados por meio de instrumento auto-aplicável e analisados com auxílio do programa estatístico Epi-Info 2004 versão 3.2 e Statistical Package for the Social Sciences para Windows. Os resultados foram agrupados em cinco categorias: Conflito de funções, Gerenciamento de pessoal, Sobrecarga de trabalho, Situações críticas e Relacionamento interpessoal. Os enfermeiros atuantes no setor aberto apresentaram maior escore de estresse, sendo a sobrecarga de trabalho o principal fator associado. O conhecimento e discussão sobre fatores de estresse podem contribuir para a busca de melhores condições de trabalho e interferir na qualidade de vida e desempenho profissional do enfermeiro.

Development and validation of the stressful life event questionnaire

This study evaluates the development of the stressful life event (SLE) questionnaire and tests the validity and reliability of it. In total, 3,951 adults aged over 18years completed the SLE questionnaire. The General Health Questionnaire (GHQ-12) was used to further validate the SLE questionnaire. Eleven domains, including home life, financial problems, social relation, personal conflict, job conflict, educational concerns, job security, loss and separation, sexual life, daily life, and health concerns were obtained by factor analysis. Correlation coefficient was moderately significant among domains of the SLE questionnaire and moderately between the SLE questionnaire and GHQ-12 score, as well. The results of the discriminate validity analysis were promising. In addition, standardized Cronbach'-α was 92%. The resultant SLE questionnaire is, therefore, suggested to be potential for the stress measurement in both community and primary care setting.

The Effects of Equity Sensitivity, Job Stressors and Perceived Organisational Support on Psychological Contract Breach

The purpose of this paper is to examine the effects of depositional (equity sensitivity), organisational variable, perceived organisational support (POS) and job variables (job stressors) on psychological contract breach (PCB). The paper also tests the moderating role of POS and equity sensitivity on the relationship between job stressors and PCB. Data were collected from managerial employees of two private manufacturing organisations. Analysis of 150 responses using hierarchical regression revealed the direct effects of equity sensitivity, perceived organisational support and job conflict on PCB. Based on the buffering hypothesis it was also found that POS moderates the relationship between Job conflict and PCB. Implications for managerial practice and future research are discussed.

Healthy, Healthful, and Healing Environments

The literature is replete with evidence about the effects of the work environment on nurses' stress levels, interdisciplinary collaboration, workload, job conflict, job satisfaction, and anticipated turnover. Healthcare leaders have been challenged by the American Association of Critical-Care Nurses (AACN), other professional organizations, and regulatory agencies to develop and sustain healthy work environments that support the professional practice of nursing. Magnet designation, the Beacon award, and other organizational structures and cultures led by authentic and transformational leaders have been the stimulus to ensure that workplaces are both healthy and healthful. The positive effect of healing environments on patient and provider outcomes has caused many healthcare leaders to strive to develop healing attributes within their philosophies of care and organizational cultural initiatives.

Value Diversity and Job Attitudes: With Mediating Role of Job Conflict and Moderating Role of Career

Value Diversity and Job Attitudes: With Mediating Role of Job Conflict and Moderating Role of Career

The Experiences of Becoming a General Practice Registrar: A Qualitative Study

WHAT IS ALREADY KNOWN IN THIS AREA • General practice is thought by junior doctors to represent a compromise between the more desirable work in hospitals and a life outside. • Known stresses include preparation for exams, family and job conflict and relationships with patients. WHAT THIS WORK ADDS • Becoming a GP registrar involves coping with gaps in knowledge and skills, feelings of isolation and poor self-confidence. • Good relationships with trainers, feeling part of the practice organisation and peer support outside the practice are important. SUGGESTIONS FOR FUTURE RESEARCH • Further research is needed on the experiences of registrars from different ethnic groups, the experiences of new GPs and the experiences of trainers.

Stress, social support and depression in informal caregivers to people with HIV/AIDS in Lomé, Togo

PurposeThis study examined factors associated with depression in 125 informal caregivers to adults living with HIV/AIDS in Lomé, Togo.MethodologyEach caregiver completed a questionnaire that assessed primary and secondary stressors, social support and depression. Most of the participants were women (78 per cent), married (53 per cent), and had been giving care to nuclear family members (63 per cent) for about 11 months. OLS regression was used to examine the association of primary and secondary stressors with self‐reported depression.FindingsThe analysis showed that caregiving demand, role captivity, and job conflict were positively associated with self‐reported depression. This suggests that work‐related strains and role strains were associated with depression levels among caregivers in our sample.Research limitations/implicationsThe study is based on a small convenience sample of volunteers and this may limit the generalisability of the results.Practical implicationsThis knowledge can benefit HIV/AIDS service providers in counselling caregivers who need to maintain a healthy quality of life and well‐being for their difficult and challenging task.Originality/valueThis paper contributes to knowledge on caregiving role to people with chronic illnesses by incorporating an understudied population into the knowledge base.

종합병원 방사선사의 근무환경에 따른 지역별 스트레스 수준 분석

A survey was conducted to 890 radiological technologists working at 44 general hospitals of 16 cities and provinces across the county to determine their stress level according to regions divided into the capital city, metropolitan areas and small- and medium-sized cities. For this purpose, such factors as their working environment, role playing, job conflict and job burden were compared and analyzed according to the regions. The findings may be summed up as follows: 1. In terms of working environment, radiological technologists in the capital city were found to have the least stress(23.46), followed by those in metropolitan areas(24.53) and small- and medium-sized cities(24.85). There was a significant difference according to the regions as for the item 'worry about influence of radioactive contamination(genetic, decisive and plausible)(P<0.001). 2. As for role playing, radiological technologists in small-and medium-sized cities appeared to receive the highest stress(l8.25) followed by metropolitan areas(l7. 71) and the capital city(l6.69). There was a statistically significant difference(P<0.001) according to the regions 3. Regarding job conflict, those who work in small- and medium-sized cities turned out to get the highest stress(15.66) compared to those in metropolitan areas(15.35) and the capital city(l4.44). In terms of job autonomy, there was no significant result from the survey in spite of the difference between metropolitan areas(14.87), small- and medium-sized cities(l4.79) and the capital city(l4.66). 4. Little difference was detected according to the regions as far as the job burden(excessive or too little) was concerned. But their was a significant regional difference in tenns of patient-related factors with the capital city(11.50), small- and medium-sized cities(l0.75), and metropolitan areas(1.63)(P<0.001).

The impact of school‐based management on supervision instructors’ professional considerations

The following study examines how, and to what extent, the introduction of school‐based management (SBM) in schools and the authority thereby delegated to principals to hire and dismiss supervision instructors have changed instructors’ role expectations and job conflict and affected their professional considerations. Based on data gathered from in‐depth interviews, it was evident that before SBM, supervision instructors typically faced multiple and contradicting expectations and, therefore, used various strategies to avoid role conflicts. However, after SBM was introduced, the discrepancy among these expectations has increased, and so did the uncertainty and insecurity that instructors perceived on the job. These circumstances have encouraged instructors to prefer personal concerns over professional obligations and to direct their efforts so that their future employment will be ensured. The study concludes that school principals need to increase their professional knowledge regarding supervision instruction and devote their efforts towards establishing an organizational learning culture in their schools.

Job Satisfaction Differences Between Military and Ex-Military Personnel: The Role of Demographic and Organizational Variables

This study examines differences in job satisfaction between military and ex-military personnel and examines the contribution of demographic, dispositional, and organizational variables to those differences. Analysis of data from 571 current New Zealand Army personnel and 171 ex-Army personnel found that Army personnel rated significantly lower than the latter on overall job satisfaction and on 7 of 15 job satisfaction facets. For both groups, high leader support, low job conflict and pressure, and high challenge, autonomy, and job importance were related to high levels of job satisfaction. For Army personnel, low levels of negative affect (a propensity to have a negative outlook on life in general), shorter tenure, and low centralization and formalization also contributed to higher levels of job satisfaction. For ex-Army personnel, income contributed to higher levels of job satisfaction. There were a number of significant differences, however, between Army and ex-Army groups on job satisfaction predictors. These results suggest that differences in job satisfaction between the two groups may be due to (a) different variables that contribute to job satisfaction for each group and (b) different demographic and organizational variables between the groups. Despite a number of limitations, the findings highlight potential future directions for the investigation of interventions in the work environment to provide enhanced psychological rewards for military personnel.

Individual differences in the perception of occupational stress and their association with blood pressure status

Abstract Casual blood pressure (BP) was recorded in a sample of 217 working adults. A questionnaire was used to obtain subjective reports of job stress. comparisons were made between a group with elevated BP and a normotensive group. The high BP group appeared to perceive more stress. In particular, scores on the role conflict, job versus non-job conflict and type A scales reliably differentiated the groups. In contrast, for the job satisfaction items, no difference between the groups was observed. There appeared to be some association between reported occupational stress and BP level.

Planning and Implementing a Support Program for Students of Color

The Bridge Program is an innovative orientation program for new MSW students of color. The primary purpose of the program is to provide an early opportunity for new students to develop supportive and sustaining relationships with other minority students, faculty, and community practitioners. Providing social and informational support may help to mediate the impact of role, family, and job conflict mentioned by students as obstacles to completing their degree program. This paper describes a two year pilot of the Bridge Program goals, structure, and content, including formative assessment data. The paper concludes with a discussion of the lessons learned in creating the Bridge Program and suggestions for adapting the program model to other settings.

On the Job Conflict

1. Conflicts arise when deep seated but diametrically opposed views clash. 2. Handling on the job conflict well requires a process of emotional and intellectual fine tuning that can, eventually, lead to a workable solution. 3. A Series of identifiable steps are experienced in working through value conflicts. 4. Conflict can be a growth experience, expanding professional confidence and adding to personal stature by keeping ideals intact.

Occupational stress, social support, and depression among black and white professional-managerial women.

This study employed a quota sample of 200 black and white professional-managerial women from the Memphis, Tennessee, area to explore the relationships among occupational stress, social support, and well-being. Data were gathered through face-to-face, focused life history interviews. Depression was measured using the Center for Epidemiologic Studies Depression Scale (CESD). Social support for one's career was assessed from three sources: family, friends, and co-workers, and measures of occupational stress included workload, unfair/impersonal treatment, and trouble with boss or subordinates. Using multiple regression techniques, the findings of this study indicate that there are complex differences in levels of social support, occupational stress, and depression across social structural dimensions (race, class background, supervisory status, marital status, parental status) for this sample, including significant two-and three-way interactions. Trouble with boss or subordinates was also found to be related to levels of depression. Career support from friends, co-workers, and family, on the other hand, did not directly benefit the women's well-being or lessen the damaging effects of interpersonal job conflict on their mental health.

Job Distress is no Laughing Matter in Marriage, or is it?

The present study examines the different ways in which couples use humor to deal with problems when they also are experiencing troubles at work. A review of psychological research on humor and sociological studies on blue-collar marriage suggests two models for predicting the above relationship. The companionship model predicts that job distress relates to less sharing of laughter and humor. The coping model predicts that job distress is associated with the couple using more humor to deal with negative marital affect. The above models are tested in a sample of fifty-two married couples (balanced for social class) who were videotaped while trying to resolve a troublesome issue of recurring disagreement. They also completed questionnaires measuring job distress, companionship and conflict avoidance. The observational and self-report data converge in showing that the companionship model is more applicable to white-collar husbands than to blue-collar husbands, and this seems to be related to the difference in job distress between the two groups. On the other hand, the coping model is more applicable to blue-collar husbands and wives. Finally, both models are more applicable to blue-collar wives than white-collar wives, and this may be due to differences in work status (paid labor vs housework) and freedom for emotional expression.

'Dutchman': An On-the-Job Etymology

AT MID-CENTURY, the chief arena for ethnic conflict in America is often a city schoolyard. In bygone years such conflict occurred in the mine, mill, workshop, and construction camp-the industrial front. Immigrants who came to build a new nation had first to face bigotry and hostility on the job. Ironically, as each group achieved status, it vented its spleen on newcomers surging up from below. Today, job conflict between national groups is submerged. Unions, employers, churches, schools, and government educate toward mature democratic behavior. However, a residue of ethnic hostility lives on in the language of the trades. An apprentice or new worker learns the argot and slang of his special calling. Along with a host of esoteric technical and trade terms, he picks up hidden reminders of the past in the form of pejorative language--the language that downgrades, demeans, destroys. No one who has rubbed shoulders where men work together has escaped the half-playful banter between national and even native regional groups. This vocabulary of slurs and slanders is applied directly to persons. However, a special type of depreciatory nomenclature has been applied to tools, mechanical devices, and work processes. Long after a minority group is integrated, or has completely vanished from the trade, the tool name lingers on as a faint reminder of early aggression or conflict. Phrases in this category that I have heard in actual usage in San Francisco building construction and waterfront employment are: German planer, Irish buggy, Irish confetti, Irish rosette, Jew nails, Mexican drag line, niggerhead, Norwegian steam, Polack screwdriver, Portugee lift, Portugee pump, Swede hand axe, and Swede rule. Any construction stiff or factory hand could extend this brief list from his personal vocabulary. A study of the origins of these terms would portray the grim story of the adjustment of immigrant to industry.' Very early in my own apprenticeship as a shipwright in San Francisco I was exposed to a single ethnic work-process term that, unlike the unpleasantries cited, was ameliorative and complimentary. The word was dutchman; perhaps it caught my ear because it was used in a pleasant, friendly manner. The setting was dramatic. We were high on the hull of a huge vessel under construction on the ways. I was helping two skilled Scottish shipwrights, Ben Carrwardine and James Allan, who were fitting the twin hawse pipes into