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Industrial/Organisational/Work
employment - that as an analogy compare it to a
bridge that link the world of work to work withdrawal. The current research was to investigate
personal characteristics, job related psychological
variables and other variables related to retirement
design and planning in bridge employing in their
job before retirement, and the effect of precedent
variables on their decisions. The current study
design is longitudinal research and the participants were geriatric retirees who continued their
careers in their former job and compared to fully
retired persons. Instrument were self reported inventory, included demographic information (
namely age and educative ) and health , nancial
status, job tension, job satisfaction and thought
about retirement. In order to analyse data the
stratied logistic analysis, odd ratio, chi square
test for goodness of t of the model, and R2 effect
size estimation were used. Results indicate that
personnel expected to retire, that adopt bridge
employment in their former career in industry
were younger, more educated, healthier, experienced less job tension and were more satised
with their job, however their nancial status were
better. The last nding was surprising at rst
glance, however it is the result of their educational
level that help them acquire bridge employment.
Retirement is a signicant period in each persons
lifespan that, if not correctly planned, may lead
workers to suffer because of psychological tension
and economical constraints.
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Industrial/Organisational/Work
The relation between work engagement and
employee health: The moderating role of
perceived organisational support
Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Abolghasem Nouri; Hamidreza
Oreyzi
Employee health is affected by many organisational
factors. Research shows inconsistencies between the
relationship of work engagement and employee
health, which may be affected by other variables. This
study examined the relationship of work engagement
and employee health, with consideration to the moderating role of perceived organisational support. Data
were collected from a sample of 223 employees of an
industrial organisation in Isfahan, who were selected
by a stratied random sampling method. The instruments used in the study consisted of the Utrecht Work
Engagement Scale (UWES, Schaufeli et al, 2002),
General Health Questionnaire (Goldberg, 1970) and
perceived organisational Support Questionnaire
(Rhoades and Eisenberger (2002). The moderated
regression analysis was used for the assessment of
the moderation role of organisational support. Findings indicated the negative relationship between work
engagement and employee health, but this relationship
is moderated with organisational support. We conclude that work engagement decreases the physical
energy for countering health threatening elements
which, with organisational support, reduces the negative consequences of work engagement on health.
Relationship of work engagement and employee health with considering the mediating role of work/family conict
Maede Arabzadegan University of Isfahan, Islamic
Republic of Iran; Hamidreze Oreyzi; Abolghasem
Nouri
With the appearance of positive psychology, emphasis on positive skills and behaviours has
replaced attention to behavioural incapability. The
present study tested a mediational model consisting
of physical health as the dependent variable and
work engagement as the independent variable, with
the work-family conict as its mediator. Data were
gathered from a sample of 183 employees at an
industrial organisation in Iran, who were selected
by a stratied random sampling method. The instruments used in this study were the Utrecht Work
Engagement Scale (UWES, Schaufeli et al., 2002),
Work-Family Conict Questionnaire (Netemeyer,
Boles, & McMurrian, 1996) and General Health
Questionnaire (Goldberg 1970). Structural equation
modeling (SEM) through AMOS-18 and SPSS-18
software packages were used for data analysis. The
results supported components of the proposed model, in that work engagement predicted work-family
conict, which in turn predicted physical health. In
addition, work-family conict mediated these relationships. Discussion and implications of the results
are presented in the study.
also to people that are an essential factor of information security. This paper aims to understand individual security behavior in the work environment, testing a mediation model which identies two
antecedents of security behavior: Organizational
practices of information security and organizational
change perception toward practices, and security
practices-related attitudes as the mediator variable.
For this study, an instrument composed of four tenpoint Likert scales was used. Three scales were
developed and validated to measure the practices,
attitudes and behavior toward 61 statements. A tenpoint scale was used to measure the organizational
change perception toward 30 statements. All the
scales presented a two-dimensional structure. Data
were collect from 623 cases in a Brazilian public
organization by on-line survey. Descriptive analyses,
exploratory factor analysis and regression analysis
were conducted. The results showed that security
practices-related attitudes mediated the relation between the organizational and individual levels, that is,
in so far as the organization implements security
practices, the individuals perceive radical organizational change (R2=.279) and present positive security
practices-related attitudes, which in turn, impacts on
information security behavior (R2=.158).
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Industrial/Organisational/Work
Designing and testing a model of some precedents and outcomes of job stress
The impact of individual and situational characteristics on trainee reactions and posttraining self-efcacy
Foroogh Bakhtiari Esfandagheh Payame Noor University, Islamic Republic of Iran
The purpose of this study was to examine the
impact of agreeableness, emotional stability, and
pre-training motivation (as individual characteristics) and perceived organizational support (as a
situational characteristic) on trainee reactions and
post-training self-efcacy (as an affective outcome
of learning). Data were collected from 278 male
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Industrial/Organisational/Work
employees entering a training program on mental
health in organizations. The research was conducted
in two stages, before training and immediately after
training. Consistent with the hypothesized model,
agreeableness, and pre-training motivation were
signicantly and positively related to trainee reactions, which were signicantly and positively related to post-training self-efcacy. Furthermore, perceived organizational support was also found to
have a positive and signicant relationship with
pre-training motivation. Support was not found for
the signicant relationship between emotional stability and trainee reactions. An alternative model
was also tested. The results showed stronger support for the hypothesized model. The study highlighted the importance of individual characteristics,
such as agreeableness, that have been less empirically researched on trainee reactions and post-training self-efcacy. Moreover, this research expanded
our knowledge of the role of perceived organizational support in a training context. Future research
should continue to examine these and other factors
that inuence training outcomes.
orientation. Results also provide support for a positive direct relationship between ethical leadership
and organisational performance. Finally, consistent
with the proposed model, the effects of personality
motives on organisational performance are mediated by ethical leadership behaviours. These results
are discussed, and practical suggestions are provided for future research.
490
conrmed our hypotheses that emotion regulation
strategies are used depending on the leadership style
in the interaction. Further, that emotional intelligence
is positively associated with deep acting and automatic regulation. Results also revealed that emotional
exhaustion is higher in connection with surface acting
and deviance and that job satisfaction is higher in
connection with automatic regulation. Gender has
moderating functions. One practical implication is
that relationship orientation has not only positive
outcomes for subordinates, but also for leaders. Another implication is that organisations can train their
leaders in emotion regulation because two of the
strategies are associated with lesser exhaustion and
more satisfaction.
The relationship between computer user efcacy, job satisfaction, self-rated tasks and
contextual performance
Reyhan Bilgic Middle East Technical University, Turkey; Onder Ersen
The aim of the present study was to investigate the
relationships between computer user efcacy, job
satisfaction, self-rated tasks and contextual performance. There were 143 people with different educational backgrounds participating in the study, and
they completed the measures of task and contextual
performance, job satisfaction, and computer userefcacy. Of these, 53 were female (40%), 81 (60%)
were male and 7% did not indicate gender. The
results showed that the efcacy subscale predicted
both job satisfaction and job performance. In addition, job satisfaction totally mediated the relation-
Industrial/Organisational/Work
ship between total efcacy score and task performance. However, the contextual performance was
not predicted by any of the computer efcacy subscales. The results were discussed in the light of
relevant literature.
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Industrial/Organisational/Work
of the ward. A Likert scale survey questionnaire
was used to assess feedback with regards to content.
A quantitative analysis of the survey results indicated an overall improved experience of the lived
environment. Measured experiences under the
headings of dont like, acceptable, and like a lot,
have increased between the two installations for the
following content categories: veld and trees +2%,
autumn +13%, and colourful owers +4%. A waterfalls category was introduced in the second installation with a like score of 82%. The leaves and
autumn category remained the same, with trees and
desert scoring lower in the second installation by
10% and 14% respectively.
was developed by Meyer & Allen (1993) and revised by Weipeng Hu. The questionnaire includes
three dimensions: Affective commitment, continuance commitment and normative commitment. The
turnover intention questionnaire is developed by
Laiyi Cui (2000). A list of the developmental phase
of teachers teaching career is anchored by the
author. Conrmatory factor analyses and reliability
analyses on 247 recalled valid questionnaires indicate that the questionnaire has desirable reliability
and validity, and the organizational commitment of
P.E teachers in Chinese general universities and
collegesis accorded with Meyer & Allens 3-Compenent Organizational Commitment Model: Affective commitment, continuance commitment and
normative commitment. Descriptive statistics and
stepwise regression analyses indicate that the scales
of P.E. teachers organizational commitment and its
dimensions are higher than the mean, and the scales
is middling-ascending, especially the scales of normative commitment, that the organizational commitment and its dimensions of the lecturer is lower
than theat of the assistant and adjunct professor
(upwards). Correlation analyses and regression
analyses indicate that organizational commitment
and its dimensions have negative correlation with
turnover intention, that organizational commitment
can forecast efciently turnover intention, that affective commitment and normative commitment
can forecast efciently turnover intention, that the
normative commitment can forecast efciently turnover intention in the 2nd phase of teachers teaching
career; the phase of adaptive development, that the
affective commitment can forecast efciently turnover intention in the 3rd phase of teachers teaching
career; the phase of fast development.
492
Guanxi. Managers from private enterprise reported
signicant higher Guanxi pressure; they had a
higher degree of Guanxi usage and more unethical
decision-making. The applications and limitations
of the research, and possibilities for future research,
are discussed too.
Industrial/Organisational/Work
preneurial role identity motivated the entrepreneur
to action immediately. The study contributed to
group dynamics theory and action learning theory
and had practical implications in Chinas management education.
493
Industrial/Organisational/Work
ders in a large nancial organization. Qualitative,
descriptive research using case studies were used.
Fourteen leaders from a large nancial organization
attended twelve individual experiential leadership
coaching sessions over one year, focussing on role
analysis. Data gathering consisted of the coachs
eld notes and the clients reective essays written
after each third session. Discourse analysis was
applied. The manifesting themes were anxiety, task,
role, authorization, boundaries and identity. Systems psychodynamic leadership coaching created
a reective space for the development of leadership
awareness. Participants moved from being mostly
ignorant and unconscious containers of system domain, socially constructed and personal defences, to
containers of personal and leadership awareness.
They took up their leadership roles with signicantly more self-authorization. While being aware of
and managing their personal and organizational
boundaries, they started to integrate their normative,
experiential and phenomenal roles. These were
manifested in their capacity for creating new
thoughts, processed feelings and in responsible
actions. Their clarity about their leadership identity
boundary was enhanced. Participants learning
should be followed up regularly to ensure effective
transference of the learning to their leadership roles.
This endeavour should focus on how the organizational system domain defences (the shop oor metaphor) inuence their leadership role. Further research should focus on other organizations and their
leadership roles.
Yolande Coetzee North-West University, South Africa; Danie Du Toit North-West University, South
Africa
The main aim of the study was to explore and
describe the experiences of South African organisational coaches in terms of their levels of cultural selfawareness. If coaches are unaware of their own
biased attitudes and beliefs towards coaches from a
culture different to their own, it may negatively
inuence their perception of and interactions with
that individual. This study explored how cultural self
awareness affects the coach and the perceived intercultural coaching relationship, and strived to assist in
the development of intercultural competence. A qualitative research approach was adopted and the principles of grounded theory were utilised. The study
population consisted of practicing organisational coaches. They were selected purposefully to represent
different cultural backgrounds. The results showed
that different levels, developmental paths, and applications of cultural self-awareness exist amongst organisational coaches. Recommendations were made to
increase the levels of cultural self-awareness of organisational coaches. Based on the results of the study,
a model was proposed for the development of organisational coaches within intercultural settings.
Rita Cunha Nova School of Business and Eco, Portugal; Joaquim Pinto Coelho; Jorge Gomes
An already signicant body of research reported positive associations between human resource management systems and organisational performance. These
studies focus on the impact of several specic HRM
practices or bundles of practices. What has not been
specied is how/why this association occurs (Guest,
2011). In order to shed some light on this link between HRM and company performance, Bowen and
Ostroff (2004) argue that Strength of the HRM System moderates the HR-performance link, because it
refers to how the HRM function can send unambiguous signals to employees about what are appropriate
responses, leading to a common set of perceptions
and a strong organisational climate. It is obviously
relevant, for any company, to be able to identify these
process characteristics, but it is even more so in the
case of multinational enterprises (MNEs), where the
complexity of the HRM System, in a certain strategic
context, is added by the geographical and cultural
dispersion. The purpose of this conceptual paper is
to raise some questions and propositions about the
characteristics that HRM systems may assume, in
terms of the signals sent to employees in head-quarters and subsidiaries of MNCs. In particular, we
discuss that as the corporate HR roles vary according
to different levels of interdependence between headquarters and subsidiaries, so do the features that allow
MNCs to create strong HRM systems.
In-group criticism by highly identifying ingroup members: Group protection or psychological distance?
494
Flexibilisation strategies in small and medium-sized enterprises
Uwe Debitz Technische Universitt Dresden, Germany
The rapidly changing global markets force enterprises to proactively identify and respond to relevant trends in order to survive and to guarantee the
jobs of their employees. The Flexicurity-Approach of the European Union stresses the inevitable role of exibility as to technology, work
organisation, and employee competencies to secure
economic growth. We interviewed verbally and by
a standardised questionnaire the management of 48
randomly selected small and medium-sized enterprises as to the perceived necessities of changes
and the intended and implemented activities
concerning personnel, work organisation and technology. Main results are: Irregular order situations
and more and more short term customer requests
prevent strategic planning. Most of the managers
are denitely aware of the requirement of continuous change. However, their activities are mostly
responses, not proactive strategies. Moreover, such
as marketing and sales activities are initiated not
until companies get economic troubles. The
responses mainly concentrate on changes in the
amount and qualication of manpower, since capability of staff is the prerequisite for the exible
allocation of tasks to the employees. Small companies are not aware of further suitable strategies of
the transition to exible structures. Therefore we
developed and evaluate an internet-based tool offering a systematic overview on the entire system
of measures ensuring exibility as to work and
personnel organisation, technology and marketing.
Theoretically we test the applicability of the approach of "learning organisations" for small and
medium-sized companies.
Industrial/Organisational/Work
daily basis. The results, as well as implications for
theory and practice will be presented.
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Industrial/Organisational/Work
was adjusted according to work setting and cultural
bases. The structure of the scale was supported by
Eigen values greater than 1 and factor loading
greater than 0/35. Factor indications of conrmatory such as CFI, GFT, TLI, and RMSEA supported
two factor solution. Barron and Kenny procedure
for mediation analysis supported mediation role of
job control between job involvement and passion
for activity. Sobel test conrm an indirect mediation
path. It is recommended to "give opportunity to
self-control" for workers, so they have a true love
for their work.
South African case study: Assessing entrepreneurial leadership potential in small software companies about to be fast-tracked
Hazel Dunbar Jala People Consulting, South Africa
This case study examined attributes that contribute
towards or hinder entrepreneurial leadership potential. It presents the practical value of assessment
when assisting fast-tracked entrepreneurs. As part
of an entrepreneurial investment programme, 18
leaders from 6 small software companies participated in a one day assessment centre to determine their
current leadership competence and leadership potential. The assessment centre included MyersBriggs Type Indicator (MBTI), Sixteen Personality
Factor (16PF), validated strategic planning exercise,
Cognitive Process Prole (CPP), Raven Progressive
Matrices reasoning ability assessment, and a struc-
attitudes as well as behavior. Perception scales measure capacities and skills of older employees and selfperception as well as age stereotypes. Descriptive
analysis, T-Tests for dependent samples and multiple
regression analysis are used. Data show in general
positive attitude and less, but also positive behavior towards most scales and items. Individualizing the own leadership style in relation to age of the
employees is less positive than other scales. Interesting details are found within different scales:
Perception of the development of capabilities and
skills of aging workforce and self-perception of
aging is almost similar and realistic. Multiple regression analysis shows some impact of perception and
personal as well as organizational factors in agerelated leadership. In group comparisons,some differences between Switzerland and Germany, leadership
position, gender and company size were found and
will be discussed. Knowledge of various aspects of
age-related leadership is available to use diversity as
a resource in organizations and strengthen leaders in
their leadership behavior.
496
highly effective teams, and can be used to improve
team effectiveness. The aim of the present study
was to use a similar tool for sports teams. The TDS
for sport has been changed in several ways but the
main structure of the survey is built on Hackmans
(2002) model on team effectiveness. The most notable change is the new factor concerning team
mental models (Cannon-Bowers et al., 1993),
which is also measured with the team mental model
similarity approach. Participants are players in
Swedish soccer teams. Both self-report data and
observation data are being collected.
Industrial/Organisational/Work
oration, and competitive advantage in the global market. Understanding these competencies, and creating
an organizational culture and structure that supports
individual and team development, are the key components of truly multicultural organizations.This is a
theoretical review paper that will focus on the personal, interpersonal and team challenges that diverse
teams face operating in global and virtual settings. It
will incorporate relevant social psychological and
management concepts that are useful for understanding and responding to these challenges. This paper
will make suggestions related to the complexities of
working with multicultural and international individuals and teams require the development of a broader
set of knowledge, skills and attitudes than previously
required in a domestic setting. The presentation will
conclude with a framework of competencies for individuals and teams organized into two dimensions,
namely level (individual, interpersonal and team competencies), and context (fundamental, multicultural
and international/global). It will also make suggestions for future directions in multicultural research.
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entrepreneurs within 5 years by Wuxi Municipal
Government in China since 2006. As of 2011, more
than 600 entrepreneurs had returned overseas
through the 530 program and post 530 program.
Technological aspects of entrepreneurship are often
emphasised, competence models of entrepreneurs
have received limited attention from the government previously. The purpose of this research was
to build a competency model of returned overseas
high-tech entrepreneurs. On the basis of the competency-based job analysis technique and critical
incidents interview with entrepreneurs, a competency scale was designed. 110 returned overseas hightech entrepreneurs participated in this study. Based
on content analysis and the structural equation
method, the data collected from the two studies
provided strong evidence for a competency model
comprising 6 categories with a summary of the
associated behavioural descriptions. Example competencies included market orientation, achievement
orientation, and initiative. Implications for the competency model and the limitations of the study are
discussed.
Understanding employees deviant behaviour: The role of job satisfaction and conscientiousness
Hadi Farhadi National University of Malaysi, Malaysia
The relationship of job satisfaction and personality
traits, especially conscientiousness, with deviant
behaviour was previously examined by another
researcher. This study focused on the joint relationship of job satisfaction and conscientiousness with
workplace deviant behaviour. The study also looked
at the inuence of conscientiousness on the relationship between job satisfaction and deviant behaviour in the workplace. Data were collected from
212 subjects who were working as civil servants in
Malaysia, using a set of questionnaires that measured the variables studied. The results showed that
both job satisfaction and personality traits, predict
workplace deviant behaviour. Results showed a
negative relationship between job satisfaction and
conscientiousness with workplace deviance. It was
also shown that conscientiousness moderates the
relationship between job satisfaction and workplace
deviant behaviour. Implications for future research
are discussed.
A research on the impact of China civil servants values on performance: The mediation effect of tacit knowledge
Ming Feng Chongqing University, China; Jing Jiao;
Huayong Ren
The performance of the civil servants is the priority
for the government considering that they are the
decision-makers and executives of government. Value is a key factor that affects peoples behaviour and
choices, while it also inuences civil servants performance. Furthermore, compared with traditional
intelligence, tacit knowledge could better forecast
performance in work situations. So we come up with
"values-tacit knowledge-performance" logic in this
article, analysing the relationships among them by
questionnaire survey. The survey involved almost
700 civil servants. Fristly, we use the valid questionnaire to bulid the performance model and taict
knowledge model by EFA (Exploratory Factor
498
Work Engagement Scale (UWES-9) and questionnaires on severity of symptoms perceived, and social support from co-workers and supervisors. Individuals who were still eligible at the 12-months
follow up phase of the study completed a questionnaire on future working plans. To validate the
UWES-9 and test its nomological network, conrmatory factor analysis and path analysis were used.
Results showed acceptable conrmatory factor
analysis t indices and psychometric proprieties of
the UWES-9. Acceptable t indexes were also
found for the model tested. The study highlights
that the UWES-9 is a useful instrument for measuring work engagement not only in the general working population, but also in workers with mental
disorders. Furthermore, the study provides an investigation of how work engagement, as well as its
drivers, impacts on important work outcomes in
workers with mental disorders. In particular, the
important role that the vigour dimension plays in
this population as a mechanism through which
individuals feel better at work and feel ready to
take the further step, that is, to work in the open
labour market, is highlighted.
Productivity among younger and older workers: Differences perceived by Brazilian managers
Lucia Franca UNIVERSO, Brazil; R. Silva; T. Rangel;
C, Nalin; L. Franca; N. Ekman; A. Brito
An aging population has become one of todays
greatest challenges. In the worlds industrialised
countries, it is shown that it is necessary to keep
older people working beyond standard retirement
age, in order to ght prejudice against age ageism.
Nevertheless, research is still sparse. The purpose of
this study is to examine how Brazilian managers
perceive productivity among younger up to 35
years; and older workers 50 years and older. The
participants were from 207 public and private organizations, age 26 to 76 years (M = 47). A 11 item
scale was used (1 - low to 4 = very high), which
measured managers perception of workers productivity (Van Dalen; Henkens & Schippers, 2010),
whereby younger workers (N = 186, M = 2.74,
= 0.88) were much better assessed than older ones
(N = 189; M = 2.46, = 0.86), Older workers were
seen as reliable, committed to the organisation and
more sociable, whereas younger workers were
found to be more creative, more productive, physically healthy and vigorous, more exible and having greater technological abilities. Older managers
evaluated the productivity of older workers better
than younger managers (t = -1.99; p < 0.05). Managers from the private sector evaluated productivity
of older workers better than those from the public
sector (t = -2.03; p < 0.05). The ndings suggest
that ageism should be addressed by private and
public organizations. Further research should assess
if the employers` stereotypes regarding younger and
older workers are shared by employees.
Industrial/Organisational/Work
including Brazil. However, there are still few studies conducted towards the transition from work to
retirement, and what inuences the decision, whether it is bridge employment i.e. work after retirement, postponing retirement to continue in the same
organisation, or full retirement. This research investigated the inuence of seven variables in the retirement decision in 148 federal public servants in
Rio de Janeiro. These variables were 1) subjective
life expectancy; 2) age; 3) perceived health; 4)
perception of work-involvement and satisfaction;
5) exible hours, 6) a career commitment and 7)
control of the work. Multiple logistic regressions
have shown that age, perceived work, schedule
exibility, and job control predict the decision to
postpone retirement; job perception and working
exibility predict bridge employment; and nally,
health condition is the only predictor for full retirement. Human resource policies have advised the
retention of older workers by offering permanent
retraining, job control and exible hours or organising retirement preparation programmes to support
workers who wish to retire.
Scale and scales of social support and social comparison to explore the status of college graduates
CDMSE and to analyse the correlation between the
CDMSE and social support, and also the moderating
role which social comparison tendency played in this
correlation. The results are: The level of Chinese
college graduates CDMSE is above average with
signicant individual differences, while the self-efcacy of targeting and problem solving is relatively
low, there is a positive correlation between social
support and the CDMSE, in which social comparison
tendency played a moderating role. For the graduates
who own a high social comparison tendency, social
support contributes less to their CDMSE than those
who own a low social comparison tendency. The
results indicated that we should make great effort to
build and strengthen social support systems for college graduates. The graduates themselves should scientically use social comparison information and
search for social support resources initiatively, to
improve their career decision-making self-efcacy,
and thus make career decisions properly for their
interest and ability.
The signicance of social networks for learning about change in a Brazilian public organisation
Carolina Fussi Universidade de Brasilia, Brazil; Valdenis Silva Universidade de Brasilia, Brazil; Elaine
Neiva; Eduardo Farias; Daniel Barbosa Universidade de Brasilia, Brazil
By using qualitative research, this work examines
the perceptions of employees learning social network structure, in a Brazilian judiciary institution
that impacts on the process of organisational
change. The context of the change under study is
characterised by the adoption of a new technology
that changed the workow, by digitising parts of the
legal process. Once the adoption of new technologies includes learning new skills to deal with informational tools, the aspects of social networks related to transactional contents of learning, related to
the behaviour of individuals in the changing context, may inuence the acceptance and the mechanisms of resistance to change. Thirteen groups, with
12 participants each, were interviewed by using the
semi-structured approach, addressing the participants perceptions about the change and learning
processes, and the exchange of knowledge among
employees. For evaluating the learning network, the
respondents identied the people whom they
approached for assistance in learning the new skills.
The questionnaires are now under scrutiny and the
results shall be presented during the congress.
Chinese college graduates career decisionmaking self-efcacy and social support: The
moderating role of social comparison
Ying Fu GERC, Zhejiang University, China; Zhongming Wang
Faced with severe employment trends, Chinese college graduates need guidance and support for their
career decision-making. As an effective predictor of
employability, career decision-making self-efcacy
(CDMSE) is inuenced by factors such as social
support and social comparison, but the relationship
between them has not been revealed yet. Based on
theories of self-efcacy from former researches, this
study invited 193 Chinese college graduates as sample, using Career Decision Making Self-Efcacy
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people and toward organizations. Also, impression
management motives had signicant effect only on
organizational citizenship behaviors toward organizations. And impression management motives mediated the relationship of prosocial motives and
organizational citizenship behaviors toward organizations, that was, the stronger the employees impression management motives, the lower the correlation of prosocial motives and organizational
citizenship behaviors toward organizations.
Stress and its associated factors among primary healthcare doctors, medical assistants
and nurses in government health clinics in
Malaysia
Siti Raudzah Ghazali University Malaysia Sarawak,
Malaysia
This study aims to explore the prevalence of stress,
and its associated factors, among primary healthcare
doctors, assistant medical ofcers and staff nurses at
government health clinics in the State of Kelantan,
Malaysia. This study adopted a cross sectional design. Data were collected from 1st June until 31st
August 2010. A total 248 respondents consisting of
34 doctors, 76 assistant medical ofcers and 138
nurses participated in the study. The Malay version
of the validated Depression, Anxiety and Stress Scale
(DASS-42), and Karaseks Job Content Questionnaire were used as research instruments. The prevalence of stress among primary healthcare doctors,
assistant medical ofcers and nurses was 7.3%.
Multiple Linear Regression (MLR) analysis of stress
scores among doctors showed that lack of supervisor
support and hazardous conditions were signicant
associated factors for stress. For assistant medical
ofcers, MLR analysis revealed that job insecurity,
lack of supervisor and co-worker support were the
signicant associated factors for stress. MLR analysis
of stress scores among nurses showed that duration of
employment, number of children, decision authority,
job demand, job insecurity and physical exertion
were signicant associated factors for stress. Social
support from supervisors, ensuring job security, and
reducing hazardous conditions are essential to reduce
the stress level among Malaysia health care professionals. Staff with longer duration of employment
should be encouraged to undergo a stress prevention
and management programme. Findings of this study
are useful for intervention strategies in preventing
stress among primary healthcare providers.
500
negative spiral of increased mental exhaustion and
work-home interference. Herewith, this longitudinal
study is one of the rare studies investigating an
additional effect of the effort-reward imbalance on
top of the main effects of efforts and rewards. Moderated Structural Equation Modeling (MSEM) was
used to analyse longitudinal survey data from 26,106
nurses from six European countries. Mean age was
38.21 years (sd = 8.89), 11.7% was male, and 88.3%
was female. Effort-reward imbalance, measured as
the effort-reward ratio, was treated as a special type
of interaction term in MSEM. As expected, high
extrinsic efforts and low extrinsic rewards at Time
1 predicted more mental exhaustion and more workhome interference at Time 2. Moreover, effort reward
imbalance at Time 1 additionally predicted workhome interference at Time 2, both directly and
through increased exhaustion at Time 1. Surprisingly
few cross country differences were found, which will
be discussed. To conclude, effort-reward imbalance
not only appeared to predict impaired health, but also
spills over into the private domain, partly through
mental exhaustion. Improvements are possible
through decreasing effort (demands) and increasing
rewards, as well as reactive strategies aimed at recovering from mental exhaustion.
The expectations, perceptions and experience of members of the South African Police
Service of Employee Assistance Services: An
empirical study
Anton Grobler UNISA, South Africa; Yvonne Joubert
The objective of this research is to determine the
expectations, perceptions as well as the experience
that South African Police Service (SAPS) employees
have regarding the Employee Assistance Services
(EAS). No sampling strategy was used, with the
result that all available employees were included in
the study (N=37 816). The questionnaire was
designed using eight cross-cutting principles in the
EAS (referred to as factors), namely (i) information;
(ii) support and understanding; (iii) accessibility; (iv)
availability; (v) responsiveness; (vi) condentiality;
(vii) credibility, and (viii) the proactive/empowerment
approach. The measuring scale is a 5-point Likert
scale. The respondents expectations and perceptions
regarding these principles were measured with two
sets of eight explicit questions. The experience was
measured by isolating the responses of those employees who have used the services of the EAS in the past
year. The results indicated a high overall expectation
of the EAS regarding all eight principles (combined
average of 4.5), followed by a slightly lower overall
perception (combined average of 3.2), and a combined average of 3.5 regarding the overall experience
of participants who have used the services of the EAS
in the past year. Statistical signicant differences in
the overall experience dimension were reported between the different race groups, rank groups as well
as employees who have used (or did not use) the
services of the EAS.
Industrial/Organisational/Work
This study aims to ll the gap by exploring psychological safety and learning behaviour as mediators
between the three dimensions of social capital (the
structural, cognitive and relational capital) and innovation at team level. Our sample comprised 146
R&D teams with 559 members from eight Chinese
high-tech companies. Among 146 R&D teams, the
average tenure of the members in the teams was
37.28 months ( s.d.=35.46), the average team size
of 3.83 members (s.d.=1.65, range=2-10). Data on
team social capital, psychological safety and learning
behaviour were collected from 559 members, while
data on team innovation were collected from leaders
of 146 R&D teams. Hypotheses were tested by using
structural equation modelling. Results showed that
the three dimensions of social capital were positively
related to team innovation, and that both psychological safety and learning behaviour partially mediated
the relationship between the structural capital and
team innovation, whereas it fully mediated the relationship between the cognitive and relational capital
and team innovation. Finally, managerial implications
are discussed and future research directions offered.
How does LMX inuence employee creativity? The roles of creative self efcacy , creative role identity and job autonomy
Qinxuan Gu Shanghai Jiao Tong University, China;
lihong Wanng; Xiaoling Wan
Many studies have examined outcomes and antecedents of leader-member exchange (LMX), but
few studies have explored how LMX inuences
followers creativity. The purpose of this paper is
to examine the inuence process by exploring the
mediating roles of creative self-efcacy and creative
role identity, and the moderating role of job autonomy. Our sample comprised 208 leader-follower
dyads within organisations situated in the Peoples
Republic of China. Hypotheses were tested by using structural equation modeling and linear regression analysis. As predicted, results showed that both
creative self-efcacy and creative role identity fully
mediated the relationship between LMX and employee creativity, while unexpectedly, job autonomy did not play a signicant moderating role in the
relationship between LMX and employee creativity.
However, we found that job autonomy negatively
moderated the relationship between LMX and followers creative self-efcacy. Implications for the
theory and practice of leadership in the Chinese
context are discussed. Some recommendations for
future research are provided.
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Industrial/Organisational/Work
sity becomes an important issue throughout the
post-merger team integration process. This study
(supported by NSFC70232001) examined the
effects of group faultlines and diversity orientation
on team collective self-verication, processes, and
decision quality. An experiment of 46 three-person
groups using a 2 (strong/weak group faultlines) 2
(high/low diversity orientation) factorial design
revealed that diversity orientation moderated the
effect of group faultlines on team collective selfverication, processes, and decision quality. Specifically, the negative effects of group faultlines on
these variables will be reduced when diversity orientation is high, than the situation when diversity
orientation is low. We then proposed that group
faultlines hampered team members endeavour for
acquiring self-verifying feedback, which in turn
impaired members sense of connectedness to the
team and cut off information-sharing among them.
Finally, processes loss was related to poor decision
quality. Three parallel statistical approaches showed
that both self-verication to connectedness path,
and self-verication to information sharing path,
fully mediated the relationship between faultlines
and decision quality respectively. Implications for
diversity management in post-merger teams were
discussed.
Four dimensions of pay satisfaction and turnover intention: Mediating role of job satisfaction, organisational commitment, and
work motivation
502
The interactive effects of psychological safety and accountability on organisational
learning under change
Honghao Hu Zhejiang University, China; Zhongming
Wang
Quite a few scholars have examined the relationship
between psychological safety and organisational
learning and found that psychological safety would
signicant affect organisational learning. Drawing on
the literature on organisational learning and accountability, we argued that psychological safety only in
coordination with accountability would accelerate
organisational learning and hypothesised that there
was an interactive effect of psychological safety and
accountability on organisational learning both at the
individual and organisational levels. After controlling
for demographic factors (company size and company
tenure) and using the regression analysis on the data
from 39 Chinese manufacturing companies, the
results supported the hypothesized interactive effect.
Findings suggested that when accountability was
high, psychological safety was signicantly and positively related to organisational learning; and when
accountability was low, there was no signicant
relationship between psychological safety and organisational learning. These results have important
implications for building psychological safety climate while adequately emphasising accountability
among the employees in order to facilitate organisational learning practice, which could be a strategy to
nurture an effective learning context for those Chinese traditional manufacturing rms involving in the
business upgrading and industrial transfer. The implications of this study (NSFC-70232001) for organisational learning capability were highlighted from the
perspectives of accountability and psychological
safety for Chinese entrepreneurial organisations.
Industrial/Organisational/Work
output when implementing the dependent tasks.
However, in a collective working setting, particularly
in the Chinese context, team ethical leadership can
enhance team performance while relieving the individual work stress resulting from too much perceived accountability. The implications of this study
(NSFC-70232001) for developing the accountability
and leadership strategies in the teamwork setting
under organisational change were discussed.
countability modes. Assuming team leader accountability as mode, the behavioural study
employed undergraduates as subjects and a coin
toss game as experimental scenario. The results
showed that when accountable to single audience,
no matter who was vendor or client, the individual
adopted conformity to please the audience. When
accountable to a dual audience with conict of
interests, individual engaged in preemptive selfcriticism, that is, she/he considered dual interests
to achieve satisfactory results for both of them.
Need for cognition moderated the coping tactics
when accountable to dual audience, people with
low need for cognition relied on evasion more than
the ones with high need for cognition. With the
same research paradigm and college students as
subjects, event-related potentials study revealed
N1 elicited by stimuli during vendor accountability
was signicantly larger than the ones elicited by
stimuli during non-accountability and dual accountability separately, reecting the discrimination process of decision and the different intentions
of discrimination efforts.
The relationship between mood, social motivation and Organisational Citizenship Behaviour
Gang Huangfu Beihang University, Beijing, China;
Liqi Zhu
Organisational Citizenship Behaviour (OCB) refers to
employees altruistic behaviour in an organisation.
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Industrial/Organisational/Work
This study aimed to explore factors that may inuence
OCB. Two factors were taken into account, mood and
social motivation. Eighty employees from two medium-sized Chinese enterprises were recruited to participate in the study. Their OCB levels were evaluated
by their supervisors in the organisation. Social motivation was measured by decomposed games. Positive
or negative mood was induced by happy and sad
music, then measured by a self-reported scale Positive
And Negative Affect Scale (PNAS). Results showed
that employees mood affected their immediate OCB
performance. Positive or negative mood can cause
changes of OCB, positive mood increased the immediate OCB performance, while negative mood decreased OCB, showing working in a positive mood
may lead to more altruistic behaviour, which may
imply higher performance. The study also showed
that most employees social motivation is in a prosocial category, but there was no signicant correlation found between social motivation and OCB in the
study. Further research needs to be done to explore
more factors that may enhance OCB.
The effects of trustworthiness demonstration versus distrust regulation on trust following a transgression
Ma Huawei Tianjin Normal University, China; GuoAn Yue; Qi Yao
Prior research on trust repair has focused on the
effects of specic repairing tactics on integrity-based
trust and/or competence-based trust after a transgression. Although the ndings have enhanced our understanding of trust repair, repairing tactics have
seldom been considered in isolation from each other.
Based on two different underlying mechanisms for
trust repair, i.e., trustworthiness demonstration and
distrust regulation, present studies categorised the
transgressors responses after trust violation into
demonstration tactics and regulation tactics, and investigated their effects on integrity-based trust and
benevolence-based trust after violation. Two studies,
using samples of employees, were conducted involving a context in which an organisation has violated an
employees trust by improper behaviours during layoff. Study 1 revealed that the violation of benevolence-based trust was more difcult to repair than that
of integrity-based trust. In addition, the distrust-regulation tactics were more effective for repairing benevolence-based trust than for repairing integritybased trust. Furthermore, for integrity-based trust, the
trust-demonstration tactics were more effective.
Study 2 introduced the variable of institutional trust
to further investigate why the ndings were inconsistent with previous ones. It was revealed that low
level of institutional trust weakened the effect of
regulation tactics on integrity-based trust.
and tested with appropriate statistical tools. A 2Way ANOVA analysis showed that self-esteem
does not have a signicant inuence on perceived
job stress among the policemen(F(1,92)=1.074,
P>0.05). Also, there was no signicant self-monitoring differences on perceived job stress of the
policemen (F(1,92)=0.017,p>0.05). Further results
revealed that locus of control does not have an
inuence on job stress (F(1,92)=0.235,P>0.05)
among the participants. Reasons were given why
the outcome of this present study negates the outcome of previous studies with emphasis on the
socio-political situation experienced by policemen
in Nigeria. Recommendation was made with emphasis on the importance of adopting stress-reduction strategies in organisation to improve efciency
at workplace.
The coherence between organisational identity and corporate image: A case of change
management in a health organisation
Davide Jabes IULM University - Milan, Italy; Cinzia
Sciangula; Vincenzo Russo
This paper discusses the results of an action-research in a local health organisation in Milan. The
analysis of demand led to the formulation of inter-
504
is largely dependent on the immediate environmental and contextual factors. Leaders need to look
within, around and beyond to achieve the condition
for a better t.
The effect of safety prioritsation and descriptive norms on safety compliance: An experimental study
Li Jiang Soochow University, China
Violations are the main triggers of workplace accidents. It is therefore important to improve safety
behavior in the workplace. The present research
investigated the effect of safety prioritisation and
descriptive norms on safety compliance. A simulated safety task was realized by computers in the
laboratory. With a 22 between-group design, 93
undergraduate students participated in this experiment. Results showed that the main effect of safety
priority and descriptive norms were signicant on
safety compliance. The interaction effect was also
signicant, specically, in the safety condition the
relationship between descriptive norms and safety
compliance was more positive than in the productivity condition. Implications for safety research are
discussed.
Industrial/Organisational/Work
through regression and Sobel tests showed support
for participants attraction due to an organisations
CSP through all three mechanisms. In a eld study
(N=171), we collected survey data from job seekers
who attended job fairs and completed measures in
reference to a recruiting organisation they identied
as an attractive employment option. We also coded
the hiring organisations recruitment materials (posters, handouts) for the extent they contained CSP
content. Tests of multiple mediator models using
bootstrap regression-based analyses provided support for job seekers attraction due to CSP though
all three mechanisms. Thus, across two studies
using three different operationalisations of CSP
(manipulated CSP information, job seekers perceptions of CSP, and the degree of CSP content in
hiring organisations recruitment materials), results
provided consistent support for the three signalbased mechanisms. Our ndings highlight theoretically interesting differences between the effects of
an organisations community involvement versus its
pro-environmental practices.
The last straw: The additive effects of interpersonal stressors on service sabotage
Feng Hsia Kao National Taiwan University, Taiwan,
R.O.C.; Min-Ping Huang; Bor-Shiuan Cheng
Much of the existing research on service sabotage
focuses on how the task itself impacts on employees service sabotage. In this study, we discuss
different impacts of interpersonal stressors from
managers, colleagues, and customers on frontline
employees service sabotage. We used a question-
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Industrial/Organisational/Work
Does entrepreneurship make sense for African youths? Young peoples beliefs and perceptions about entrepreneurship in Uganda
Julius Kikooma Makerere University, Uganda
The dominant view in the literature is that young
people in Africa have a negative attitude towards
self-employment, especially in the informal sector.
It is generally argued that young Africans prefer
formal employment to self-employment because of
the white collar mentality that they acquire from
school. This paper argues that attitudes of young
people towards self-employment vary from country
to country, mainly depending on economic, social,
political and historical factors and that there is a
larger latent demand for a kind of entrepreneurial
behaviour or self-employment among young people
in Africa than is generally reported in many studies.
The study sought to assess the entrepreneurial potential as well as attitudes towards entrepreneurship
among students at two universities in Uganda. Findings from this study indicate that there is a strong
desirability for informal sector employment among
the study respondents. Results revealed that the
majority of young people in the sample wanted to
start their own business in the informal sector.
Moreover, a relatively large proportion of respondents wanted an informal job. Of the respondents
who wanted a job, more wanted a job in the informal sector than in the formal sector. Getting a job in
a state institution/company was least in their plan.
Students expect the organisation of additional training and introductory subjects that prepare them for
setting up their own companies. For others, knowledge of preparing a business plan and performing
market analysis would be of greatest use, while
others expect their higher education institutions to
organise additional training and meetings with
employers. However, there are some signicant
variations in these results according to age and
gender.
Stress and its subjective and objective measurements in the context of temporary agency work
Sandra Lemanski University of Greifswald, Germany; Axel Kramer; Hicham Benkhai; Manfred
Bornewasser; Harald Below
Temporary employment is connoted with a predominantly negative reputation since it demands the frequent change of the workplace, tasks or the social
work environment. This leads to uncertainty and a
loss of control and can result in the development of
stress. In the context of the project Flex4work, two
main research questions are the focus of interest.
Firstly, if and what kind of differences between
temporary agency and permanent workers regarding
their perception of stress can be observed, is being
examined. Secondly, how this subjective experience
of stress affects the objective stress parameters cortisol and antioxidant potential is being analyzed. The
latter was determined by a new method based on
urine samples. To answer the two questions, permanent and temporary agency workers were surveyed
via handheld devices over a longer period of time. In
addition to that, urine and saliva samples were in-
506
cluded. Longitudinal data were analysed with the
help of multilevel analysis. The ndings indicate that
there are no signicant differences in stress levels
between the two groups of employees. However,
there are interesting differences in the causes of stress
and in the markedness of the dimensions. Regarding
the objective stress parameters it was found that in
cases of high pressure the level of cortisol increased.
The antioxidant potential, however, is highly dependent on the individual life style and on the persons
diet. Since the antioxidant potential and food are
correlated, there are a lot of different opportunities
for intervention.
Procedural justice, workplace envy, and interpersonal counterproductive work behaviour: A moderated mediation analysis
Yuhui Li Renmin University of China, China
This study aims to reveal the relationships between
perceived justice, envy and interpersonal counterproductive work behaviour (ICWB), and the role of
gender with social comparison theory. Using K. J.
Preacher, D. D. Rucker, and A. F. Hayes (2007)
moderated mediation framework, the author tested
the model with the data from Chinese 1294 employees (48% male, average age = 28.02 6.73).
Results showed that (a) a signicant positive relationship between workplace envy and interpersonal
counterproductive work behaviours (r = .34, p <
.001) and a signicant negative relationship between perceived justice and interpersonal counterproductive work behaviours (r = .10, p < .001),
(b) workplace envy mediated the inuence of perceived justice to interpersonal counterproductive
work behaviours (p < .01), (c) male workers always
show higher level of interpersonal counterproductive work behaviours than women at the same level
of envy (p < .01), (d) the regression coefcients of
perceived justice to envy to ICWB are stronger in
male workers. This means that the mediating model
of perceived justice, envy and ICWB is moderated
by gender. Results underscore the importance of
accounting for employees gender role when examining the relationships between envy, perceived
justice, and counterproductive work behaviors, and
give us some suggestions for how to manage men
and women workers with different ways.
Industrial/Organisational/Work
primed with the mindset priming method, and personal responsibility was manipulated by varying
whether the subjects, as the CFO of a ctitious
company, made the initial decision or not. Then they
were asked to make the second fund allocation decision following the negative consequences resulting
from the initial one. UANOVA showed a "U" shape
relationship between power and escalation of commitment, so that subjects primed with low or high
power investigated more money in their previous
choices than those in the control group, and the effect
of responsibility was not signicant. This research
demonstrated the metamorphic effects of power in
risk decision making following negative consequences, and suggested the importance of power in
similar organisational change settings.
Investigating the relationship between leader-member exchange (LMX) and psychological ownership: The mediating role of organisation justice
Liang-Hsuan Lin Yuan Ze University, Taiwan, R.O.C.
Since employees psychological ownership is an
important factor to an organization, and even
though scholarly interest in employees psychological ownership has increased, there is not
much research about the psychological ownership
of stuff in retail stores. To extend previous research on organisation justice and psychological
ownership, this study aims to examine the relationship between leader-member exchange and
psychological ownership for a store, while simultaneously examining the mediating roles of distributive, procedural and interactional justice, in
order to contribute to practice, and related literature. Data was collected from 60 store managers
and 300 subordinates based at food chain store in
China. A structural equation modeling analysis
was conducted to test the following hypotheses:
the subordinates perception positively relates to
psychological ownership; and organization justice
mediates the relationship between LMX and psychological ownership.
Political skill and locus of control as moderators of the relationships between work stressors and burnout
Weipeng Lin UC Berkeley, United States of America;
Wenqi Wei; Jingjing Ma; Kun Yu; Lei Wang UC Berkeley, United States of America; Jing Jiang; Lingsi Qiao
Integrating the two-dimensional model of work
stressors with burnout research, the present study
examined the relationships between challenge stressors, hindrance stressors and the three dimensions
of job burnout (i.e. exhaustion, cynicism and inefcacy), and the moderating effects of individual
differences (i.e. political skill and locus of control)
on the stressors-burnout relationships. A total of
299 Chinese civil servants participated in the questionnaire survey in two phases. The results showed
that challenge stressors were only positively related
to exhaustion, while hindrance stressors were positively related to all three dimensions of burnout.
Furthermore, participants political skill moderated
the relationships between hindrance stressors and
all three dimensions of burnout, such that the relationships are weaker for individuals with high political skill. Locus of control moderated the relationships between challenge stressors and exhaustion,
such that the relationships are weaker for individuals with external locus of control. These results
suggest that the boundary conditions of the relationships between different type of stressors and different dimensions of burnout are divergent. Various
types of individual differences (i.e. skill and personality) can act as resources to buffer stressorsburnout relationships in separate way.
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Industrial/Organisational/Work
tively correlated with deep acting. Compared with
surface acting, deep acting resulted in less ego depletion. Sense of humour had a signicantly negative
correlation with ego depletion. Compared with low
sense of humour, high sense of humour resulted in
less ego depletion. Sense of humour had a moderate
effect between surface acting and ego depletion.
Research Two veried the results in Research One
and further studied the interaction of emotional labour (surface vs. deep acting) and sense of humour
(high vs. low) on ego depletion. This research
adopted an emotional regulation paradigm, using
instructions to arouse emotional labour and using
movie fragments to arouse negative emotion (sad).
The results revealed that the interaction effect between emotional labour and sense of humour was
signicant. Under the condition of surface acting, the
person with low sense of humour resulted in the
highest ego depletion. Results in Research Two validated the results in Research One. This study suggested that, relative to surface acting, deep acting was
a more effective emotional regulation strategy, so for
staff who often faced strong emotional response at
work, deep acting skill training was very useful.
How followers unethical behaviour is triggered by leader-member exchange: The mediating role of job satisfaction
Songbo Liu Renmin University of China, China; Wei
Hu; Xiaoshuang Lin
Generally, scholars have found that individual characteristics should not be the only explanation for
unethical behavior. Alternatively, organizational
factors should be taken into account for further
studies. In an organization, leaders are supposed
to have tremendous control over employees behavior. Theoretically, the way of handling the relationship between leader and his/her subordinates is
different. It is unavoidably involved in employees
unethical behavior, according to certain research. In
previous studies, LMX has been proved to be related to many positive outcomes, such as OCB and
job performance. However, attention has seldom
been paid to the relevance between LMX and or-
ganizational negative behavior (or unethical behavior). By investigating a big sample of Chinese
managers empirically, we successfully conrmed
the mediating effect of job satisfaction on the relationship between LMX and unethical behavior.
Though numerous researches have shown the positive inuence of job satisfaction on job performance, attention has seldom been paid to the relationship between job satisfaction and negative
behaviour in an organization. So, by expounding
the mechanism of LMX and unethical behavior, we
complement the satisfaction theory by adding its
inuence to negative behavior. In terms of practical
aspects, managers can reduce unethical behaviors
by increasing social exchanges with their subordinates and employees job satisfaction.
Employees risk perception in leader-member relationships: Dimensions and the inuence on supervisor commitment
Xiaoping Liu Sun Yet-Sen University, China
In study one, the dimensions of risk perception in
leader-member relationships in organisational context were explored with interview and survey method. In study two, the inuence of risk perception on
supervisor commitment was analysed with survey
method. The results indicated that risk perception
included two dimensions: career development related risks, and physical and mental health related
risks. Career development related risks positively
correlated with dedication and extra effort of supervisor commitment; physical and mental health related risks positively correlated with dedication,
attachment and identication of supervisor commitment. The implications of this study, along with
strategy for enhancing employees commitment in
work settings, were discussed.
On the nature of employability in China: Insights into the construct and a new measure
Xiaoping Liu Sun Yet-Sen University, China; Jingsong
Deng
The study was carried out with three mini-studies.
In study one, the connotation and dimension of
employability in the Chinese context were explored
based on literature review, interviews, and openended questionnaires. In study two, based on the
results of study one, the employability scale was
compiled, and the reliability and construct validity
of the employability scale were tested. In study
three, the differences of employability between
graduates who have received offers and those who
havent got were explored, and the relationships
between employability and employment outcomes
were also analysed. The results of study one indicated the employability in the Chinese context
consists of nine dimensions, which were described
as basic skills, transforming theory into practice
skills, interpersonal and teamwork skills, self-development skills, honesty and reliability, diligence
and self-motivation, adaptability and openness,
self-efcacy and initiative, engagement and professional dedication. The results of study two showed
that the reliability and construct validity of the
employability scale were acceptable. In study three,
1282 graduates were surveyed, and the results
showed that there were signicant differences in
all nine dimensions of employability between those
who had received offers and those who had not.
There were signicant positive correlations between dimensions of employability and four employment outcomes, such aspayment, person-job
t, person-organisation t and job satisfaction,
which indicated this employability scale had good
predicative validity.
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Cognitive evaluation of entrepreneurial opportunities
Martin Lukes Prague University of Economics, Czech
Republic; Petr Ocko; Tomas Laboutka; Miroslav
Krizek
The study reects a growing interest in the phenomenon of entrepreneurial opportunities. Its aim is to
investigate how entrepreneurs cognitively evaluate
opportunities. The study is based on in-depth interviews with 30 highly-experienced entrepreneurs in
the Czech Republic. As a part of the interview,
entrepreneurs were introduced to a realistic scenario
of a new start-up opportunity in the automotive industry, which they subsequently evaluated, while
thinking aloud and thus describing their evaluation
processes. What they think about the opportunity,
whether they like it or not and why. They also
described the steps they would take in making decisions to exploit the opportunity. Our main ndings are
as follows: (1) Opportunity evaluation processes are
inuenced by a large variety of factors - available
social and nancial capital, psychological and cognitive factors, and contextual factors. (2) The background of the entrepreneur is crucial for the evaluation process. Especially signicant is the role of
entrepreneurs social capital and professional experience. (3) Evaluation consists of two parallel cognitive
processes: (a) heuristic and intuitive, triggering emotions and effectuation, and (b) analytical and rational,
focused on considering feasibility. (4) Cognitive complexity can have both positive and negative effects on
opportunity evaluation. The richness of cognitive
scripts enables entrepreneur to grasp an opportunity
from different angles. On the other hand, cognitive
biases can also prevent relevant judgmental decisions.
Industrial/Organisational/Work
of research on work-family facilitation brings a new
research domain for the work-family interface. Based
on a literature review of the work-family interface,
integrating the characteristics of the work-family interface of sports coaches, this research constructed
integrated models of the work-family interface (including work-family conict and work-family facilitation) through selecting several key variables and
testing the models. Especially explored were the
moderating effects of several moderators, which include family-friendly polices, individual coping styles
and social support about the models. Several coaches,
a family and an administrative ofcial were interviewed in succession. Strategies for the work-family
interface for coaches from four levels by the results of
conrmation and interviews were put forward. 257
cases were analysed by Lisrel8.70 and Spss16.0. The
major ndings in this study were as follows: (1)
Antecedents and outcomes of work-family conict:
job stressors and job involvement can forecast positively WF conict; family stressors and family
involvement can forecast positively WF conict;
WF conict can forecast negatively job satisfaction,
can forecast positively emotional exhaustion, depersonalization; WF conict can forecast negatively
job satisfaction, family satisfaction, depersonalization,
and can forecast positively personal accomplishment.
(2) Antecedents and outcomes of work-family facilitation: job involvement can forecast positively WF
facilitation; family involvement can forecast positively FW facilitation; WF facilitation can forecast
positively family satisfaction; FW facilitation can
forecast positively job satisfaction and family satisfaction. (3) Moderator model of work-family conict:
family-friendly polices can moderate the relationship
between job stressors and WF conict, can moderate the relationship between job involvement and
WF facilitation, can moderate the relationship between family stressors and WF conict, can moderate the relationship between family involvement and
WF conict; the 3 individual coping styles, which
include direct action, advice seeking and cognitive
reappraisal, can moderate the relationship between
family involvement and WF conict; supervisor
support can moderate the relationship between
WF conict and job satisfaction; colleague support
can moderate the relationship between WF conict
and depersonalization; family support can moderate
the relationship between WF conict and personal
accomplishment. (4) Moderator model of work-family
facilitation: advice seeking and cognitive reappraisal
can moderate the relationship between family involvement and FW facilitation. (5) The applied strategies
to work-family relationships for Coaches include several perspectives: from the individual, family, organisational and social perspectives, coaches can weaken
their work-family conict and its negative outcome
and enhance their work-family facilitation. The strategies for the work-family interface for sports coaches
include individual action strategies and cognitive
strategies such as direct action, advice-seeking and
cognitive reappraisal, family support from parents,
spouse and offspring, organizational support from
supervisor and colleagues, and social support.
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Industrial/Organisational/Work
which costs organisations large sums of money.
Focusing on the intention to quit of currently
employed sales people at a large insurance organisation in South Africa, the non-remuneration predictors of burnout and intention to quit were explored to shed some light on the turnover problem.
These constructs are emotional labour, self-efcacy,
time wasted on non-sales activities and supervisor
support. The research approach included both qualitative and quantitative techniques. A convenience
sample of 122 nancial advisors with less than 36
months of service was utilised. The results indicate
that signicant relationships exist between time
wasted on non-sales activities, burnout, and selfefcacy; self-efcacy, burnout and intention to quit,
and burnout and intention to quit. The study contributes to the better understanding and managing of
high turnover amongst sales people, especially
those working in the insurance sales environment.
The ndings can be used as a tool to guide HR
practitioners in the development of more effective
retention strategies.
The social anxiety spectrum and work limitations among managerial level employees
Johan Malan Stellenbosch University, South Africa;
Lindy Emsley
Social anxiety symptoms are common, but unrecognised within the workplace. The aim of the study
was to explore to what extent the social anxiety
spectrum of symptoms inuences the performance
of management employees and how the disorder
should be managed in the workplace. A non-experimental research design was followed and managerial level employees from two large organisations
were represented (n = 118) in the sample. The
results of the present study indicated that social
anxiety affects all areas of work. These symptoms
were associated with several areas of work limitations and performance difculties not restricted to
social interaction or presentation. It was also found
that job demands increase social anxiety symptoms,
work limitations and perceived performance difculties, while job resources decrease social anxiety
and perceived performance difculties. This study
offers recommendations with respect to the management of these challenges in the workplace.
When the seat becomes too hot: Whistleblowing and employees intentions to leave
their jobs
Stig Berge Matthiesen University of Bergen,
Norway
Whistleblowing can be dened as the disclosure by
organization members (former or current) of illegal,
immoral or illegitimate practices under the control
of their employers to persons or organizations that
may be able to affect action. In the present study the
link between whistleblowing and a possible after
effect of it, namely the employees intention to quit
their jobs, are examined. 1604 respondents, randomly selected citizens of Norway, took part in a
postal survey study (52% females, mean age= 45,8
years). The research questions addressed were as
follows: (1) Does the whistleblower subgroup report a higher propensity to quit their job (intention
to leave), as compared with the non-whistleblower
group? (2) Is it possible to trace further subgroup
differences, for instance that blowing the whistle
after severe organisational wrongdoing/ corporate
crime, more substantively leads to plans to exit the
organisation? Moreover, the respondents were presented for a list of 24 possible wrongdoing acts, of
which one or more of those forced them to take
whistleblowing action. In line with this, the last
research question will be: (3) Which link can be
traced between various combinations of the wrongdoing acts being investigated, and the whistleblowers subsequent intention to leave their jobs?
Overall, the study demonstrated a signicant interconnection between whistleblowing and intention
to leave the job, especially if organisational wrongdoing or corporate crime was the triggering event.
Regarding the 24 wrongdoing acts, the picture is
mixed.
The association between leadership, organisational citizenship behaviour and organisational innovativeness
Stig Berge Matthiesen University of Bergen, Norway;
John Susegg; Jose Martinez; Eva Gonzalez; Thomas
Knudsen; Antonio Fuertes; Rodrigo Carcedo
A representative survey study of Norwegian leaders
was conducted (n= 2910 leaders). In this study, the
leaders were asked to evaluate their own leadership
style, and the kind of contact they have established
with their immediate subordinates. Two aspects
around the leadership style were analysed: To what
extent the leaders consider themselves to behave as
transformational leaders, and how they evaluate the
relationship with the followers in terms of social
exchange (LMX; leader member exchange theory).
Both of these leadership dimensions predicted perceived OCB (organisational citizen behaviour) among
510
regression analyses were traced which mapped culture and leadership as core predictors of well-being
and stress and job satisfaction. In-depth qualitative
analyses further reinforced these ndings. Conclusions: Culture and leadership change were viewed
as central to future positive engagement in hospital
work within the context of a national recession.
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email survey to administrative employees of a technological goods producer, Kalshoven et als (2011)
Ethical leadership at Work scale, Carmeli and Gittels (2009) psychological safety scale, 17-item version of Utrechts employee engagement scale
(Schauefeli & Bakker, 2003) were completed by
139 participants. Using structural equation modelling, the ndings supported the linkage between
ethical leadership and employee engagement, and
conrmed the role of psychological safety in mediating this relationship. While power sharing was
excluded due to inconsistency of the scale, employee perceptions of leader person orientation, integrity, role clarication and ethical guidance were
linked to employee engagement via the mediating
variable of psychological safety.
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workforce in South African organisations. This process has been highly criticised by trade unions
which contend that "this phenomenon allows
employers to operate outside the legal constraints
that have been developed to protect working conditions and to guarantee certain minimum levels of
protection for employees" (Bamu and Godfrey,
2009, p. 53). This study explored the attitudes and
perceptions of workers who have experienced a
shift from permanent to temporary employment as
a result of outsourcing to allow for a greater understanding on how these perceptions can potentially
affect work behaviours and attitudes. Four in-depth
interviews were conducted with employees
employed in the Johannesburg area, who had all
experienced outsourcing. Thematic content analysis
was used to analyse the results. The most salient
themes elicited pertained to the experiences and
perceptions of the change in employment, negative
perceptions towards the employees current
employers as well as inadequacies regarding working conditions and the job itself. From the results it
was evident that the way employees experience and
perceive the change from permanent to contingent
work can change their work attitudes and behaviours to some degree.
512
101 companies who opted to participate in the
study. Two stress scales were constructed - one that
measured stressful work environments and the other
that measured experienced stress. The results
obtained through a Hierarchical Linear Model, illustrated that individuals experienced less stress and
stressful work environments particularly when
organisations provided facilities for this. However,
this differed according to various demographic variables (gender, marital status, pregnancy, exi-time,
shift-work and overtime).
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and the organisational support on the well-being of
the individuals. A cross-sectional analysis was performed by applying survey questionnaires to members of a public company. The sampling was organised to represent the companys departments,
totalling 321 respondents, of which 262 were men
and 59 were women. The data were collected using
three scales: Personal Well-being in Organisations;
Congurations of Organisational Power; and Perceived Organisational Support. The questionnaires
were answered individually. Descriptive statistic
analyses was applied to evaluate the variables. Inferential statistics was used to verify the factors that
inuence the well-being in organisations. The analyses showed high indices of well-being among the
respondents. The missionary and the instrumental
power congurations were, respectively, the most
perceived, while social support and management
were also emphasised. The results suggest that the
personal well-being in organisations is better perceived by those who are in managerial positions,
the ones who stay longer in the organisation, and by
those of higher ages. The data did not reveal any
meaningful difference between men and women.
The missionary conguration, the management
style, the social support, the material support, and
the possibility of being promoted in the job predict
the well-being in organisations.
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Conict behaviour in innovation processes in
the eld of life sciences
Ellen Oleary Berlin Humbolt University, Germany;
Annedore Schulze; Gosia Milkiewisz
Conicts and their management play an integral
part in the process of innovation. Little attention
has been paid on international issues relative to
creativity and innovation. The project compares
conict management and its outcomes in different
cultures: Chinese, Indian, and German. This abstract presents the preliminary results of the Indian
sample. Problem-centred interviews (N=35) with
scientists from applied and basic research organisations within the eld of Live Sciences. Qualitative
content analyses are applied to the transcribed interviews. A categorisation system of conict issues is
being developed in an inductive approach. Conicts
emerge quite often in innovation processes. It can
be shown that the conict management style is
decisive for successful innovation. The ndings
suggest the majority of researchers favour the problem solving conict management style. This style
was also most benecial for the innovation process
- especially when used by both parties, regardless of
their hierarchal relationship to one another. The
dominant style of conict resolution was most successful when used by a superior in combination
with an accommodating subordinate. Our ndings
could not support the traditional arguments that
avoiding is culturally most appropriate and useful
for India. Life Science researchers in India are
confronted with changing work environments and
requirements at the global and organisational level.
The results suggest the need for additional research
on the links between conict management styles
and effectiveness within the innovation process.
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indicate that WFC in expatriate group has strong
relation (negative) with vitality, distributive justice,
identication and exchange commitment relative to
normal schedule group (p0/05). In explaining
above mentioned ndings, it must be considered
that work in expatriate form establish disorders
between job task and family duties because their
distance from their families, so make them distressed. Organizations can lower WFC level by
administering training interventions and with work
environment strategies contain family-friendly characteristics and maintain their personnel subjective
well-being, organizational commitment and perceived justice in desirable level.
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operation, etc. These factors are well represented
statistically. To reach success within the organization
means "all for one and one for all" actions, care for
others, long-time strategies and commitments, so that
the employees best contribution is accountability.
The oscillation of our employees performance was
correlated with the repeated and successive changes
and transformations that took place in our company.
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increasingly high competition due to talent internationalisation, Chinese family businesses should carefully enhance their organisational climate in order to
effectively use HRS practices to promote work commitment. Implications of this study to the family
business HRS development under organisational
change and talent internationalisation were discussed.
Batswana female managers career experiences and perspectives on corporate mobility and success
Development and validation of the sensitivity towards being the targets of upward
comparison scale
Mpho Pheko University of Cape Town, Botswana
Two studies (i.e., Study 1 and Study 2) were
designed to develop an instrument for assessing
out-performers Sensitivity Towards being the Targets of Upward Comparison (STTUC). Similar to the
fear of success research, the STTUC construct provides some insights into the ways by which personal
achievements can be viewed as costly or threatening
(Henagan, 2010). Study 1 is part of an ongoing PhD
dissertation designed to investigate antecedents of
STTUC among Botswanas black employees. Study
2 is currently being designed to further validate the
measuring instrument that was designed to assess
STTUC in Study 1. For Study 1, a convenient sample
of 464 employees was obtained from a variety of
organizations in Botswana. Data for Study 2 will be
collected from the University of Botswana students.
Research on the STTUC construct and other related
constructs was used to conceptualise the proposed
scale which taps into three key conditions of
STTUC. In Study 1, Exploratory Factor Analysis
(EFA) was used before Conrmatory Factor Analysis (CFA) to rst give some insight into the data set.
Cronbachs reliability coefcient alpha was thereafter calculated for each factor. Coefcient alphas
ranged from .86 to .95 for all the subscales. CFA
was thereafter conducted to verify the factor structures of the observed variables and to detect unidimensionality of the subscales. The results of Study 1
showed that the proposed instrument has an identiable factor structure, and adequate levels of reliability and validity. By using a different sample for
Study 2, the aim will be to further assess the proposed scales convergent validity and discriminant
validity. Both studies make theoretical and empirical
contributions. For instance, while research activities
on experiences of STTUC are increasing, there is no
validated and standardized instrument for assessing
STTUC. Such an instrument is needed because to
fully understand the impact of STTUC on employees, their performance, and their career progress, it is
essential to have a valid and reliable instrument
designed to assess employees STTUC. The study
may also aid in widening the scope of research on the
relatively new STTUC construct.
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because followers views are respected, appreciated, and invited regardless of their perceived value.
Shared leadership and caring relationships help to
break the hierarchical boundary between leader and
follower, remove followers underlying distrust and
fear in expressing beliefs and perspectives, and
create a common platform for the expression of
implicit and explicit knowledge. Finally, we conclude by suggesting the need to change organisational practices that inhibit cooperation and encourage competition such as a performance appraisal
system or an individual centric reward system.
How attitudes of dentists and dental hygienists towards task redistribution are related
to gender
Jan Jaap Reinders UMCG, Netherlands; Cees van
der Schans; Boudewijn Stegenga; Pieter Onclin
Dental task redistribution stagnates in some
countries. In many other countries, however, this
is unclear. Attitudes of professionals might provide
clues. In turn, these attitudes could be inuenced by
gender. Gender inuences work relations and gender distributions within dentistry and dental hygiene
are opposed. The purpose of this study was to
provide a summary of literature regarding attitudes
of both professions towards task redistribution. A
secondary purpose is to verify whether gender is
related to these attitudes. A systematic literature
review was conducted to inventorise the percentage
of dentists and dental hygienists with attitudes towards task redistribution. PubMed and related citation searches resulted in nine articles after selection
by two independent reviewers. Subsequently, gender distribution and cultural values related to gender
equality (self-expression values) were inventoried.
Compared to dental hygienists, more dentists are
negative about task redistribution (82.4%, range:
24% and 49.7%, range: 42.1% respectively). Gender and self-expression values were related to the
attitudes of both professions. However, self-expression values are negatively related to the attitudes of
both professionals. Dental hygienists are more positive about task redistribution compared to dentists.
Both professionals are less positive about task redistribution in countries with relatively more selfexpression values. Probably, self-expression values
do not represent gender equality, but to the need for
psychological distinctiveness, which is related to
professional identity. Furthermore, male dental
hygienists are likely to be more commited to professional change, in contrast to male dentists.
A comparison between rate of entrepreneurial behaviour among males and females students in Iran
Zeinab Rostami University of Isfahan, Islamic Republic of Iran; Hamideh Abdolhoseini; Mohammad
Abedi
The main purpose of this study was a comparison
between rate of entrepreneurial behaviour among
males and females students in Iran. The population
study was all of the University of Isfahan students.
For this purpose, 73 of the students (36 males and
37 females) were selected by simple random sampling and the Mosahef entrepreneurial behaviour
questionnaire was completed. For the analysis the
results was used the statistical program SPSS 15
and the indicators and statistical methods, including
mean, standard deviation and t-test Results: The
results showed that there isnt any difference between entrepreneurial behaviour among males and
females students in Iran (P
518
itative research paradigm with a narrative approach.
The respondent had an active role to voice her story
as transcribed in her diaries. The complexities thereof was holistically processed by means of Gabek
(GAnzheitliche BEwltigung von Komplexitt a
holistic processing of complexity). The conclusion
was that the uniqueness of this story can not necessarily be generalised though it can be used to prospectively identify factors that can lead to adverse
research outcomes associated with caregiving and a
prevention-focused intervention. This will help
above-mentioned professionals in the art of coaching
work/life balance by focusing on the following factors: effective succession planning, establishing a
virtual team orientated organisation, evaluation of
an effective Employment Assistant Programme
(EAP) and using an interactional organisational approach as professional tools towards counselling services within the workplace. Empower the individual
in order to give them control over their professional
and personal lives.
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ation framework is proposed. The model describes
four leadership approaches; assimilation, multiculturalism, separation, and laissez faire. A total of 149
leaders in Norway participated in the study. Leadership approaches were assessed by the Diversity Management Scenario Questionnaire (DMQ). The leaders
also completed the Benets and Threats of Diversity
Scale, and questions about whether diversity was
integrated into the human resource (HR) strategies
of their organisation. The results showed a strong
association between separation, and leaders expectations that contact between employees of different
ethnicities would result in intergroup anxiety. Leaders
in organisations with a HR diversity strategy were
most likely to endorse multiculturalism. Separation
and laissez faire leadership were associated with lack
of HR diversity strategies in the organisation. In
conclusion, the results suggest that HR strategies at
the organisational level transcend to how leaders
manage diversity in their work units.
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Organisational commitment is perceived multidimensional. This includes employees loyalty, desire
to sustain association, and degree of goal and value
congruency with the organisation. Organisations are
looking for committed and emotionally intelligent
employees, that facilitates them staying in the organisation for a longer time (which is essential to
the well-being of the organization). The present
study investigated the impact of emotional intelligence and organisational commitment on employees turnover intention. 459 participants took part in
the study, answering a pool of 66 items related to
emotional intelligence, 15 items related to organisational commitment and a single item related to
intention to quit or stay. The data subjected to
Principal Axis Factoring Technique with varimax
rotation procedure yielded 9 factors of emotional
intelligence which exist in Indian organisation.
Similarly, factor analysis of existent organisational
commitment of the employees revealed 2 main
factors representing dedication, namely, organisational commitment. Multiple regression analysis of
emotional intelligence and organisational commitment dimensions revealed unequivocal inuence of
emotional intelligence over organisational commitment dimensions. Emotional intelligence impact on
organisational commitment with a view to draw on
the deeper inuences it has on the intention to quit
or stay in the organisation. A Pearson productmoment correlation coefcient was computed to
assess the relationship between the organisational
commitment, and intention to quit or stay. Overall,
there was a strong, positive correlation between
organisational commitment and intention to stay.
Similarly, non-committed employees were highly
correlated with intention to quit.
Abusive supervision and employee performance: mechanism of fsb and learning goal
orientation
Chuangang Shen School of Psychology CCNU, China; Yang Jing; Hongyu Ma
The literature on abusive supervision has consistently demonstrated the negative relationship between member perception of supervisors abusive
behavior and member performance. The process
through which supervisors abusive behavior inuences member performance, however, is still not
fully understood. This study provides a mechanism
for the process. Specically, we predict that the
feedback-seeking behavior (FSB) of the member
mediates the relationshp between abusive supervision and the members performance, and the learning goal orientation moderates the relationship between abusive supervision and FSB. We used a
sample composed of supervisor- subordinate dyads
from seven enterprises to investigate our hypotheses. 500 employees and 140 supervisors from 7
enterprises located in Hubei, Xiamen, Zhejiang and
Guangzhou. The nal matched sample included
306 employees and 124 direct supervisors. Two
structured questionnaires were employed as the
research instrument for the study. One consisted
of four scales designed to measure abusive supervision, FSB, self-rated performance, and learning
goal orientation. The other one consisted of one
scale designed to measure supervisor-rated performance. Cronbachs alpha coefcients for above
measures were from .58 to .94. The standard coefcients of abusive supervision on FSB, supervisorrated performance were -.356(p<.01),-.314(p<.01).
The ndings showed that FSB played a mediated
role between abusive supervision and super-rated
performance, and members learning goal orientation moderated the relationship between abusive
supervision and FSB
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Job insecurity and its cross-domain effect on
family satisfaction: The role of employees
affective well-being and detachment
Beatriz Sora Open University of Catalonia, Spain;
Amparo Caballer; Thomas Hoege
Labour market developments have important implications for employees job stability. Job insecurity
is a work stressor associated with a large variety of
negative outcomes. Research has dedicated a great
amount of effort to examining these detrimental
consequences of job insecurity. However, previous
studies have mainly focused on the outcomes inside the work domain, and little attention has been
paid to the spillover effects of job insecurity on
variables in other life domains of employees. Likewise, little is known about the processes linking
job insecurity and spillover outcomes. In the present paper, a moderated mediation model is proposed to explain the relationship between job insecurity and family satisfaction. Data were
gathered from 556 employees working in different
Spanish organisations from the services sector. The
results showed that job insecurity was directly and
negatively associated with family satisfaction and
affective well-being. However, the relationship between job insecurity and affective well-being was
moderated by psychological detachment. Job insecurity also affected family satisfaction indirectly
via affective well-being and contingent on psychological detachment.
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Talent mindset of leaders in the South African aviation industry
Karel Stanz University of Pretoria, South Africa
The talent mindset of an organisation is a critical
success factor which can enhance its capability in
driving its strategic objectives. For some, the talent
of the organisation may not yet have been dened
in relation to the long term objectives whilst other
organisations have dened talent but experience
uncertainty around the linkage of the various talent
management practices. The successful organisations
are those that not only understand what core talent
means to them, but how to leverage the talent in a
manner that allows it to act decisively to drive
competitive advantage as well as secure the future
success of the organisation. These organisations
generally embody a talent mindset. The main objective of this research was to determine the talent
mindset of managers in the South African Aviation
Industry. A quantitative research approach was
followed in this research. A Talent Mindset Index
was administered among a convenience sample of
managers and Human Resource Management
(HRM) practitioners (N= 150) in the aviation industry. The results showed that managers and
HRM practitioners perceived that leaders had a low
to fair leader mindset towards the application of
talent management practices in the aviation industry.
The determination of talent mindset will
signicantly inuence how organisations approach
the war for talent and the quest to build human
capability within an organisation. Currently, there
is limited research on talent mindset as a construct
and this research will therefore add more to the
knowledge available on the topic.
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was less to identify concrete managers actions, the
day to day management practices, but rather to
identify which management competencies reduce
stress. Thus, the aim of the current investigation is
to identify and classify the concrete management
practices in link with PHW. Semi-structured interviews were conducted with 70 participants (employee and managers) in a Canadian public organisation. A qualitative analysis was conducted
according to an inductive approach; the agreement
between two coders resulted in an adequate reliability. We carried out a frequency analysis of the codes
and elaborated a taxonomy of the specic management practices bonded with PHW. The results
showed large and varied practices (n = 55) within
which 5 were noted by more than 50% of the
participants. Seven hierarchical clusters of practices
emerged, of those, the cluster of relational practices
appeared particularly decisive. Finally, a gap was
observed between managers and employees perception about the most decisive management practices. Theoretical and intervention implications will
be discussed.
scale has 18 items and Cronbach is .846. Convergent validity with Continas WIS (2001) was also
conducted. A questionnaire including the scale and
demographic information was distributed to 300
employees in four companies. 189 valid questionnaires were used for ANOVA and correlation analysis. Results demonstrated that there is no signicant difference in the perception of workplace
incivility among gender, education level, and marriage status. Respondents aged under 25 perceive
more interpersonal incivility than other age groups.
Respondents from private companies perceive more
work-related incivility and supervisor/leader incivility than those from state-owned companies.
Respondents with managerial duties perceive more
interpersonal incivility than other duty holders.
Workplace incivility is highly correlated with turnover intention (.267, p<.01). Implications and limitations of the study as well as future research
directions are discussed.
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web design quality moderated the relationship between media publicity and perceived organisational
attractiveness: Poor website quality had a drastic
effect in that it potentiated the negative effect of
negative media publicity on perceived organisational attractiveness. The managerial implications
from these results are that - in order to be perceived
as an attractive employer - organisations not only
need to avoid the generation of negative media
publicity. They also need to have a high-quality
web presence. This is even more important if media
have projected a negative image about the company, as negative media publicity together with an
unprofessional website design causes an extremely
low level of perceived organisational attractiveness.
Questions for future research are discussed.
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person-job t, psychological variables, and burnout
were measured in Time 1 with three waves each
separated by three weeks. A total of 96 employees
were also investigated on burnout in Time 2 with an
interval of 8 months. Results supported our hypothesised model indicating the psychological mechanisms
in burnout from above three metatheories. Different
mist intends to induce different burnout dimensions
by different psychological mechanisms. It was found
that high person-organisation t helped to reduce
exhaustion, which was mediated by perceived role
conicts (i.e., the environmental processing theory);
high person-job t helped to reduce exhaustion and
cynicism, which was mediated by organisation-based
self-esteem (i.e., the self processing theory); and high
person-job t helped to reduce cynicism and inefcacy, which was mediated by PsyCap (i.e., the interactionist processing theory). However, only the relationship between person-job t and exhaustion and
cynicism mediating by organisation-based self-esteem was found stable in terms of 8 months. It may
be the most effective way to reduce job burnout by
enhancing employees organisation-based self-esteem. The implications for theory and practice were
discussed.
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individual or group level to learn how to cope with
anticipated stress and by fostering PDM on an
organisational level.
contribution, recognition, self-expression, challenge, and teamwork) was analysed using structural
equations modelling. Findings supported the premise that job resources have a stronger impact on the
vigour component while organisational identication has a stronger impact on the dedication but not
on the absorption component. Results were discussed in the context of how an organisational
identity perspective could be incorporated into the
job demands-resources model in accounting for
antecedents of work engagement.
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the high failure rates reported (65% to 75%) and the
debilitating consequences of this for organisations
and employees (Van Tonder 2009). The absence of
a robust measurement orientation with regard to
change and its impact (cf. Burnes, 2003; Hacker
& Washington, 2004; Kohler et al., 2006), but also
inadequate knowledge of how change is experienced and responded to at the individual level, and
how this informs organisation-level change (George
& Jones, 2001; Judge, Thoresen, Pucik & Welbourne, 1999), signicantly constrain effective intervention. Indeed, many failed change efforts can
be attributed to a limited appreciation of the individual employees cognitive and affective experience of the change (Kavanagh & Ashkanasy, 2006).
The current study consequently investigated the
impact of employees affective experience of
change on their (self-reported) psychosocial wellbeing and energy / fatigue levels during the change.
Data were obtained from a diverse sample of 486
employees (different companies) and the relatedness of the individual employees affective experience of change, psychosocial well-being, and energy/fatigue levels investigated, using SEM. Findings
indicate that psychosocial well-being is primarily
inuenced by fear and nervousness a consequence
of the nature (type) of the change. Change management effectiveness performed a minimal role, inuencing negative affect (anger, sadness) and meaningfully impacting on positive affect. The latter,
however, had no impact on well-being and only a
marginal inuence on energy levels during change.
The importance of these ndings and their implications are briey considered.
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migrants, their pace of adjustment to the host culture, their functioning in the workplace and in terms
of institutional and managerial support policies and
practices.
The paper sets out to propose a different organisational diagnosis methodology, called lattice organisational diagnosis, from a chaos/complexity reality perspective. The metaphor of a lattice is eminently
suitable to portray multi-dimensional interdepencies,
interactions and patterns truer to the organisation as a
living entity. The following topics are covered: conventional organisational diagnosis based a mechanistic or systems reality perspective of the organisation
is critiqued; the design specications for an organisational design methodology framed within a chaos/
complexity reality perspective are explicated; and a
proposed chaos/complexity, referenced organisational
diagnosis methodology, called lattice organisational
diagnosis, is discussed.
Leading and managing innovative work behaviour: A multilevel test among international rms
Robert Verburg Delft University of Technology,
Netherlands; Deanne Den Hartog
We aim to contribute to current understanding of the
effects of employment practices and leadership styles
on employee innovative behaviour, and to contribute
to the theoretical knowledge of how employment
practices affect innovativeness by testing the moderating role of work engagement, task characteristics
and creative team environment. In a multi-source,
multilevel survey study among 80 dyads of employees and managers of different technology rms in
multiple countries, we tested how both manager rated
and perceived employment practices, as well as leadership styles relate to organisationally relevant outcomes, such as task performance, innovative work
behaviour and unit performance. Hierarchical linear
modelling was used to test the model. Analyses show
a direct relationship between manager rated employment practices and unit performance. Also, employees perceived employment practices mediated the
relationship between manager rated employment
practices, and innovative work behaviour. In addition, task characteristics moderated the relationship
between leadership styles and innovative work behaviour. Innovation involves both the generation and
implementation of ideas. As such, it requires a wide
variety of behaviours on the part of individual
employees. While some people might exhibit all the
behaviours involved in innovation, others may exhibit only one or a few types of behaviour. The
current study shows the complexity of managing
individual innovation processes. The study has several strengths, including the use of different rater
sources and the multi-level nature of the study. Limitations include the mixed sample of dyads and the
cross-sectional nature of the design.
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corresponding wishes, needs and assessments, the
Job Demands-Resources model (Bakker et al.,
2007) was used. In this model employee vitality
is linked with, on the one hand, demands associated
with jobs and, on the other hand, resources available for job holders. The whole of HRM practices
can, accordingly, be split up in those practices that
are intended to redress job demands (maintenance
practices) and those practices that are intended to
create job resources (development practices). 51
interviews were conducted in 15 hospitals and care
and cure organisations. The results showed that
maintenance HRM practices are far more prevalent
than development practices are. Wishes pertained,
though, equally to maintenance and development
practices. Both existing maintenance practices and
existing development practices tended to be
assessed as being rather successful. In the presentation of the study details of these research outcomes will be provided; a list of the deployed HRM
practices that were put forward by the interviewees
together with the assessments of those practices,
and a list of wished practices.
ferred patterns of decision-making that create effective leaders. But it is also necessary to consider
dysfunctional workplace behaviours and the extent
to which leaders have dispositions that run contrary
to occupational adjustment and well-being. In addition, a leaders values will shape their life philosophy, and inuence their choice in friends, job
and career. These underlying values are seen as
motivators for behaviour. Values in organisations
are often reected as an organisational culture, and
individuals will be attracted to organisations that
appear to epitomise their values. This symposium
explores the hypothesis that different types of leaders would be attracted to different industries, and
would display different patterns of normal personality functioning, derailing behaviours and values.
We used the results from the Hogan Personality
Inventory (HPI), Hogan Development Survey
(HDS), and Motives, Values, Preferences inventory
(MVPI) to compare personality traits, derailers and
values of leaders across ve different industries
(N=913 for HPI; N=732 for HDS; N=936 for
MVPI), namely Information and Communication
Technology, Finance, Energy, Mining, and Education. We ran one-way ANOVAs to test for mean
differences across industry type and found statistically signicant effects on ve of the personality
indicators, four of the derailers, and eight of the
values. Interesting patterns in personality traits and
motivators emerged when we inspected the individual contrasts across industry. We will discuss
the ndings with the implications for different
industries in mind.
526
psychological contract. The implications of these
ndings for psychological contract research are
explored.
An investigation of work values and participation in continuing learning among employees in Hong Kong
Yang Wang CUHK, Hong Kong; Winton Au; Emily Ho
In order to encourage its citizens to participate in
continuing learning, the Hong Kong government
established the Continuing Learning Fund (CEF)
to provide nancial aid for those who desire to
enhance their competitiveness. Our study attempts
to investigate the impact of work values on Hong
Kong employees participation in, and attitudes
towards continuing learning. Phone surveys were
successfully conducted through random sampling
of households to interview 1001 full-time employees aged 18 or over, which covered all major industries and occupations in Hong Kong. The survey
includes three parts: (a) Perceived importance of
four dimensions of work values, namely, situational
factor, self-expression, behaviour control and quality of life (Hendrix & Super, 1968), (b) work value
congruence between the employees and their organization on each of the four dimensions, and (c)
participation in work-related and work-unrelated
Industrial/Organisational/Work
continued learning. Research results indicate that
participation in continuing learning differed significantly among demographic groups. For example,
older participants reported lower participation in
continued learning in the past twelve months. There
are also signicant differences in the patterns of
work value congruence. We also found interaction
effects between work value congruence and importance. For example, employees who reported stronger work value congruence in behaviour control
participated signicantly more in work-unrelated
continued learning if they perceived behaviour control as important. However, no signicant differences were found among those with weak work
value congruence. In conclusion, we found that
work value congruence and importance have meaningful effects on continuing learning.
ent. Revising the Western servant leadership measure was important for enriching and developing
servant leadership theory in China. This research
collected data from two samples of Chinese enterprise employees (N1=250, N2=366) to verify one of
the Western measures (Liden et al., 2008) in the
context of China and explore its effects on employee attitudes. Exploratory and conrmatory factor
analysis showed that veried servant leadership
measures included 21 items and 6 factors (behaving
ethically, creating value for the community, empowering, conceptual skills, putting subordinates rst,
emotional healing), and the measure had good construct validity. Hierarchical regression analysis indicated that servant leadership had signicant
effects on job satisfaction and affective commitment, which further showed the good predictive
validity of the veried measure. There were four
important contributions in this research: (1) The
Western servant leadership measure was well veried in China, and the applicable measure was
available for the following relevant research. (2)
Servant leadership had signicant effects on the
employees attitudes, which showed that it had
some leadership effectiveness. (3) Organizations
may select suitable servant leaders according to
certain selection criteria.
Biying Wang Jiangxi Normal University, China; Riguang Gao Jiangxi Normal University, China
Servant leadership was the major leadership style
called and practised by Chinese. The practice of
servant leadership was also effective in Western
countries. As far as theoretical research was
concerned, servant leadership in Western countries
began from the 20th century 70 years, and had
produced several corresponding measures at pres-
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ership and team performance is scarce. The purpose
of our research is to determine empirical evidence
about the relationship between shared leadership
and performance. Our meta-analysis seeks to answer the question whether shared leadership offers
an opportunity to increase performance. The present
meta-analysis consisting of 15 published and unpublished eld studies follows Hunter and
Schmidts approach, hence all correlations were
corrected for measurement and sampling errors.
The results revealed a signicant positive relationship between shared leadership and performance.
Based on the results limitations and necessary directions for future research will be provided by unfolding hidden and undiscovered potentials for scientists and practitioners.
The gap between pre-employment and postemployment psychological contract and its
correlates
Xin Wu Beihang University, China; Zhiming Wu
There is a gap between pre-employment anticipatory psychological contract belief and actual psychological contract after new recruits enter an organization. The purpose of this study was to investigate
Examining the relation between career decision-making self-efcacy and career maturity
Jing Yang Institute of Psychology, China; Chuangang Shen
This study aimed to examine the moderating role of
achievement motivation on the relation between
career decision-making, self-efcacy and career
maturity. A sample of 336 undergraduates (167
males and 169 females) completed three question-
528
naires: Achievement Motives Scale (AMS), including motive to approach success (Ms) and motive to
avoid failure (Mf), Career Decision-Making SelfEfcacy Scale-Short Form (CDMSES-SF) and Career Maturity Inventory (CMI). Multiple regression
results showed that CDMSE ( = .406, p < .001),
AM (x = .280, p < .001) and the interaction between them (x = .182, p < .001) positively predicted
CM after controlling gender, grade and major. Specically, simple slopes tests showed that there was a
signicant positive relation between CDMSE and
CM for participants with high AM (x = .537, p <
.001),and anonsignicant positive relation for
those with low AM (x = .128, p = .083). Furthermore, we examined the roles of Ms and Mf, respectively. The interaction between Mf and CDMSE
was signicantly negative (x = -.156, p = .002),
not for Ms and CDMSE (x = .086, p = .092).
Simple slopes tests showed that compared to participants with high Mf, there was a more signicant
relation between CDMSE and CM for participants
with low Mf (x =.225, p = .002 for high Mf; x
=.476, p < .001 for low Mf). The ndings showed
that AM moderated the relation between CDMSE
and CM. Moreover, Af, not As in AM, played a
moderator role between them
Industrial/Organisational/Work
mance, contextual performance, and counter-productive performance). It is an experience-sampling
study investigating the dynamic process through
which leader-member exchange and affective states
and job satisfaction experienced at work inuence
job performance over time. We conducted a 13weeks longitudinal survey on 74 MBA students.
With hierarchical linear model analyses, our results
showed that: First, at the intra-individual level,
experience-sampled positive and negative affect
predicted experience-sampled reports of job performance over time. Second, cross-level interaction
between leader-member exchange and positive affect predicted contextual performance. Specically,
engagement in contextual performance of those
employees with low leader-member exchange was
more dependent on their momentary positive affect.
tance Program (EAP) system. Scales were developed, some of which were constructed with a semiprojective technique, to collect data about workers
performance in the above three aspects. Afterwards,
ANOVA, latent prole analysis and other appropriate statistical methods were applied to analyze the
workers mental status, based on which some suggestions were provided. Results showed that manufacturing workers had a medium level of pressure,
moderate ability to manage emotion and medium
inclination for self-injury. Additionally, nancial
pressure was prevalent among the workers. Latent
prole analysis demonstrated that workers can be
divided into four latent population types based on
the pressure and emotion management data, and six
types according to the self-injury data. Moreover,
several socio-demographic characteristics were
found to inuence workers mental status: working
age, overtime, salary, gender, marriage, family, and
working environment. From this research, some
suggestions were summarized for factory management. First, female and married people could be
prioritized in recruitment if all other conditions
were equal, for they have better emotion management and a lower self-injury tendency. Second, 7-14
hours of overtime per week would be appropriate
for those workers. Third, training should be provided to improve the workers nancial management
ability, which would help release the major pressure
from their nancial situations.
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Industrial/Organisational/Work
contribution to innovation of teamcreativity are
directly affected by pharmaceutical industry characteristics and enterprises R&D- manufacturesellingintegration strategic position. R&D teams
creativity is stimulated bydivers team-level factors
such as internal unofcial communication, continuouslearning-climate, appreciation from team leaders; while is suppressed byburnout caused by limited promotion space. The transforming from
teamcreativity into team performance needs coordinated exchange between team membersand outsiders, as well as balanced decision-making of team
leaders. These casesdemonstrate that the transforming processes from team creativity to teamperformance is affected by multiple scenario factors, such
as industry dynamic,enterprise vision and strategy,
team climate and team leaders, and involvedwith
enterprises system of motivation,interaction and
balancing.
Bernhard Zimolong Ruhr University Bochum, Germany; Guenther Vanessa; Elke Gabriele
The study aim was to evaluate the effectiveness of a
short cognitive-behavioral intervention preventing
chronication of back pain in the ofce work setting. A group-randomised controlled trial with a
waiting list control condition was conducted.
Employees of nine tax ofces participated voluntarily in the study. They were included if their
pretest score of chronicity of back pain on the
graded chronic pain scale was grade 2 or higher.
Twelve groups of 111 employees in total were
randomised into either the intervention or control
condition. All training sessions took place at the
ofce. A multilevel analysis was run using the Ime4
package in R language. The random intercept models accounted for the clustering of the data. Dependent variables were the differences between post-
530
after the rst session, 90.0% after the second session, 85.7% after the third session, and 90.0% after
the fourth session. Seventy-ve percent of the total
participants reported the program was useful. In
2011, the number of program facilitators was increased from one physician in 2010 to two or three
(one physician and one or two nurses). Also, one
scenario in session 2 was changed. In 2011, 85.7%
of the participants reported positively after the rst
session, 78.9% after the second session, 80% after
the third session, and 90.5% after the fourth session.
Ninety-ve percent of the participants reported the
program was useful in 2011. The program was
feasible and successfully modied to increase its
usefulness among new health professionals.
Industrial/Organisational/Work
collect and analyze data. Different statistic elaborations were applied to discover the relationships
among different variables (i.e. descriptive, inferential, P.value test and Regression Analysis). The
ndings show how older people in retirement want
to be appreciated. Their motivation and satisfaction
depends on their past carrier and these variables
push them to stay at work for a longer time.
531
Industrial/Organisational/Work
to corporate business at large in the retention of
employees.
532
sometimes peacefully, sometimes tolerating each
other, sometimes ghting and at war. How does
one lead others in such a context? What do we
learn from current developments in countries like
Egypt or situations like in the European Union?
What is required of leaders who want to embrace
their nations in all their multicultural aspects? By
combining insights from literature and working
experience on leadership, multiculturalism, value
management, human needs psychology TM , organisation and relationship systems coaching TM and
International Studies, we seek answers to these
questions. We will underline the importance of: *
What does leadership actually mean? Aligning core
values and purpose. * Inspirational leadership: leading others from the inside out * Leading high
diversity or heterogenic groups: which specic
skills are required? * International studies and
leadership: how to make a successful combination.
In conclusion, suggestions for leadership development and implementation will be provided.
Industrial/Organisational/Work
Entrepreneurial potential for Italian undergraduates
Serena Cubico University of Verona, Italy; Maddalena Formicuzzi; Giuseppe Favretto; Piermatteo
Ardolino; Massimo Bellotto
Choosing to be an entrepreneur can be an opportunity for the young, especially since they have
difculties in nding jobs. To detect the knowledge, attitude, and aptitude towards the entrepreneurial job, understand the variables that are related
with the entrepreneurial choice in young males and
females, a questionnaire (50 multiple-choices items
/ Cronbachs Alpha .849) that analyses: personal
data; entrepreneurial network of acquaintances; image of future job; ideas about male and female
entrepreneurs; information about bureaucracy and
investments in creating enterprises; entrepreneurial
aptitude; attitude toward entrepreneurship was applied to 560 Italian humanities students. The difculties described in enterprise creation are: economic aspects, bureaucracy, partners/co-workers,
and getting credit from banks. The image of the
prole of male entrepreneurs is characterised by
leadership and perseverance, while females show
perseverance and a strong spirit of sacrice. Students have little knowledge about start-up processes. Attitudes toward entrepreneurship/self-employment are characterised by the choice of the
adjectives: wonderful, prestigious, active, energetic,
satisfying, interesting, suitable, various and exible. Networking is an important variable that has a
positive and signicant effect on the others: people
with a family/social network with entrepreneurs
have access to a lot of information; they have a
more positive image of an entrepreneurial job; and
they think about it, try and are able to be selfemployed more than others. We consider this research a step towards helping to identify a model
that integrates elements of the entrepreneurial project: gender, attitudes, aptitudes, networking, information, and social support.
Mapping the prole of skills from professionals and students perception of nursing
in Erechim
Silvia De Medeiros URI Campus de Erechim, Brazil
This study has the objective of mapping the prole
of necessary nursing competences in order to identify skills, attitudes and knowledge for professional
practice. Characterised as a quantitative research,
and made use of a questionnaire for collecting data.
The questionnaire comprised twenty closed questions, and was drawn up so that the competences
were distributed in four groups: Behavioural, Focus
on the Result, Emotional Balance and Management/
Technique. There was a total of 48 participants,
being 24 professional nurses (8 from the clinical
area, 8 from the social area, 8 from the teaching
area) and other participants were 24 nursing students (8th and 9th semesters from URI - Campus of
Erechim). The analysis of the results pointed out the
following order of classication for competences:
Commitment (obtained the highest score: 97.9%);
Listening, Speaking and Perception and Ethics
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(93.7%); Leadership, Planning and Organisation
(89.5%); Respecting Values (83.2%); Persistence
and Determination (79%); Interpersonal Relation,
Analytical Capacity, Concentrated Attention
(76.9%); Good Humour, Empathy and Affection,
Clarity and Objectivity (74.8%); Flexibility
(70.6%); Creativity, Sharing of Knowledge
(62.2%); Being Persuasive (60.1%); Entrepreneurship (41.6%); Tolerance to Frustration (37.5%).
This way, its understood that with the results you
can prioritise the competences that might be best
developed within projects for training of nursing
students, helping and preparing them for the labour
market.
The relationship between emotional intelligence, emotion work and organisational factors with engagement in a care-giving
environment
Francois De Wet NWU: Potchefstroom, South Africa; Cara Jonker
Not only are health professionals required to offer a
service which provides mental and physical expertise, but they are also required to manage their
emotions as a part of their job. The objective of
this research was to determine the relationship between Emotion Work, Emotional Intelligence,
Organisational Factors and Engagement within a
care-giving environment. A cross-sectional survey
design was used, and a non-probability convenience
sample was taken from 294 care-givers. The
Schutte Emotional Intelligence Scale (SEIS), The
Discrimination among foreman job categories of the Saipa Car Company (Iran)
Shadi Derakhshan Isfahan University, Islamic Republic of Iran; Hamid Reza Oreyzi
Industrial psychologists use job analysis data for
different purposes. Selecting the appropriate data
analysis model is very important and depends on
the purpose of the job analysis. Following Cornelivs et al. (1979), in the current paper, researchers
use data from 310 employees in the main plant of
Saipa Car Company using the position analysis
questionnaire of McCormic et al. (1972). Three
different levels of job analysis data were used,
The study of organisation development efforts in the oil rening and distribution company in Iran
Shadi Derakhshan Isfahan University, Islamic Republic of Iran; Hesamodin Tabatabaei Nasrabadi
As we know, changes in the business world are
obvious almost to everyone. Sometimes these
changes take place so quickly that the organisation
cannot handle the results without having prepared
for them. The Organisation Development helps the
organisation to face new situations, even before
they happen! In this research we aimed to diagnose
organisational activity to adjust to environmental
changes, and whether these performances were relevant to OD evidences. To do this, information
about change activity was gathered from the staff
of various departments of the Oil Rening and
Distribution Company in Iran. The data collecting
method was direct interview. After the survey, the
results indicated that at about 10 years, the organisation offered and executed some changes with the
support of OD operators. Changes such as: creating
an HSE department, using a new management system, changing the assessment and training system,
creating a lady council and so on. The following
survey claried that many of these changes have
compatibility with OD evidences.
534
and as mediating effects. A second unique nding
of the present research was the positive relationship
found between psychological empowerment and
turnover intention, suggesting that either turnover
process models may be more organisation-specic
than previously thought (e.g., Alexander, 1998), or
that empowerment may increase turnover intention
because of enhanced career mobility.
Safety climate and involvement in safety management: A study with rst-line managers
Kouabenan Dongo Remi Universit Grenoble 2,
France; Ngueutsa Robert Universit Grenoble 2,
France; Mbaye Saetou
Because the safety climate (Zohar, 1980) reects
perceptions of the importance placed on safety in an
organization and the perceived attitudes of managers towards safety issues, it is becoming one of
the key variables in obtaining the best safety performance and stronger commitment to safety-related actions (Silva et al., 2004; Cooper and Phillips,
2004, Tucker et al., 2008). This study examines the
effect of safety climate on involvement in safety
management by rst-line managers (FLM), a largely unexplored population. 63 FLMs responded to a
questionnaire measuring perceived safety climate at
the workplace, risk perception, and involvement in
safety management. As expected, FLMs who perceived a good safety climate in their company
reported getting more involved in safety management than did FLMs who perceived a poor safety
climate (F(1,60) = 23.30, p < .01, PRE = .27).
However, the fact that FLMs are called upon by
the workers they supervise, prompts them to be
more involved in safety management, thereby mediating the effects of perceived attitudes of manage-
Industrial/Organisational/Work
ment toward safety issues, and encouragement from
immediate supervisors in communications about the
safety climate. Some possible avenues for improving the involvement of FLMs in safety management
are suggested
bys (1995) equivocal scenarios describing a clothing retailer, which we changed to a ctitious clothing startup, ABC. The information paralleled that of
the original scenarios. Results indicated that individuals with more helpful weak ties showed stronger
entrepreneurial self-efcacy, therefore categorised
equivocal business scenarios signicantly more
positively than did other subjects. Regression analysis demonstrated that these perceptual differences
were consistent and signicant (i.e. individuals with
more helpful weak ties perceived more strengths
versus weaknesses, opportunities versus threats,
and potential for performance improvement versus
deterioration). Positive cognitive characteristics
were proved to directly lead to the decision of
starting a new venture. We also found that risk
propensity had a moderating effect on this relationship.
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Industrial/Organisational/Work
satisfaction. Results are discussed in terms of different approaches to measure goal conicts, their
role for work satisfaction as well as the utility of
different regulation strategies in autonomous workplaces.
Relation between mental health and life orientation in hospital employments in Iran
Maryam Esmaeili University of Isfahan, Islamic Republic of Iran; Bahareh Mohebi; Safura Hoseini;
Saeideh Mahdavi; Zohreh Lati; Shahrzad Shariati
The World Health Organisation denes health as a
state of complete physical, mental and social wellbeing, not merely the absence of disease or inrmity. The purpose of the current study was to investigate the relationship between mental health and
Life Orientation in hospital employments. To accomplish this goal, 120 people (60 male and 60
female) were selected randomly from different hospitals and the following measures were administered on them: GHQ Questioner (Goldberg,1972)
and Life Orientation Test(LOT-R)(Scheier&carver,1994). Analysis of data revealed that signicant
correlation between mental health and Life Orientation in hospital employments(r=0.62), (p=.01).
There were negative correlation between optimism
and psychosomatic, anxiety, insomnia. depression
and social problems. As optimism is very important
factor in mental and physical health and positive
function in hospital employment, it is necessary to
increase optimism in hospital employments, within
workshops and other educational programs.
working conditions (situative approach), more recent studies focus on the connection between personality traits and job satisfaction (dispositional
approach). The personality traits under examination
tended to be chosen unsystematically, without a
theoretical foundation, and on the basis of small
mostly selective random samples. The Five-Factor-Model provides a personality psychology tool
that has been recognised for 20 years and is used to
record the signicant aspects of individual personality (neuroticism, openness, agreeableness, extraversion, and conscientiousness). Taking as a starting point the above-mentioned criticism of the
research carried out so far on the dispositional
inuences of job satisfaction, my study looks at the
connection between the Big Five personality
dimensions and two facets of job satisfaction (overall job satisfaction and satisfaction with personal
income). The study is based on data from 2005 and
2006 collected by means of the socioeconomic
panel (SOEP), a representative repeat survey carried
out on more than 20,000 people. By also taking into
account inuence variables such as age, job-related
stress factors and autonomy, the multivariate analyses show that personality traits have a highly
signicant inuence on job satisfaction. As
expected, neuroticism has a negative inuence on
both satisfaction constructs. Agreeableness, extraversion and conscientiousness have a positive effect, whereas openness (to experience) only inuences overall job satisfaction.
The role of power distance in internal communications, case history: Italian committee
for Unicef
Zeno Filippi Comitato Italiano per l'Unicef, Italy;
Massimo Bellotto; Raffaele Coruzzi
This research aim to perform a report of the internal communications within the biggest Italian not
for prot organisations. The rst purpose is to
observe how the power distance and the expectations of role affect the organisations internal communications. The second purpose is to formulate a
plan for internal communications through the use
of participatory devices. First, the study begin
with 155 surveys online, resonance of 60.3%,
addressed to all staff of the Italian Committee for
Unicef, 110 employees in the main structure of
Rome and 45 in the Italian territory. Second, the
study continues with four focus group involving 32
employees with the aim of analysing the results of
the previous survey. Third, the study terms with
ve semi-structured interview with the top-management. The research continued with a benchmark, in the form of semi-structured interview to
the human resource managers, able to investigate
the study area within the major Italian not for prot
organisations: Actionaid, Greenpeace and Mdecins Sans Frontires. The research identies many
critical issues in the communication ow and decision making of the Italian Committee for Unicef,
together with some signicant strengths. It also
tracks a report of internal communication within
the Italian not for prot organisations aforementioned. The research has achieved its initial objectives. First, greater power distance seems to accelerate the ow of internal information. Second, a
three-year communication plan with the aim of
increasing the level of employee participation in
decision-making.
536
identifying what behaviours promote such constructs to enhance individual and organisational
success.
Industrial/Organisational/Work
that racial similarity effects are found under lowstructured conditions, as well as the notion that
interview structure moderates the inuence of similarity effects. However, racial similarity effects
were also found with the highly structured condition. Although these were smaller than in the lowstructured condition, they still proved to be statistically signicant.
537
Industrial/Organisational/Work
How abusive supervision affect job satisfaction? A moderated mediation model
Chenyu Hu Peking University, China; Lei Wang Peking University, China
Previous research has shown that abusive supervision is negatively related to job satisfaction and
this relationship is mediated by subordinates justice perception. In the present study, employees
(N=419) from a foreign manufacturing company
located in southeastern China rated their informations. Data was collected in two waves (with
8 month interval) to reduce possible common
method bias. While employees power distance
orientation and their superiors abusive behaviours
were collected at Time 1, their justice perception
and job satisfaction were collected at Time 2.
Adding individual power distance orientation as
a moderator, we examined and extended Teppers
(2000) research. Results showed that individual
power distance orientation moderated the mediated
relationships between abusive supervision and job
satisfaction via organisational justice, such that the
effect of organisational justice on job satisfaction
was weaker for employees who were higher in
power distance orientation. The theoretical and
practical implications are discussed.
538
employees. We discuss the implications of these
results for theory, research, and recruitment practice.
Industrial/Organisational/Work
only slightly in their characteristics, or in ways
seemingly supercial. Even so, their answers differ
signicantly in several cases. A possible way to
understand this result might be explained by an
assumption, as follows: The stimuli which commence the motivational processes are learned (in
difference to the processes and contents of the
motivation as such), so individuals might differ in
their answers to events and situations according to
their diverse life experiences and previous learning.
This assumption could be used to implement a
theoretical model wherein the individual motivational responses will be dened as strategies in the
sense of game theory. The results of the survey will
be presented. The data were analyzed by means of
SPSS software. The theoretical model will be introduced, and its main implications discussed. The
paper was prepared thanks to the support of the
Czech Science Foundation grant #P407/10/1262.
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Industrial/Organisational/Work
posed to these violent crimes. High levels of stress,
anxiety and/or depression can adversely affect work
performance with resulting absenteeism, low morale and sub-standard work output and outcomes.
This in turn, can negatively impact on work colleagues. The studys participants were 40 police ofcers (13 female and 27 male) 20 ofcers from
Khayelitsha and 20 ofcers from Delft police stations (mean age 38.6 years). Both these police
stations are located in informal settlements on the
periphery of the city of Cape Town. Police ofcials
were randomly selected to complete two study
questionnaires. A correlation analysis was carried
out between the DASS-21 and the Schuttes Emotional Intelligence Scale scores to determine whether a relationship existed between EI and psychological (di)stress, depression and anxiety. The results
revealed that EI signicantly correlated with stress
[p=0.057] and anxiety [p=0.026], but not depression. Inverse relationships between EI and stress,
and EI and anxiety, were found. Interventions to
increase levels of EI amongst members of SAPS
may be hugely benecial in preventing the negative
outcomes so frequently associated with psychological (di)stress.
Social support can reduce job stress: A moderating role of other orientation
Dan Li Peking University, China; Lei Wang Peking
University, China; Si Yu
Perceived social support can conditionally reduce
the stress of ones work, however, there is no
agreement on the levels and patterns of inuence.
Some theories, such as stress theory model and
transactional model, suggested that personal char-
The relationship between servant leadership, affective team commitment and team
effectiveness
Bright Mahembe Stellenbosch University, South
Africa; Amos Engelbrecht
Effective teamwork is one of the core components
of high-performance organisations. Value-based
leadership practices play a critical role in team
effectiveness. The primary goal of the study was
to design and conduct an analysis of the relationships between servant leadership, affective team
commitment and team effectiveness. The aim of the
study was to validate a theoretical model explicating the structural relationships between these vari-
540
tions and employee well-being. The aspects included
interpersonal relations training, types of interpersonal
relations, cross-cultural relations, motivation, teamwork, stress, and conict resolution, among others.
Six different surveys were administered to 108
employees who volunteered from six separate departments of a university including the library, facilities,
student engagement, learning centre, IET, and student
awards and nancial aid. Data analyses included both
quantitative (descriptive, multivariate, and factor
analysis) and qualitative. Contrary to an expected
commonality among the six departments being part
of the same university, some results revealed contrasting correlations among the various aspects in
question. Negative correlations existed in a couple
or so departments that were positive in other departments. Overall the study led to a general insight on
improving employee well-being. Among the recommendations is to further investigate a challenge encountered at the initial stage of the study regarding
participant recruitment.
Industrial/Organisational/Work
spect to experience of emotional labour. When their
experience of burnout was compared across these
variables, they did not differ with respect to age,
organisation type and total years of experience. But,
males and females differed with respect to their
burnout experience. Females were found to be experiencing more burnout than males though they
were seen to be exerting equal emotional labour at
workplace. Findings were discussed with reference
to socio-cultural context and gender role.
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The Oriki as a tool for leadership development
The relationship between work-family conict and job stress considering the mediating
role of psychological hardiness, among personnel in the Iran Polyacryl Company
Hamid Reza Oreyzi University of Isfahan, Islamic
Republic of Iran; Shabnam Javanmard
The purpose of the current study was to investigate
the relationship between work-family conict and
542
core self theory and genetic theories related to
personality. The aim of the current research was
to investigate the relation of emotional intelligence
and positive affect with job satisfaction and then
respond to the question of which variable has the
greatest contribution to job satisfaction. The statistical population was total personnel, formal or informal persons in the Isfahan Oil Distribution and
Renery Company including 1429 persons who
were working in 2009 (1388 s. c.). A simple random sample of 230 personnel was chosen. The Job
Satisfaction Questionnaire of Judge and Bono
(2000) Emotional Intelligence Questionnaire of Human and Health Capabilities Institution (2006), and
Positive Affects in Job Questionnaire of Fox and
Spector (1999) were used as instruments to measure the variables. Results indicate that affect and
emotion play role in job satisfaction.
Industrial/Organisational/Work
regions of Romania and working in different structures and on different organizational levels within
the Romanian Border Police Force. The 21-statement test, a modied version of the 20-statement
test (Kuhn & McPartland, 1954) was used to collect
information about the primary characteristics of the
police professional identity. Following the procedures used in Q-sort techniques, the mentioned
characteristics were arranged on a -4 (least important feature) to +4 (most important feature) Q-sort
distribution format, according to the degree of importance to the profession of police. Our results
give a general overview of these core content of
police professional identity and the main values that
are comprised within it.
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showing a 6 minute video and asking participants
how many decisions taken by the actor, were observed in this lm. We compared the number of
decisions reported by professionals and non-professional participants. Collected data showed a signicant difference of decisions observed by each group
of workers F(1, 59) = 46,903 p < 0.001). Results
reveal different agency models on different actions.
This can explain diverse attributions of risky behaviour. Indeed, this nding could be used to design
training on a safety culture, integrating the particular
mental model of workers, focused on the cultural
context of each social group.
544
and psychosocial factors, in relation to a perception
of work through a cross-sectional study. It makes
use of a random sample of workers in a manufacturing industry. The highest overall SOC score that
men earned was 124.44. The presence of a "low
state of mental health" is present in 17.61% of
males and 29.45% of females. In men statistically
signicant differences with respect to the higher
average age of the worker and the work time were
found. The SOC scores were higher in subjects with
better mental health in both sexes, and was inversely correlated with scores on the General Health
Questionnaire (GHQ) in all subjects studied.
Employees graduate and employability attributes in relation to their emotional intelligence and career anchors
Dries Schreuder UNISA, South Africa; Melinde Coetzee UNISA, South Africa
The objective of this study is to determine the relationship between the graduate attributes (measured by
the Graduateness Scale), employability attributes
(measured by the Employability Attributes Scale),
emotional intelligence (measured by the Assessing
Emotions Scale), and career anchors (measured by
the Career Orientations Inventory) of a convenience
sample of 67 adults employed in the South African
service industry: 85% blacks, 86% females, (72%) in
the early adulthood phase and (70%) at staff level,
84% in their nal year of undergraduate studies at a
distance learning institution in the economic and
management sciences eld. A quantitative web-survey approach was followed in collecting primary
data. Descriptive statistics (means, standard deviations and Cronbachs Alpha coefcients), correlational and multiple regression analyses were performed to
achieve the objective of the study. The internal consistency reliabilities of the four instruments ranged
between 0.75 and 0.90 (high). Signicant relationships were observed between the participants graduate and employability attributes and their emotional
intelligence and career anchors. The career anchors
and emotional intelligence of the participants significantly predicted their graduate and employability
attributes respectively. The ndings contribute new
knowledge that may be used to inform human resource career development practices concerned with
optimising person-job t and the employability of
particularly young black females in the service industry. Future research should replicate the study with a
broader, demographically more representative sample.
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correlation between factors of "openness, agreeableness, consciousness and extraversion" with job
satisfaction among men and women but a meaningful relation in the factor of "neuroticism" was not
observed. From among personality factors, "openness" showed higher correlation (57%) with job
satisfaction. Also, there is not a meaningful difference between gender and job satisfaction. Job satisfaction depends on various factors like work attractiveness, rate of salary, equity, colleagues and
workplace. The results of the present study show
that specications of the personality of individuals
can be considered as one of determining factors of
job satisfaction.
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organisation. All of these might be expectations that
employees have as part of the psychological contract.
Organisations therefore need to develop and apply
effective talent management practices to meet the
psychological contract needs of talented employees.
Against this background the main objective of this
research is to determine the relationship between
talent management and the psychological contract .
A quantitative research approach was followed in this
research. The Assessment of Talent Management
Practices Instrument and the Psychological Contract
Inventory were administered among employees
(N=102) working in the service industry in Gauteng
in SA. The results showed that signicant positive
relationships exist between the dimensions of talent
management and the employer obligations of the
psychological contract. The results of the study indicated that effective talent management practices can
strengthen the psychological contract between
employers and employees. The effective application
of talent management practices in the organisation
can therefore result in a more stable workforce and
reduce employee turnover. Implications for future
research are suggested.
The relationship between the big ve personality traits and job involvement
Mahnaz Talebzadeh University of Isfahan, Islamic
Republic of Iran; Aboulghasem Nouri
The purpose of this study was to investigate the
relationship between the big ve personality traits
and job involvement in Isfahan Water and Wastewater Company, Iran, in 2009. In order to achieve
this aim, a random sample of 125 persons were
selected. Research instruments consisted of the
following three questionnaires: (1) Short form of
big ve personality questionnaire (NEO-FFI), with
the reliability coefcients of 0.8 for Agreeableness
to 0.87 for Openness, (2) Kanungo involvement
questionnaire, with reliability cofcient of 0.8, and
(3) a demographic questionnaire. The results of
correlation coefcient analysis showed a signicant positive relation between extroversion, openness, conscientiousness and job involvement
(p<0.05). The results of multiple regression analysis indicated that Neuroticism and Conscientiousness had more impact on the prediction of job
involvement compared to other variables. Although the difference between men and women
was not signicant in job involvement, the difference was signicant between the mean of Neuroticism and Extroversion components. Considering
gender, neuroticism was higher for women but
Extroversion was higher for men. The relationships were negative and signicant between Neuroticism and education, Conscientiousness and
age, job involvement and education. Based on the
best knowledge of the authors, there is no similar
study in Iran or other countries. Organisational
climate and demographic variables were not controlled, and the results may have been affected by
these limitations.
546
used to inform human resource career development
practices concerned with optimising person-job t
and the retention of particularly young black
females in the South African service industry. Future research should replicate the study with a
broader, demographically more representative sample.
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employees of "New generation banks") participated
in the study. Three instruments used for data collection were: Organisational commitment, subjective well-being, and team work questionnaires. Data
were analysed using t-test statistics. Result showed
that employees of new generation banks reported
less commitment to their organisation than their
counterparts in traditional commercial banks.
Employees of traditional banks reported a higher
level of subjective well-being than their counterparts in new generation banks. Result also showed
that new generation bank employees engage in less
team work than their counterparts in the traditional
commercial banks.
Sampling was directed by criterion-based guidelines, focusing on practitioners (Industrial Psychologists and Consultants) working with management
development, in different industries. A listening
post was conducted. The primary task of the listening post was stated as: In your role experience
explore the application and potential value-add of
the framework in organisations. The data obtained
were analysed using a grounded theory method.
The ndings of this study suggest that organisations
can utilise the framework effectively by customising it according to their specic needs and in line
with the organisations strategy, vision and mission.
Such a framework can assist senior management
with decreasing unethical behaviour and increasing
integrity in the organisation. The framework will
furthermore assist middle managers to gain a better
understanding of the impact of senior management
on their experience of integrity. On an organisational level, this study highlighted the important
role organisations play towards creating and establishing an ethical work climate that will ensure
corporate integrity. This, in turn, will enable organisations to provide value to their corporate stakeholders and society at large.
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organisations strategy, mode of working, culture
and dynamics, but also on its performance, and
ultimately its success. Organisational design as the
Operating Model for the organisation is one of the
key executive leadership tasks making up the portfolio of Executive Tasks in the organisation. Organisational design thus can only be ignored at the
peril of the effectiveness and efciency of an organisation. One can indeed compete by design. The
purpose of this paper is to provide a high level
overview of organisational design as a key executive leadership task: The what, why,how, who,
whereto of design. The overview is based on personal lessons learnt from over 50 design consulting
assignments over about 15 years across multiple
industries, nationally and internationally; the global
sourcing of leading organisational design practices,
as well as the thinking oforganisational design
thought leaders. The following topics will be covered illustrated through case studies: Organisational
design as a key executive task, dening organisational design, positioning organisational design appropriately within the organisational landscape, the
levels and dimensions of organisational design, the
basic building blocks of organisational design, the
organisational design process, organisational design
logics, key design questions to quality assure the
crafted organisational design, and the key benets
of an effective design.
or position, shifted to the concept of shared leadership in terms of distributing leadership functions and
the effect on team performance. However, empirical
evidence mainly examines the relationship of shared
leadership and team performance, and its potential
for moderators and mediators. This explorative
study examines the emergence of shared leadership
considering power and afliation motives. Following McClellands theory, we expect leaders with high
afliation motive and low power motive to be more
open-minded towards the emergence and practice of
shared leadership in their team. We used the MultiMotive Grid to assess the motive values of 34
leaders (average age = 44,7 years, average leadership experience = 13,2 years, average company size
= 30.306). The results indicate that the afliation
motive correlates signicantly positive with a positive attitude towards shared leadership. Furthermore, the afliation motive correlates slightly negative with a negative attitude towards shared
leadership. However, the correlations between the
power motive and shared leadership show no signicant results contrary to our hypothesis. Our paper
ends with the discussion of limitations and implications for future research and practitioners.
548
problem drinking by focusing on the mediating role
of depression and the moderating role of the need
for afliation. Based on a sample of 330 blue-collar
employees from two manufacturing companies in
China, we found that: (1) Workplace ostracism was
positively related to problem drinking, (2) depression mediated the relationship between workplace
ostracism and problem drinking, (3) need for afliation strengthened the direct effect of workplace
ostracism on depression and its indirect effect on
problem drinking. We discuss the implications of
these ndings for theories and research, as well as
for management practice.
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tion modes of entrepreneurial teams from the perspective of human resources features. There are
knowledge-based expertise of the entrepreneurial
team, efcient combination of the entrepreneurial
team, technical resources of the entrepreneurial
team, and risk opportunities of the entrepreneurial
team. Simultaneously, the study proposes a competency conception model of high-tech entrepreneurial teams on the basis of Chinese cultural context,
and then tests the construct model of competency
characteristics of high-tech entrepreneurial teams by
a competency modeling approach.
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between cognitive style and creativity. The implication of the study is that an organization needs to
identify employees cognitive styles and creative
climate stimulants, and pay attention to the impact
of perceived climate on creativity of employees
with different cognitive styles.
to characterise the psychologist specialised in workrelated stress risk evaluation. He will have to work
with the work safety team in the working contexts
and will be responsible for safety education within
obligatory work safety modules. The presence of a
specialised psychologist inside the process of workrelated stress risk evaluation enhances the quality of
the process itself, and improve the organisation
results.* Antonia Ballottin, psychologist, psychotherapist Spisal (Servizio Prevenzione Igiene Sicurezza Ambienti di Lavoro), Ulss 20 Verona (Italia)
** Pierluigi Policastro, psychologist, psychotherapist, Psychiatric Service 2 Ulss 16 Padova, Counsellor of the Order of psychologists Veneto (Italia)
*** Andrea Petromilli psychologist, Consultant in
formation and development human resources.
Counsellor of Order of psychologists Veneto (Italia)
550
sonality scales as well as emic scales that are
particularly relevant to Chinese culture. Earlier
research on the CPAI showed that the relationshiporiented emic Interpersonal Relatedness factor contributed added value in predicting a wide range of
social behaviours and outcomes in work as well as
clinical settings. Recent studies on the career development of college and secondary schools students with the adult and adolescent versions of the
CPAI conrm that harmony, Renqing (reciprocity
in social exchange) and family orientation are signicant correlates of career choice, career decision
self-efcacy and vocational identity. The emic Interpersonal Relatedness factor supplement the universal personality factors such as Dependability
and Social Potency in providing a more comprehensive assessment of personality in the context of
culture.
Exploring the collective dimension of personality in South Africa using the SAPI and
CPAI-2
Sumaya Laher University of the Witwatersrand,
South Africa; Leah Silva; Leah Branco
Research on personality theory and assessment in
the South African context has much to contribute to
local and international literature by virtue of the
countrys diverse mix of cultures. The use of etic
or emic instruments is at the forefront of this research, more so since South African culture represents a combination of both individualist and collectivist dimensions. There is also a growing
recognition of the need for more indigenous
approaches to personality theory and assessment
amongst researchers and practitioners in South
Africa. In keeping with these trends, this study
explored the collective dimension of personality
using the South African Personality Inventory
(SAPI) and the Cross-cultural Personality Assessment Inventory-2 (CPAI-2) in a sample of South
African rst year Psychology students from the
University of the Witwatersrand. Internal consistency reliability, construct validity, construct bias and
item bias of the two instruments were investigated.
Additionally, two focus groups were conducted
exploring issues around personality, personality assessment, the two instruments and the collective
dimension of personality. These results are discussed in relation to the debates on the use of etic
and emic approaches to personality with a specic
focus on the utility of indigenous personality instruments. The discussion will also focus on exploring
the nature of the collective dimension of personality
in South Africa.
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Facilitating, Integrity, Intellect, Openness, Relationship Harmony, and Soft-Heartedness). An inventory was then compiled for each cluster. Results
of these pilots and the ensuing item elimination
process are described. The project is presented as a
prototype for test development in South Africa, as
it attempts to comply with the strict national legislation regarding psychological assessment and tries
to strike a balance between more universal and
more culture-specic aspects of personality.
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We anticipate that signicant differences will exist
between the different academic demographic groups
based on their perceptions of the factors that contribute to the retention of academics. South African HEIs
need well qualied and committed academic staff to
ensure sustainability and quality over the long term.
It is therefore important to identify the factors that
contribute to academic staff turnover, but also to
develop effective talent retention strategies to eliminate these factors.
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Symposium title: Coaching psychology in
South Africa: The state of play and the
future to come
Convenor: Steven Breger
Coaching psychology in South Africa: State of
play and future to come
Aletta Odendaal South Africa
The international coaching psychology community is
preparing itself for unprecedented growth as a professional discipline. Both its relation to the broader
coaching industry, as well as its celebration of its
psychological roots are key positioning questions that
necessitate reection from within and in conversation
with the role players that shapes the development
thereof. The identity of coaching psychology and its
associated value proposition to the industry as well as
other stakeholders are emergent and being dened.
Various professional bodies representing a diversity
of coaches, application domains, methodologies,
training and continuous professional development are
participating in the debate and formulating diverse
recommendations regarding the professionalisation of
the industry.
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constructs at a grass root level has become customary. Internationally the denitions of the British
Psychological Society Special Group in Coaching
Psychology (SGCP), as well as the Australian Psychological Societys Interest Group for Coaching
Psychology (IGCP) are widely used. The Society
for Industrial and Organisational Psychology of
South Africas Interest Group in Coaching and
Consulting Psychology (IGCCP) developed a South
African denition. Two data gathering techniques
were used, namely focus groups and the Delphi
technique. A total of 55 participants were used
across the two phases of data gathering, and content
analysis was utilised as a means of interpreting the
data. The recurring themes as experienced by
coaching psychologists and obtained through the
focus groups were incorporated into a South African denition.
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African Higher Education Institutions (HEIs) still
exist. The main objective of this research is to
determine the gender differences relating to factors
that affect the career advancement of female academics in South African HEIs. More specically
we aim to investigate whether there are any signicant differences between the perceptions of
males and females regarding the factors that facilitate and constrain females career advancement in
HEIs.
Methods: A cross-sectional quantitative
research approach is followed in this study. A
revised version of a questionnaire by Zhong
(2006) will be used to measure the facilitating and
constraining factors that have an impact relating to
female academics careers. Participants will include both male and female academics of identied South African HEIs. Results: We anticipate
that signicant differences will exist between the
perceptions of male and female academics regarding the factors that facilitate and constrain females
career advancement in South African HEIs. Conclusions: Females experience signicant career
barriers in male dominated occupations such as
academia. This research will make an important
contribution towards identifying not only the key
facilitating factors but also the barriers affecting
the career advancement of females in HEIs. Identifying these factors can assist organisations to
more effectively manage the career paths of
females in male dominated occupations and retain
them.
Attraction and retention of academic knowledge workers in higher education institutions in south africa
Sharon Victor Univ Pretoria, South Africa; Yvonne
Du Plessis Univ Pretoria, South Africa
Objectives: Higher education institutions are positioned within the knowledge economy to foster
the development of a much needed type of worker,
the knowledge worker. There are however, incredible challenges associated with the sustainability
and quality of their service and product if they
themselves cannot attract and retain highly talented
academic knowledge workers. This research
intends to examine how the academic knowledge
worker is unique in their contribution to the knowledge economy. In addition the systemic nature of
the attraction and retention of these academic
knowledge workers will be examined, highlighting
the psychological contract as a conduit organisations can use to enhance their effectiveness in this
area. Method: A mixed method approach will be
followed in this study. Initially focus groups will be
used to further develop the construct of the academic knowledge worker and their practices. Following this a questionnaire will be designed to
highlight the organisational practices. Results:
We predict the academic knowledge workers are
unique in their contribution to the knowledge economy. In addition how they are attracted and
retained will depend largely on how higher education institutions meet their personal and professional needs. Contributions: This research will enable
higher education institutions to better manage their
relationships with their academic knowledge workers by consciously engaging their expectations.
The demands of the knowledge economy, and
South Africa specically, requires higher education
institutions to more actively attract and retain their
Symposium title: Humanitarian work psychology: Current research and future directions - a view from low- to high-income
countries
Convenor: Lori Foster Thompson
Working in the aid matrix: The humanitarian
work psychology of not thriving on chaos
Malcolm Maclachlan Trinity College Dublin, Ireland
This presentation overviews the challenges of
working with partners in the complex matrix that
constitutes international aid. First we review best
practice in international aid relationships as described in consensus declarations. Next we review
the dynamics of working with local and international non-governmental organisations and the functions of such agencies from donor, grassroots and
host government perspectives. Then we review the
role of, and difculties with, bilateral and multilateral donors and UN agencies. Finally, we review
the challenges for research and academic collaboration within the aid matrix, and a case study of the
International Doctorate in Global Health (Indigo)
which operates across Africa, Europe and North
America.
554
or identical jobs within international aid projects
and joint enterprises. A recent systematic study of
dual salaries in Africa, Asia and Oceania revealed
that dual-salaries are de-motivating, unjust and unaligned with local aspirations. Taken together, these
studies reveal (i) that poverty reduction work is not
necessarily itself decent, and (ii) that psychological
evidence can be used to improve its effectiveness at
poverty reduction.
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tionate stratied sampling. The research instrument
will be a structured self-administered questionnaire.
Factor analysis will be undertaken to check whether
the dataset segregates the constructs into the same
dimensions as previous studies. Correlation coefcients will be generated and linear regression will
be performed with the leadership models as predictors of organisational justice, public service motivation, turnover intention and OCB. Finally the ttest for independent samples will be used to examine variation along the various constructs of the
study across the health sectors studied. Recent progress on this study will be presented and that progress will be used to illustrate the importance, and
some of the dynamics of research on leadership in
health sectors in lower-income countries.
Symposium title: Leadership for innovation: Looking within, around and beyond
Convenor: Ajay K. Jain
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sociological and strategic perspectives on leadership. The data for this study were collected at two
stages. Firstly, I did qualitative research from the
data of 118 executives to develop 35-items leadership behaviour questionnaire. Then the quantitative
data was collected from 525 senior and top executives of seven CEOs from large size organisations.
Each respondent lled in a questionnaire about his/
her CEOs behaviour based on his/her personal
interaction with him. The results of exploratory
factor analysis have yielded four factors which are
named as people and culture development (looking
around), strategic focus (looking beyond), evolved
self (looking within) and performance excellence
(sustainable development). An integrated leadership
model is developed to suggest a need to align
highly evolved self leadership competencies with
the business strategy, and cultural and people
aspects in the organisation for achieving excellence
in the changed business environment.
556
growth in and for the service of social context to
improve quality of life and psychological well
being. It is not only a matter of personages deservedly known, but also entrepreneurs from small
companies, constructors, artisans, agents of the
commerce, artists, consultants, producers, young
entrepreneurs. Results and application carried out
at International level will be showed.
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Symposium title: Psychological services
and humanity approach in the process of
transition from state to private sectors in
East Europe
Convenor: Miloslav Solc
Work and organisational psychology and services in the Czech Republic
Miloslav Solc Capa a. s.., Czech Republic
Work and organisational psychology (WOP) has a
rich history in Czech lands; it changed the mission
and methods during various periods (1918-1948,
1949-1955, 1956-1970, 1971-1989, 1990-1993).
Some historical psychological laboratories in industry are still up-to-date and fully functional (e.
g., Vitkovice Steel laboratory from 1923). A
signicant milestone was the transition from the
state to private sectors (1994-2010), as well as
inuence and involvement of the European Union,
multinational organisations and inuences of the
new entrepreneurial strategies in Central Europe.
Recent developments and current status of WOP
has to be analysed from the perspective of a)
specic sectors: industry (e.g., stress assessment
in chemical industry), transport (especially trafc
psychology, railway and air trafc), army, nance,
interior, health, work and social affairs, education
(careers improvement), municipality; and b) with
respect to concrete case studies (including private
practice of WOP in small and medium enterprises).
Trends in WOP and psychological services: Increase in complexity and interdisciplinarity of
services and research (economic psychology, human engineering, personnel psychology, psychology of market and PR, psychology of entrepreneurship, cross-cultural psychology). Continuing
transition from state to private services (opportunity and threat); and increase of WOP practice in
small and medium enterprises (SME). Addressing
of topical problems (recession, unemployment),
and global challenges (psychology of entrepreneurship, global economy, psychology of environment).
Trends of WOP in the framework of European
Union 2020 strategy (headline targets).
Andreas Lohff cut-e Group, Germany; Maike Wehrmaker; Katharina Lochner; Achim Preuss; Hennie
Kriek
New technology allows for completely new methods and structures of unsupervised online testing. It
requires quality aspects that go beyond classical
psychometric criteria. One vital aspect of these
extended quality criteria is the determinants that
affect the fairness of unsupervised online testing.
Latest empirical ndings suggest that other factors
apart from ability can inuence a participants performance on psychometric tests. Such factors are
for example certain personality traits and language
prociency. Furthermore, while taking a test, instant
feedback seems to alter test takers performance.
Finally, impression management impacts the results
applicants gain when taking personality tests.
Therefore, being able to predict the degree of impression management in personality testing is important for ensuring the quality of the data and for
providing adequate feedback.
al psychology" (WOP). The review of applied psychological services by WOP conrms the dramatic
development of applied psychology in the region,
and considerable readiness to face challenges of the
21st century. Still, there is room for discussion as to
what degree the tendency to privatise, and the
humanist approach may be in congruence or in
discord.
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ceived leader support, which lessened work satisfaction, (ii) agreeableness, openness and conscientiousness moderated the relationship between perceived leader support and work satisfaction, thereby
yielding a pattern of moderated mediation. Specifically, for those low in agreeableness, the inuence
of organisational justice on work satisfaction
through perceived leader support was weakened,
whereas people high in agreeableness did not. The
same patterns were discovered for openness and
conscientiousness. Theoretical and practical implications of the results were discussed.
Social support can reduce job stress: A moderating role of other orientation
Dan Li Peking University, China; Lei Wang Peking
University, China
Perceived social support can conditionally reduce
the stress of ones work. However, the levels and
the patterns of the inuence process have not
reached an agreement. Whereas some theories, such
as stress theory model and transactional model,
suggested that personal characteristics play an important role in generation of stress, other theory,
such as the Buffeting Model, mentions that the
social support as a group-level moderator can impact a persons physical and mental health. According to these models, we conducted a two-stage
quantitative study by three questionnaires. The
results revealed that social support indeed reduces
ones job stress; however, the reducing effect was
stably and signicantly moderated by participants
other orientation. Specically, the social support
can reduce more job stress on the individuals with
higher other orientation than the individuals with
lower other orientation. This nding suggests that
the perceived social support would not always account for ones job stress effectively, while moderated by personalities such as other orientation. Additionally, the result extends not only the research
areas of job stress and social support, but also
provides many practical implications on human
resource management.
Political skills and locus of control as moderators: Work stressors and burnout
Weipeng Lin UC Berkeley, United States of America;
Lei Wang UC Berkeley, United States of America
Integrating the two-dimensional model of work
stressors with burnout research, the present study
examined the relationships between challenge stressors, hindrance stressors and the three dimensions
of job burnout (i.e. exhaustion, cynicism and inefcacy), as well as the moderating effects of individual differences (i.e. political skills and locus of
control) on the stressors-burnout relationships. A
total of 299 Chinese civil servants participated in
the questionnaire survey in two phases. The results
showed that challenge stressors were only positively related to exhaustion, while hindrance stressors
were positively related to all three dimensions of
burnout. Furthermore, participants political skills
moderated the relationships between hindrance
stressors and all three dimensions of burnout, such
that the relationships are weaker for individuals
with high political skills. Locus of control moderated the relationships between challenge stressors
and exhaustion, such that the relationships are
weaker for individuals with external locus of con-
trol. These results suggest that the boundary conditions of the relationships between different type of
stressors and different dimensions of burnout are
divergent. Various types of individual differences (i.
e. skill and personality) can act as resources to
buffer stressors-burnout relationships in separate
way.
558
and practice domains. Psychology brings to coaching a solid understanding of the psychology of
human change and the ability to develop coaching
interventions based on theoretically grounded case
conceptualisations using evidence-based processes
and techniques that are applied in specic contexts. Coaching psychologists (or psychologists as
coaches) should be able to draw on a range of
theoretical frameworks, using client-congruent,
theoretically grounded techniques in order to assist
the client in reaching their coaching goals. Surveys
conducted in the UK, Australia and South Africa
(2003-2011) clearly established in excess of 28
different psychological models and approaches
used by coaching psychologists. This symposium
explores four approaches to coaching, chosen to
illustrate the variety of inuences on coaching
psychology practice and its knowledge base.
Recognising the multi-disciplinary nature of
coaching and that coaching psychologists may
come from multi-theoretical backgrounds, survey
results on the different approaches utilized in
coaching psychology as well as case conceptualisation will be utilised as the basis for the discussion. A framework for using formulation in coaching psychology is outlined through consideration
of purpose, perspective and process (Lane & Corrie, 2009). It is argued that greater attention to
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formulation will contribute to the development of
systematic approaches to practice in a highly diverse context.