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Importance: The prevalence of hyperacusis and its relationship with mental and general health is unknown in a nonclinical sample. Therefore, we aimed to determine the prevalence of hyperacusis and its relation with hearing, general and mental health in a population‐based study. Study Design: Prospective population‐based study. Material and Methods: This study uses data from the Busselton Healthy Ageing Study (BHAS). A sample of 5,107 eligible inhabitants aged 45 to 70 years completed a detailed questionnaire and a clinical assessment. A positive answer to "Do you consider yourself sensitive or intolerant to everyday sounds" was used to indicate hyperacusis. Logistic regression was used to examine the association between hearing, mental and general health factors, and hyperacusis. Results: Of 5,107 participants, 775 (15.2%) reported hyperacusis. The majority of participants with hyperacusis reported an occasional effect on daily life (72.0%). Being female, older in age, having a lower income, physical or mental health difficulties, more severe hearing loss, and tinnitus were all associated with the presence of hyperacusis. Individuals who experience hearing impairment, poorer general or mental health have a higher possibility of hyperacusis having an effect on their daily life. Conclusions: In this community population‐based cohort study, we found a prevalence of hyperacusis of 15.2%. Individuals with hearing loss, mental health problems, and lower physical health have a higher possibility of experiencing effects on their daily life associated with their hyperacusis. Unravelling the relationship between hyperacusis hearing, general and mental health can be of major importance for a better understanding of the condition and its consequences. Level of Evidence: 2 Laryngoscope, 131:E2887–E2896, 2021 [ABSTRACT FROM AUTHOR]

In contemporary organizations, the protection of an organization's information assets is reliant on the behavior of those entrusted with access to organizational information and information systems (IS). Because of this reliance, organizations increasingly prioritize the training and education of employees through security education, training, and awareness (SETA) initiatives. Through expectancy theory and its central components of valence, instrumentality, and expectancy (VIE), we investigate the role of insiders' awareness of organizational SETA efforts on two similar, yet distinct, security‐related intentions: intention to comply with information security policies (ISPs) and intention to protect the organization's information assets from their threats. Not only do we show how distinct these two concepts are from a quantitative standpoint, we also demonstrate differences between insiders' compliance and protection intentions, as well as their motivational antecedents. Moreover, we demonstrate how our powerful, yet parsimonious, model based on expectancy theory explains a significant portion of the variance in these two important concepts: 52.7% in intentions to comply with ISPs and 68.1% in intentions to protect organizational information assets. We discuss the implications of our findings for research and practice and offer future research opportunities. [ABSTRACT FROM AUTHOR]

Objective To examine whether self-reported hearing difficulty is an accurate measure of hearing loss compared with standard hearing screening with pure tone audiometry in rural and urban communities. Design Convenience sampling. Setting Urban and rural areas of Western Australia. Participants A total of 2090 participants (923 men; 1165 women; 2 unknown) aged 20-100 years presenting for community-based hearing screening in urban (982) and rural (1090) areas. Interventions Self-reported hearing difficulty assessed with the Hearing Handicap Inventory for the Elderly - Screening questionnaire. Hearing loss defined as average hearing thresholds >25 dB in the better ear using screening audiometry conducted at 500, 1000, 2000 and 4000 Hz. Main outcome measures Nil. Results The Hearing Handicap Inventory for the Elderly - Screening was sensitive (≥60 years = 76.69%; <60 years = 71.67%) but not specific (≥60 years = 45.15%; <60 years = 49.63%) for identifying hearing loss. The <60 age group had a hearing loss prevalence of 25.6%, and a false-positive rate of 67.12% compared with a prevalence of 69.12% and false-positive rate of 29.77% for the ≥60 age group. For all ages, rural participants were more likely to have a disabling hearing loss (odds ratio 2.04 (95% confidence interval, 1.55-2.67); χ2(1) = 27.28; P < 0.001), but there were no significant differences in hearing aid uptake. Conclusions Patients in rural areas presenting for hearing screenings are more likely to suffer hearing loss than adults in urban areas. We suggest rural health practitioners incorporate a self-reported hearing loss questionnaire into health check-ups for adults, particularly patients aged ≥60 years due to the high prevalence of hearing loss in this group. [ABSTRACT FROM AUTHOR]

This study examined the effects of workplace offenders' characteristics and offense-type on victims' reactions. Responses from 352 employed graduate students in the U.S. and South Korea to a hypothetical offense incident revealed that employees from the U.S. and Korea differ in their expressed desirability of avoiding, seeking revenge against, and reconciling with an offending coworker depending on the offenders' similarity/dissimilarity to the victim and on the type of offense. As expected, Koreans (but not U.S. Americans) were more likely to avoid and to seek revenge on a coworker whose offensive remark was group- rather than personally-directed. In addition, Koreans were most motivated to reconcile when an offensive remark came from a similar rather than dissimilar coworker and when the offense targeted them personally (not their group). However, U.S. Americans were most motivated to reconcile when an offensive remark came from a similar rather than dissimilar other and when the offense targeted their group (not them personally). Copyright © 2008 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of perceived ease of finding alternative employment. In a pilot study with N = 149 German employees, we confirm the proposed distinction with confirmatory factor analyses. Based on power-dependence theory and rational choice models, we predict that under high ease the relationship between attractiveness and OCB should be more strongly negative than under conditions of low ease. In addition, we hypothesize that the interaction between attractiveness and ease should be greater for OCB than for task performance because task performance is exchanged in a relationship with an enforceable, binding contract, while OCB is voluntarily. Results from moderated multiple regression analysis on N = 86 German professional-supervisor dyads support our prediction for a negative relationship between attractiveness and OCB under high ease. Under low ease, we find a positive relationship between attractiveness and OCB. Moreover, there was no relationship with the interaction and task performance. Implications of the findings both for extra-role and job mobility theory formation and research are discussed. [ABSTRACT FROM AUTHOR]

Workplace deviance is a prevalent and costly problem for organizations. This study examines the relationship between interactional justice, a specific type of organizational justice perception that reflects how a person is treated by an authority, and 2 categories of deviant behavior. Based on a person-situation model, we expected the relation between interactional justice and deviance to be stronger when the employee is high rather than low in aggressiveness. Drawing from prior research suggesting that people with low status react defensively to self-invalidating events, we hypothesized that the social status variables of hierarchical position, gender, and race would also moderate the relation between interactional justice and deviance. Finally, we propose a 3-way interactin involving aggressiveness, status, and interactional justice. Data were collected from 192 employees of a public sector organization. The results provide support for several of the hypothesized interactions involving aggressiveness, social status variables, and interactional justice. [ABSTRACT FROM AUTHOR]