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Background: The use of adjunct faculty has increased exponentially in the past decade. It is essential that resources to retain adjuncts are identified and made available to adjunct faculty. To identify the appropriate factors, it is essential to discover what nursing adjunct instructors perceive to be the factors of importance to their work role. The purpose of the article was to determine the perceived factors of importance and availability of work role needs of adjunct faculty. Method: A quantitative, exploratory design was developed, using an anonymous online Adjunct Instructor Likert Scale Survey. The sample included participating adjunct instructors from a possible total of 91 midsized, midwestern baccalaureate nursing programs. Results: Fourteen of 18 pairs were significantly different ( p < .05) in adjunct perception. Conclusion: Using these data, colleges of nursing may be able to identify adjunct work factors in that can be improved to increase adjunct faculty recruitment, satisfaction, and retention. [ J Nurs Educ. 2016;55(5):245–251.]

n my current work role, I have responsibility for all perioperative and sterile processing departments at five facilities. My work covers a variety of settingsdfrom an urban Level II trauma center to a critical access hospital to an ambulatory surgery center. In my recent staff meeting rounds, staff members and I discussed the risks related to work that is performed in our areas. What may be “everyday” work for each staff persondassessing the patient’s readiness for surgery, helping a patient safely wake from anesthesia, assembling instrumentsdis part of providing the miracles of surgery to our patients. We sometimes take for granted how amazing this coordinated work is. We get used to performing high-risk activities because so many surgery-related activities are high risk. When surgery goes smoothly, it may look easy, but the synchronized coordination of high-risk activities requires much work and is essential to what creates a safe, effective surgical experience. Amid the day-to-day high-risk activities that comprise much of the work performed in perioperative settings, it is important to adhere to the high standards required for optimal patient and worker safety and to minimize distractions that may compromise the attention needed to perform high-risk activities.

Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified models of meta-analytic correlations between those criteria. Overall job attitude strongly predicted a higher-order behavioral construct, defined as desirable contributions made to one’s work role (r .59). Time-lagged data also supported this unified, attitude-engagement model.

タイの就労既婚女性が職業と家庭生活との両立における多重な役割にどう対処しているかについて、抑うつ状態との関わりを検討した。週20時間以上勤務している22～55歳の主婦(夫と同居)300人を対象に、自己記述形式の調査を行い、性役割観尺度、対処方法の項目、家族役割分担尺度、疫学的抑うつ状態尺度の4つの指標について、SPSSによる統計学的解析を行った。教育のレベル、子どもの人数、収入と抑うつ状態との間、就労、対処方法と抑うつ状態との間には有意な関係は認められなかった。これに対して、性役割観と抑うつ状態との間の相関関係が有意であった。母親として満足感をもつ者は家事を優先しており、このような対処方法を講じている者では抑うつ状態がより低いレベルであった。一方、母親の役割と就労とが両立困難であると捉えている者では、より高いレベルの抑うつ状態を示す傾向が認められた。, A descriptive cross-sectional correlation research study examining how Thai wives perceive their work roles, how they cope with multiple roles and depression using self-reported data was conducted on 300 working married Thai women, ages 25 to 55, living with husbands and working at least 20 hours/week living near Chiang Mai, Thailand. Relationships between work roles, coping strategies, and depression were examined using SPSS correlational analysis on the following four scales: Sex Role Orientation (ISRO) Scale, Coping with Role Conflict Scale, Division of Household Labor Scale, and Center for Epidemiological Study-Depression (CES-D). Result showed no statistically significant relationships between education, number of children, and income with depression or between wife's work role, working role and coping strategies and depression. Sex roles and depression, however, showed significant factors. Women who perceive satisfaction from being a mother exercised housework as a priority. Similarly, when coping strategy was implemented as a priority, wives had lower levels of depression. Thai wives who perceived motherhood and careers as incompatible tend to have higher levels of depression.

Some caregivers focus exclusively on the caregiving role; others try to balance caregiving responsibilities with a simultaneous work role outside the home. This study examined competing hypotheses about the impact that greater immersion in a work role would have on the stress outcomes of individuals who provide care for a person with a disability. The authors used national survey data to examine whether hours of work were associated with caregiver stress outcomes. The authors also investigated whether type of disability moderated the relationship between hours worked and stress outcomes. Results suggest that spending more time in a work role generally has no effect on caregiver stress outcomes. However, caregivers who were caring for a person with a mental disability experienced significantly fewer stress outcomes as they spent more hours engaged in outside work.

In this study of 116 Chinese managers of state-owned businesses in Shanghai and Tianjin and 109 American managers attending an Executive MBA program, nationality, work role centrality, and work locus of control were examined as possible reasons for why an individual might include behaviors typically characterized as organizational citizenship behavior (OCB) as in-role job behaviors (role definition). Nationality was found to be directly related to role definition. Chinese managers were more likely to define OCB as part of their job than were the American managers. Work locus of control was also found to mediate the relationship between nationality and role definition. However, work role centrality did not mediate the relationship between nationality and role definition as had been hypothesized. Implications for management and further cross-cultural research are discussed.

To date most models of empowerment have focused on teachers’ personal empowerment, which is defined as intrinsic task motivation reflecting an employee’s orientation to his or her work role. Interestingly, little scholarly attention has been turned to the interaction of empowerment and work-team membership, that is, to empowerment acquired from work in an empowered team. The study reported here juxtaposed these two forms of empowerment—personal and team—in an integrated model of organizational outputs (performance, organizational commitment, and professional commitment). The results from a sample of 983 teachers at 25 middle schools and 27 high schools indicated that teachers’ performance benefited most from the joint effect of high personal empowerment and team empowerment. Organizational commitment gained from high personal empowerment and team empowerment, as well as from low/high interaction; and professional commitment benefited most from high personal empowerment/low team empowerment or low personal empowerment/high team empowerment.

Meta-analytic findings have suggested that individual differences are relatively weaker predictors of academic dishonesty than are situational factors. A robust literature on deviance correlates and workplace integrity testing, however, demonstrates that individual difference variables can be relatively strong predictors of a range of counterproductive work behaviors (CWBs). To the extent that academic cheating represents a kind of counterproductive behavior in the work role of "student," employment-type integrity measures should be strong predictors of academic dishonesty. Our results with a college student sample showed that integrity test scores were moderate to strong correlates of self-reported academic cheating and that these relationships persisted even after controlling for a variety of measurement concerns such as item format similarity, concurrent assessment, and socially desirable responding. Implications for institutional honor codes and the broader relations between educational and workplace ...

For many within the nursing profession, the work role involves a great deal of emotional work or 'emotional labour'. Such emotional work can be performed through 'surface acting' in which the individual simply feigns an appropriate emotion, or through 'deep acting' in which they actually try to feel the required emotion. The current study aims to aid understanding of the complex relationship between components of emotional labour and stress within the mental health nursing sector. Thirty-five mental health nurses completed questionnaires relating to a total of 122 nurse-patient interactions. Data were collected in relation to: (1) the duration and intensity of the interaction; (2) the variety of emotions expressed; (3) the degree of surface or deep acting the nurse performed; and (4) the perceived level of stress the interaction involved. Nurses also completed Daily Stress Indicators. Results suggest that: (1) emotional labour is positively correlated with both 'interaction stress' and daily stress levels; (2) the deeper the intensity of interactions and the more variety of emotions experienced, the more emotional labour was reported; and (3) surface acting was a more important predictor of emotional labour than deep acting. Implications for mental health nurses are outlined.

This study examines identity accumulation, others' acceptance of one's aspired self, work role salience, and job-search self-efficacy in relation to job stress. One hundred and eighty insurance agents working in six branches of an international assurance company completed self-report questionnaires. Results indicate that identity accumulation and others' acceptance have direct, significant, and negative relationships with job stress. Job-search self-efficacy is found to be effective in moderating the relationship between work-role salience and job stress. Implications and limitations of the study are discussed. Copyright © 2005 John Wiley & Sons, Ltd.

SUMMARY Productive relationships between a company and its customers are often the result of positive relationships between the company and its boundary spanning employees. The career entry transition marks the beginning of these interpersonal relationships, which have a significant impact on marketing performance. Using a sample of newly hired boundary spanning employees, we examine the influence of individual difference factors on boundary spanners' appraisals of the career entry transition. Significant relationships are found between boundary spanners' positive and negative appraisals of the transition and personal and non-organizational factors: perceived centrality of the work role, availability of resources (finances, social support, personal hope), and sense of coherence.

Although the impact of time pressure on integrative problem solving has been widely explored in traditional negotiation research, little attention has been paid to its effect as organizational newcomers negotiate and coordinate work role expectations with supervisors. This study examines the effect of time pressure on three integrative communication dimensions of supervisory role negotiations: directness, elaboration, and mutual concessions. One hundred seventy employed college undergraduates completed survey items pertaining to recalled supervisory discussions of role expectations. Consistent with the hypotheses, time pressure had a significant positive effect on each of the communicative dimensions of the recalled negotiation.

This study identified the clinical, individual, and workplace predictors of successful work role functioning (WRF) after carpal tunnel release surgery (CTRS). A community-based cohort (n = 197) was followed for 6 months post-CTRS. Predictors of successful WRF were analyzed prospectively using ordinal logistic regression. Baseline WRF predicted successful WRF at 2 months, whereas being depressed and a workers' compensation claimant predicted being out of work. Baseline WRF, improved self-efficacy, and a supportive organization predicted 6-month successful WRF. Supportive organizations have an impact on the effectiveness of medical interventions for CTS. The significance of improved self-efficacy at 6 months and depression at 2 months postsurgery highlights the importance of psychosocial management of musculoskeletal disorders.

This study examines the relationship between stress and health in a sample of 1,566 women aged between 18 and 65 years. Multiple regression analyses were conducted using the scaled version of the General Health Questionnaire (GHQ-28) scales as the dependent variables, and 21 personal and social variables as predictors. The women with more severe depression, anxiety, and somatic and social dysfunction symptoms were those who had a more emotional coping style and greater work role dissatisfaction. Moreover, depression, anxiety, and social dysfunction symptoms were predicted by low self-esteem, while depression, anxiety, and somatic symptoms were predicted by chronic stress. The women with more symptoms of anxiety and depression were those who have experienced more life events and have low perceived social support. Women with Type-A behavior patterns were found to suffer more anxiety and somatic symptoms. Women who exercise more hours per week had fewer somatic symptoms, and those with a more rational coping style suffered less social dysfunction.

Numerous studies have been conducted on the impact of dual-earner parents' employment on their children, yet the reverse process-the impact of children and their behavior on the work functioning of their parents-has been ignored. This study investigated spillover from the mother role to the work role in a sample of more than 300 families. At 4 months, 12 months, 3.5 years, and 4.5 years of age, child's difficult temperament was significantly associated with mother's work outcomes, including work role quality and rewards from combining work and family. The evidence was consistent with a structural model in which maternal sense of parenting competence and maternal depressed affect mediated these effects.

This article proposes a model of job-related outcomes of four role variables in a retail sales context: work-family conflict (WFC), family-work conflict (FWC), work role conflict (RC), and work role ambiguity (RA). We tested the applicability of the model with three cross-national samples, that is, the United States, Puerto Rico, and Romania, and the results revealed that the model's measures and effects are mostly similar across samples. It was also posited and mostly supported that the effects that WFC and FWC have on the job-related outcomes are greater than the effects of RC and RA. Implications concerning the effects of role variables for international retail managers are offered.

This article investigates how front line nurse practitioners (NPs) created changes in their work role, and how middle managers took actions to make these changes sustainable in the organizational c...

Doctors, like other health professionals, show increased rates of psychological morbidity, including anxiety, depression, suicide, drug and alcohol misuse and professional exhaustion (burnout). This might be due in part to the pressures of clinical work, but might also reflect Malan's ‘helping profession syndrome’, in which an individual chooses, usually unconsciously, to work as a carer as a response to personal vulnerability, or ‘the patient within’. This paper reviews the literature relating to the complex relationship that health professionals have with their work role, discusses the implications for the profession, and proposes areas of prophylactic or remedial action.

This study examined whether social phobics differed from nonanxious controls in occupational adjustment. Results indicated that generalized and nongeneralized social phobics, in contrast to controls, were underemployed and believed that their supervisor would rate them as less dependable. Nongeneralized social phobics and controls believed their supervisor would rate them higher in work role conformance and likelihood of advancement than did generalized social phobics. Generalized socially phobic women, in contrast to nongeneralized and control group women, were more likely to be employed in noninterpersonally oriented jobs. Generalized social phobics were more anxious than controls when starting their current job but did not differ in job satisfaction. Results are discussed relative to the nature of social phobia, subtype differences, and counseling services.

This article is based on 28 in-depth interviews with Russian immigrant physicians (11 men and 17 women, age range 30–53) who decided not to seek Israeli medical license and converted to physiotherapy. This research was theoretically informed by the literature on physicians’ professional commitment. It explored the case of conversion from a perceived higher to lower status health care occupation and the ensuing changes in former doctors’ professional self-image, relations with the patients and colleagues, and adjustment to the new work role. Informants were recruited among the graduates of the retraining courses sponsored in the mid-1990s by the Israeli Ministry of Health in order to provide jobs for immigrant doctors and to fill in existing vacancies in physiotherapy. The stories of former MDs–novice physiotherapists indicate that most are well adjusted to their new role, maintain positive professional self-image, and are satisfied with the terms of their employment. At the same time, most informants admitted that their mode of thinking and relation to patients remained those of physicians rather than paramedics. Some informants gave medical advice to the patients (especially to their co-ethnics) when asked and discussed treatment options with physicians whenever the work context allowed. Ostensibly good readjustment of this group may reflect the interplay of their actual success in the new role, reluctance to disclose problems in the interview, and self-selection of this group (i.e. doctors who were ready to trade their higher status for pragmatic work benefits). We conclude that complete occupational make-over of immigrant physicians is hardly possible; their professional socialization leaves deep imprint on the mindset and conduct, regardless of subsequent career change.

The paper explores the effect of demographic variables on employee engagement and their performance. The linkage of personal demographic variables as gender, education, age, management level of working managers, tenure as well as organisational demographics as organisational size, structural ownership with employee engagement and work role performance confirms the importance of these variables. The study is conducted on 701 working managers in India from different industries through survey method. The results include some interesting findings will help to better understand the engagement process. The significant variables are analysed further through the mean comparison method and cross tabulation of demographic variables.

ESRD is one of the chronic diseases causing high level of disability in different domains of the patient's life. The experience of multiple losses, including kidney functions, family role, work role, sexual function, time and mobility impact significantly on the lives of these patients. So the present study was conducted to assess the quality of life in the end stage renal disease patients undergoing hemodialysis. Quality of life determines the effectiveness and outcome of different treatment method. According to the WHO, quality of life is define as the general perception of individual toward different aspects of life including the dominant culture, value system, goal and achievements, expectations, standards and priorities. The objectives of the present study were to (i) assess the quality of life in ESRD patients undergoing hemodialysis with references to their physical, psychological, social and environmental health dimensions and (ii) associate the quality of life in ESRD patients undergoing hemodialysis with selected socio-demographic variables. The study was conducted at Silver Oaks Hospital phase 9 Mohali. 50 ESRD patients were recruited for the study using convenient sampling technique. Quantitative research approach and non-experimental descriptive design was used. Pretested and validated modified WHO BREFF questionnaire was used to collect the data. The findings of the study revealed that majority (60%) of research participants had poor quality of life followed by (40%) who had very poor quality of life. It also concluded that quality of life in ESRD patients undergoing hemodialysis had no statistically significant association with any of the socio demographic variables.

Ever since the 50’s users has played a great role in the research aboutinformation systems. However, users have mainly been considered as operators of the information system or as managers receiving the output. In this article I argue that users are not operators but clerks performing their job. In the same way as I’m a driver and not a car user when I drive my car, the clerk is performing the work, not using an information system. Knowing how to use the information system the clerk produces useful inform ation without paying any specific attention to the artifact. This perspective put certain demands on the designer of the artifacts, in fact (s)he should be a meta-designer, providing the clerks with useful tools for designing their own workflows

Organizations are increasingly implementing enterprise social networks (ESNs) for improved communication and collaboration, as well as enhanced knowledge sharing and innovation among employees. However, the paradoxical relationship between ESN implementation and the promised benefits has been attributed to employees’ underutilization. Our research focuses on factors influencing employees’ decision to use ESN in their work role and draws on case studies of two multinational professional service firms (PSFs) based in Australia. Qualitative data were collected during ten semi-structured interviews with employees from both organizations, to determine their perceptions of ESN usage and capture the factors that influence their use behavior. The findings illustrate that the likelihood of ESN use is significantly influenced by technological, organizational, social and individual factors. A successful ESN use within an organization involves the nexus between these four factors and recommendations are made, as guidelines for organizational actors about how ESNs usage can be increased. Refereed/Peer-reviewed

Purpose of the study: From a role theoretical perspective it can be expected that individuals differ in the extent to which they experience aspects of the work role after they have fully retired from it. Quantitative empirical insights regarding these postretirement “work role residuals” are scarce though. This study aims at filling this gap, by developing a measure of postretirement work role residuals and examining these in relation with preretirement work characteristics, engagement in alternative roles, and expectations about retirement. Design and Methods: Analyses are based on panel data collected in 2001, 2006/7, and 2011 among 860 older individuals in the Netherlands, who were employed at Wave 1 and fully retired after that. Results: Even though for the majority of retirees prior work plays only a minor role in their current lives, also for a considerable share of retirees prior work is still important. Higher levels of postretirement work role residuals were observed among those retirees who retired recently, used to work in higher occupations, frequently worked overtime, and expected to miss work-related social status in retirement. Implications: Postretirement work role residuals capture a relevant dimension of the postretirement process that has received limited attention in the literature on retirement of older workers thus far.

Advances in technology have significantly expanded the capacity of individuals to undertake their work role outside the confines of their employers’ premises, and changes in industrial relations policies and practices in Australia have facilitated organisational willingness to explore such possibilities. A significant portion of all off‐site working is undertaken by employees at home, and this group increasingly consists of teleworkers who undertake data processing activities in a home office communicating the results to their employer via modem or phone. This paper considers whether such changes, especially the recent growth in teleworking, can generate potential work opportunities for those who have traditionally been marginalised in the workforce. In particular the paper explores whether teleworking might open employment opportunities to older workers. It concludes that though older workers might offer as potentially viable candidates for this type of work activity they are unlikely to be successful in gaining employment given present employer attitudes and practices.

Since the inception of the penitentiary, prison chaplains have been an integral part of the correctional enterprise and identified with fostering offender reformation. This image of the kindly chaplain ministering to the spiritual needs of inmates, however, can be juxtaposed with the view that prisons are dehumanizing and invariably inculcate custodial sentiments among those who work within their walls. In this context, this study used a national survey to examine the correctional orientation of prison chaplains, with a special focus on the level and sources of support for rehabilitation and punishment. The results reveal that chaplains support incapacitation as the primary goal of prisons but also express high levels of support for rehabilitation. Chaplains' attitudes are influenced by their religious beliefs, the characteristics of the work environment, and age. Implications of the findings are discussed in light of the individual experiences/importation and work role/prisonization models.

In this study, the relationship between work role and health was analysed in a sample of 712 women from the Canary Islands. The women, who ranged in age from 18 to 65 years old (mean = 37.5; SD = 19.5), came from different socio-cultural and work backgrounds. The results of the study show that the most relevant variable in the well-being of these women was their work role satisfaction. The most satisfied women showed less anxiety and depression, and had higher self-esteem and a higher overall level of satisfaction. After adjusting for differences in age, no significant health differences remained among women with a different number of roles and different occupational status. We have concluded that a woman's well-being fundamentally rests in her opportunity to perform the work role she desires, without having to restrict herself to the traditional role of homemaker or being forced to become a high-achieving professional.

In this study we explored between- and within-gender differences in the importance of life roles and their implications for work–family conflict. In earlier research (Cinamon & Rich, 2002) we found 3 profiles of workers who differ in attributions of importance to work and family roles: persons who assigned high importance to both the work role and the family role (“Dual” profile); participants who ascribed high importance to the work role and low importance to the family role (“Work” profile); and participants who attributed high importance to the family role and low importance to the work role (“Family” profile). We used these profiles to clarify the relationship between gender and work–family conflict. Participants were 126 married men and 87 married women who were employed in computer or law firms. Significant between- and within-gender differences were found in the distribution of participants to profiles. Men were equally distributed throughout the profiles, whereas women were underrepresented in the Work category. More women than men fit the Family profile, and more men than women fit the Work profile. No gender differences were found for the Dual profile. Women reported higher parenting and work values than men did. Between-gender differences in work–family conflict were apparent, as were within-gender differences across profiles. Results demonstrate the value of examining both between- and within-gender variation in studies of gender and work–family conflict.

Previous research demonstrated that individuals differ in the relative sophistication of their schemas for organizing and interpreting social stimuli (i.e., attributional complexity, or AC) and that AC has been linked to performance in social situations. In the present study, 420 employed students completed surveys for an investigation of the relationship between individual, work role, and job characteristics; AC; and job performance. Educational level and major predicted AC, but leader–member exchange (LMX), decision latitude (DL), and social/task complexity of the job did not. Contrary to expectations, social and task complexity did not interact with DL and LMX to predict AC. AC, DL, LMX, and educational level predicted job performance. Further, AC interacted with social complexity of the job to predict performance. The results suggest that AC may be both content and process based, and predictive of performance in certain jobs.

This study investigates the effect of job applicants’ volunteering experience on their attraction to organizations which engage in CSR, the mediating effect of CSR work role definition in this rela...

Background\ud \ud Interest in the influence of emotions on behaviour, decision making, and leadership has accelerated over the last decade. Despite this, the influence of emotions on career advancement and behaviour within radiography and radiotherapy has largely been ignored. The ease of transition from one work role to another within an individual's career may be influenced by previous experience, personal characteristics, organizational environment, culture, and the nature of the role itself. Consequently, the transition from the often well-defined role of advanced or specialist practitioner to the more fluid role of consultant practitioner is associated with changing emotions as reported in the first part of this two-part series. What remains unexplored are the emotional triggers that pre-empt each stage in the transition cycle and how our understanding of these might support the successful implementation of consultant practitioner roles.\ud \ud \ud Objectives\ud \ud To explore the emotional triggers that pre-empted each stage in the transitional journey of trainee consultant radiographers as they moved from advanced to consultant practitioner within a locally devised consultant development program.\ud \ud \ud Design\ud \ud Longitudinal qualitative enquiry.\ud \ud \ud Methods and Settings\ud \ud Five trainee consultant radiographers were recruited to a locally devised consultant practice development program within a single UK hospital trust. Semistructured interviews were undertaken at 1, 6, and 12 months with the trainees.\ud \ud \ud Results\ud \ud Although all trainee consultant radiographers experienced the emotional events described in the first part of this two-part series in a predictable order (ie, elation, denial, doubt, crisis, and recovery), the timing of the events was not consistent. Importantly, four emotional triggers were identified, and the dominance of these and the reaction of individuals to them determined the emotional well-being of the individual over time.\ud \ud \ud Conclusions\ud \ud This study provides a unique and hitherto unexplored insight into the transition journey from advanced or specialist practitioner. Importantly, the findings suggest that commonly adopted supportive change interventions may, in fact, trigger the negative emotions they are intended to alleviate and disable rather than enable role transition.

Coalitions are informal and interdependent groups of actors operating within organizations, yet their effects in organizations are not widely understood. In this paper, we develop a model of coalition formation and functioning inside organizations. By extrapolating the behavioral intentions (i.e., altruistic or antagonistic) and compositional differences (i.e., supplementary or complementary) among these informal group structures, we classify coalitions into four forms (i.e., lobby, cartel, circle, and alliance), theorizing how each coalition form affects work role innovation, resource allocations, and work performance. Our conceptualization helps clarify previous theoretical inconsistencies and establish an agenda for the study of coalitions at work. Furthermore, this paper provides insights into the ways that coalitions support or impede the organization’s objectives.

Background Proponents of telework arrangements assert that those who telework have more control over their work and family domains than their counterparts who are not permitted to work from home. Objective Using Karasek's theory we hypothesized that the relationship between demands (hours in work per week; hours in childcare per week) and strain (work role overload; family role overload) would be moderated by the number of hours the employee spent per week teleworking (control). Methods To determine how the number of telework hours relates to work role overload and family role overload, we follow the test for moderation and mediation using hierarchical multiple regression analysis as outlined by Frazier et al. [50] We used survey data collected from 1,806 male and female professional employees who spent at least one hour per week working from home during regular hours (i.e. teleworking). Results As hypothesized, the number of hours in telework per week negatively moderated the relation between work demands (total hours in paid employment per week) and work strain (work role overload). Contrary to our hypothesis, the number of hours in telework per week only partially mediated the relation between family demands (hours a week in childcare) and family role overload (strain). Conclusions The findings from this study support the idea that the control offered by telework is domain specific (helps employees meet demands at work but not at home).

Will decentralization of responsibilities in services give women service workers at the lower levels of the organization better and more ‘professional’ jobs and a recognition of their importance in the organization? This article looks at the valuation of so-called women's skills in services in reorganization processes involving dehierarchization and decentralization of responsibilities. Through four cases of reorganized private and public services in Norway it is shown that more focus on customers and decentralization of responsibilities for the services may lead to recognition of gendered skills and an improved position for women service workers at the lowest levels of the organization. When the tasks of the workers are closely linked to the core function of the organization and not dominated by the organization's ‘dirty work’, the women at the lowest levels may obtain a more ‘professional’ work role and their work be recognized as important for the organization.

The evolution of Donald Super's construct of Career Maturity (CM) is traced from the Career Pattern Study of the 1950s to the innovative research of the Work Importance Study in the 1980s. Successful attempts to establish the portability of the CM construct across countries, particularly in Canada and Australia, are described. An overview of instruments derived from Super's theories about career development and maturity is presented, together with an overview of research on the correlates of CM. Reference is made to implications of changes over time in the nature of work and the nature of careers for Super's theories. As others have recognised, evolving changes in these areas mean that theories, to remain relevant, also need to evolve. The article includes discussion of some of the dimensions identified more recently as useful in explaining career development levels and patterns, including career indecision and work role salience.

The purpose of this longitudinal, randomized clinical study was to assess if family role functioning and work role adaptation in women following a myocardial infarction was improved by a nursing instructional intervention. The 122 participants entered the study at their discharge phase of hospitalization. The treatment group, who received the nursing instructional program, demonstrated increased adaptation related to family role over time, had less symptoms and concerns with sexual activity, and had higher adaptation scores in resuming the paid work role. For both groups, the role most impacted across time was the homemaker role. Nursing implications for assessing role disruption in women with myocardial infarction are described.

This paper examines the impact and effects of site‐based management on schools using a framework developed by Canadian researchers, Sackney and Dibski. It draws on research literature from the UK, New Zealand and Australia and includes results from three studies in which the author has been engaged. The Sackney and Dibski framework is used to lay seven “charges” against site‐based management – that site‐based management leads to greater decision‐making flexibility, changes the work role and increases the workload of principals, improves student learning outcomes, increases innovation, increases competition, results in reduced funding and affects the standing of the public education system. The analysis of the literature selected suggests that site‐based management is guilty of some and not of others.

This research examined the different profile of individual, opportunity structure, and career strategy variables related to both objective (salary) and subjective (self‐perceived) career success. Questionnaire data were obtained from a stratified sample of 723 full‐time employees at several higher education institutions in the north of England. Controlling for age, tenure, gender, and occupation, a different profile of factors predicted objective and subjective career success. The highest objective career success was reported by employees with a high level of education, who worked in larger organizations with well‐structured progression ladders and invested considerable effort in their work role. In contrast, the highest subjective career success was reported by employees who were high on work centrality, who worked in organizations with well‐structured progression ladders and employment security, and who networked frequently yet reported a lack of ambition. The theoretical and practical implications of these findings are discussed, together with avenues for further research.

This article explores the nature of expertise of HR developers who work on training, career development, and developmental processes in an organization. The study draws on the data from a survey on HR developers in Finland (n = 164), possessing both quality and length of education and experience typical of experts in HRD. The HR developers evaluated their work performance through work roles and outputs, importance of competencies needed in performance, and related developmental interests in competencies. The results indicated that in terms of work performance there are specific areas of change agency, trainership, and management in HRD work determined mostly by contextual factors; there is also a common element which refers to dealing with the less explicit processes of change. Also, there seem to be common areas in expert knowledge, but the importance of these varies according to work role. In terms of importance and developmental interest, analytical and coaching competence seemed to be central. Seeming...

The article reports on a study of the way people conceive the organizations in which they work, what characterizes their conceptions, or images, and how they evolve. Images of organization from a single work organization are described and analyzed in terms of space, time and causality. Managers’ images are compared to those of other employees. The study shows that the work role influences the way in which an organization is perceived. The time orientation of the images develops by way of action, which also has an impact on the way causalities are conceived. Actions are directed towards the structure of the work organization. People’s images evolve as a result of structural changes and/or of changes in an individual’s position within the structure. As a possible starting point for further research, a typology of six different types of image and their relation to action theories is developed.

We took a deductive (theoretically-based) approach to develop scales to measure a specific aspect of work-family conflict: interrole conflict between individuals' roles as parents and as employees, or parent-employee conflict (P-E conflict). Results supported (a) three empirically distinct aspects of P-E conflict: parenting interfering with work (PIW), work interfering with parenting (WIP) and general P-E conflict (G), (b) the discriminant validity of PIW, WIP, and G as compared to general work-family conflict (W-FC) and work role conflict (WRC), and (c) the nomological validity of P-E conflict scales in terms of predicted relationships with measures of other related constructs. Scale items are presented, and recommendations for scale use and future research directions are offered.

This article explores the meanings pediatric oncology nurses derive from their work role and describes the process by which nurses create meaning. This was a secondary analysis of data from a qualitative study that examines peak and nadir experiences and their consequences in pediatric oncology nurses. A semistructured interview was used to gather data from a sample of 26 nurses at a pediatric cancer treatment center. Interviews were tape-recorded and transcribed. Content analysis was used in the primary study to identify themes and characteristics of the peak and nadir experiences and their consequences. Constant comparative analysis revealed emerging categories of significant meaning for pediatric oncology nurses. These categories included relating to others; experiencing life, death and dying; being aware of self as nurse; and experiencing diminishing qualities of the nursing situation. Through a process of giving and receiving, the nurses were able to find fulfillment in giving care to children with cancer. (

This study examined the effects of role demand on both work–family conflict and family–work conflict, and the moderating effects of role salience and support on these relationships. Based on 391 dual-career (managerial and blue-collar employees) couples from a Taiwanese company in China, the results of this survey study showed clear gender differences in the patterns of relationships observed. For men, the most important demands that negatively impacted on work–family conflict were frequency of overtime and frequency of socializing for work purposes (yingchou), and supervisory support buffered the negative impact of frequent overtime. For women however, strong supervisory support and low work role salience were more important for reducing work–family conflict, and there was no significant main effect found for any of the role demand factors. Furthermore, women with high work role salience were more likely to feel the impact of yingchou on work–family conflict. In the family domain, the most influential demand for men was hours spent on household tasks, but for women, it was the frequency of family-related leave. Interestingly, males reported higher family role salience than females and spouse support intensified rather than buffered the positive impact of hours spent on household tasks on family–work conflict for males.

Professional and occupational burnout is a recognized syndrome among health-care professionals. The point at which burnout becomes evident is unclear, although it has been identified in physiotherapists who have been in employment for between 5 and 9 years. The aim of this study was to investigate levels of burnout in junior physiotherapists. In addition the relationship between work stressors and burnout were also considered. Results indicated that the sample (n=31) exhibited moderate levels of burnout and work factors most strongly associated with burnout include quality/quantity of work, responsibility/authority, job satisfaction, the work role and organization. Recognition of burnout early in a physiotherapist's career may limit adverse effects of the syndrome.

The aims of this study were: (1) to obtain a systematic estimate of the levels of fatigue in representative samples of the major occupational groups of health care workers; (2) to examine the relationship between fatigue and mental health as a function of occupational and work role factors; and (3) to test the proposition that fatigue arises from a combination of poor mental health and high job stress. Questionnaire data from 7720 NHS Trust staff was used. Higher levels of fatigue were reported among health care workers in comparison with general population figures. Highest levels of general fatigue, the subjective sensation of tiredness, were experienced by doctors (especially women doctors), professions allied to medicine and managers. Highest levels of fatigability, the onset of symptoms after exertion, were experienced by ancillary and nursing staff. Both general fatigue and fatigability were associated with high levels of psychological distress. Support was also found for the proposition that fatigue arises from a combination of poor mental health and high work demands.

Multiple measures of bidirectional interrole conflict were used to determine whether work and family domains were asymmetrically permeable. Family boundaries were more permeable than work boundaries in that demands of the work role were permitted to intrude more so in one's family role than vice versa. No gender differences were found in the pattern of asymmetry. Theoretical implications are discussed.