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Perez-Lao, Ambar R., Liselotte De Wit, Andrea M. Kurasz, Priscilla A. Amofa-Ho, Brittany DeFeis, Kailey Langer, Melanie Chandler, Shellie-Anne Levy, and Glenn Smith. "74 Adherence to Behavioral Interventions is Associated with a Change in Participant Adjustment in a Sample of aMCI Patients." Journal of the International Neuropsychological Society 29, s1 (November 2023): 378–79. http://dx.doi.org/10.1017/s1355617723005106.
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Objective:Behavioral interventions are a non-pharmacological treatment that shows improvement in the everyday functioning of people with Mild Cognitive Impairment (MCI). Multiple studies have focused on examining factors that can reduce or enhance adherence to behavioral interventions. However, few studies use adherence as a predictor of functional changes. The goal of this study was to analyze the association between adherence, age, and education in factor score changes of participant impairment, participant adjustment, and partner adjustment in a sample of participants with amnestic MCI (aMCI) and their study partners.Participants and Methods:We included fifty-two dyads of a person with aMCI and their study partner with intervention data at baseline and 24-week follow-up from the Physical Exercise and Cognitive Engagement Outcomes for Mild Neurocognitive Disorder (PEACEOFMND) study. At baseline, participants were randomized to one of three behavioral interventions: computerized cognitive training (BrainHQ; n=19), yoga (n=15), or wellness education (n=18). Factors were established from a larger clinical sample that used the same measures as PEACEOFMND. The three-factor latent structure was constructed as the following: 1) participant adjustment combined scores of the Center for Epidemiologic Studies Depression Scale (CES-D), Quality of Life in Alzheimer’s Disease (QoL-AD), and Self-Efficacy for managing MCI scales; 2) partner adjustment included study partner’s scores in CES-D, QoLAD and Caregiving Competence and Mastery Components (CCMC) of the Pearlin scales; 3) participant impairment included participant’s scores in E-Cog memory domain, and study partner’s scores in the Functional Activity Questionnaire (FAQ) and Zarit Burden Interview. We calculated factor changes by obtaining the difference between factor scores at follow-up and baseline. Bayesian correlation analysis was performed to investigate the association between age, education, adherence to the combined behavioral interventions, participant adjustment, participant impairment, and partner adjustment.Results:The Bayesian correlation results showed moderate evidence (BF10=6.8, Pearson’s r=0.38) supporting a positive correlation between adherence and change in participant adjustment. Additionally, there was moderate evidence (BF10=2.18, Pearson’s r=0.32) supporting a positive correlation between change in participant impairment and participant level of education as well as participant age and change in partner adjustment (BF10=2.8, Pearson’s r=0.33).Conclusions:Bayesian correlations replicated results from previous analysis using a traditional method, showing that increased adherence to combined behavioral interventions is associated with an increase in participant’s quality of life, self-efficacy, and better mood. Thus, commitment to behavioral intervention completion in aMCI participants is related to overall participant adjustment.
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AYDIN, Yasin. "Psychological Inflexibility, Ruminative Thinking, Worry and Self- Compassion in Relation to College Adjustment." Bartın University Journal of Faculty of Education 12, no. 2 (April 15, 2023): 422–34. http://dx.doi.org/10.14686/buefad.1022706.
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The mental health of college students has received more attention due to the increase in psychological distress starting from the beginning of university life. Acceptance and Commitment Therapy (ACT) is one of the third wave Cognitive Behavioral approaches, focuses on behavior change by emphasizing acceptance and awareness with its core concept of psychological inflexibility. This study aimed to investigate the role of psychological inflexibility, rumination, worry, and self-compassion on college adjustment within a path analysis by implementing structural equation modeling. 657 (486 female, 171 male) freshman students at a state university participated in the study. In terms of data collection tools, The University Life Scale, Acceptance and Action Questionnaire-II, the Ruminative Thought Style Questionnaire, The Penn State Worry Questionnaire, and The Self-Compassion Scale were used. The results indicated that psychological inflexibility significantly predicted students’ self-compassion, rumination, worry, and college adjustment levels. On the other hand, the results also revealed that while self-compassion significantly predicted college adjustment, rumination and worry levels did not significantly predict the college adjustment of freshman students. The discussions and implications of the study were presented, as well as suggestions for further studies.
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Gao, Ruolan, and Jicai Liu. "VALUE OF INVESTORS’ ESCALATION OF COMMITMENT IN PPP PROJECTS USING REAL OPTION THINKING." International Journal of Strategic Property Management 24, no. 5 (September 30, 2020): 348–64. http://dx.doi.org/10.3846/ijspm.2020.13120.
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Escalation of commitment (EOC) is a common behavior among investors who receive negative feedback (NF) in public-private partnership (PPP) projects, and this behavior typically leads to sizable losses. Recognizing this, investors set a mental threshold and track investments for escalation. Once losses reach the threshold, investors will terminate the escalation behavior, namely, they will transfer projects to governments to obtain compensation or residual asset value. This paper analyzes the maximum amount of NF that investors can sustain based on a belief-adjustment model, followed by the analysis of the greatest loss degree. Then, a threshold model for EOC is constructed using real option thinking. Different from the usual judgment criteria of the traditional option method, the threshold is less than zero in the EOC scenario. The results show that the threshold correlates with the initial generative cognition, the sunk cost level, the degree of the government guarantee and investors’ behavioral preferences as well as with total investment and return on investment. These findings serve as a reference for governments to de-escalate investors’ commitment in PPP projects.
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Kurnia Sari, Ana, Abdullah Idi, and Ermis Suryana. "Adaptation of Master of Islamic Education Students at UIN Raden Fatah: A Case Study of Students with Non-Linear Academic Backgrounds." FIKROTUNA: Jurnal Pendidikan dan Manajemen Islam 13, no. 01 (July 30, 2024): 92–107. http://dx.doi.org/10.32806/jf.v13i01.7488.
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Adaptation is meeting a person's internal and external needs by involving mental and behavioral responses that encourage environmental adaptation. Students often face challenges in adjusting socially and academically. This research focuses on the social and academic adjustment of Master of Islamic Religious Education students at Raden Fatah State Islamic University, Palembang. The research method used is descriptive qualitative with a case study approach. Data was collected through observation, interviews, and documentation and validated through extended researcher presence, triangulation, and peer discussion. This research concludes that students of the Master of Islamic Religious Education at Raden Fatah State Islamic University, Palembang, show good adaptability in the campus environment. They prioritize social recognition, participation, altruism, and effective communication. The results show good academic achievement, supported by commitment, planning, and consistency in academic tasks. Effective strategies such as time management and understanding the material help them overcome academic challenges. Participation in extracurricular activities also makes a positive contribution to academic development. Their awareness, dedication, and commitment to achievement reflect their readiness to face continuous learning challenges. This research provides important insights for developing supporting strategies to improve student well-being and academic success.
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Sari, Ana Kurnia, Abdullah Idi, and Ermis Suryana. "Adaptation of Master of Islamic Education Students at UIN Raden Fatah: A Case Study of Students with Non-Linear Academic Backgrounds." FIKROTUNA: Jurnal Pendidikan dan Manajemen Islam 13, no. 01 (June 9, 2024): 91–107. http://dx.doi.org/10.32806/jf.v13i01.7585.
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Adaptation is a process of meeting a person's internal and external needs by involving mental and behavioral responses that encourage adaptation to the environment. Students often face challenges in adjusting socially and academically. This research focuses on the social and academic adjustment of Master of Islamic Religious Education students at Raden Fatah State Islamic University, Palembang. The research method used is descriptive qualitative with a case study approach. Data was collected through observation, interviews, and documentation, and validated through extended researcher presence, triangulation, and peer discussion. The conclusion of this research is that students of the Master of Islamic Religious Education at Raden Fatah State Islamic University, Palembang show good adaptability in the campus environment. They prioritize social recognition, participation, altruism, and effective communication. The results show good academic achievement, supported by commitment, planning and consistency in academic tasks. Effective strategies such as time management and understanding the material help them overcome academic challenges. Participation in extracurricular activities also makes a positive contribution to academic development. Their awareness, dedication and commitment to achievement reflect their readiness to face continuous learning challenges. This research provides important insights for the development of supporting strategies to improve student well-being and academic success.
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Lin, Pai-Yeh, Ching-Lung Hsieh, Chia-Liu Chang, and Chih-Hsiang Hung. "Exploring the athlete’s sports learning effect based on leader-member exchange theory — college class A team of Taiwan as example." Acta Oeconomica 64, Supplement-2 (November 1, 2014): 127–49. http://dx.doi.org/10.1556/aoecon.64.2014.suppl.10.
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Recently, since there has been more intense competition among teams or players, a team has to reconsider a new strategy for strengthening their competitive advantage. This study tries to explore the relationship among the relationship trust, relationship learning and sports learning effect, which chose Taiwan’s college class A team as subject to do empirical study. We adopted purposive sampling and delivered the questionnaire in a total of 1,000 copies. The duration was from October 1st to 10th of 2009. The valid samples amounted to 459, valid rate up to 45.9%. We used structural equation model (SEM) to test the model fitness and the hypotheses.The results show: (1) “specific assets”, “internal complexity”, “environmental uncertainty”, “communication” and “commitment“ can positively affect the “relationship learning”; (2) the hypothesis presuming “specific assets”, “communication” and “perceived satisfaction”, “commitment” and “dependency” can positively affect the “relationship trust” is supported. In addition, the hypothesis presuming“behavioral uncertainty” negatively affects the “relationship trust” is not supported. The both-sides negotiation based on common benefit is the main reason for behavior and record adjustment of coaches and players in a college class team. Thus, the possibility of distrust can be declined and the relationship between the “behavioral uncertainty” and “relationship trust” proves nonsignificant; (3) the hypotheses presuming the “relationship learning” and “relationship trust” can positively affect the “learning effect” and the “relationship trust” can positively affect “relationship learning” are both supported; (4) the hypothesis presuming the “higher degree of trust will decline positive effect of the relationship learning and learning effect” is not supported. The reason is that the coach and players have the common benefit and the team also establishes a good and completed motivation system; thus, it can reduce the potential problem whereby the traditional business partners generally filter the negative or critical information, even the opportunistic behavior. According to these results, we further provide recommendations and hope these could be a reference for the coach in real training; moreover, can they improve the effect of the whole training and achieve the goal.
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Whittingham, Koa, Matthew Sanders, Lynne McKinlay, and Roslyn N. Boyd. "Stepping Stones Triple P and Acceptance and Commitment Therapy for Parents of Children with Cerebral Palsy: Trial Protocol." Brain Impairment 14, no. 2 (August 28, 2013): 270–80. http://dx.doi.org/10.1017/brimp.2013.19.
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This project aims to optimise outcomes for children with cerebral palsy (CP) and their families by testing the efficacy of two complementary interventions novel to the CP population: (1) parenting intervention (Stepping Stones Triple P, SSTP); and (2) parental stress management (Acceptance and Commitment Therapy, ACT) tailored for parents of children with CP. The efficacy of SSTP and the additional effects of ACT will be tested in a wait-list randomised controlled trial, with parents of children with CP (N= 110) randomised into three groups; SSTP, SSTP + ACT and wait-list control. Intervention delivery will combine group sessions with phone consultations. Outcomes will be assessed post-intervention with retention of effect examined at 6-month follow-up. Child outcomes will include: externalising behaviour (primary child outcome), functional performance, parent-reported child quality of life; and parent outcomes will include: dysfunctional parenting (primary parent outcome), parental confidence in performing disability-related parenting practices, degree of problems in performing disability-related parenting practices, parental adjustment, psychological flexibility and parental attitude to child emotions. The theoretical background, study design and study procedures are discussed. The validation of a parenting intervention and a parenting stress intervention for parents of children with CP is crucial to better support parents of children with CP in their parenting role and in providing evidence-based intervention for behavioural and emotional problems in children with CP.
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Whiting, Diane L., Grahame K. Simpson, Hamish J. McLeod, Frank P. Deane, and Joseph Ciarrochi. "Acceptance and Commitment Therapy (ACT) for Psychological Adjustment after Traumatic Brain Injury: Reporting the Protocol for a Randomised Controlled Trial." Brain Impairment 13, no. 3 (December 2012): 360–76. http://dx.doi.org/10.1017/brimp.2012.28.
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Following a severe traumatic brain injury (TBI) there is a complex presentation of psychological symptoms which may impact on recovery. Validated treatments addressing these symptoms for this group of people are limited. This article reports on the protocol for a single-centre, two-armed, Phase II Randomised Control Trial (RCT) to address the adjustment process following a severe TBI. Participants will be recruited from Liverpool Brain Injury Rehabilitation Unit and randomly allocated to one of two groups, Acceptance and Commitment Therapy (ACT) or an active control (Befriending). The active treatment group utilises the six core processes of ACT with the intention of increasing participation and psychological flexibility and reducing psychological distress. A number of primary and secondary outcome measures, administered at assessment, post-treatment and 1-month follow-up, will be used to assess clinical outcomes. The publication of the protocol before the trial results are available addresses fidelity criterion (intervention design) for RCTs. This ensures transparency in the RCT and that it meets the guidelines according to the CONSORT statement. The protocol has also been registered on the Australian New Zealand Clinical Trials Registry ACTRN12610000851066.
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Weine, Stevan Merill, Scott Langenecker, and Aliriza Arenliu. "Global mental health and the National Institute of Mental Health Research Domain Criteria." International Journal of Social Psychiatry 64, no. 5 (May 22, 2018): 436–42. http://dx.doi.org/10.1177/0020764018778704.
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Background: The National Institute of Mental Health (NIMH) Research Domain Criteria (RDoC) project presents innovative ways of investigating mental illness based on behavioral and neurobiological measures of dimensional processes. Although cultural psychiatrists have critiqued RDoC’s implications and limitations for its under-developed focus on context and experience, RDoC presents opportunities for synergies with global mental health. It can capture aspects of clinical or sub-clinical behavior which are less dependent upon Diagnostic and Statistical Manual of Mental Disorders (5th ed.; DSM-5) and perhaps better elucidate the role of culture in disease expression and resilience. Aim/Results: This article uses the example of migration to describe several starting points for new research: (1) providing components for building an investigable conceptual framework to understand individual’s mental health, resilience and adjustment to migration challenges or social adversities in low- and middle-income countries (LMICs) and (2) identifying measurable factors which determine resilience or vulnerability, to guide development and evaluation of targeted prevention, treatment and recovery strategies for mental health in LMICs. Conclusion: In such ways, RDoC frameworks could help put the new cutting edge neurobiological dimensional scientific advances in a position to contribute to addressing mental health problems amid social adversities in LMICs. However, this would require a much-expanded commitment by both RDoC and global mental health researchers to address contextual and experiential dimensions.
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Santos, Erica da Cruz, Maria-Cecilia Lopes, Fernando Ramos Asbahr, Camila Luisi Rodrigues, Fabiana Saffi, Karen Spruyt, Antonio de Padua Serafim, and Cristiana Castanho de Almeida Rocca. "Personality Characteristics of Children and Adolescents with Anxiety Disorder from a Maternal Perspective: A Brief Report." Behavioral Sciences 13, no. 5 (May 12, 2023): 404. http://dx.doi.org/10.3390/bs13050404.
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The present study assessed the personality characteristics of children and adolescents with anxiety disorder from a maternal perspective. A total of 48 children and adolescents aged between 8 and 17 years participated in this study, which was organized as follows: a clinical group (24 children and adolescents with anxiety disorders and their respective mothers) and a control group (24 children and adolescents without psychiatric diagnosis and their mothers). The participants were submitted to the WASI, CBCL, MASC-2, and EPQ-J tests and their mothers to the SRQ-20 and PIC-2 tests. The results showed higher rates of internalizing symptoms in the clinical group. In addition, patients showed less interest in hobbies, less adherence to social organizations, impairment in social activities, and commitment to school performance compared to the control group. There was a positive correlation between the mothers’ symptoms and each of the following PIC-2 domains: somatic concern (p < 0.01) and psychological discomfort (p < 0.01). In conclusion, youths with AD showed a withdrawn and reserved personality profile, involving distrust of impulses and avoidance of interactions with peers. Furthermore, psychoemotional problems of mothers adversely influenced the perception followed by anxiety and adjustment characteristics. More studies are needed to assess the maternal personality in youths with anxiety.
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Ann-Yi, Sujin, Eduardo Bruera, Monica T. Agosta, Diana Guzman, John M. Najera, Monica Raznahan, Janet L. Williams, and Cindy L. Carmack. "Characteristics and outcomes of psychology referrals in palliative care." Journal of Clinical Oncology 34, no. 26_suppl (October 9, 2016): 230. http://dx.doi.org/10.1200/jco.2016.34.26_suppl.230.
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230 Background: Despite high distress, a small percentage of cancer patients are referred for psychological care. MD Anderson’s interdisciplinary Palliative Care team recruited 2 clinical psychologists in 9/2013. The demand for services exceeded capacity; thus a 3rd psychologist and 3 counselors were added in 6/2015. Methods: Retrospective review of 2827 unique patients (6451 total contacts) from 9/1/2013 to 2/29/2016, including billable (psychologists) and non-billable (counselors) services. Results: Psychologists saw 1958 unique patients (4987 contacts): 1662 (85%) inpatients and 296 (15%) outpatients. Mean inpatient and outpatient session length was 37 (SD = 15) and 51 (SD = 19) minutes, respectively. 865 (44%) patients had 1 session, 507 (26%) had 2, and 585 (30%) had 3 or more. At first visit, DSM-5 diagnoses were: 1681 (86%) adjustment disorders and 226 (12%) major mood or anxiety disorders. Most first visits included assessment (N = 1666; 85%); other services were also provided: 1545 (79%) supportive expressive counseling; 300 (15%) family counseling; 114 (6%) cognitive-behavioral therapy (CBT); and 40 (2%) relaxation skills. From 6/2015-2/2016, counselors saw 869 unique patients (1464 contacts): 759 (87%) outpatients, 99 (11%) inpatients, and 11 (1%) outreach through web-based video or phone. Mean session length for outpatient, inpatient, and outreach was respectively, 37 (SD = 17), 34 (SD = 18), and 17 (SD = 8) minutes. 560 (64%) patients had 1 session, 166 (19%) had 2, and 143 (17%) had 3 or more. Services at first visit included: 994 (93%) supportive expressive counseling; 654 (61%) assessment; 139 (13%) relaxation skills; 99 (9%) CBT; and 73 (7%) acceptance and commitment therapy (ACT). Conclusions: The 128% increase in psychology services after expanding providers underscores the value placed by the Palliative Care team. With the majority receiving only 1 session, results indicate the need to improve screening for earlier referral, allowing for more sophisticated services such as CBT and ACT, which are most effective for major mood or anxiety disorders and may prevent adjustment disorders from progressing to greater clinical distress. Our new efforts at outreach could also enhance access and types of services provided.
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Hatfield, Richard C., Scott B. Jackson, and Scott D. Vandervelde. "The Effects of Prior Auditor Involvement and Client Pressure on Proposed Audit Adjustments." Behavioral Research in Accounting 23, no. 2 (November 1, 2011): 117–30. http://dx.doi.org/10.2308/bria-10064.
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ABSTRACT This study draws upon research on escalation of commitment, motivated reasoning, and prior involvement to formulate hypotheses about the effects of prior auditor involvement and client pressure on the magnitude of proposed audit adjustments. Consistent with theory, our experimental results reveal that auditors who have no involvement in waiving a prior period audit adjustment propose current period audit adjustments that are significantly larger than auditors who have involvement in waiving a prior period audit adjustment. Further, we find that client pressure significantly reduces the magnitude of proposed audit adjustments, although the effect of client pressure does not vary across levels of prior involvement. This suggests that client pressure continues to exert a meaningful influence on auditor judgments in the post-SOX environment.
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Sokur, A. V., T. S. Kolmykova, and V. A. Mishchenko. "Modern Trends and Technologies of Human Resource Management." Proceedings of the Southwest State University. Series: Economics. Sociology. Management 13, no. 3 (August 2, 2023): 191–202. http://dx.doi.org/10.21869/2223-1552-202313-3-191-202.
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The relevance of the study is determined by the fact that the socio-economic transformations taking place in the world require a rapid adjustment of the conditions for the functioning of a business, for which human resources become a determining factor in competitiveness, which determines survival in a rapidly changing market. The study of trends and modern technologies of human resource management becomes especially relevant in such circumstances, since it allows you to identify areas for improving relations between employees and employers.The purpose of the study is determined by the need to study modern trends in the development of human resources that affect their management technologies in modern conditions.The objectives of the study are as follows: to study modern approaches to the content of human resources and determine the conceptual foundations of their management; substantiate the reasons for the transition to the humanistic concept of human management; to systematize the key directions of development of human resources and technologies for their management; identify scenarios for the future development of relationships between employees and employers.Methodology the research methodology is based on the methods of logical and comparative analysis, data grouping, the method of expert assessments, modeling and forecasting.The results of the study show that the modern concept of human resource management is being transformed, realizing the transition from the organizational and social to the humanistic concept of human management. The modern business strategy is defined by the functionality of human resource management from the position of recognizing the abilities and talents of a person as a special object of management. The work reveals a set of reasons that led to the transformation of managerial functions: the predominance in the 21st century of the format for describing the decisionmaking environment BANI instead of VUCA; digitalization of most of all processes and phenomena surrounding a person; high mobility of workers and their commitment to the idea of lifelong education. Taking into account these patterns, the study identified basic trends in human resource management, which are grouped into three blocks: socio-economic and organizational, managerial-technological and humanitarian-behavioral. Based on expert assessments, scenarios for the development of human resources have been developed from the point of view of their interaction with employers under the influence of factors of a growing supply of talents and the regulatory role of the state.Conclusions: the conclusions obtained as a result of the study indicate that the growing complexity of the modern world requires a transition to the maximum variability of human resource management scenarios and the rejection of universal technologies, for which there is no place left in modern conditions of unpredictability.
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Dang, Van Thac, Thinh Truong Vu, and Phuoc-Thien Nguyen. "Workplace learning and foreign workers' commitment to host cultural organization: the effects of cross-cultural adjustment and supervisor trust." Employee Relations: The International Journal 43, no. 1 (July 21, 2020): 297–317. http://dx.doi.org/10.1108/er-02-2020-0039.
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PurposeThe purpose of this study is to investigate the relationship between workplace learning and organizational commitment with the mediating role of cross-cultural adjustment and the moderating role of supervisor trust for the case of foreign workers in a new cultural setting.Design/methodology/approachThis study uses structural equation modeling to analyze a sample data of 367 Vietnamese and Philippine workers in Taiwan.FindingsResults show that workplace learning enhances foreign workers' organizational commitment. Cross-cultural adjustment is found to have a mediating effect in the link between workplace learning and organizational commitment. Furthermore, supervisor trust moderates the link between cross-cultural adjustment and organizational commitment. In addition, supervisor trust moderates the indirect effect of workplace learning on organizational commitment through cross-cultural adjustment.Originality/valuePrior literature often focuses on expatriates who are high-skilled employees. This study investigates low-skilled workers who come from less-developed country working in a more developed economy. This study is one of the first researches examining the issue of foreign workers' commitment in new cultural environment. Our findings shed a new light to the effect of workplace learning on organizational commitment. Our findings also help to clarify the roles of cross-cultural adjustment and supervisor trust into the workplace learning–organizational commitment relationship. This study provides implications for researchers and managers regarding to management and development of foreign workers for local organizations.
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Johns, Shelley A., Yang Li, Matthew E. Hays, Jonathan B. Bricker, and Kathy Miller. "Facilitating adaptive coping with fear of recurrence among breast cancer survivors: Feasibility and acceptability outcomes from a three-arm randomized controlled trial." Journal of Clinical Oncology 42, no. 16_suppl (June 1, 2024): 1630. http://dx.doi.org/10.1200/jco.2024.42.16_suppl.1630.
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1630 Background: Fear of cancer recurrence (FCR) is one of the most prevalent and disruptive problems for breast cancer survivors (BCS). Acceptance and commitment therapy (ACT) and cognitive behavioral therapy (CBT) have shown promising effects for FCR in a recent meta-analysis, yet head-to-head comparisons of these interventions are rare. We present feasibility and acceptability outcomes from a randomized controlled trial comparing ACT to CBT and enhanced usual care (EUC) for BCS with clinically significant FCR. Methods: Eligible women were ≥18 years old, diagnosed with stage I-IIIA breast cancer, within 5 years of completing cancer treatment (ongoing endocrine therapy was allowed), and reported clinical FCR at enrollment. Participants were randomly assigned to group-based ACT, CBT, or EUC, all delivered via videoconference. ACT and CBT consisted of 6 weekly 1.5-hour sessions; EUC was a single 1.5-hour survivorship coaching session. Outcomes included accrual, session attendance and engagement, intervention helpfulness, and retention. Variables were summarized by mean (SD) if numerical or relative frequency if categorical. At significance level α = 0.05, the Kruskal-Wallis test was used to compare overall differences between the three groups, and two-sample T-tests with unequal variances were used for pairwise comparisons between the groups with Bonferroni multiple-comparison adjustment. Results: Of 446 BCS who screened eligible, 390 (87.4%) enrolled. Most participants were white (81.8%), not Hispanic (98.4%), partnered (68.4%), and college-educated (71.3%). Most were within 2 years of completing cancer treatment (55.7%), and mean age was 55.8 (SD = 12.0) years. Among those assigned to a 6-session intervention, participants attended a mean of 5.0 (ACT) and 5.2 (CBT) sessions; 96.1% of EUC participants attended the single session. Mean session engagement (rated per participant per session by interventionists on a 0-10 scale) was significantly different across the three groups (p < .0001), with mean (SD) of 9.3 (0.8) for ACT, 9.5 (1.0) for CBT, and 7.9 (1.3) for EUC. Pairwise comparisons showed higher engagement ratings in ACT (p < .0001) and CBT (p < .0001) over EUC, with no significant difference between ACT and CBT (p = .14). At post-intervention, participants rated mean (SD) helpfulness on a 0-10 scale as 7.2 (2.6) for ACT, 7.9 (2.0) for CBT, and 5.5 (2.7) for EUC. Overall, mean helpfulness was significantly different across the groups (p < .0001) and favored CBT over ACT (p = .0109) and EUC (p < .001) and favored ACT over EUC (p < 0.001). Outcome data retention was 93.8% through the 6-month follow-up. Conclusions: High accrual and attendance rates suggest that BCS are receptive to FCR interventions and may find ACT or CBT more engaging and helpful than a single session of survivorship coaching. Clinical trial information: NCT05364450 .
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Zou, Wen-Chi, Qing Tian, and Jia Liu. "The role of work group context and information seeking in newcomer socialization: An interactionist perspective." Journal of Management & Organization 21, no. 2 (January 22, 2015): 159–75. http://dx.doi.org/10.1017/jmo.2014.73.
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AbstractThis study examined how information seeking and proximal adjustment outcomes (role clarity and social integration) mediate the relationship between transformational leadership and distal adjustment outcome (affective organizational commitment) in work group context. The results of hierarchical linear modeling involving 212 newcomers and their 53 immediate supervisors revealed that information seeking mediated the relationship between transformational leadership and proximal adjustment outcomes. These in turn were positively related to distal adjustment outcome. Furthermore, work group structure was found to moderate the relationship between transformational leadership and newcomer information seeking.
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Oh, Seok-young. "Socialization tactics and youth worker adjustment: the mediating roles of fit perceptions." Career Development International 23, no. 4 (August 13, 2018): 360–81. http://dx.doi.org/10.1108/cdi-02-2018-0046.
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Purpose The purpose of this paper is to identify how three types of socialization tactics – content, context and social tactics – influence fit perceptions, and then how three types of fit perceptions – person–organization (P–O) fit, person–job (P–J) fit and person–group (P–G) fit – mediate the relationship between socialization tactics and positive socialization outcomes: organizational commitment, job satisfaction and intent to quit. Design/methodology/approach Responses from participants – 207 Korean youth workers – were subjected to ordinary least squares path analyses with bootstrapping to test the hypotheses. Findings First, this study found that socialization tactics promote youth workers’ perceived fit with organization, job, and people. Then, the mediation model showed that content socialization tactics do not influence dependent variables (socialization outcomes) through mediators (fits), while context tactics influence through perceived P–O fit and P–G fit for organizational commitment only, and social tactics through perceived P–O, P–J and P–G fit for organizational commitment, job satisfaction and intent to quit. Research limitations/implications The results of this study suggest that institutionalized social tactics can serve as a key socialization method for new employees. In addition, youth organizations need to implement jointly formal and collective training programs with follow-up social workplace learning (e.g. mentoring and study circle) to help newcomers share the values of the organization and integrate well into it. Originality/value This study contributes for understanding the socialization process of new employees working in educational and social work fields and role of fit perception between socialization tactics and their career successes.
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Sheikh, Adnan Ahmed, Nadir Munir Hassan, and Razia Sultana. "Linking Service-oriented High-Performance Work Practices Bundle with Person-job Fit, Person Organization Fit and Affective Commitment: A Parallel Mediation Analysis." Review of Applied Management and Social Sciences 5, no. 2 (June 30, 2022): 149–66. http://dx.doi.org/10.47067/ramss.v5i2.220.
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Affective commitment, having diverse perspectives, is a challenge of the day. The study examines the effect of high-performance work practices (HPWP) on Affective commitment in the Telecom sector of Pakistan through the mediating role of Person-job fit, and Person-organization fit between HPWP and Affective commitment. The study framework strengthens from the Theory of Work Adjustment (Afshan & Motwani) and the Social exchange theory (SET). The purposive sampling technique used 350 questionnaires distributed among employees and 290 returned. Findings show an insignificant direct relationship between HPWP [Career development, Training and development, and Performance appraisal] and Affective commitment. Whereas person-job fit and person-organization fit fully mediate the association among high-performance work practices with Affective commitment.
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Peterson, Mark F., Aycan Kara, Abiola Fanimokun, and Peter B. Smith. "Country culture moderators of the relationship between gender and organizational commitment." Baltic Journal of Management 14, no. 3 (July 1, 2019): 389–410. http://dx.doi.org/10.1108/bjm-04-2018-0143.
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Purpose The present study consists of managers and professionals in 26 countries including seven from Central and Eastern Europe. The purpose of this paper is to investigate whether culture dimensions predict country differences in the relationship between gender and organizational commitment. The study integrated theories of social learning, role adjustment and exchange that link commitment to organizational roles to explain such differences in gender effects. Findings indicate that an alternative modernities perspective on theories of gender and commitment is better warranted than is a traditional modernities perspective. Design/methodology/approach This study examined the relationship between gender and organizational commitment using primary data collected in 26 counties. The cross-level moderating effects of individualism, masculinity, uncertainty avoidance, power distance and restraint vs indulgence was examined using hierarchical linear modeling. Findings Organizational commitment is found to be higher among men than women in four countries (Australia, China, Hungary, Jamaica) and higher among women than men in two countries (Bulgaria and Romania). Results shows that large power distance, uncertainty avoidance, femininity (social goal emphasis) and restraint (vs indulgence) predict an association between being female and commitment. These all suggest limitations to the traditional modernity-based understanding of gender and the workplace. Originality/value This study is unique based on the three theories it integrates and because it tests the proposed hypothesis using a multi-level nested research design. Moreover, the results suggest a tension between an alternative modernities perspective on top-down governmental effects on commitment through exchange and bottom-up personal effects on commitment through social learning with role adjustment in an intermediate position.
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Chen, Huei‐Fang, and Yung‐Ho Chiu. "The influence of psychological contracts on the adjustment and organisational commitment among expatriates." International Journal of Manpower 30, no. 8 (November 13, 2009): 797–814. http://dx.doi.org/10.1108/01437720911004434.
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Feng, Cailing, Mulyadi Robin, Lisan Fan, and Xiaoyu Huang. "Commitment to change." Personnel Review 49, no. 5 (December 11, 2019): 1069–90. http://dx.doi.org/10.1108/pr-05-2018-0163.
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Purpose Commitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employees’ commitment to change, there is still no consistency about the unidimensional or multi-dimensional construct of commitment to change, and previous research tends to ignore the impact vocational drivers may have on it. The paper aims to discuss these issues. Design/methodology/approach Drawing on prospect theory, the authors extended Herscovitch and Meyer’s (2002) commitment to change construct by developing and testing an additional dimension of commitment to change centered on employees’ vocational commitment across two studies, adopting a longitudinal design within a Chinese context. As organizational change often has implications that impacts individual decision making, vocational development and work adjustments and attitudes within the workplace, the authors presented the case for vocational commitment to change as an important extension to the commitment to change literature. The authors first provided evidence for the internal consistency, factor structure and the validity of the commitment to change in the Chinese context. Subsequently, the authors examined the changes of employees’ commitment to change across time, and demonstrated its predictive validity by exploring the relationship between commitment to change and change-related behaviors. Findings The current research represents improvements in commitment to change measurement, provides construct clarification in the Asia context, and sheds light on theoretical and empirical evidence for how to support change in the Chinese context. Limitations, implications and directions for future research are further discussed. Originality/value The current study responds to a call for research to further investigate the mechanisms of commitment to change within non-Western contexts, specifically within the Chinese context. Through a rigorous scale development process, the authors clarified Herscovitch and Meyer’s (2002) commitment to change model and present an augmented model with a fourth dimension –vocational commitment to change. Furthermore, through a longitudinal study, the current study also demonstrates that the cultivation of commitment to change has great importance to improving employees’ change-supportive behavior and reducing their resistance to change. This is consistent with cross-cultural research, which shows that Chinese individuals are more likely to possess inconsistent attitudes toward an object, including themselves, compared to Western individuals (Spencer-Rodgers et al., 2004). The study also explained the change of commitment to change over time, showing the significant relationships among the commitment to change and change-related behaviors.
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Massa-Wirth, Heiko, and Hartmut Seifert. "German pacts for employment and competitiveness Concessionary bargaining as a reaction to globalisation and European integration?" Transfer: European Review of Labour and Research 11, no. 1 (February 2005): 026–44. http://dx.doi.org/10.1177/102425890501100105.
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This contribution deals with company-level pacts for employment and competitiveness (PECs) under the German collective bargaining system. Due to the introduction of collectively agreed opening clauses and the associated decentralisation of the collective bargaining system, the social partners at the company level now have greater opportunities to negotiate company-specific adjustments in the areas of compensation and working conditions. Currently, in return for – generally fixed-term – employer guarantees concerning location and job preservation, PECs have been negotiated in about one in four companies with a works council. The new ‘pacts’ increase internal flexibility in the firm by extending the leeway for a flexible adjustment of working time, work organisation and remuneration. A survey of works councils, conducted by the WSI, provides understanding of the economic and institutional factors which influence the spread and composition of these concessionary agreements. Alongside a commitment to social partnership on the management side, the presence of a sectoral collective agreement is an important prerequisite for ensuring, first of all, that the employer agrees to employment guarantees in exchange for the employee concessions and, secondly, that these management pledges are actually observed in practice.
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Cordeiro, Pedro Miguel Gomes, Maria Paula Paixão, Willy Lens, Marlies Lacante, and Koen Luyckx. "Parenting Styles, Identity Development, and Adjustment in Career Transitions." Journal of Career Development 45, no. 1 (November 4, 2016): 83–97. http://dx.doi.org/10.1177/0894845316672742.
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Drawing from self-determination theory, this study examines how does perceived parenting and psychological needs relate to identity development and psychosocial adjustment in Portuguese 12th-grade students ( N = 462) who prepare the transition to higher education or to the job market. Path model results revealed two distinct pathways: a “growth-oriented pathway” from need-supporting parenting to integrated career exploration, commitment-making and well-being via need satisfaction and a “vulnerability” pathway from need-thwarting parenting to both diminished well-being and ill-being through need frustration. Findings suggest that perceived parental support is a protective factor, and parental thwarting a risk factor for career decision-making, but this relation is mediated by the adolescents’ subjective feelings of psychological need satisfaction and frustration. Altogether, they suggest the need to customize interventions with adolescents to address “bright” and “dark” trajectories of identity development and establish a supportive counseling climate that facilitates the exploration of different aspects of self-environment in career transition periods.
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Cranmer, Gregory A., Zachary W. Goldman, and Jeffery D. Houghton. "I’ll do it myself: self-leadership, proactivity, and socialization." Leadership & Organization Development Journal 40, no. 6 (August 1, 2019): 684–98. http://dx.doi.org/10.1108/lodj-11-2018-0389.
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Purpose The purpose of this paper is to explore newcomers as active participants within their own socialization, through the influence of self-leadership on proactivity and subsequently organizational socialization and organizational commitment. Design/methodology/approach Data collected from 193 organizational newcomers (i.e. individuals within their first year at an organization) working in a variety of industries were examined within three serial mediation models in PROCESS. Findings The results of these analyses suggest that self-leadership influences organizational newcomers’ adjustment and subsequent commitment by assisting them in seeking organizational resources. Research limitations/implications This study answers calls to explore both the mediating mechanisms through which self-leadership processes influence organizational outcomes and the complex relationships between human workplace interactions and the proximal and distal outcomes of socialization. Practical implications The findings indicate that organizational stakeholders should enhance the self-leadership abilities of newcomer, thereby easing the socialization burden on organizations. Originality/value This paper offers a novel framework (i.e. self-leadership) for understanding newcomer socialization and provides an encompassing model that recognizes individual capacities, communicative behaviors, adjustment and subsequent organizational attitudes.
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Brown, Ofelia, Carmen Paz-Aparicio, and Antonio J. Revilla. "Leader’s communication style, LMX and organizational commitment." Leadership & Organization Development Journal 40, no. 2 (March 29, 2019): 230–58. http://dx.doi.org/10.1108/lodj-03-2018-0129.
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PurposeThe purpose of this paper is to analyse the impact of a leader’s communication style (LCS) on the quality of interpersonal exchanges between leaders and followers (LMX), and how this translates into the employee’s affective organizational commitment (AOC), in the context of Peru.Design/methodology/approachAn integrated model of six dimensions is used to measure LCS. Using multiple hierarchical regressions and the Preacher and Hayes mediation model, the study focuses on determining the direct and indirect effect of each of the dimensions on LMX and organizational commitment.FindingsThe dimension preciseness shows a significant direct association to AOC. Four dimensions are significantly related with LMX: expressiveness, preciseness and questioningness with a positive sign, while verbal aggressiveness records an important negative one. The same four dimensions show an indirect effect on AOC through LMX. Emotionality and impression manipulativeness do not record significant results.Research limitations/implicationsThe research was carried out with a sample of 253 white-collar Peruvian professionals with high-level studies and managerial experience, which are not necessarily representative of the labor population. This research provides comprehensive evidence on how leaders’ communicative behavior may contribute to desirable outcomes such as employee commitment in a Latin American cultural context, although the findings may apply to other cultures.Practical implicationsThis study contributes to clarify that each dimension of the LCS impacts differently on subordinate perceptions; leaders should understand this model and be able to make the necessary adjustments to their communication in order to obtain the desired results of leadership. The leader’s ability to communicate with a style characterized by expressiveness, precision, and questioning makes it easy to build high-quality LMX relationships for Peruvian employees. On the contrary, a communication style characterized by high levels of verbal aggressiveness may negatively affect subordinates, limiting the possibility of building high-quality LMX relationships. This, in turn, affects AOC of employees.Social implicationsThis study is a contribution to clarify that each feature of the LCS has a different impact on the perception of the subordinate, for which the leaders should be trained to understand this model and be able to make the necessary adjustments to obtain the desired results of leadership. The leader’s ability to communicate with a style characterized by expressiveness, precision and questioning makes it easy to build high-quality LMX relationships for Peruvian employees. On the contrary, a communication style characterized by high levels of verbal aggressiveness will negatively impact subordinates, limiting the possibility of building high-quality LMX relationships.Originality/valueThe value lies in revisiting the construct “leader’s communication style” to turn it into an instrument for the exercise of leadership. It is a contribution in favor of leaders becoming aware that their own communication style constitutes an instrument of effective leadership and a lever to optimize the commitment of their collaborators toward the organization.
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Fu, Carmen, Yu-Shan Hsu, Margaret A. Shaffer, and Hong Ren. "A longitudinal investigation of self-initiated expatriate organizational socialization." Personnel Review 46, no. 2 (March 6, 2017): 182–204. http://dx.doi.org/10.1108/pr-05-2015-0149.
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Purpose The purpose of this paper is to examine the process of self-initiated expatriate (SIE) organizational socialization. Design/methodology/approach To assess the socialization process, data were collected at three points in time. SIE English teachers were surveyed at three points in time. At Time 3, data from the principals of those teachers who completed surveys at Time 2 were also collected. Findings Organizational socialization tactics facilitate social integration and learning speed, which, in turn, are positively related to SIE adjustment. Moreover, SIEs who climbed the learning curve more quickly were only able to capitalize on their learning ability to promote performance when their calculative commitment was low. Originality/value First, in contrast with the majority of expatriate socialization studies that tend to focus on the proactive behaviors of expatriates, the authors examine the organizational socialization tactics of a local host organization. Second, they consider the role of calculative commitment, which is especially germane to the SIE context, on SIE performance. Third, this study contributes to the organizational socialization literature by recognizing that socialization is an on-going process that continues to influence employees even after they are no longer “newcomers.” Fourth, the authors assess adjustment directly rather than through proxy measures.
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Buško, Vesna, and Petar Bezinović. "School Bonding and Adaptive Behaviour in Adolescents." Drustvena istrazivanja 32, no. 3 (October 2023): 471–92. http://dx.doi.org/10.5559/di.32.3.05.
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The paper examines the role of school experiences in accounting for behavioural and subjective aspects of high- -school student adjustment. The study data were collected on a stratified random sample of students (N = 978) of both genders and attending all 4 grades of high schools in the Dubrovnik-Neretva County. Age and gender differences in the level and structure of relationships among the selected measures of school experiences, leisure-time variables, and adaptation outcomes were examined. Higher levels of students’ attachment and commitment to fulfilling school obligations were detected among younger students and females, while the exposure to alcohol and substance use was expectedly found to be more common among higher- -grade students. Multigroup structural equation analyses confirmed significant direct relationships of latent measures of school experiences with general satisfaction with life, and indirect relationships of the same school experiences variables with the regularity of substance use among students. Somewhat different magnitudes of structural parameters were observed between the samples defined by gender, whereas age differences in the obtained pattern of structural relationships were not supported by the empirical data.
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Lapointe, Émilie, Christian Vandenberghe, and Jean-Sébastien Boudrias. "Psychological contract breach, affective commitment to organization and supervisor, and newcomer adjustment: A three-wave moderated mediation model." Journal of Vocational Behavior 83, no. 3 (December 2013): 528–38. http://dx.doi.org/10.1016/j.jvb.2013.07.008.
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Galanaki, Eleanna. "Effects of employee benefits on affective and continuance commitment during times of crisis." International Journal of Manpower 41, no. 2 (October 29, 2019): 220–38. http://dx.doi.org/10.1108/ijm-08-2018-0270.
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Purpose Employee benefits represent a large proportion of operational costs in most sectors, but discussions of their outcomes have been inconclusive. The purpose of this paper is to decipher the effects of employee benefits on organizational commitment in a changing and largely uncertain environment. Design/methodology/approach Three repeated large-scale surveys in Greece during the recent recession are used (2012, 2013 and 2015, total n=3,498). Findings A new taxonomy of employee benefits based on employees’ subjective utility evaluations is developed and applied. Availability of benefits and changes in the allocation policies of benefits are found to significantly but not powerfully influence organizational commitment. The setting in which this exchange is realized is critical for the relationships developed. Research limitations/implications The study is conducted in a single country during the recession and trough phases of the business cycle and employee benefit allocation is measured with employee perceptions. Future research is called to couple present findings with international research at diverse phases of the business cycle and objective or company-provided measures of employee benefits. Practical implications Employers are advised to draft long-term employee benefit strategies, avoid frequent adjustments and provide multiple types of employee benefits, to increase affective organizational commitment. Originality/value This is the first time employee benefits are treated as a whole, and effects of their allocation and of changes in their allocation are explored at the employee level.
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Rose, Michael R., Sam Norton, Chiara Vari, Victoria Edwards, Lance McCracken, Christopher D. Graham, Aleksandar Radunovic, and Trudie Chalder. "Acceptance and Commitment Therapy for Muscle Disease (ACTMus): protocol for a two-arm randomised controlled trial of a brief guided self-help ACT programme for improving quality of life in people with muscle diseases." BMJ Open 8, no. 10 (October 2018): e022083. http://dx.doi.org/10.1136/bmjopen-2018-022083.
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IntroductionIn adults, muscle disease (MD) is often a chronic long-term condition with no definitive cure. It causes wasting and weakness of the muscles resulting in a progressive decline in mobility, alongside other symptoms, and is typically associated with reduced quality of life (QoL). Previous research suggests that a psychological intervention, and in particular Acceptance and Commitment Therapy (ACT), may help improve QoL in MD. ACT is a newer type of cognitive behavioural treatment that aims to improve QoL by virtue of improvement in a process called psychological flexibility. The primary aim of this randomised controlled trial (RCT) is to evaluate the efficacy of a guided self-help ACT programme for improving QoL in people with MD. Main secondary outcomes are mood, symptom impact, work and social adjustment and function at 9-week follow-up.Methods and analysisAcceptance and Commitment Therapy for Muscle Disease is an assessor-blind, multicentre, two-armed, parallel-group RCT to assess the efficacy of ACT plus standard medical care (SMC) compared with SMC alone. Individuals with a diagnosis of one of four specific MDs, with a duration of at least 6 months and with mild to moderate anxiety or depression (Hospital Anxiety and Depression Scale score ≥8) will be recruited from UK-based MD clinics and MD patient support organisations. Participants will be randomised to either ACT plus SMC or SMC alone by an independent randomisation service. Participants will be followed up at 3, 6 and 9 weeks. Analysis will be intention to treat, conducted by the trial statistician who will be blinded to treatment allocation.Ethics and disseminationThe study has received full ethical approval. Study results will be disseminated via peer-reviewed publications, conference presentations and journal articles. Data obtained from the trial will enable clinicians and health service providers to make informed decisions regarding the efficacy of ACT for improving QoL for patients with MD.Trial registration numberNCT02810028.Protocol versionV.11 (4 April 2017).
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Bahloul, Walid. "Short-term contrarian and sentiment by traders’ types on futures markets." Review of Behavioral Finance 10, no. 4 (November 12, 2018): 298–319. http://dx.doi.org/10.1108/rbf-07-2017-0063.
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Purpose The purpose of this paper is to investigate whether the interaction between sentiments and past prices can lead to higher abnormal profit in futures markets. Such examinations allow the authors to relate the paper to the debate that focuses on examining the behavior of different types of traders in futures market, and who among these traders destabilize the markets. Design/methodology/approach First, the authors develop new dynamic strategies in US futures market that combine sentiment by type of traders based on trader position provided by the Disaggregated Commitments of Traders with short-term contrarian signals. Next, the authors adjust the abnormal profits to the CAPM model and Miffre and Rallis’s (2007) model. Finally, the authors use the Du (2012) decomposition methodology. Findings The main findings are that the abnormal profit is more pronounced when the authors combine past returns with lagged high producer/merchant/processor/user or low managed money sentiment. The results from swap dealer or other reportable groups show that there is no pervasive directional relation between their sentiment and contrarian profit. A further investigation of the sources of abnormal profits demonstrates that these profits survive even after the adjustment of obtained return to risk. Instead, these profits are mainly due to the overreaction to the news by irrational traders. Originality/value Based on behavioral finance theories, the authors conclude that producer, merchant, processor and user behave like irrational traders, while managed money traders behave like rational ones. Given that current regulatory proposes the limitation of speculation, the policy implications of these results are important. Therefore, these findings suggest that policy distinctions on trading motives may be more challenging to construct than ever.
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Martins, Filipe, Alexandra Carneiro, Luísa Campos, Luísa Mota Ribeiro, Mariana Negrão, Isabel Baptista, and Raquel Matos. "The right to a second chance: lessons learned from the experience of early school leavers who returned to education." Pedagogia Social Revista Interuniversitaria, no. 36 (July 29, 2020): 139–53. http://dx.doi.org/10.7179/psri_2020.36.09.
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Based on a holistic perspective of education that articulates school pedagogy and social pedagogy, the main goal of this paper is to identify effective ways to ensure the right to education to vulnerable and marginalised young people who have dropped out of school. The research leading to this paper was part of a European research project which investigated how young people’s responses to conflict can provide opportunities for positive social engagement. This specific study explored early school leaving and school re-engagement from the point of view of a group of 20 Portuguese young early school leavers who later returned to school through Second Chance Education. Through a qualitative approach using individual in-depth interviews, participant observation and focus group, the study sought to offer a comprehensive reading of early school leaving and school re-engagement by addressing the diversity of motivations, experiences, factors and consequences associated with them, as well as the role that educational policies and school factors can play in it. The study’s findings revealed that, for many socially and economically vulnerable youngsters, mainstream schools are places of individual failure and interpersonal conflict where they don’t feel welcomed and from which they stop expecting positive outcomes. This favours a progressive disengagement from education that reinforces social marginalisation. However, the findings also showed that by engaging in second chance education projects, youngsters develop greater commitment to education and identify relevant positive changes in terms of personal and skills’ development, behavioural adjustment and establishment of life goals. According to the participants’ experiences, the holistic and individualised socio-pedagogical approach of such projects is particularly apt to respond to their needs. Community-based educational approaches, practical and participatory learning environments, and the emotional investment and support from teachers and staff are shown to be the most effective socio-educational features when trying to re-engage vulnerable young people in education.
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Adla, Ludivine, and Virginie Gallego-Roquelaure. "The gift in shared HRM ethics in SMEs." Employee Relations: The International Journal 41, no. 5 (August 2, 2019): 997–1014. http://dx.doi.org/10.1108/er-06-2018-0171.
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Purpose The purpose of this paper is to understand how the relationship of gifts/counter-gifts between actors enables us to build an HRM policy that we call “shared and ethical”. It is shared because it is co-constructed by both owner-manager and employees, and ethical because it is deemed desirable by the players and meets their expectations. This approach aims to make HRM more responsible in view of the commitments made by stakeholders. Design/methodology/approach Drawing upon the Maussian theory of gift/counter-gift, a longitudinal and retrospective study was conducted over a period of three years with a French SME. Findings The authors highlight two key stages in the gift process: the initial gift of the owner-manager, which is reflected in the establishment of a social pact, and the gap in perception between employees’ contribution and the counter-gift expected of the owner-manager. The authors show the complexity of the gift-chain by building a shared and ethical HRM and highlight the tensions identified between the existence of tools and mutual adjustments in HRM through gifts and counter-gifts. Originality/value Usual HRM in SMEs is centred on the owner-manager. On the contrary this research highlights how an SME can develop an alternative HRM. A longitudinal and retrospective study, carried out with a French SME, led to the construction of a process modelling of a shared HRM ethics.
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Nohong, Mursalim. "The moderating effect of efficiency and non-market capability in relationship between government involvement and resources to performance of water supply companies (PDAM) in Sulawesi, Indonesia." International Journal of Law and Management 60, no. 2 (March 12, 2018): 402–12. http://dx.doi.org/10.1108/ijlma-11-2016-0117.
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Purpose This paper aims to investigate the moderating effect of efficiency and non-market capability in the relationship between government involvement and resources to performance of water supply companies (PDAM) in Sulawesi, Indonesia. Design/methodology/approach This paper is explanatory in nature, i.e. it explains the relationship (causality) between the external environment variables (government involvement), internal environment variables (resources and non-market capabilities) and the performance of taps in Sulawesi through hypothesis testing. The research was conducted in six provinces in the northern peninsula of Sulawesi Island: North Sulawesi Province, Gorontalo Province, Central Sulawesi Province, Southeast Sulawesi Province, South Sulawesi Province and West Sulawesi Province. The research was undertaken from September 2011 to December 2011. The analysis unit in this research was PDAM, while the research population was the regional water company (PDAM) in Sulawesi. A quantitative approach was used for data analysis, i.e. variance-based inferential statistical analysis with structural equation modeling, known as partial least squares, with variable non-market capability acting as a moderating variable. Findings Government involvement has a significant and positive effect on the performance, indicating that the higher the government involvement, the higher the performance of a company. Efforts to reduce water loss level for PDAM is a strategic move, as they are associated with PDAM’s stakeholders. Water loss will lead to poor customer service, low contribution to the acceptance of regional governments and failure to meet natural conservation programs. On the other hand, to reduce the water loss level, considerable capital is needed for investment, for example, to finance the installation and repair of pipelines, pumps, mains water meter, customer water meter, the cost of water treatment, fuel costs and the expansion of the water source. In general, PDAM in Sulawesi still has problems in terms of expansion because of the lack of funding sources; hence, the role of regional government as the owner is expected, both in the form of financial aid and the tariff adjustment. The government should be in favor of thorough development of drinking water, as embodied in the form of finance, budget commitment and the commitment to the development of PDAM. Research limitations/implications The limitations of this study are that the data used in this study are cross-sectional, so they only describe the condition at a particular time. Also, the sample was limited to Sulawesi taps; therefore, to generalize the findings, a larger sample needs to be considered. Practical implications The practical implications of this study are that development of water supply company cannot be separated from the government’s involvement as one of the stakeholders to improve corporate performance, especially through financial assistance. In connection with it, a board of directors or management of PDAM in every department of a company constantly works on government involvement, especially financial aid to fund or investment fund sharing, to improve service to customers. Such activities run a company aimed at achieving efficiency with emphasis on the efficiency of production and distribution capacity by managing the leakage rate, the emphasis on labor costs by keeping the ratio of employees ideal, the emphasis on aspects of the supply and distribution through control of water resources and water meter mains and water customers and an emphasis on the use of raw materials or chemicals with attention to the quality of raw water. Social implications The social implications of this study are that government interventions are supported by the availability of resources according to the needs able to create efficiencies that have an impact on improving the performance of taps. Companies performing well can operate optimally in providing drinking water that meets health standards. In addition, the performance achieved allows the taps to embody the organization’s mission as a creator of jobs and local revenue for local governments. Originality/value Originality for this paper shows the moderating effect of efficiency and non-market capability in the relationship between government involvement and resources to PDAM. The originality also includes the location of this study (six provinces in the northern peninsula of Sulawesi Island: North Sulawesi Province, Gorontalo Province, Central Sulawesi Province, Southeast Sulawesi Province, South Sulawesi Province and West Sulawesi Province) as no previous research has investigated this relationship in this geography.
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Appelbaum, Steven H., Medea Cesar Degbe, Owen MacDonald, and Thai-Son NGUYEN-QUANG. "Organizational outcomes of leadership style and resistance to change (Part One)." Industrial and Commercial Training 47, no. 2 (March 2, 2015): 73–80. http://dx.doi.org/10.1108/ict-07-2013-0044.
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Purpose – Organizations must react rapidly to evolving environments by engaging in change, ranging from minor adjustments to radical transformation. Many obstacles are encountered on the path towards achieving positive organizational outcomes, among which resistance to change (RTC) prevents the level of mobilization critical to achieve a successful transformation. The purpose of this two-part paper is to offer a review of the body of knowledge explaining how leadership styles may address RTC in order to achieve desired organizational outcomes. For this purpose, multiple organizational concepts are visited and linked through a synthesized model proposing causality relationships between the various elements. Design/methodology/approach – A range of recently published empirical and practitioner research articles were reviewed to analyse the relationships in search of the variables that affect resistance during a major organizational change. In order to synthesize and bridge many concepts that are often studied separately, an overall model is proposed to help establish causal relationships between the elements of interest influencing organizational outcomes, in the context of a change. Findings – Leadership acts as an input at multiple levels, influencing organizational outcomes both directly – by continuously shaping employee attitude throughout change – and indirectly – by regulating the antecedents and moderators of their predisposition to change. These subsequently shape the extent of RTC, which translates from the perception of, commitment to and involvement in the change process. The interaction of the organizational environment with these factors ultimately determines the organizational outcome resulting from the change initiatives. Research limitations/implications – The model must be tested in another empirical article to measure its effectiveness. The complexity of the model may, however, hinder the ability to successfully correlate all the concepts. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered during a change initiative or a transformation. Social implications – This paper highlights the multi-dimensional role of leadership style in successfully achieving organizational changes. Leaders’ emotional aptitude to influence their followers and employees’ natural and contextual predisposition to change transact to shape organizational outcomes. These social elements must be carefully assessed not only prior to embarking on a change implementation, but also to proactively invest in psychologically directed organizational training and development, at all hierarchical levels. Originality/value – The synthesis model is the novel contribution of the paper. It proposes an organized approach to relate multiple close yet distinct concepts that have so far been predominantly discussed separately.
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Appelbaum, Steven H., Medea Cesar Degbe, Owen MacDonald, and Thai-Son NGUYEN-QUANG. "Organizational outcomes of leadership style and resistance to change (Part Two)." Industrial and Commercial Training 47, no. 3 (April 7, 2015): 135–44. http://dx.doi.org/10.1108/ict-07-2013-0045.
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Purpose – Organizations must react rapidly to evolving environments by engaging in change, ranging from minor adjustments to radical transformation. Many obstacles are encountered on the path towards achieving positive organizational outcomes, among which resistance to change prevents the level of mobilization critical to achieve a successful transformation. The purpose of this two-part paper is to offer a review of the body of knowledge explaining how leadership styles may address resistance to change in order to achieve desired organizational outcomes. For this purpose, multiple organizational concepts are visited and linked through a synthesized model proposing causality relationships between the various elements. Design/methodology/approach – A range of recently published empirical and practitioner research papers were reviewed to analyse the relationships in search of the variables that affect resistance during a major organizational change. In order to synthesize and bridge many concepts that are often studied separately, an overall model is proposed to help establish causal relationships between the elements of interest influencing organizational outcomes, in the context of a change. Findings – Leadership acts as an input at multiple levels, influencing organizational outcomes both directly – by continuously shaping employee attitude throughout change – and indirectly – by regulating the antecedents and moderators of their predisposition to change. These subsequently shape the extent of resistance to change, which translates from the perception of, commitment to and involvement in the change process. The interaction of the organizational environment with these factors ultimately determines the organizational outcome resulting from the change initiatives. Research limitations/implications – The model must be tested in another empirical article to measure its effectiveness. The complexity of the model may, however, hinder the ability to successfully correlate all the concepts. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered during a change initiative or a transformation. Social implications – This paper highlights the multi-dimensional role of leadership style in successfully achieving organizational changes. Leaders’ emotional aptitude to influence their followers and employees’ natural and contextual predisposition to change transact to shape organizational outcomes. These social elements must be carefully assessed not only prior to embarking on a change implementation, but also to proactively invest in psychologically directed organizational training and development, at all hierarchical levels. Originality/value – The synthesis model is the novel contribution of the paper. It proposes an organized approach to relate multiple close yet distinct concepts that have so far been predominantly discussed separately.
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Pigola, Angélica, Priscila Rezende da Costa, Marcos Rogério Mazieri, and Isabel Cristina Scafuto. "Collaborative innovation: a technological perspective." International Journal of Innovation 10, no. 2 (June 22, 2022): 204–11. http://dx.doi.org/10.5585/iji.v10i2.22256.
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Collaborative innovation become one of the most strategy decision across firms and a well-defined phenomenon that became popular among practitioners and researchers (A. S. Cui O’Connor, 2012; Liu et al., 2017). Many theories were considered to explain collaboration phenomena such as resources-based view, organization theory, strategy, information processing theory, the economic theory of complementarities among others (Barney, 1991; Cassiman Veugelers, 2006; Daft Lengel, 1986; Milgrom Roberts, 1995; Tushman Nadler, 1978). However, technology advances provide new variations in collaboration to innovativeness. For example, collaborative activities with suppliers and customers (Karhade Dong, 2021), community source projects (Liu et al., 2017) or collaboration with distant partners (T. Cui et al., 2020), corporate engagement with startups (Shankar Shepherd, 2019), innovation networks (Aarikka-Stenroos et al., 2017), and innovation ecosystems (Granstrand Holgersson, 2020).Collaborative innovation takes over the existence of an inter-organizational activities executed by people that together perform with high level of interdependence something innovative (T. Cui et al., 2020; Davis Eisenhardt, 2011). Some authors (Adner Kapoor, 2010; T. Cui et al., 2020; Rico et al., 2008) highlight that this interdependence is characterized along two dimensions: technological and behavioral. Technological interdependence is linked to knowledge and the exchange of resources for research and development, and behavioral interdependence is associated with the field of communication, social interaction between collaborative actors and the coordination of these relationships to innovate.Other perspectives in the literature explain and theorize about collaborative innovation as knowledge-sharing trajectories (Majchrzak Malhotra, 2016; Trkman Desouza, 2012), or multi-actor collaboration (Torfing, 2019), or building collaborative capabilities (Swink, 2006) among other approaches. In this editorial, we bring some thoughts and idea about collaborative innovation under a technological perspective to incentive researchers to go beyond in innovative technologies research embedded in collaboration.Collaboration efforts also became a common way of firms to enhance innovations and its technological development with clear determinants about their beneficial effects, and therefore, the literature is well stablished in this subject (Pereira et al., 2018). However, collaboration only succeeds when technological resources and capabilities are combined, and parties define jointly how to enhance and use them accordingly (Snow, 2015).Collaborative innovation as a new technological paradigm refers to a network innovation model supported by interactions of multiple parties such as enterprises, universities and research institutions as core elements and government, financial institutions, nonprofit organizations, intermediaries as auxiliary elements (W. Zhang et al., 2021). Notwithstanding, collaboration networks operating in different organizational levels are present in various patterns and characteristics of evolution, they require different actors and capabilities in the network composition to become a remarkable asset in developing technologies to be patented afterwards in some cases (Gomes et al., 2017).In facing of risks of failures during innovative trajectories, firms invest in collaborative initiatives as an attempt to mitigate cost impacts, share responsibilities and greater technical performance in the process of technology lifecycle development. Thus, technological alliances are useful means to attend these goals (Kim Song, 2007). Technological alliances are critical to enable digital transformation and innovation. Briefly, Zhang et al. (2021) highlight technological alliance as a voluntary interfirm cooperation involving codeveloping technologies through sharing and exchanging of these technologies to meet business needs (W. Zhang et al., 2021).The collaborations in various technological domains help to bring heterogenous knowledge, complementary resources, and capabilities for a better innovation performance (Swink, 2006; W. Zhang et al., 2021). Under the perspective that innovation is essentially knowledge creation (Nonaka, 1994), collaborative innovation through a technological perspective may be configured by different activities, processes, or routines of generation, sharing, integration, and utilization of knowledge produced during the innovation process lifecycle (Nonaka, 1994; W. Zhang et al., 2021). Further, this configuration of activities, processes, or routines support the development of evolutionary technological capabilities (Sampson, 2007).In the field of technological innovations, the evolution now is more collaborative in nature (J. Zhang et al., 2019). Collaboration is a trend for technological prosperity. Analyzing collaborative innovation in the literature is a great challenge even if the focus on technologies is defined because various aspects and applications of collaboration to innovate invade the academic literature in many forms. For instance, Zhou and Ren (2021) analyzed low-carbon technology collaborative innovation in industrial cluster; Shen et al. (2021) studied collaborative innovation in supply chain systems; Wan et al. (2022) highlight that blockchain application intensify collaborative innovation through distributed computing, cryptography and game theory; Li and Zhou (2022) researched on the mechanism of Government–Industry–University–Institute collaborative innovation in green technology; and Fan et al. (2022) pointed out that collaborative innovation also may act as a driver to mobilize and coordinate scientific and technological resources within a city, further promoting innovative development among cities.On the other hand, technological collaborative innovations has its own dark side for firms: it has been costly, it demands money, efforts, and time (Torugsa Arundel, 2016; Wegrich, 2019), and, further, it provokes operational adjustments, technological reconfiguration, and legal barriers to overcome to be effective for innovation (McGuire Agranoff, 2011; Vivona et al., 2022). To address this side of collaborative innovation, Vivona et al. (2022) developed the cost theory to systematize all insights from the literature in four main factors: governance, compactness, reliability, and institutionalization to shed light on a broader range of costs for innovation incurred by collaborative arrangements. Governance refers to relationships in hierarchical level and the number of collaborators involved, reliability refers to relationships’ quality; compactness is about the degree of formality in relationships that connect collaborators; and institutionalization that measure what the extent the relationships in practice have been pre-established. This cost perspective may be explored empirically.The decentralization of technological collaborative innovation, its nonlinear, globalized, and networked form transformed its process to more collaborative approaches among entities (Fan et al., 2020). Lopes and Farias (2022) showed that technology tools support the establishment of relationships of trust promoted by leaders committed to well-established goals, being a characteristic of governance that has a positive influence on collaborative innovation processes. Hwang (2020) mentioned that several countries have implemented policies to facilitate technological convergence by supporting collaborative innovations. The author also mentions that collaborative innovation is a crucial strategy to facilitate technological convergence. In sum, firms have been increased collaboration in technological activities and collaboration works as an enabling to learn about turbulent technological change and uncertainties to enhance the ability to deal with innovations (Dodgson, 1993).Technological collaborative innovation is considered essential to promote the flow of resources, knowledge, and technology among entities, considering that innovation is no longer a closed and isolated system. The main premise is technologies do not exist in isolation. Only by exchanging materials, energy, and information with the environment the innovation system be renewed and developed. Therefore, the integrator condition of technological collaborative innovation is also conducive to a more comprehensive disclosure of the collaborative mode and overall performance of technological innovation activities (Fan et al., 2020).Technological collaborative innovation is not a merely coordination of an orderly arrangements of efforts to pursue a common technological purpose (Mooney, 1953), or a merely cooperation to join agreed-on goals into a share comprehension about design systems or reconfigure technological resources (Gulati et al., 2012). It merges cooperation (commitment towards same end) with coordination (complexity to work together effectively) (Vivona et al., 2022). This view may be much more explored by the researchers to enhance the practical aspects of this perspective.In general, collaboration itself does not survive in the face of inevitable behavioral problems which requires an establishment of trust characterized by receptive organizational cultures, community of interest, and continually supplement knowledge for the purpose of collaboration in highly successful technological innovations (Dodgson, 1993). Thus, this can be a new chapter for technological collaborative innovations.
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Hendijani, Rosa. "Behavioral Operations Management: A Review of the Field." Journal of Psychological Research 1, no. 3 (September 30, 2019). http://dx.doi.org/10.30564/jpr.v1i3.736.
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Behavioral operations management (BOM) is one of the new areas in operations management. In the past 12 years, the field has made huge progress and researchers have become interested in this new perspective to solving operational problems. BOM is now one of the major subfields of operations management. In this paper, we examine and categorize areas of BOM based on the mainstream literature. Key areas include behavioral issues in new product development and project management, quality management, production management, inventory management, service operations, and forecasting. Studies in each area are divided into three subcategories, including OM context, individual attributes, heuristics, and biases, and individual differences. In OM context category, feedback and reward, training, work monitoring, teamwork and group decision making, goal setting, task assignment, and flexibility are among the main topics. In individual attributes, heuristics, and biases category, sunk cost effect and escalation of commitment, endowment effect, overprecision bias, planning fallacy, pull-to-center effect, anchoring and insufficient adjustment, and misperceptions of feedback are mainly discussed. In individual differences, analytic thinking and system thinking are mainly studied. New areas for research are suggested in each related section and are summarized in future directions and conclusion sections. In contexts such as new product development, project management, and inventory management, a shift to finding solution to performance improvement is beneficial instead of focusing on heuristics and biases and considering them as a deficiency in human decision making. Regarding individual differences category, a shift toward attributes other than cognitive abilities, such as global processing, creative thinking, and design thinking are recommended.
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Barbosa, Leonardo Martins, and Sheila Giardini Murta. "Social validity of a contextual behavioral science-based intervention for retirement education." Psicologia: Reflexão e Crítica 32, no. 1 (December 2019). http://dx.doi.org/10.1186/s41155-019-0137-0.
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AbstractThe literature shows that retirement can bring both positive and negative effects. However, there are few tested interventions for preparing workers for this transition and avoiding or minimizing its negative impacts. This paper presents a study with multiple groups that examined the social validity of an intervention for retirement education grounded in contextual behavioral science and acceptance and commitment therapy. Twenty-seven workers aged 29 to 65 divided into three intervention groups participated (group 1, N = 15; group 2, N = 9; group 3, N = 3). According to the participants’ evaluations, the intervention provided socially valid goals, socially acceptable procedures, and socially important effects. However, some improvements are still needed, such as the use of more dynamic methods, better formatted printed material, and increased fidelity between the content’s implementation and the prescribed activities. The positive results indicate that contextual behavioral science may bolster the development of interventions whose components possess evidence for their social validity. The further evaluation of the intervention via a clinical trial study will offer more robust evidence for its effectiveness. It is hoped that by increasing the availability of theory-based interventions in this area, the present study will promote valid strategies to facilitate better adjustment to retirement.
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Cojocaru, Cristiana Manuela, Cosmin Octavian Popa, Alina Schenk, Bogdan Andrei Suciu, and Simona Szasz. "Cognitive-behavioral therapy and acceptance and commitment therapy for anxiety and depression in patients with fibromyalgia: a systematic review and meta-analysis." Medicine and Pharmacy Reports, November 9, 2023. http://dx.doi.org/10.15386/mpr-2661.
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Introduction. Defined by chronic, musculoskeletal pain, fibromyalgia is often comorbid with depression and anxiety. In these cases, the first line medical treatment can be successfully combined with psychological interventions. Cognitive-behavioral therapy and acceptance and commitment therapy are among the most widely studied approaches in relation to chronic pain, including fibromyalgia. The objective of this review is to analyze the efficiency of these psychological treatments for alleviating emotional distress in fibromyalgia.
Method. The search was conducted on the PubMed, Scopus and Web of Science online databases. Clinical trials that fulfilled eligibility criteria were included in this review. A meta-analysis was performed on depression and anxiety scores at post-test. Heterogeneity was assessed using the Chi2 and I2 indicators. For evaluating publication bias, we resorted to a funnel plot graph.
Results. A total of 17 reports were selected, among which 4 articles studied the efficiency of acceptance and commitment therapy. Main demographic characteristics were homogenous throughout the included samples. The overall effect was -0.31 (95% CI: -0.47 to -0.15) for depression, and -0.15 (95%: -0.29 to -0.02), reaching statistical significance.
Conclusions. Both psychological interventions proved to be efficient for decreasing depression and anxiety in fibromyalgia. For this reason, we believe psychotherapeutic protocols can be reliably implemented within multicomponent treatments, facilitating emotional adjustment in the context of physical disability and pain. Future research directions include the exploration of change processes and multiple moderators, enabling the development of tailored psychological treatments in fibromyalgia.
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Deshpande, Amruta, and Ritu Gupta. "Newcomer retention – an investigation on Indian IT industry." Management Decision ahead-of-print, ahead-of-print (November 19, 2019). http://dx.doi.org/10.1108/md-02-2019-0233.
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Purpose Understanding attrition in this VUCA world has become imperative for organizations to ensure they are able to sustain themselves. While focus on understanding attrition is important, it is equally important to retain acquired talent, at the same time add value to the human side of business. The purpose of this paper is to explore the factors which play crucial role in retention of newly hired employees working in Indian IT industry. The study has considered factors, namely, supervisor support behavior, feedback-seeking behavior (FSB), affective commitment (AC) and empirically verified their impact on new recruit’s intention to quit (IQ). Design/methodology/approach The survey was conducted among 524 newly hired employees working in 58 different companies listed in National Association of Software Services Companies member directory in Indian IT industry. All the scales used in the study are reliable and validated. Confirmatory factor analysis was carried out to test the validation of scales. The data were analyzed to test the proposed structural model using structural equation modeling. Findings The present study has successfully blended and verified the effect of supportive behavior of supervisor and new recruit’s FSB on the AC and IQ of newly hired employees. The study highlighted that supportive supervisors can encourage the newly hired employees to seeking feedback and enhance their commitment toward the organization. Further, this reduces the turnover intention of employees. Research limitations/implications The theoretical contribution of the study is in successful amalgamation of two major streams of studies on new recruits by assessing the effect of supervisors’ supportive behaviors and new recruits’ proactive FSB on their IQ. The study has also looked at the newly hired employees’ behavioral reactions during uncertain entry period and throughout the adjustment process. The limitations of the study are in the focus on one industry and cross-sectional data. In the future researchers can explore the relationships in a longitudinal study. Also, other variables like perceived organizational support and job satisfaction can be considered. Practical implications The present study demonstrates that supportive supervisors can motivate newly hired employees to seek feedback, and help them to “fit in” the organization. This study verifies that supervisors are considered as an important source of information for new recruits and the new recruits’ FSB positively influences their commitment toward the organization. Based on these results it is imperative for managers to be approachable and available to offer feedback to the new recruits in their initial days to ensure their adjustment, commitment and retention in the organization. This adds to sustaining the business and social well-being of the employees. Originality/value The present study offers a critical insight about the retention of newly hired employees in the organization. In the quickly changing VUCA world, these newly hired employees can be an asset for companies to build competitive advantage. However, to construct a strong future team for the organization, it is imperative that companies focus on augmentation of commitment among newly hired employees to further retain them. The present study proposes the path of empowerment among the new recruits to make them committed to the organization and to make sure that they stay with the organization in long run.
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Ferreira, Cláudia, Joana Pereira, Inês Matos-Pina, David Skvarc, Ana Galhardo, Nuno Ferreira, Sérgio A. Carvalho, et al. "eLIFEwithIBD: study protocol for a randomized controlled trial of an online acceptance and commitment therapy and compassion-based intervention in inflammatory bowel disease." Frontiers in Psychology 15 (August 9, 2024). http://dx.doi.org/10.3389/fpsyg.2024.1369577.
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BackgroundInflammatory bowel disease (IBD) entails physical, psychological, and social burden and holds a significant impact on quality of life. Experiential avoidance, cognitive fusion, shame, and self-criticism have been identified as possible therapeutic targets for improving mental health in people with IBD. Traditional face-to-face psychological therapy continues to provide obstacles for patients seeking assistance. Online psychological therapies centered on acceptance, mindfulness, and compassion have been shown to improve psychological distress in other populations.ObjectiveThis paper presents the study protocol of a two-arm Randomized Controlled Trial (RCT) of an ACT and compassion-based, online intervention – eLIFEwithIBD - on the improvement of psychological distress, quality of life, work and social functioning, IBD symptom perception, illness-related shame, psychological flexibility, and self-compassion.MethodsThe eLIFEwithIBD intervention is an adaptation of the LIFEwithIBD programme (delivered through an in-person group format) and entails an ACT, mindfulness, and compassion-based intervention designed to be delivered as an e-health tool for people with IBD. This protocol outlines the structure and contents of the eLIFEwithIBD intervention. Participants were recruited by an advertisement on the social media platforms of Portuguese Associations for IBD in January 2022. A psychologist conducted a brief interview with 80 patients who were interested in participating. Fifty-five participants were selected and randomly assigned to one of two conditions [experimental group (eLIFEwithIBD + medical TAU; n = 37) or control group (medical TAU; n = 18)]. Outcome measurement took place at baseline, post-intervention, and 4-month follow-up. All analyses are planned as intent-to-treat (ITT).ResultsThe eLIFEwithIBD intervention is expected to empower people with IBD by fostering psychological strategies that promote illness adjustment and well-being and prevent subsequent distress. The eLIFEwithIBD aims to gain a novel and better understanding of the role of online contextual behavioral interventions on improving the quality of life and mental health of people with IBD.Clinical Trial Registrationhttps://classic.clinicaltrials.gov/ct2/show/NCT05405855, NCT05405855.
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Ulbrich, Philipp, and Alexander Gail. "The cone method: Inferring decision times from single-trial 3D movement trajectories in choice behavior." Behavior Research Methods, April 14, 2021. http://dx.doi.org/10.3758/s13428-021-01579-5.
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AbstractOngoing goal-directed movements can be rapidly adjusted following new environmental information, e.g., when chasing pray or foraging. This makes movement trajectories in go-before-you-know decision-making a suitable behavioral readout of the ongoing decision process. Yet, existing methods of movement analysis are often based on statistically comparing two groups of trial-averaged trajectories and are not easily applied to three-dimensional data, preventing them from being applicable to natural free behavior. We developed and tested the cone method to estimate the point of overt commitment (POC) along a single two- or three-dimensional trajectory, i.e., the position where the movement is adjusted towards a newly selected spatial target. In Experiment 1, we established a “ground truth” data set in which the cone method successfully identified the experimentally constrained POCs across a wide range of all but the shallowest adjustment angles. In Experiment 2, we demonstrate the power of the method in a typical decision-making task with expected decision time differences known from previous findings. The POCs identified by cone method matched these expected effects. In both experiments, we compared the cone method’s single trial performance with a trial-averaging method and obtained comparable results. We discuss the advantages of the single-trajectory cone method over trial-averaging methods and possible applications beyond the examples presented in this study. The cone method provides a distinct addition to existing tools used to study decisions during ongoing movement behavior, which we consider particularly promising towards studies of non-repetitive free behavior.
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Kadowaki, Åsa, Anna-Karin Alvunger, Hanna Israelsson Larsen, Anna Persdotter, Marta Stelmach Zak, Peter Johansson, and Fredrik H. Nystrom. "Education of the primary health care staff based on acceptance and commitment therapy is associated with reduced sick leave in a prospective controlled trial." BMC Family Practice 22, no. 1 (September 8, 2021). http://dx.doi.org/10.1186/s12875-021-01526-5.
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Abstract Background The use of cognitive behavioral therapy (CBT) to cope with mental distress and pain issues has helped many patients in primary health care in Sweden. However, the effects of CBT to reduce sick leave has not been equally convincing. Acceptance and Commitment Therapy (ACT) is an evolution of traditional CBT and we aimed to study if education based on ACT of the staff rather than the patients could reduce sick leave in primary health care. Methods This was a prospective trial in 6 primary health care centers in Kalmar (total amount of registered subjects of 28,930) in which the staff (physicians, nurses and therapists) received group-based education according to ACT during 2018 and 2019. The effects were compared with 5 similarly sized control health care centers in the neighboring Region of Jönköping in which no such education took place. The main aim was to study changes in sick leave in the 6 primary care centers of Kalmar and to keep track of more general trends by studying sick leave also in Jönköping, letting sick leave in the year 2017 to be the reference period for both areas. Results The staff at the health care centers in Kalmar reported to having attended a mean of 5.2 ± 2 educational ACT-sessions with psychiatrist Kadowaki in Kalmar. Sick leave for ICD-10 F43 (reaction to severe stress and related adjustment-disorders) was reduced from a mean value of 28.7 ± 9.1ongoing sick leaves/month in 2017 to 22.6 ± 7.0 sick leaves/month in 2018 (-21%, p = 0.033) and to 18.1 ± 10 sick leaves/month in 2019 (-37%, p = 0.038). The corresponding sick leave for any diagnosis (total sick leave) was reduced from 132 ± 39 sick leaves/month in 2017 to 118 ± 38 sick leaves/month in 2018 (-11%, p = 0.056) and to 102 ± 37 sick leaves/month in 2019 (-21%, p = 0.021). The corresponding sick leave comparisons in the control health centers did not show any significant changes (all p-values ≥ 0.24). Conclusions Total monthly mean sick leave was reduced 21% in the health care centers in Kalmar during the second year of the educational ACT intervention of the staff while it was unchanged in Jönköping. This suggests a significant effect to induce a reduction in long-term sick leave for patients in primary health care in which the staff received education according to ACT. The results of this trial could serve as a basis for a randomized trial in order to ascertain causality. Trial registration Pre-registration November 9, 2018 on ClinicalTrials.gov with number NCT03737019.
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Liu, Yuwen. "Expatriates' dual commitment: a serial multiple mediation model of workplace friendships and adjustment." Personnel Review ahead-of-print, ahead-of-print (July 30, 2021). http://dx.doi.org/10.1108/pr-02-2020-0072.
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PurposeThe purpose of this article is to advance the understanding of expatriates' psychological attachment toward both their parent company and its foreign subsidiary by highlighting how workplace friendships enhance the process of adjustment for expatriates and how these effects on adjustment subsequently translate into expatriates' dual commitment.Design/methodology/approachHypotheses were tested using a sample of 187 expatriates, working in managerial positions, in subsidiaries of multinational corporations, all of whom were assigned expatriates. Serial multiple indirect effects were tested.FindingsThe results indicated that the relationship between workplace friendships and interaction adjustment was supported, but the relationship between workplace friendships and work adjustment was not supported. The serial indirect effects of international adjustment and work adjustment on the relationship between interaction adjustment and expatriates' dual commitment were supported.Originality/valueThis study seeks to fill a gap in the research literature on expatriates by focusing on the issue of workplace friendships and expatriates' dual commitment. The findings help bolster the literature on relational schemas in that expatriates' workplace friendships establish scripts for expatriates' expected outlines of adjustment in work domains. This study also provides insights relevant to the literature on social interaction and adjustment, as the findings support our theory that expatriate commitment is not directly contingent on workplace friendships but rather on the mediating roles of both interaction adjustment and work adjustment.
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Ooi, Jinnie, and Tom Steverson. "Acceptance and commitment therapy (ACT) for post-stroke adjustment difficulties via telerehabilitation in a working-age man." Cognitive Behaviour Therapist 16 (2023). http://dx.doi.org/10.1017/s1754470x23000260.
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Abstract Adjustment difficulties following a stroke are common and associated with poorer outcomes. Current systematic reviews suggest insufficient evidence for the efficacy of psychological interventions for post-stroke anxiety and/or depression. However, a recent randomised controlled trial (Majumdar and Morris, 2019) of group-based acceptance and commitment therapy (ACT) showed promise in reducing depression and increasing hopefulness and perceived health status in stroke survivors. The present case study describes the assessment, formulation, treatment and outcomes of post-stroke adjustment difficulties in a working-aged man using ACT delivered via telerehabilitation. At the end of treatment (six sessions over 2 months), the client no longer met clinical cut-off for psychological distress and depression. Furthermore, reported levels of psychological flexibility were comparable to non-clinical norms. These gains were maintained at 3- and 6-month follow-up. Outcomes from this case study support emerging evidence indicating that ACT may be an efficacious intervention for post-stroke adjustment difficulties, even when delivered via telerehabilitation. Further research investigating the mediating and moderating effects of different cognitive behavioural processes such as values and acceptance on psychological adjustment to stroke is recommended. Key learning aims (1) Current evidence on the efficacy of psychological interventions for stroke survivors is limited. (2) This case study describes the assessment, treatment and outcomes of post-stroke adjustment difficulties in a working-aged man using an ACT approach. (3) Following six sessions of ACT delivered via telerehabilitation, the client no longer met clinical cut-off for psychological distress and depression. Moreover, his levels of psychological flexibility were comparable to non-clinical norms. (4) Further exploration of psychological processes that facilitate post-stroke adjustment difficulties is recommended.
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Ali, Muhammad, Mirit K. Grabarski, and Marzena Baker. "The influence of neurodiversity management on affective commitment and turnover intention: the role of neurodiversity awareness." Employee Relations: The International Journal, February 26, 2024. http://dx.doi.org/10.1108/er-09-2023-0476.
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PurposeIn the wake of labor shortages in the retail industry, there is value in highlighting a business case for employing neurodivergent individuals. Drawing on signaling theory, this study explores whether perceived neurodiversity management (neurodiversity policies and adjustments) helps enhance neurodiversity awareness and affective commitment and whether affective commitment leads to lower turnover intention.Design/methodology/approachA cursory content analysis of publicly available documents of randomly selected four retail organizations was undertaken, which was followed by an online survey of the Australian retail workforce, leading to 502 responses from supervisors and employees.FindingsThe content analysis shows that retail organizations barely acknowledge neurodiversity. The findings of the main study indicate that neurodiversity policies are positively associated with both neurodiversity awareness and affective commitment, while adjustments were positively linked to affective commitment. Moreover, affective commitment was negatively associated with turnover intention. Affective commitment also mediated the negative effects of neurodiversity policies and adjustments on turnover intention.Originality/valueThis study supports, extends and refines signaling theory and social exchange theory. It addresses knowledge gaps about the perceptions of co-workers and supervisors in regard to neurodiversity management. It provides unprecedented evidence for a business case for the positive attitudinal outcomes of neurodiversity policies and adjustments. The findings can help managers manage neurodiversity for positive attitudinal outcomes.
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Pham, Thuy Linh, Yung-Fu Huang, and Thac Dang-Van. "Self-determined motivation, cross-cultural adjustment and organizational commitment: a study of foreign low-skilled workers in a developed economy." Personnel Review, August 23, 2022. http://dx.doi.org/10.1108/pr-07-2020-0558.
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PurposeThis study aims to investigate the relationship between self-determined motivation and organizational commitment, with the mediating role of cross-cultural adjustment of low-skilled workers who come from an emerging economy working in a developed economy. This study also aims to determine the interaction effect between intrinsic and extrinsic motivation on organizational commitment.Design/methodology/approachThis study collects a sample data of 236 Vietnamese laborers in Taiwan. Structural equation modeling is used to analyze data and test hypotheses.FindingsResults show that intrinsic and extrinsic motivations are positively related to organizational commitment. Cross-cultural adjustment positively mediates the relationship between intrinsic motivation and organizational commitment and that between extrinsic motivation and organizational commitment. Furthermore, extrinsic motivation positively moderates the relationship between intrinsic motivation and organizational commitment.Originality/valueThis study helps to untangle the relationship between self-determined motivation and organizational commitment of low-skilled workers in an unfamiliar environment. Furthermore, this study also clarifies the mediating and moderating mechanisms of cross-cultural adjustment and extrinsic motivation in this relationship. The findings provide implications for researchers and managers to plan and implement policy and management systems that combine tangible and intangible incentives to motivate foreign workers and induce positive outcomes for companies in a new cultural context.
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Suckley, Louise, and Marko Orel. "Adjusting and re-adjusting: learnings from the experience of coworkers for the future of coworking and shared working spaces." Journal of Workplace Learning, January 30, 2024. http://dx.doi.org/10.1108/jwl-11-2022-0162.
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Purpose This paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working. Design/methodology/approach Results of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens. Findings The main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy. Practical implications This paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working. Originality/value Although many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.
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Gibson Watt, Tilly, David Gillanders, Juliet A. Spiller, and Anne M. Finucane. "Acceptance and Commitment Therapy (ACT) for people with advanced progressive illness, their caregivers and staff involved in their care: A scoping review." Palliative Medicine, July 25, 2023. http://dx.doi.org/10.1177/02692163231183101.
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Background: People with an advanced progressive illness and their caregivers frequently experience anxiety, uncertainty and anticipatory grief. Traditional approaches to address psychological concerns aim to modify dysfunctional thinking; however, this is limited in palliative care, as often concerns area valid and thought modification is unrealistic. Acceptance and Commitment Therapy is a mindfulness-based behavioural therapy aimed at promoting acceptance and valued living even in difficult circumstances. Evidence on its value in palliative care is emerging. Aims: To scope the evidence regarding Acceptance and Commitment Therapy for people with advanced progressive illness, their caregivers and staff involved in their care. Design: Systematic scoping review using four databases (Medline, PsychInfo, CINAHL and AMED), with relevant MeSH terms and keywords from January 1999 to May 2023. Results: 1,373 papers were identified and 26 were eligible for inclusion. These involved people with advanced progressive illness ( n = 14), informal caregivers ( n = 4), palliative care staff ( n = 3), bereaved carers ( n = 3), and mixed groups ( n = 2). Intervention studies ( n = 15) showed that Acceptance and Commitment Therapy is acceptable and may have positive effects on anxiety, depression, distress, and sleep in palliative care populations. Observational studies ( n = 11) revealed positive relationships between acceptance and adjustment to loss and physical function. Conclusion: Acceptance and Commitment Therapy is acceptable and feasible in palliative care, and may improve anxiety, depression, and distress. Full scale mixed-method evaluation studies are now needed to demonstrate effectiveness and cost-effectiveness amongst patients; while further intervention development and feasibility studies are warranted to explore its value for bereaved carers and staff.