Astrid M. Richardsen

The Maslach Burnout Inventory: Factorial validity and consistency across occupational groups in Norway

The present study tested the factorial validity of the Maslach Burnout Inventory among 1590 human service workers. Confirmatory factor analyses of the total sample as well as multi-group analyses and analyses of each of seven professional groups separately, indicated that the original three-factor model of the MBI provided a reasonable fit to the data. However, a factorial model with items 12 and 16 removed provided a superior fit, with two of the fit indices over .90 and an RMSEA value of .06. The results of a multi-group analyses for the seven occupational groups showed a slightly poorer fit to the data than in the total sample. With a few exceptions, the fit indices of the models tested for each subsample separately indicated similar results, and the proposed 20-item model also provided the best fit for the subsamples. Internal consistencies of the subscales of the MBI were acceptable, and test-retest reliability indicated stability of scores over a 6-month interval. These results indicated that the proposed three-factor structure of the MBI based on 20 items can be replicated in the total sample as well as across occupations within human services in Norway.

Factorial validity of the Utrecht Work Engagement Scale (UWES) across occupational groups in Norway

The present study investigated the factorial validity of the Utrecht Work Engagement Scale (UWES) among 1266 participants from ten different occupational groups. Confirmatory factor analyses of the total sample, as well as multi-group analyses and analyses of each of the ten occupational groups separately, indicated that a three-dimensional model of both the UWES-17 and the short version, UWES-9, provided a better fit to the data than a one- and two-dimensional model. The results of multi-group analyses and analyses of each of the groups separately, indicated that with a few exceptions, the three-factor model of work engagement provided the best fit. Results indicated factorial invariance and the internal consistencies were acceptable. The fit of the UWES-9 was slightly better than the UWES-17. It is concluded that the Norwegian short version may be recommended over the UWES-17.

Workaholism among Norwegian managers

This study examines the relationship of three workaholism components proposed by Spence and Robbins and several work and psychological well‐being outcomes using hierarchical regression analysis. Data were collected from 171 construction company owners and senior managers in Norway using questionnaires. Work enjoyment was found to be positively related with work outcomes. Work enjoyment was also generally positively related with psychological well‐being while feeling driven to work was generally negatively related with psychological well‐being.

Factorial validity and consistency of the MBI-GS across occupational groups in Norway.

University of TromsoThe present study tested the factorial validity of the Maslach BurnoutInventory–General Survey (MBI-GS) among 694 participants from 4 differ-ent occupational groups. Confirmatory factor analyses of the total sample, aswell as multigroup analyses and analyses of each of the 4 occupationalgroups separately, indicated that the original 3-factor model of the MBI-GSprovided a good fit to the data. Internal consistencies of the subscales of theMBI-GS were acceptable, and test–retest reliability indicated relative sta-bility of scores over a 6-month interval. These results indicate that theproposed 3-factor structure of the MBI-GS, based on 16 items, can bereplicated in the total sample as well as across different occupational groupsin Norway.

Work experiences and career and job satisfaction among professional and managerial women in Norway

Research suggests that women may be underrepresented in top management positions because of organizational policies and practices that subtly influence their career paths. This survey of 191 professional and managerial women in Norway investigated the relationships among organizational supports (e.g. support and encouragement, training and development), work pressures (e.g. hours worked, work-family conflict), and work outcomes such as career and job satisfaction. Results indicated that work pressures were significantly related to satisfaction, but not to perceived opportunities for career progress. The organizational supports were positively correlated with all the work outcomes, indicating that women were more satisfied with both career and job when organizational supports were present. When combined with individual characteristics and work pressures in regression analyses, organizational supports still made positive contributions to satisfaction at work. The findings were generally consistent with results of a Canadian study of managerial women.

Gender differences in policing: reasons for optimism?

Purpose – This exploratory study compared job demands, work attitudes and outcomes, social resources and indicators of burnout and psychological health of male and female police officers in Norway.Design/methodology/approach – Data were collected from 173 male and 48 female police officers using anonymous questionnaires.Findings – Many demographic differences were present in that male officers were older, had longer organizational and job tenure, worked more hours and overtime hours, were more likely to work full‐time, worked in smaller units and were at higher organizational levels. Few differences were found on job demands but male officers experienced more autonomy.Research limitations/implications – The two groups were generally similar on work attitudes, work and career satisfactions, social resources and psychological health. Female police officers did indicate more psychosomatic symptoms, however. While other studies have reported gender differences, few appeared here.Originality/value – This resea...

Career success for international professional women in the land of the equal? Evidence from Norway

This study investigates the career success of international expatriate women in Norway. Norwegian and international women were compared on both objective and subjective career success. Participants were 125 Norwegian women and 168 international expatriate women who answered a 58 item questionnaire. Although Norwegian women achieved higher career success than the expatriate group, these effects disappeared for objective career success when expatriate women had a high level of education, high English language competency and motivation. Motivation, self focused conflict resolution and language competency were positively associated with subjective career success. Results suggest that although being foreign can be a disadvantage in Norway, expatriate women can overcome this liability through investment in education, language and motivation. Implications for international expatriate women are discussed.

Validation of an ipsative personality measure (DISCUS).

The purpose of this study was to examine the construct validity of an ipsative personality test (DISCUS), and various effects of the ipsative format of the test. Both an ipsative and a normative version of the DISCUS test was administered to a sample of undergraduate students (N = 103), along with an adjective based personality test that measures the Big-Five personality traits (5PFa). The results indicated that the normative and the ipsative version of DISCUS are not equivalent, and caution is needed when using the ipsative version for psychometric evaluations as in validation studies. The four DISCUS dimensions (Dominance, Influence, Stability, and Carefulness) represented combinations of the Big-Five traits rather than independent traits as indicated by the correlations with the Big-Five measure.

A validation and short form of the Basic Character Inventory.

The Basic Character Inventory (BCI) contains 136 items, 17 lower-order personality factors and three higher-order personality factors derived from psychoanalytic theory: Oral, Obsessive Compulsion, and Hysteria. Previous research that investigated the BCIs psychometric properties examined small, special populations and did not use modern statistical methods to validate the BCI. The present study validates the BCI via confirmatory factor analyses using a large sample of 6,285 Norwegian nursing and teaching students. Reliability, convergent validity, and divergent validity of the BCI were also assessed. Results indicated general support for the original BCI factor structure in a reduced form of the BCI that possesses strong reliability and validity, and is suitable for use in time-limited measurement settings.

CAREER-PRIORITY PATTERNS AMONG MANAGERIAL AND PROFESSIONAL WOMEN IN NORWAY '

This research examined correlates of Norwegian managerial and professional womens patterns of career priority to replicate findings from a large Canadian study. 191 women indicated their commitment to career-primary (n= 32) or career-family (n= 159) orientations. The latter earned less income, worked fewer hours per week, and spent more time on household tasks. They also were less involved with their jobs and held less optimistic future career prospects. Fewer significant correlates were observed among Norwegian than Canadian managerial women.