Debra A. Major

Linking proactive personality and the big five to motivation to learn and development activity

The authors investigated links between the Big Five, proactive personality, and motivation to learn. Web-based survey data were collected at 2 points in time from 183 employees of a financial services firm. Results showed that proactive personality was, only in part, a composite of Big Five facets, which accounted for 26% of its variance. Structural equation modeling results demonstrated that proactive personality, openness, extraversion, and conscientiousness predicted motivation to learn. In addition, motivation to learn was positively related to objectively assessed development activity. Proactive personality, extraversion, and openness had significant indirect links to development activity. Hierarchical regression results suggested that proactive personality had significant incremental validity in the prediction of motivation to learn over all relevant Big Five facets.

CONTRIBUTORS TO STRESS RESISTANCE: Testing a Model of Women's Work-Family Conflict

This study integrated work-family research with the stress resource perspective and organizational leadership theory. Based on the premise that stress is a major contributor to work-family conflict, this research examined resources likely to reduce the stress and work-family conflict women experience. Family emotional support, leader-member exchange, and hardiness were explored as potential resources. The 206 participants were recruited in daycare centers, a business community, and a university setting. The sample was diverse in terms of ethnicity and occupation. However, the majority of the women were married (68%) with children (82%). Path analytic tests supported most of the relationships in the hypothesized model. Findings suggest that having a high-quality relationship with ones supervisor may have complex implications for work-family conflict.

Medical Students' Motivations to Volunteer: An Examination of the Nature of Gender Differences

A sample of medical students was surveyed using the Volunteer Functions Inventory, an instrument that assesses the importance of 6 possible motives to volunteer that range from altruistic and humanitarian concern for others to more self-interested, career-related motives. Researchers in the past have described mean differences and rank differences for gender. Profile analysis was conducted to assess the relative importance of each motive by gender. Women rated all motives higher than did men. The relative ranking of the importance of the motives was similar for both genders. Contrary to previous studies, women rated instrumental motives at least as high as did men. Both genders rated altruistic motives highly. The results of this study may be used to inform a training curriculum or advertising campaign aimed at increasing volunteer efforts.

Alcohol use and workplace aggression: An examination of perpetration and victimization

PURPOSE The purpose of the present investigation was to examine the relationship between victimization from and perpetration of workplace aggression between coworkers and frequency of alcohol use during the last year. METHODS Civilian employees (N = 300) selected from the US population were interviewed over the telephone with psychometrically sound measures of workplace aggression and alcohol use frequency during the last year. Hierarchical regression analyses were used to examine the relationship between alcohol use and workplace aggression, after controlling for sociodemographic variables. RESULTS Both percentage of days of any drinking and percentage of days of heavy drinking during the last year were positively related to (a) victimization from verbal and physical aggression at work and (b) perpetration of verbal and physical aggression at work. IMPLICATIONS Consistent with research studies spanning the sociobehavioral literature, the present investigation found alcohol use was associated with perpetration of and victimization from verbal and physical workplace aggression. Although the study established an association exists between alcohol use and workplace aggression, future investigations should attempt to understand employee alcohol use in the context of a multifaceted model that includes other likely factors that contribute to the incidence of aggressive behavior on the job.

Climate for opportunity:: A conceptual model☆

Abstract Climate theory is integrated with justice theory and the values literature to develop a model of climate for opportunity. The climate for opportunity model is offered as a useful framework for organizations interested in managing diversity. The core of the model addresses the complex manner in which environmental factors, experiences, values, and cognitions create perceptions about fair treatment in the workplace. Antecedents at the organizational, work group, and individual levels are considered. Climate for opportunitys impact on individual, work group, and organizational level outcomes are also discussed. The model provides a practical framework for understanding the complexities of managing fairly and undertaking climate change interventions.

Coping with work-family conflict: A leader-member exchange perspective.

Leader-member exchange (LMX) theory is applied as a framework for understanding coping with work-family conflict. The effectiveness of four work-family coping strategies (i.e., preventive and episodic forms of both problem-focused and emotion-focused coping) is considered with emphasis on how the LMX relationship contributes to each form of coping with work interference with family. The LMX-based model of work-family coping accounts for the development of family-friendly work roles, use of organizational family-friendly policies, and the negotiation of flextime and flexplace accommodations. Constraints on the relationship between LMX and work-family coping associated with supervisor authority and resources and aspects of the organizational context are also discussed. Research and applied implications of the model are offered.

The Effects of Communication Modality on Performance and Self‐Ratings of Teamwork Components

Based on McGrath and Hollingshead’s adaptation of media richness theory and a model of team performance, a laboratory study was designed to compare the effects of three communication modalities of increasing richness on a complex psychomotor/intellective task (i.e., audio only, shared workspace, face-to-face). When teams worked face-to-face, they reported teamwork behaviors to a greater extent than when they worked via audio, and team members perceived their performance to be greater when face-to-face than when using audio alone. The use of a shared workspace enhanced some aspects of perceived team processes, such that distributed teams reported teamwork behaviors to a greater extent than when using audio alone. Teams also committed fewer errors when using a shared workspace than when using audio alone. Practical implications and limitations are discussed.

Telework as a Dependent Care Solution: Examining Current Practice to Improve Telework Management Strategies

To explore the influences of common telework practices on employee dependent care responsibilities, job performance, and work experience, quantitative and qualitative data were collected from 863 teleworking federal government employees with dependents. Respondents reported that teleworking positively influences their job performance and intentions to remain with their organizations. Teleworking assists them in meeting their dependent care responsibilities, but current policies and management practices undercut the full potential of telework as a mechanism for meeting employee caregiving demands and reaping the associated benefits to the employer. Results show that employees would like dependent care to be a formal factor in telework policy and that they would like to telework more days than currently allowed. Findings suggest that management should consider the circumstances under which dependent care needs could be a formally accepted rationale for telework.

Child health: a legitimate business concern.

This article reviews evidence substantiating the relationship between child health and business outcomes and evaluates literature regarding organizational interventions that benefit child health and reduce associated costs. The review focuses on 4 family-friendly initiatives, including prenatal programs, lactation programs, sick child care, and flexible working arrangements, and considers 4 business outcomes, specifically health care costs, face time, productive time, and employer attractiveness. Limitations of previous research are discussed, and preventive and reactive models of the relationship between child health and business outcomes are developed as guides for future research.

Providing asthma care in elementary schools: understanding barriers to determine best practices.

School nurses play a critical role in the management of childrens asthma, yet they face barriers in their efforts to deliver quality care. In this qualitative study involving focus groups with school nurses, we identified key barriers in order to inform best practices. School nurses identified 4 main barriers to effective asthma care in elementary schools: lack of education, lack of communication, lack of resources, and lack of respect. An analysis of the barriers suggests that best practices for asthma care in elementary school settings require collaborative strategies that involve schools, families, the community, and the healthcare profession.