Donald M. Wolfe

Hardiness and the relationship between stressors and outcomes

Abstract Using a sample of 468 participants, from two organizations, this study examined direct and moderating relationships between hardiness (a composite of challenge, control, and commitment), life and work stressors, and a variety of health-related outcomes. The results indicated that hardiness did not moderate the relationship between stressors and outcomes as reported by others (e.g. Kobasa 1982a). However, hardiness did have significant direct effects on emotional and psychological factors thought to be related to personal well-being and work performance. Hardy individuals reported higher levels of job satisfaction and fewer tensions at work dun did the less hardy. In general, hardy individuals experienced a higher quality of life and a more positive affect while being more energized and less negative about life. Hardy individuals also reported fewer somatic complaints and tended to be less depressed and anxious than individuals low in hardiness. In addition, hardiness was negatively related to all...

Cognitive Consequences of a Person's Position in a Formal Organization:

Abstract : The purpose of this study is to examine these cognitive consequences of a persons position in a communication network which derives from his position in a formal organization. A sample of employees of an industrial company employing approximately 1000 men was examined for their participation in the communication process and for the cognitive consequences of their positions in the company. The main concern was with the way the employees view the company itself. Cogni tions about the company were examined among employees responsible for line as well as for staff functions. Within each function the sample included three hierarchical levels.

The Contextual Impact of Social Support Across Race and Gender: Implications for African American Women in the Workplace

Over the past 2 decades, the interrelationship among the concepts of social support, stress, and psycho-physiological well-being has undergone much scrutiny in the professional literature. More recently, the many challenges posed by the reality of this countrys increasingly diversified workplace have received attention by both social work practitioners and researchers alike. The area that remains largely unstudied is the intersection of these two fields of study. The research reported here specifically addresses the question: What do we know about social support that can be used to effectively facilitate workplace diversity? The central focus of this article explores the relationship between social support and stress as differentially experienced by African American women, White women, and White men both within and outside the workplace. Of particular interest is the relationship between the social support and well-being in these contexts. Based on the findings of a 3-year study, this article reports on research conducted with a larger study of health promotion and stress and begins with an exploration of types and sources of social support and stress as they relate to issues of gender, race, and context. The article continues with a description of the research methodology. A

The effect of organizational identification on employee affective and performance responses

Organizational identification (OI), defined as the importance of the organization in the persons self-concept, was argued to influence employee affective responses (job satisfaction and alienation) and performance responses (task involvement, investment of effort, and performance effectiveness). More specifically, it was hypothesized that there is 1. a positive relationship abetween OI and satisfaction with five job dimensions-work, supervision, pay, promotion and co-workers; 2. a negative relationship between OI and alienation; and 3. a positive relationship between OI and three task-related variables-task involvement, investment of effort, and performance effectiveness. A survey study was conducted on 215 service deliverers to the elderly in a large midwest city. The results were mostly consistent with the hypotheses.

On Managing Midlife Transitions in Career and Family

Transitions are ubiqitious phenomena in modern life. This research sets forth a grounded theory phase sequence model of the transition process. The model is used to explore the midlife transition in terms of emotionality, changing career and family investments, and movement toward autonomy at the workplace. Implications for careerists and human resource management are suggested.

Transformations of Life Structure and Personal Paradigm During the Midlife Transition

In this exploratory study, data were collected from 64 men and women experiencing midlife transitions. Transformations of life structure during the phases of midlife transition were noted. Some changes (degree of conflict, temporariness, and fulfillment potential) were best accounted for by the act of progressing through the steps of this major transition in life; other changes in life structure (complexity, flexibility, and self-determination) were better accounted for by an internal process of paradigm shifting.

Patterns of Life Structure and Variability in Self

This paper investigates the relationship between patterns of life structure and variability in self. It presents new methods for assessing two kinds of variability in self and four dimensions of life structure (complexity, conflict, flexibility, and compartmentation). Data for these measures were gathered through the design of a research program in which subjects were invited into the data-gathering process as co-inquirers. Empirical data reveal a congruence between variability of self and the nature of a persons environment as it is reflected in dimensions of life structure. Variability of self is linked with the occupation of complex, flexible, compartmented, and highly conflictful life structures. Theoretical implications point toward the need to consider patterns of life structure and variability of self as dimensions of individual differences.