Hilde Hetland

The destructiveness of laissez-faire leadership behavior.

The aim of the study is to test the assumption that laissez-faire leadership behavior is not a type of zero-leadership, but a type of destructive leadership behavior that shows systematic relationships with workplace stressors, bullying at work, and psychological distress. A survey of 2,273 Norwegian employees was conducted and analyzed. Laissez-faire leadership was positively correlated with role conflict, role ambiguity, and conflicts with coworkers. Path modeling showed that these stressors mediated the effects of laissez-faire leadership on bullying at work and that the effects of laissez-faire leadership on distress were mediated through the workplace stressors, especially through exposure to bullying. The results support the assumption that laissez-faire leadership behavior is a destructive leadership behavior.

Individual differences in tolerance to shift work – A systematic review

Shift work tolerance is a term describing the ability to adapt to shift work without adverse consequences. In this paper we systematically review literature published investigating the relation between individual differences such as age, gender, personality, morningness/eveningness as well as biological variables and different measures of shift work tolerance from 1998 till 2009. A total of 60 articles were included in this review, of which ten studies were classified as longitudinal, while the rest were classified as cross-sectional. Overall, the studies indicate that young age, male gender, low scores on morningness, high scores on flexibility and low scores on languidity, low scores on neuroticism, high scores on extraversion and internal locus of control and some genetic dispositions are related to higher shift work tolerance. More longitudinal studies, especially concerning personality, are needed to make conclusions about the predictive power of individual differences for shift work tolerance.

Dispositional Resistance to Change: Measurement Equivalence and the Link to Personal Values Across 17 Nations

The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses of data from 17 countries, representing 13 languages and 4 continents, confirmed the cross-national validity of the scale. Equivalent patterns of relationships between personal values and RTC across samples extend the nomological net of the construct and provide further evidence that dispositional resistance to change holds equivalent meanings across nations.

Leadership and fulfillment of the three basic psychological needs at work.

Purpose – The purpose of this paper is to explore the relationship between transformational leadership and a transactional leadership component (management by exception‐active), and fulfillment of the basic needs of autonomy, competence and relatedness.Design/methodology/approach – The paper is based on cross sectional data from 661 employees who completed validated questionnaires such as the the multifactor leadership questionnaire (MLQ) and the basic need satisfaction at work (BNSW). The data were analysed using structural equation modeling in AMOS 18.0.Findings – The results show that both transformational leadership and the transactional behavior management by exception active are significantly related to fulfillment of the basic needs. Significant regression weights of 0.50 (p<0.01) 0.46 (p<0.01), and 0.21 (p<0.01) from transformational leadership to relatedness, autonomy and competence were also found. Negative and smaller paths were revealed from management by exception to relatedness (=−0.12, p<0....

Personality factors predicting changes in shift work tolerance: A longitudinal study among nurses working rotating shifts

Abstract The aim of the present study was to investigate the relationship between personality factors (hardiness, morningness, flexibility, and languidity) and longitudinal changes on different measures of shift work tolerance (fatigue, sleepiness, anxiety and depression) over one year among nurses working rotating shifts. A total of 642 female Norwegian nurses working in a rotating three-shift schedule participated in the study. The cohort was established by age-stratified selection among members of the Norwegian Nurses Association in 2008. Questionnaires were administered in 2008/2009 (T1) and in 2009/2010 (T2). The results showed that hardiness was negatively related to fatigue, anxiety and depression at T2 when controlling for the scores on these constructs at T1. Morningness was not related to any indicators of shift work tolerance at T2 when controlling for shift work tolerance at T1. Flexibility was negatively related to anxiety at T2 when controlling for anxiety at T1. Languidity was positively related to sleepiness and fatigue at T2 when controlling for sleepiness and fatigue at T1. The findings indicate that personality factors, especially hardiness, can predict changes related to shift work tolerance over a period of one year.

Effects of Example Choice on Interest, Control, and Learning

We investigated example choice as a new method for the teaching of formal theoretical principles. Formal principles are presented with several examples from different topics, and students choose the one that interests them most. Example choice might be related to prior knowledge, interest, or perceived control. In an experimental study, we examined the effects of degree of example choice and degree of prior knowledge on interest, perceived control, and learning outcomes in a presentation on confirmation bias. The main finding was that participants who could choose an example showed more interest in the presentation of the formal principle than participants who either were given an example by the experimenter or only saw the presentation. Control was lowest for the group without example choice and without prior knowledge. Finally, prior knowledge, but not example choice, increased performance on a transfer of knowledge task. Example choice thus offers a new approach for closing the gap between formal principles as presented at school and a students interests.

Exploring Dispositional Resistance to Change

The aim of the study was to explore the relationship between Oreg’s recently developed scale on Resistance To Change (RTC) and its four sub factors and personality traits of the Five Factor Model (FFM). The sample consisted of 259 participants. Findings revealed that neuroticism correlated positively with the RTC Scale, while extraversion, openness to experience and agreeableness showed negative correlations with the RTC scale. Neuroticism correlated positively with three of the RTC sub factors, Routine seeking (RS), Emotional reaction (ER), and Short-term thinking (ST) respectively. Extraversion correlated negatively with the same three factors. Openness to experience correlation negatively with RS, while agreeableness correlated negatively with RS and ST. Conscientiousness correlated negatively with ST, but positively with RS. A regression analysis supported most of these findings. Use of the RTC scale could have special implications for managers in organizations making them more aware of diversity among employees.

Education of Prison Inmates: Course Experience, Motivation, and Learning Strategies as Indicators of Evaluation.

Course experience, motivational beliefs, and self-regulated learning strategies may be considered to be important indicators of education quality. Inmates taking education in prison may also experience particular problems related to the learning environment and to their own learning difficulties. The present study investigated the level of these variables and the relationship between them among 534 inmates under education in Norwegian prisons. The results showed that the prison inmates are generally quite satisfied with the education quality, that they are highly motivated, and use appropriate learning strategies. However, many of them experience that problems such as lack of access to computer equipment and the security routines in prison interfere with their education. A structural equation modelling (SEM) analysis showed that motivational beliefs were mediators between course experience and self-regulated learning strategies. These findings were discussed with respect to improvement of the education quality in prisons and to theoretical issues with relevance beyond the prison context.

The use of multidisciplinary teams to support child welfare clients

Meeting the educational needs of young people in the child welfare system (CWS) requires effective collaboration between the CWS and the education system. In Norway and in other countries, there is an increased focus on interprofessional collaboration to support child welfare clients in and around schools. Multidisciplinary teams are employed to facilitate collaboration and coordinate supportive measures. The purpose of this article is to describe how teachers and social workers use such teams as part of a collaborative effort to support children living in difficult conditions. In an inductive thematic analysis of 13 interviews with 7 social workers and 6 teachers, the following five key themes were revealed: (i) solution-focused work; (ii) listening to the child; (iii) parental support; (iv) social/environmental opportunities for successful interactions and (v) ensuring school attendance through adapted education and support. In conclusion, we discuss the ways in which these themes reflect how teams support child welfare clients.

Psychological need fulfillment as a mediator of the relationship between transformational leadership and positive job attitudes

Purpose – The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes (job satisfaction and dedication). Design/methodology/approach – The two samples include both cross-sectional and diary data. The cross-sectional sample (sample 1) consisted of 661 employees from various organizations. In the diary study (sample 2), 65 employees completed a daily questionnaire on five consecutive working days, yielding 325 measurement points in total. The authors analyzed the data using structural equation modeling (Mplus 5) and multilevel analyses (MLwiN 2.20). Findings – As hypothesized, support for full mediation of the relationship between transformational leadership and positive job attitudes through the fulfilment of psychological needs were found both on a general level and on a daily basis. Originality/value – The paper is based on a multi study approach and empirically addresses the link between transfo...