<p> The relationship between income and happiness is often found to be positive, though modest. Materialistic (or extrinsic) values are associated with decreased happiness for many people. Researchers have not clearly identified how these values impact happiness or other measures of well-being. Further, materialistic and extrinsic values have been found to decrease with age. However, researchers have not explored how these values change over time. In the U.S., the primary pathway for meeting financial and extrinsic goals is through paid employment. Therefore, the response to unemployment may reveal ways that extrinsic values impact happiness, as well as how extrinsic values may shift through life experiences. Using in-depth interviews, this research examined how an adult age population in a diverse, metropolitan area experience unemployment and whether participants' reported shifts in values and goals during a period of unemployment. Participants were currently unemployed, had been unemployed at least 6 months, had been in the workforce at least 5 years, continuously worked during the 5 years before layoff, and were planning to return to work. Interviews included questions about values and goals included in the brief Aspiration Index. The interviews were processed using a multiple case study approach, where thematic analysis was used to identify major themes as well as themes that are less common but reveal further information about values and development. Participants ranged in age from 28 to 64 years old. Time unemployed ranged from 10 months to 5 years of unemployment. Participants each had completed some college courses, and three had master's degrees. Participants did identify changes in values measured by the Aspiration Index. There were 72 possible instances of change, and participants stated their values had changed in 33 instances. Participants believed those values may change back in only 8 instances, indicating that participants experienced shifts in values, which they perceived likely to be permanent changes. The change process involved shifting behaviors due to situational constraints, and identifying advantages to the new behaviors. Previous goal attainment reduced some participants' interest in extrinsic goals.</p>

<p> The Matrix Predictive Uniform Law Enforcement Inventory (M-PULSE &trade;) is a self-report, actuarial instrument used to predict job performance and liability risk, as well as assist law enforcement agencies in selecting qualified candidates. This study examined whether there is a statistically significant difference between two clusters of candidates' Empirical Scales scores as they relate to applicants' mean scale score differences on the M-Pulse&trade; liability scales. This study was conducted in an effort to confirm predictive and ecological validity and used archived data from a proprietary database retained by MHS, Inc. This data consisted of 1,000 randomly selected individuals from a normalized database of 5,000 individuals who had previously completed the M-PULSE &trade; and were subsequently hired by a law enforcement agency. A series of independent-samples t-tests were conducted to compare each of the M-Pulse &trade; liability scales scores of law enforcement applicants in each cluster. Post hoc Bonferroni correction resulted in &agr; &le; .003. Statistically significant differences were found in Potential for Resignation when comparing scores for Cluster 1 (<i>M</i> = 49.49, <i> SD</i> = 9.85) and Cluster 2 (<i>M</i> = 51.85, <i>SD </i> = 10.97); <i>t</i>(998) = -3.545, <i>p</i> &lt; .003; <i>d</i> = .226 and in Potential for Termination: Cluster 1 (<i>M</i> = 49.05, <i>SD</i> = 9.48) and Cluster 2 (<i> M</i> = 52.14, <i>SD</i> = 10.57); t(998) = -4.833, <i> p</i> &lt; .003; <i>d</i> = .308. This study suggests the M-PULSE &trade; can tease out candidates who show a propensity to prematurely resign or be terminated. Predicting foreseeable liability risks helps law enforcement agencies manage ecological issues that affect officers.</p>

No abstract available. / Thesis (M.A.)-University of Durban-Westville, 1988.

<p> Employees' retaliatory behaviors in relation to perceptions of injustice have recently become a subject of interest. Findings have established that perceptions of injustice increase ones' propensity to engage in retaliation. The present study extends prior work by examining identity threat as a mediator and organizational retaliatory behaviors (ORBs) towards three distinct targets (i.e., organization, leader, and work group members). In contrast to previous studies, data are to be analyzed using Structural Equation Modeling (SEM) as it allows greater insight and can determine whether retaliation is greater for certain targets over others. Responses collected from 220 individuals are used. Results from the present study may demonstrate that certain parties in an organization (i.e., group members) have a higher likelihood of being targets of retaliatory behaviors in comparison to others (i.e., the organization and group leader). Moreover, insight into the underlying mechanisms driving retaliation after experiencing injustice may be afforded.</p>

<p> As organizations become increasingly complex, research into the sources and effects of employee stress is increasingly warranted. The present study examined the relationship between personal life stress, work stress, and job performance. In addition, the role of conscientiousness as a possible moderating variable was analyzed. Several studies regarding the relationship between stress and work performance were reviewed. In the present study, participants completed measures of life stress, job stress, and personality. Supervisors rated the job performance of participants. A significant relationship was found between personal life stress and job stress such that each type of stress was higher when the other was present. Neither personal life stress nor job stress were related to job performance. Conscientiousness was not found to moderate the stress-job performance relationships. Implications of the study and future directions are explored.</p>

<p> Previously, a worker one set of skills for an occupational lifetime. In today's environment, the need for constant skill changes have created difficulties for individuals who must unlearn, store and use knowledge in new processes to update the old. Today's workers must keep pace with changes to maintain competency. The amount of wasted time, additional energy and resources required continues to increase when actions are not updated through unlearning. Confusion regarding unlearning remains a persistent problem because a clear definition does not exist. This study: 1) investigated and collected descriptive unlearning characteristics; 2) proposed a theory to define unlearning. Study results: Ninety-three interviews with 31 participants were conducted. The participants' responses were categorized into unlearning experiences and perceptions. One Hundred-Seven participant quotations referred to <i>Experimentation </i> in unlearning of their Windows-based system or application. <i> Experimentation</i> was divided into Subcategories: 1) <i>Unstructured Experimentation,</i> 2) <i>Structured Experimentation,</i> and, 3) <i>Resource-Based Experimentation.</i> Employee perceptions were identified as category with subcategories of <i>Incompetence and Competence.</i> The third category, <i>factors,</i> suggests participant unlearn with, <i>availability of support, time constraints </i> and <i>opportunities for experimentation.</i> This definition was proposed: <i>Unlearning is the process of using experimentation and available resources to promote the disuse of previous actions.</i> Additionally, to propose a new theory of the unlearning process, the force-field theory was used as a basis for this new unlearning theory. From the study results, organizations can develop effective employees to maintain a competitive advantage. </p>

Issued also as thesis, Freie Universität, Berlin, under title: Möglichkeiten und Grenzen der Betrachtung des industriellen Grossbetriebes als bürokratische Organisation. / Bibliography: p. 331-342.

Thesis--University of California, Berkeley. / Includes bibliographical references (leaves 539-591).

Thesis (Ph. D.)--Fielding Institute, 1996.

No description available.