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<p> Holding both work and family roles can be a central experience for men and women, young or old. Yet, to date, the bulk of knowledge on holding roles in both domains is specific to young adults, a critical gap as conditions warrant longer work life. This inquiry thus focused on older working men and women (over 50 years of age) with at least one family role (spouse, parent of adult children, caregiver to an aging parent, or grandparent). With survey data from the Health and Retirement Study in 2010 and 2012, latent profile analysis, path analyses, and regressions were conducted to investigate multiple roles in later adulthood: 1) The extent older workers experience role enhancement and conflict between work and family roles because of role stressors and rewards, and patterns of role enhancement and conflict experiences, 2) The extent role enhancement and conflict (a) mediate between role rewards/stressors and psychological well-being (aging self-perceptions, life satisfaction, and depressive symptoms), and (b) interact with each other when exerting their psychological impacts, 3) Gender differences in role enhancement and conflict experiences and in their psychological consequences. Holding multiple roles in later life was characterized predominantly by work and family roles mutually enhancing each other, rather than conflicting with each other, a pattern driven primarily by low role stressors and secondarily by high role rewards. Role enhancement and conflict mediated the effects of role stressors/rewards on psychological well-being, especially on self-perceptions on aging. Interactive effects were also found: Psychological well-being was fostered by work conflicting with and enhancing the family but compromised by a similar circumstance in the family. Finally, gender differences emerged. Women benefitted more than men from multiple sources of role enhancement and from their work role (even when it enhanced and conflicted with the family). Men&rsquo;s psychological well-being was neutral to multiple sources of role enhancement, enhanced by multiple sources of role conflict, and compromised by later-life family (when it enhanced and conflicted with work). In conclusion, although men and women experienced multiple roles in unique ways, they overwhelmingly benefitted from socially recognized activities from work and family roles.</p>

<p>Mentorship in the workplace is a critical component of leader development that benefits both the individual and organization. While the United States Army&rsquo;s mentorship program takes an informal approach to initiating mentoring connections, active mentorship is an expectation of all leaders. Women in the army remain underrepresented in the senior ranks, creating a situation that may lead to more limited opportunities for the female-to-female interactions that would result in a diverse mentoring experience. This qualitative case study explored the mentoring experiences of a purposive sample of interviews with 10 women officers assigned to Brigade Combat Teams while stationed at Fort Hood, Texas. Results were analyzed using two cycles of inductive coding and pattern-matching techniques. The six themes that emerged provide insight into the conditions and mechanisms that may create more effective professional mentoring relationships for military leaders. </p><p> <i>Key Words</i>: female mentoring, women&rsquo;s mentorship, United States Army officers, U.S. Army officers, leader development, qualitative </p>

<p> A healthy working environment has been an area of interest for occupation health providers. There is anticipation that a safe working environment improves patient safety, which is associated with reduction in clinical nurse errors. Issues with medication errors and poor working environment pose a greater risk to patient safety. The aim of this qualitative study was to provide a broad understanding on nurses&rsquo; perceptions on the processes that influence a healthy working environment and the impacts of a healthy working environment on patient safety. An interpretive grounded theory methodology was used in this study to evaluate nurses&rsquo; perceptions in acute care settings. The study was carried out in a large city of Southern California and the participants consisted of a community-based purposive population of registered nurses (RNs) in a telemetry. A total of 10 participants with three years working experience in surgical units were recruited and tiered scheduled approach was used for the analysis and refinement of interview questions. The participants were all female registered nurses with three years working experience in acute care settings. The majority of the nurses had a bachelor&rsquo;s degree (44%), masters degree (22%) and 11 % had associate degree. Grounded theory method was used to identify the relevant themes from the interview responses. The transcripts revealed nurses&rsquo; perceptions on the process that facilitate a healthy working environment and HWE impacts on patient safety. The findings of the study showed that communication, teamwork and collaboration within healthcare environment are the most important factors for the development of a healthy working environment. The findings also showed the influence of a health care working environment on medication errors. Nurses reported that lack of communication, nurse shortages and micromanagement increases the chances of medical errors. Nurses reported that effective communication with the nurse leaders, managers and patients provide a stress-free working environment that result in a better care for patients. Enough nursing staff s well as teamwork and collaboration also influences patient safety.</p>

<p> This study employed a quantitative correlational research design to determine the extent of the relationship between professionals' spirituality, stress, and different dimensions of burnout in the workplace. Instruments included the Daily Spiritual Experience Scale (DSES), the Perceived Stress Scale (PSS), and the Maslach Burnout Inventory &ndash; General Survey (MBI-GS) Burnout Inventory. The study was conducted among male and female full-time employees working in an office setting located in the United States of America (<i> N</i> = 92) using an internet-based questionnaire service. Results indicate that spirituality was positively correlated with the Exhaustion and Cynicism burnout dimensions, and negatively correlated with the professional efficacy burnout dimension. The findings suggest that spirituality is a crucial predictor of occupational stress and burnout in the workplace and could be used as a coping strategy.</p><p>

<p> There is limited information regarding physician satisfaction as it relates to the presence of a surgical pathology department in rural hospitals. Physician satisfaction directly influences the quality of patient care. The theoretical frameworks that informed this study included institutional theory and population ecology. The research questions addressed differences in levels of physician satisfaction between physicians who have access to an on-site surgical pathology department and physicians who do not have such access. The research also examined differences in satisfaction between physician specialties that have or do not have access to an on-site surgical pathology department services. A quantitative, cross-sectional study was employed utilizing three primary instruments: the Henry Ford Hospital Survey, Standardized (Synoptic) Pathology Reports, and PAR Medical Colleague Questionnaire. Statistical analyses including ANOVA, linear regression, and t tests were used to examine the relationships between the study&rsquo;s variables. The results revealed that there is statistically significant evidence to support that on-site surgical pathology department services influence physician satisfaction. Potential implications for positive social change from this study include a better understanding and awareness of the relationship between physician satisfaction and utilization of on-site pathology services, which may ultimately benefit healthcare facilities by more intently addressing quality of care and patient satisfaction.</p>

<p>Information assurance (IA) is about protecting key attributes of information and the data systems. Treating IA as a system, it is appropriate to consider the three major elements of any system: <i>people</i>, <i> processes</i>, and <i>tools</i>. While IA tools exist in the form of hardware and software, tools alone cannot assure key information attributes. IA procedures and the people that must follow those procedures are also part of the system. There is no argument that people do not follow IA procedures. A review of the literature showed that not only is there no general consensus on why people do not follow IA procedures, no discovered studies simply asked people their reasons. Published studies addressed reasons for non-compliance, but always within a framework of any one of several assumed theories of human performance. The study described here took a first small step by asking a sample from an under-studied population, users of U.S. federal government information systems, why they have failed to comply with two IA procedures related to password management, and how often. The results may lay the groundwork for extending the same methodology across a range of IA procedures, eventually suggesting new approaches to motivating people, modifying procedures, or developing tools to better meet IA goals. In the course of the described study, an unexpected result occurred. The study plan had included comparing the data for workers with and without IA duties. However, almost all of the respondents in the survey declared having IA duties. Consideration of a comment by a pilot study participant brought the realization that IA awareness programs emphasizing universal responsibility for information security may have caused the unexpected responses. The study conclusions address suggestions for refining the question in future studies. </p><p> <i>Keywords</i>: information assurance, cyber security, compliance, systems engineering, self-efficacy, password </p>

<p> The purpose of this study was to determine differences in satisfaction of public university Resident Assistants (RAs) with regard to several job satisfaction factors identified on the Resident Assistant Satisfaction Survey (RASS), specifically as compared to Casey&rsquo;s (2009) normative sample of RAs in privatized university housing. The RASS outlined eight Employment Aspect Factors and three Criterion Factors to determine RA job satisfaction. This study also determined if there were differences in job satisfaction for public university RAs based on gender, racial ethnic identification, or academic class standing. Resident Assistants from three Research I Florida institutions in the United States completed the RASS. There has been very little research identifying the factors influencing job satisfaction of paraprofessional RAs, specifically at Florida public institutions of higher education and as compared to a privatized university housing company. Experiencing dissatisfaction with the job can negatively affect a Resident Assistant as both staff and student. In turn, it can lead to an overall poor job performance, which could be detrimental to students living in the residence halls. This study added to the current body of research and ascertained ways in which the RA position could be improved based on identified differences and determinants of student staff satisfaction. The results that were compiled and presented demonstrate a significant difference in satisfaction on the factors of supervisor, institution, pay, facilities, intended tenure and non-involvement between public university housing RAs and privatized housing company RAs. A significant difference was also found in job satisfaction for gender in regards to promotions, but no significant differences were found based on racial ethnic identification. A significant difference was found in job satisfaction for academic class standing in regards to pay, general affect, and non-involvement. The significance and recommendations for higher education practitioners was discussed. Implications and recommendations for future research were also suggested, which included improvements in job training, recognition initiatives, staff development, and other housing aspects. </p>

<p> There is a gap in research regarding examination of the relationship between burnout in special education school support staff members and their perception of locus of control (LOC) in their work environment. The purpose of this concurrent nested mixed methods study is to determine if there is a relationship between burnout and locus of control in professional school support staff (PSSS) working with special education students, by analyzing survey responses of a sample consisting of 86 PSSS in the northeastern United States. This study elicits data for quantitative analysis with Maslach Burnout Inventory and Rotter&rsquo;s Internal-External LOC Scale utilizing Pearson&rsquo;s Correlation and multiple regression analyses. The survey contains a contextual qualitative portion consisting of 10 open-ended question sets for thematic analysis. </p><p> The findings showed that increased internal locus of control is associated with decreased burnout in the subscales of emotional exhaustion and depersonalization. Notably, findings showed that increased internal LOC is associated with greater burnout in the subscale of reduced personal accomplishment. Recommendations for future research were made to conduct additional quantitative and qualitative research studies that explore the lived experiences of PSSS in special education, as well as to explore the usefulness of Dialectical Behavior Therapy (DBT) and Mindfulness as possible therapeutic approaches to counteract the effects of burnout.</p><p>

<p> The topic of the study was burnout amongst volunteer emergency service personnel in a Northeastern state. An understanding of the role burnout plays in emergency service professionals exists in the literature; however, the current research expanded the understanding by focusing on volunteers. Years of experience and resilience were studied to determine if a relationship exists with burnout. Data analysis consisted of multiple regression analyses conducted for each subscale of the Maslach Burnout Inventory &ndash; Human Services Survey (emotional exhaustion, depersonalization, and personal achievement) (Maslach, Jackson &amp; Leiter, 1996). Results concluded that resilience, as measured by the Resilience Scale (Wagnild &amp; Young, 1993), was found to be statistically significant in its ability to predict emotional exhaustion and personal achievement, at the p &lt; .05 significance level. Resilience significantly predicted emotional exhaustion subscale scores of the Maslach Burnout Inventory &ndash; Human Services Survey, &beta;= -.25, <i>t</i>(82) = -4.36, <i>p</i> &lt; .001. Resilience and length of service when considered together also explained a significant proportion of variance in emotional exhaustion scores <i>R</i>² = .92, <i> F</i>(2,82) = 9.65, <i>p</i> &lt; .001. Resilience significantly predicted the personal accomplishment subscale, &beta; = .21, <i>t</i>(82) = 5.19 <i>p</i> &lt; .001. Resilience and length of service when considered together also explained a significant portion of the variance in personal exhaustion scores, <i>R</i>² = .25, <i> F</i>(2,82) = 13.91, <i>p</i> &lt; .001. Results concluded that resilience was not a statistically significant predictor of the depersonalization subscale; &beta; = - .07, <i>t</i>(82) = -1.72, <i>p</i> = .090. Length of service was not considered to be a statistically significant predictor for the subscales (emotional exhaustion, depersonalization, and personal achievement) at the .05 alpha level. Resilience and length of service when considered together did not explain a significant portion of the variance in depersonalization scores; <i>R</i>² = .04, <i> F</i>(2, 82) =1.90, <i>p</i>=.157. The regression analysis demonstrated that there was a low correlation between predictor variables of resilience, as measured by The Resilience Scale and length of service, <i> r</i> = .123. A stepwise regression analysis was also conducted and confirmed that the predictor variable of resilience held a greater control over the outcome variables in each regression analysis with a significant outcome. Study implications centered around a recognition that volunteer emergency service personnel can be affected by the work they perform in many similar ways as their paid counterparts. Further research is recommended to increase understanding of the relationship that other demographics and factors may play in the depletion of resilience and development of burnout in related professionals.</p><p>