The Relationship between the Perceptions of Organizational politics to staff Affectivity and the Characteristics of Job¡¦s Interaction. ABSTRACT This research is based on the framework of revision model proposed by Ferris et al. (2002), discussing the Relationship between the Perceptions of organizational politics to staff status, staff Affectivity and the Characteristics of Job¡¦s Interaction. It takes 130th staffs of 40 Organization in Taiwan as the research object. 2133 copies of questionnaire have been issued and 1,940 copies have been taken back, the returns-ratio reaches 91.0%. After rejecting 50 invalid copies, the effective volume is 1,890, and effective returns-ratio is 88.6%. The data were analyzed by descriptive statistics, item analysis, reliability analysis, correlation analysis, factor analysis and hierarchical linear model. The major results of this study are as fallowing: 1-1. Positive Affectivity of Staff has a significant effect on perceptions of organizational politics. 1-2. Negative Affectivity of Staff has a significant effect on perceptions of organizational politics. 2-1. The interaction of supervisor and staff has a significant effect of organizational politics. 2-2. The interaction of staff and colleague has a significant effect on perceptions of organizational politics. 3-1.The interaction of staff and supervisor has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-2.The interaction of staff and supervisor has moderate effect on the relationship between staff negative affectivity and Perceptions of organizational politics. 3-3.The interaction of staff and colleagues has moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics. 3-4.The interaction of staff and colleagues has not moderate effect on the relationship between staff Positive affectivity and Perceptions of organizational politics.

This study is based on the fundamentals of Perceptions of Organizational Politics¡]POP¡^proposed by Ferris, Adams, Kolodinsky, Hochwarter & Ammeter¡]2002¡^. We use the Hierarchical Linear Modeling to verify the relationship between the personal and job/work environment factors and POP. The personal factors include positive and negative affectivities, and job/work environment factors include accountability and feedback. The results showed a significant relationship between the affectivities of employees and POP. The positive affectivity was in a negative correlation with the POP while the positive affectivity was in a positive correlation. The job/work environment had a good relationship with POP as well. The job feedback showed a negative correlation POP while job accountability showed a positive correlation. However, the current study showed that the relationship between employees' affectivity and POP was not influenced by the job feedback and job accountability.

A conceptual model examining positive affectivity as a moderator of the influence of burnout on extra-role performance and quitting intentions is developed and tested. Data obtained from employees in the hotel industry in Turkey were used to assess the model. As hypothesized, burnout influences extra-role performance deleteriously and exacerbates quitting intentions. The results of the Chow test also reveal that positive affectivity serves as a moderator in reducing the detrimental impact of burnout on extra-role performance and quitting intentions. The findings and their implications are discussed.

The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Although many people experiences dissatisfaction with their jobs at some time or another, not all of them quit their jobs because of it. Why do some employees simply continue to work in an unsatisfying environment? In this study, it is hypothesized that part of the reason is based on the individual's personality, specifically their scores on positive and negative affectivity. Results showed that neither NA nor PA moderated the relationship between job satisfaction and turnover intentions/job search, contrary to previous literature. This study suggests that the moderation effect of personality on this relationship, either does not exist or is more complicated than formerly thought.

The work environment in which South African employees have to function in is highly demanding, offering them little in terms of job security, but simultaneously expecting them to give more in terms of inter alia flexibility, competency, and effort. Tracking and addressing government employees' functioning in areas that could affect their wellness and consequent standard of service is essential. Job insecurity, affectivity, burnout and work engagement are specific focus areas in this research. It is important to use reliable and valid measuring instruments to measure these constructs. It appears that job insecurity may affect employees' levels of burnout and work engagement and that affectivity may also influence the stress outcome relationship. A lack of South African research exists regarding job insecurity and wellness of employees, hence the importance of this research. The objectives of this study were to investigate the relationship between job insecurity, affectivity, burnout, and work engagement of employees (N = 297) in a government organisation. A cross-sectional survey design was used. Constructs were measured by means of the Job Insecurity Inventory (JII), the Affectometer 2 (AFM 2), the Oldenburg Burnout Inventory (OLBI) and the Utrecht Work Engagement Scale (UWES). The research method for each of the three articles consists of a brief literature review and an empirical study. Exploratory factor analyses, as well as Cronbach's alphas were computed to assess the reliability and validity of the OLBI, UWES and AFM 2. Structural equation modeling was used to assess the construct validity of the JII, while alpha coefficients were computed to assess the internal consistency of its scales. Descriptive statistics were used to analyse data and Pearson product moment correlation coefficients, as well as regression analyses were used to examine the relationships between the constructs employed in this research. Structural equation modeling results confirmed the two-factor structure of the JII, consisting of an affective and cognitive dimension, although a one-factor model also resulted in a good, but not superior fit. Exploratory factor analyses of the OLBI resulted in a two-factor model of burnout, consisting of exhaustion disengagement and engagement subscale and the UWES resulted in a one-factor model of engagement. Exploratory factor analyses of the AFM 2 resulted in a two-factor model, consisting of a negative and positive affect scale. All scales used in this research demonstrated adequate internal consistencies. It was found that white participants experience higher levels of cognitive job insecurity and lower levels of engagement (OLBI) compared to black participants. Shorter tenure was associated with increased engagement (OLBI). It was furthermore found that participants who had been working in the organisation for less than one year and those who worked for two to five years demonstrated higher levels of positive affect compared to employees who had been working in the organisation for 11 years and longer. Regarding negative affect, it was established that participants with tenure less than one year presented lower negative affect levels compared to participants who had been employed in the organisation for longer. Job insecurity and burnout were found to be statistically significantly correlated. Cognitive and affective job insecurity demonstrated a practically significant relationship with work engagement. Positive and negative affectivity showed a practically significant correlation with both the affective and cognitive job insecurity scales and work engagement. Positive affectivity partially mediated the relationship between cognitive job insecurity and exhaustion disengagement. Furthermore, both positive and negative affectivity partially mediated the relationship between cognitive job insecurity and work engagement. Conclusions are made, limitations of the current research are discussed and recommendations for future research are put forward. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

No description available.

The relationship of attributional style to anxiety and depression in children and adolescents has received little attention in comparison to studies conducted with adult populations. However, preliminary studies suggest that children and adolescents evidence similar attributional style patterns to those expressed by adults. This study further examines the relationship of anxiety and depression to attributional style to determine the utility and applicability of the adult model to children and adolescents. In addition, this study examines the accuracy of obtaining attributional style ratings using hypothetical events (i.e., questionnaire method) versus real-life events. Further, this study was designed to study the relationship of emotional measures of anxiety and depression (Le., Children's Depression Inventory and Revised Children's Manifest Anxiety Scale) versus cognitive measures of anxiety and depression (Negative Affect Self-Statement Questionnaire). It was hypothesized that real life events (as measured by the Specific Life Events Schedule; SLES) would prove to be a concurrently valid measure of attributional style in relation to hypothetical events presented through a questionnaire method (as measured by the Children's Attributional Style Questionnaire; CASQ). As well, it was predicted that real life events of the SLES would prove to be a more accurate measure of attributional style than hypothetical life events of the CASQ, in relation to achieved depression scores. Furthermore, it was predicted that certain indices of attributional style and negative self-statements would prove to be significant predictors of depression (as measured by the CDI) and anxiety scores (as measured by the RCMAS). / Master of Science

This diploma thesis is in its theoretical part dealing with religious and philosophical concerns in relation to positive affectivity and subjective well-being. It offers a review of contemporary theories on this topic. In the practical part, it tests the relations of the constructs which have an infuence on personal well-being: positive affectivity, satisfation with life and life engagement. Positive affectivity is assessed with the life orientation test (LOT-R: Life Orientation Test-Revisited, Scheier, Carver, Bridges, 1994), personal well-being with the satisfaction-with-life scale (SWLS: Satisfaction With Life Scale, Pavot et al., 1991) and meaningful life engagement with the life engagement test (LET: Life Engagement Test- Assesing Purpose in Life, Scheier et al. 2006). The test sample consisted of 301 respondents of the common population. Their average age was 38 years, the national contents were 188 people of the Czech citizenship and 113 people of the Slovak citizenship. No correlation was found between positive affectivity and gender, age, education nor nationality. Further there was no correlation between satisfaction with life and citizenship, gender and age. The same applies to life engagement and citizenship and age. On the contrary, the results show that there is a diference in the...