The study examines architectural correlates of privacy in an aerospace industry. Conceptual/theoretical notions are tested, whose ultimate value is the further refinement of privacy regulation, conceptually and operationally. Complexities of privacy as a concept and its regulation are clarified through theory and systematic information generated through the Heuristic Elicitation Methodology(HEM). The study demonstrates the usefulness and adaptability of the HEM to environmental design research. The conceptual model of privacy regulation presented in the study guided the research and extends theoretical considerations regarding social, behavioral, and environmental mechanisms operating within the context of culture that are employed to regulate privacy in work environments. The model posits a comprehensive framework of privacy regulation and suggests a more detailed method for classifying regulatory characteristics. The HEM provides a fairly definitive interpretation (i.e., understanding) of physical elements devised or deployed by designers that users perceive as regulating privacy, and where privacy fits into the users' perception of what is important in their work environments. The information gathered is directly applicable to space planning standards and design practices at the aerospace industry, and pending further research, perhaps to a variety of other situations. The study also lays the foundation for future research on the cultural variability of privacy regulation. The knowledge gained could be used to increase an organization's effectiveness by providing a framework for developing and then communicating culturally-sensitive space planning standards and design practices. In a broader context, the study stresses the importance of encompassing human values and technology in environmental design research. / Ph. D.

This study examines leader-member exchange (LMX) theory and presents a framework to better predict work outcomes of job satisfaction and organizational commitment by introducing organizational justice perceptions as a mediating construct and leader active listening as a moderating construct.

The primary purpose of this study was to investigate the relationship of the Type A behavior pattern to Holland's occupational types and the career choice process. The Type A behavior pattern is characterized by high levels of achievement striving, time urgency, chronic activation and hostility, and is an independent risk factor in the development of coronary heart disease. It was hypothesized that Type A college students would be more attracted than Type B individuals to aspects of a future work environment which would reinforce their Type A behaviors. Previous research had suggested a relationship between the Type A behavior pattern and Holland's Enterprising and Investigative types (Martin, 1986). This study sought to replicate those findings, and further examine the nature of the Type A/B-Holland types relationship. Data were collected from undergraduate students in a variety of academic fields of study. Subjects completed a questionnaire packet consisting of the student version of the Jenkins Activity Survey (Jenkins, Rosenman, and Zyzanski, 1965; Glass, 1977), the Vocational Preference Inventory (Holland, 1985b), and a modified version of the Minnesota Job Description Questionnaire (Rosen, et al., 1972) . The findings demonstrated that the Type A/B pattern is a significant factor in the career choice process. Type A's and Type B's had different levels of attraction to several aspects of a work environment in anticipating a career choice. The study also revealed that Type A/B pattern and the Holland types play separate roles in the career choice process. Implications of the study and future research directions are discussed.

This study investigates the relationship between mobbing, burnout, and religious coping styles among Protestant clergy. Mobbing is an emotionally abusive workplace behavior and is defined as the prolonged malacious harassment of a coworker by a group of other members of an organization to secure the removal from the organization of the one who is targeted. Mobbing has only recently become a focus of attention in the US. To date, there are no known studies investigating mobbing in the workplace setting of the church. The broad purpose of this study is to determine if Protestant pastors experience mobbing, how they are affected by it, and how they cope with it. Four religious coping styles - Self-directing, Collaborative, Deferring, and Surrender to God - are investigated to determine how coping styles of religious individuals function in mediating the effect of mobbing or burnout. Burnout is assessed throught he Maslach Burnout Inventory and measures emotional exhaustion, depersonalization, and reduced personal accomplishment. This study utilizes Structural Equation Modeling (SEM) and presents two models of mediational analysis.... The results of analysis indicate that Protestant clergy do experience being mobbed which results in emotional exhaustion and depersonalization. Clergy with a self-directing coping style experience more burnout than do those who utilize a surrender to God style. Differences in indirect effects between models were noted. The implications to theory and practice are discussed. / by Steven R. Vensel. / Thesis (Ph.D.)--Florida Atlantic University, 2012. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.

Safety at work is of the utmost importance to employees and the organizations they work for, and as such, it is a central issue for occupational health psychology. Although dramatic decreases in the number of worker injuries and fatalities have been observed over the last several decades, safety remains a principal concern for organizations. This is especially true in occupations in which employees face serious threats to their personal safety, such as correctional officers (COs). While a number of studies have identified workplace factors that contribute to worker safety, few have attempted to draw a link between employee nonwork experiences and safety at work. In the current study, a model was tested to examine whether the relationship between cognitive nonwork recovery experiences and safety performance at work was mediated by safety motivation. Specifically, the effort-recovery model (Meijman & Mulder, 1998) and the concept of self-regulatory resources (Muraven & Baumeister, 2000) were utilized to test these relationships. It was hypothesized that psychological detachment during nonwork time can replenish cognitive resources that employees need in order to feel motivated to be focused on safety in the workplace, and negative work reflection can drain these resources. Furthermore, drawing on Broaden-and-Build theory (Fredrickson, 1998) it was posited that positive work reflection during nonwork time would have a positive relationship with safety motivation. Additionally, it was hypothesized that the relationship between these cognitive recovery experiences and safety motivation would be moderated by individual perceptions of safety climate. The hypotheses were examined in a sample of COs (N = 166) from two correctional facilities in Oregon. The results overall did not provide strong empirical support for the model. No support was found for the role of psychological detachment or negative work reflection. Additionally, perceptions of safety climate did not moderate the relationship between cognitive recovery experiences and safety. However, positive work reflection during nonwork time was significantly associated with safety participation motivation, which in turn had a positive association with safety participation. Additionally analyses revealed that this relationship was reciprocal in nature when utilizing an additional sample four months after data collection, such that safety participation motivation and safety participation predicted positive work reflection. The findings from the current study build on the research between the work-life interface and safety at work, suggesting that positive nonwork experiences can potentially be related to discretional safety performance at work. Implications for practical applications and suggestions for future research are discussed.

No description available.

Voluntary turnover rates among truckload carriers are extremely high, ranging from 50% to more than 100% annually (Griffin & Kalnbach, 2002), furthermore, long-haul truck drivers operate in a stressor-filled environment, which exerts enormous adverse influence not only their well-being but also on their intent to quit. This study explores the relational aspects of the driver's work environment to highlight how the relationships that a driver has with their organization, supervisor, and dispatcher can explain turnover and job-induced tension. Drawing on Social Exchange Theory, Conservation of Resources Theory, and concepts from Hirschman's (1970) theoretical framework of Exit, Voice, and Loyalty, this study hypothesized that Perceived Organizational Support (POS) and Leader-Member Exchange (LMX) have a negative relationship with turnover and job-induced tension and that this relationship is moderated by the dispatchers' sensitivity to voice. Further, this moderation was argued to be mediated by the dispatchers' responsiveness. A modified model, that retains the original theoretical framework, was tested after a number of measurement issues were uncovered. The modified model collapses dispatcher sensitivity to voice and dispatcher responsiveness into one composite variable, dispatcher communication effectiveness. Dispatcher communication effectiveness was hypothesized to moderate the relationships between POS, LMX, turnover, and job-induced tension. The hypotheses were tested in a sample of 166 truck drivers and findings indicate the POS and LMX were directly related to job-induced tension but these same predictor variables were unrelated to turnover. There was marginal support for the buffering effects of dispatcher communication effectiveness on the relationship between LMX and job-induced tension. These findings contribute to the knowledge about the role of POS and LMX on job-induced tension while uncovering the important dynamics in play between a driver and their dispatcher. The theoretical and practical implications of the study are discussed.

L’incertitude au travail peut provenir de l’ambiguïté de rôle, de la variation des conditions de travail, des doutes que le travailleur peut avoir à propos de la pertinence de ses activités, etc. La contribution majeure de cette thèse a été de développer et valider un questionnaire permettant d’évaluer la perception de l’incertitude au travail comme renvoyant pour l’individu à des aspects usants (gêne, difficulté à prendre position, anxiété), mais également constructifs (stimulant les perspectives de changement, les opportunités d’apprentissage et de développement personnel), ainsi qu’à des stratégies permettant de gérer l’incertitude par le contrôle, l’évitement, ou la recherche d’une réassurance auprès d’autrui. Une série d’entretiens a également permis de relever d’autres stratégies propres à la vision constructive de l’incertitude permettant aux travailleurs de la gérer d’une façon proactive./Uncertainty at work may originate from role ambiguity, variations in the work conditions, unforeseen and unexpected events, or even from doubts that the worker may have about the relevance of his/her own activities. The major contribution of this thesis was to develop and validate the Uncertainty at Work Questionnaire (UnWoQ) which highlights how employees perceive uncertainty either in a damaging or in a constructive way, and how they tend to cope with it using strategies of control, avoidance and reassurance. We finally suggested some other strategies in relation with the constructive sides of uncertainty that help employees to cope with it in a proactive way. / Doctorat en Sciences Psychologiques et de l'éducation / info:eu-repo/semantics/nonPublished

No description available.

Indiana University-Purdue University Indianapolis (IUPUI) / Scholars have repeatedly demonstrated the positive benefits of high-quality leader-member exchange (LMX) for employees and organizations alike. Although some research has examined outcomes of differentiation of LMX relationships within teams, there is scant research into the way in which the combination of LMX and LMX differentiation (LMX-D) interact at the leader-level in the workplace hierarchy and the trickle-down effects these leader relationships have on subordinates. Moreover, no research has examined the potential buffering effect that subordinate team LMX may have on leaders who are experiencing the desire to withdraw from the organization as a result of the combination of their leader-leader exchange (LLX) relationships and the LLX differentiation (LLX-D) they perceive on their own leader teams. Thus, the present study sought to combine LMX and multilevel leadership theories to examine the effects of these leader-level exchange relationships on turnover intentions (TOI) for both individuals in leader-member dyads. Results suggested stronger negative relationships between LLX and TOI for both leaders and members when LLX-D is lower. However, examining this relationship at the leader-level when accounting for subordinate team LMX mean suggests that high-quality LMX relationships with the team members supervised by the leader attenuates the negative relationship between LLX and leader TOI. Theoretical and practical contributions are discussed, including the importance of the relationship of LLX, LLX-D, and team LMX mean on employee attitudes at multiple organizational levels.