<p>This thesis studied the relationship professional American Sign Language (ASL) interpreters have with their lived experience of work, specifically examining how it connects to meaning, purpose, and calling. Currently in the United States of America, there are over 63,000 interpreters, many of whom interpret between spoken and visual languages, such as English and ASL. Interpreters throughout the United States work with many diverse people in various locations, such as medical, mental health, legal, education, and business venues. Although the ASL interpreting profession has considered interpreting paradigms, skill development, and professionalism, there are few, if any, studies that have focused on the lived experience of the working interpreter as it relates to meaningfulness, purpose in life, and calling. </p><p> This qualitative study was philosophically informed by the transcendental phenomenological method. Two ASL interpreters volunteered to respond to 6 questions using a spiritual guidance framework to structure the interviews. Spiritual guidance is a formal process of listening deeply and authentically, which creates a space for a deepening of transformational processes within the individual. The general questions that were explored were (a) how does interpreting fulfill a sense of meaning, purpose, and calling; (b) how does meaning, purpose, and calling inform connections between self and work; (c) do interpreters sense their work serves a larger purpose; and (d) how might spiritual guidance play a role in the process. The results of this study suggested that the participant interpreters have deeply meaningful work experiences and that spiritual guidance can be a lens in which to view and cultivate this relationship. </p>

<p> The features of the smartphone make it an indispensible commodity of Western urban lifestyles. However, the most common problems of using a mobile device for work-related activities are limited screen space and poor input techniques. People in the workforce whose daily job entails being in a mobile environment generally prefer to carry light, mobile devices along with a pen and a notepad. The purpose of this study was to investigate optimal input modality for taking notes. The three modes of input evaluated were spoken notes, typing on the phone, and writing by hand using a pen and paper. The variables measured to evaluate the three modalities were accuracy of content, perceived mental task load, preferred mode, and number of words. Spoken notes were significantly more accurate, less taxing mentally, and more detailed compared to typed or handwritten notes. The difference between typed and handwritten notes was shown to be nonsignificant. However, the majority of participants preferred the typed or handwritten modality. The study shows that even though the accuracy of the spoken modality by far exceeded the rest, spoken notes are best suited for taking rough notes for personal use only.</p>

<p> Workplace bullying has been linked to many unfavorable outcomes that can be very costly to organizations. One way to minimize the impact of this negative behavior is through perceived organizational support (POS). Thus, researchers have called for more studies examining the joint effects of workplace bullying and POS on various outcomes. The purpose of this study was to examine whether POS would moderate the relationship between workplace bullying and outcomes that are related to work behaviors and motivations, namely, organizational citizenship behaviors (OCBs) and work engagement. A total of 224 individuals working in a variety of industries participated in an online survey. The study examined the direct effects of workplace bullying on OCB-I (behaviors directed towards individuals), OCB-O (behaviors directed towards the organization), and work engagement as well as the moderating effects of POS on such relationships. In support of the hypotheses, results showed that workplace bullying was negatively related to all three outcomes. However, POS moderated only the relationship between workplace bullying and OCB-I. The effects of workplace bullying on OCB-I were more negative when POS was low, but there was no relationship between the two when POS was high. In other words, high POS nullified the negative impact of workplace bullying on OCB-I. These findings suggest that in order to foster positive work behaviors, organizations should create a supportive work environment through the implementation of anti-bullying policies and training programs.</p>

<p> The purpose of the present stud is to focus on applying two theoretical models, the justification-suppression model and the role congruity theory, to age discrimination in selection occupational decision-making. Participants from varying age demographics evaluated either stereotype-confirming or stereotype-disconfirming Facebook interests of candidates who are applying for a fictitious job opening. The results supported the role congruity theory in that candidates were rated lower on likability ratings when their Facebook interests were congruent with the stereotypical interests of the candidates&rsquo; respective age groups. However, there were no significant differences supporting the justification-suppression model in that perceptions of candidates did not differ in hirability ratings, regardless of their observable Facebook interests. However, the hirability ratings overall decreased after participants viewed Facebook profiles, regardless of the congruence of interests to their stereotypical interests. These results suggest that the presence of Facebook profiles as well as displaying atypical interests regarding respective age groups can result in negative perceptions of likeability or hirability ratings.</p>

No description available.

<p> The purpose of this study was to clarify the effect that anxiety has on performance in an assessment center. The relationships between participant self-reported anticipated anxiety and assessment center performance was assessed, in addition to analyzing if assessors can perceive participant anxiety, and what effect this may have on overall performance scores. The study used the data of 378 undergraduate students who participated in an assessment center as a course requirement. Prior to the assessment center, participants completed a measure of self-reported anticipated anxiety towards the upcoming assessment center, as well as several demographic questions. While the anticipated curvilinear relationship between participant self-reported anticipated anxiety and performance was not found, a significant negative, linear relationship emerged, indicating that as participants&rsquo; reported higher levels of anxiety, overall performance in the assessment center was lower. Another significant finding indicated that assessors were able to perceive participants&rsquo; anxiety and rated them lower on overall performance when anxiety was perceived. Additional findings are also discussed.</p><p>

<p> Leadership and culture are two constructs often studied along with organizational justice, however; much of the past research has focused on measuring these constructs broadly. By measuring these constructs at a more granular level, this study aims to explore the specific linkages between clarifying, supporting, and recognizing leader behaviors and their relationship with interpersonal and informational justice. Results from this study go beyond broader leadership theories by finding that clarifying, supporting, and recognizing leader behaviors are important for predicting interpersonal justice perceptions. In addition, clarifying and supporting leader behaviors were also important predictors of informational justice perceptions. No significant moderating effects for power distance or uncertainty avoidance were found. The implications for science and practice based on these findings are within.</p><p>

The purpose of the present inquiry was to make a preliminary study of a group of "misfits" among women in domestic service, and to bring this occupation into line with types of work already studied more extensively, particularly among factory workers. At present, for instance, it is possible to say that a woman who is inherently clumsy and lacks manual dexterity will probably be a "misfit" in packing or fine assembly work, but little is known of the qualities she needs to make a good domestic servant. Will a highly intelligent girl make a good cook, or will she tend to be "above" a whole-hearted interest in food? Will an ambitious and energetic girl be happy as a house-parlour maid, or would a more plodding individual be more settled? Will a cheerful, sociable girl settle down as a "general" where she is alone in the kitchen for many a long evening? These are typical questions to which the answers are unknown.

<p> Utah public defenders (<i>n</i> = 96) completed a survey tool that provided data on their sources and extent of occupational stress. The data also indicated any differences in job-stressors scores, perceived stress scores, and occupational burnout scores when comparing public defenders by their demographic factors. Having too many cases is the most stressful of 35 job stressors and is moderately more stressful for female public defenders than for male public defenders, <i>t</i>(94) = &ndash;2.98, <i> p</i> = .004, <i>d</i> = .67. The most stressful of six job-stressor categories is structural/systemic, followed closely by prosecutors. </p><p> The PSS-10 indicated that a total of 74% of the Utah public defenders perceive themselves as having moderate or high perceived stress. In addition, female public defenders perceive themselves as experiencing more stress than do the male public defenders, <i>t</i>(94) = &ndash;3.53, <i> p</i> = .001, <i>d</i> = .80. ANOVA and Games-Howell post hoc indicated that public defenders aged 60 years or older experience minimally less perceived stress than do public defenders ages 30&ndash;39 and 50&ndash;59 years old, <i>F</i>(4,18.64) = 4.748, <i>p</i> = .008, &eta;²<i>_p</i> = .104. The MBI-HSS indicated that Utah public defenders are experiencing moderate (inching towards higher) levels of occupational burnout. ANOVA and Tukey post hoc indicated that public defenders age 60 years or older experience minimally less emotional exhaustion than are public defenders ages 30&ndash;39 and 50&ndash;59 years old, <i> F</i>(4, 91) = 2.833, <i>p</i> = .029, &eta;²<i>_p</i> = .111.</p><p>

<p> Social workers witness tragedy on a daily basis, meaning they regularly face significant risks for mental and physical exhaustion, vicarious trauma, and compassion fatigue. <i>Compassion fatigue</i> is a state experienced by those helping people or animals in distress; it is an extreme state of tension and preoccupation with the suffering of those being helped to the degree that it can create a secondary traumatic stress for the helper. Person-Centered Expressive Arts (PCEA) is a group process that facilitates therapeutic growth through integrated use of art, movement, writing, and music. </p><p> This mixed method case study examined the impact of a PCEA group process on compassion fatigue in social workers. Two research questions were examined: &ldquo;What is the impact of PCEA group process on participants&rsquo; compassion satisfaction, burnout, and secondary traumatic stress?&rdquo; and, &ldquo;What other impacts do participants report resulting from the PCEA group process?&rdquo; Five social workers with M.S. degrees and at least 3 years of full-time work experience and who self-reported feeling tired, depressed, and/or stressed as a result of their job participated in the study. The group process was conducted over four 3-hour sessions and included movement or meditation, a visual art activity, and group sharing. Compassion fatigue was assessed prior to the group process through an online compassion fatigue assessment. </p><p> During the group process, data were collected through the researcher&rsquo;s direct observation and participant-observation, and participants&rsquo; art expression. After the group process, participants completed the online assessment again and took part in one in-depth interview that was audio-recorded and transcribed. Within- and cross-case analyses were produced to determine the effects of the group process on participants&rsquo; experiences of compassion fatigue. </p><p> Findings indicated that all participants suffered from compassion fatigue before the study began and, to a lesser degree, after the study ended. Four out of the five participants outlined ways that PCEA eased their compassion fatigue by helping them regain lost parts of themselves, release pent-up emotions and energy, and recognize anew the need for work-life balance and self-care. </p><p> These findings align with past research, which found that the use of expressive arts increased participants&rsquo; abilities to identify, voice, and understand emotions; discover intuitive and spiritual aspects of themselves; release energy; and improve problem solving. Future studies are advised to further expand the body of research on the specific impacts of these group processes for compassion fatigue in helping professionals.</p><p>