No description available.

No description available.

The purpose of this study is to investigate the moderating effects of personality variables on the relationship of role stress to performance. The sample consisted of 45 males and 57 females from undergraduate psychology classes at the University of Central Florida. Subjects completed the Adjective Check List (Gough & Heilbrun, 1965), a written decision-making exercise, and a derivative of the role conflict and role ambiguity scales developed by Rizzo, House, and Lirtzman (1970). these yielded personality, performance, and stress scores for each subject. Each personality variable (achievement, aggression, autonomy, flexibility, and introversion) was partialed out of the relationship between role conflict and performance and between role ambiguity and performance. T-tests revealed that the partial correlations did not differ significantly from the zero-order correlations. Furthermore, individuals who scored high on a designated personality variable did not have higher mean role stress scores than persons scoring low on that personality variable. These findings indicate that the personality variables are not related to role stress (except for achievement and role ambiguity, p< .01) and that these variables have no significant impact on the relationship between role stress and performance.

The main purpose of the present study was to determine empirically whether differences in perceived role conflict, role ambiguity, and Type A proclivities are associated with differences in perceived psychosomatic dysfunction. Moreover, an ancillary purpose of the present study was to determine whether differences in perceived job performance were associated with Type A-B tendencies and perceived role conflict and ambiguity. Data for 72 workers from all levels of two types of organizations (i.e., citizen protection and health) were obtained. All workers completed a role conflict and ambiguity measure, a 15-item self-report index of psychosomatic dysfunction, a 7-poimt measure of job performance, and the Jenkins Activity Survey (Form C) which was designed to tap the Type A behavior pattern. On the basis of their health reports, workers were classified into one of the following two groups: (a) psychosomatic, and (2) "no" psychosomatic. In order to identify whether differences in vectors, comprised of measures or role conflict, role ambiguity, and Type A-B behavior, existed among the two health groups, a discriminant function analysis was used. The only function extracted resulted in a Wilks' lambda of .8625 (p< .01). Moreover, Type A-B behavior and role conflict were found to contribute .798 and .201 to unit variance, respectively. In order to determine whether differences in perceived job performance were associated with Type A-B tendencies and perceived role conflict and ambiguity, two 3 x 2 fixed effects ANOVAs were performed. Significant main effects were found for role conflict (p< .005) and Type A-B behavior (p< .05). Neither interaction term proved significant. In sum, the results indicate that differences in perceived stress, as defined by role conflict, and Type A proclivities are associated with differences in perceived psychosomatic dysfunction. Moreover, Type B persons' perceptions concerning their own job performance are more favorable than Type A persons' perceptions concerning their own job performance, and this holds regardless of the perceived intensity of the stressor. Finally, persons under perceived "moderate" levels of stressor intensity were found to have significantly more favorable perceptions concerning their own job performance, than those who were under either perceived "low" or "high" levels of stressor intensity. This relationship help regardless of Type A or Type B proclivities.

No description available.

The purpose of this study is to investigate how children involved in gang crime are portrayed in the media and how the Social Services are expected to work with these children, according to the media. Focus lies on the wave of gang violence in Sweden that increased during the fall of 2023. Cohen’s theory of moral panic was applied to shed light on how the media portrays the problem. The theory additionally allowed us to study what reactions, that characterizes moral panic, was present in the media during the time studied. The empirical material is based on 23 news articles from four different newspapers during the increase of violence. The data was examined using qualitative content analysis. Four themes appeared in the process of coding the material. The result shows that children are portrayed as both victims and perpetrators, occasionally at the same time. As a result, a role conflict could be identified. Recurring criticism and dissatisfaction with the actions of Sweden’s Social Services prevailed in the articles. In summary, moral panic is prevalent in the media. As studies show, this tends to affect how actors and various situations are depicted. Lastly, the conditions of the work done by the Social Services seems to, based on the articles, benefit from alterations.

This study examined the relationship between the job satisfaction of female superintendents, role conflict, and role commitment. The population included all female superintendents in the states of Maryland, Virginia, and North Carolina. Job satisfaction and role conflict were assessed using survey instruments while role commitment was a one question item determining the prioritization of work first, important relationships first, or work and relationships equally. Higher scores in the survey instruments indicated higher overall job satisfaction and internal role conflict, respectively. The relationship between and among variables were investigated using Pearson product-moment correlation coefficient, a multiple regression analysis, and ANOVA. This study found that unlike both male and female secondary principals in the Midwest (Eckman, 2004), role conflict and role commitment had no statistically significant relationship with job satisfaction for this population. Role commitment and role conflict, however, had a significant, positive relationship where those more committed to work first felt greater internal role conflict while those committed to important relationships first felt less internal role conflict. Finally, professional vs. self was the factor that created the most role conflict while the nature of work and co-workers were factors that contribute most to job satisfaction while operating conditions was the weakest source of job satisfaction. / Ed. D.

I det moderna arbetslivet suddas gränsen mellan arbete och privatliv ut, samtidigt ökar stressrelaterade sjukskrivningar, särskilt för kvinnor. Syftet med studien var att undersöka vad kvinnor i arbetsledande roll behövde för att uppnå balans mellan arbete och privatliv samt vilka strategier som användes. 10 semistrukturerade intervjuer genomfördes och analyserades tematiskt. I analysen identifierades tre teman som var gynnande och fyra teman som var hindrande avseende balans mellan arbete och privatliv samt fem strategier som aktivt användes för att skapa en god balans. Resultatet visade att inflytande över och möjlighet till planering för det egna arbetet var av stor vikt och att aktiv fritid användes för återhämtning. En attraktiv arbetsgivare behöver ge stöd, struktur och tydligt ledarskap för att främja god balans. Studiens resultat stämmer väl överens med tidigare forskning inom området, men den bidrar med ökad förståelse kring självledarskapets betydelse avseende att stärka kvinnors egenansvar och förmåga att sätta gränser.

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)

Organisations and job content will continually change irrespective of the employee or job context. The ability to understand, initiate and manage change is therefore, an essential skill for any change agent. The general aim of this research was to investigate the impact of change management on role conflict, role ambiguity and job satisfaction. "Change management", "role conflict", "role ambiguity" and "job satisfaction" were conceptualised. This change process was described and the effect of change management on role conflict, role ambiguity and job satisfaction was determined. Instruments for measuring these concepts were administered among 116 employees who have been subjected to extensive organisational change within a large transport organisation. It was found that change management has a significant impact on role conflict, role ambiguity and job satisfaction. The change management process used in this research potentially enables Human Resources managers and change agents to reduce role conflict, role ambiguity and job satisfaction during large scale organisation change. / Industrial and Organisational Psychology / M.Comm. (Industrial Psychology)