Self-reported job burnout among female human service professionals

A sample of 135 female human service professionals completed the Maslach Burnout Inventory (MBI) and the Staff Burnout Scale for Health Professionals (SBS), along with measures of job satisfaction, role stress, self-esteem, alienation, and locus of control. Principal components factor analysis of this battery indicates considerable covariation of self-reported burnout with job dissatisfaction and perceived role stress, and moderate overlap with more general feelings of alienation and low self-esteem. Item factor analysis of the 22 MBI items resulted in two independent factors, one defined by the Emotional Exhaustion and Depersonalization items, the other by the Personal Accomplishment items. Item factoring of the SBS produced one large factor which was highly correlated with the MBI exhaustion-depersonalization factor. Implications of these findings for the construct validity of the MBI and SBS are discussed.     

Role stress,physical symptomatology,and turnover intentions: A causal analysis of three alternative specifications

Causal relationships involving role stressors, physical symptomatology, and turnover intentions were examined within three alternative specifications. These specifications stemmed from Beehr and Newman's (1978) and Schuler's (1982) models of role stress and Locke's (1976) theory of job satisfaction. The results, derived from LISREL VI analyses, indicate that a revised Schuler model is the most plausible specification. Findings are discussed in terms of implications for understanding role stress and employee withdrawal.     

The nomological and predictive validity of time urgency

The present study developed a nomological network that theoretically linked time urgency to related variables. To test the proposed relationships, time urgency, achievement strivings (AS), and impatience/irritability (II) were utilized as predictors of health and performance 18 months later. Multivariate canonical correlation analyses provided support for a complex nomological network among the predictors and the outcome measures. Redundancy coefficients and a rotated structure matrix were employed to identify two significant dimensions, labeled crammers and organizers, that linked the predictors with the outcome measures. The results also indicated that the time urgency subcomponents were differentially related to several health outcomes. These findings provide further validity evidence for the time urgency construct, and they suggest that time urgency variables should be considered as important predictors of both health and performance outcomes. Directions for future research on time urgency are discussed. © 1998 John Wiley & Sons, Ltd.     

Leading and lagging: Process safety climate–incident relationships at one year

In order to evaluate the leading and lagging effects of process safety climate on incidents, we correlated safety climate survey data with organizational safety records from before and after the survey time period. We obtained data from a large, multinational organization with manufacturing operations involving a number of complex processes, chemicals, and hazardous substances. A total of 7728 employees from 62 sites responded to a safety climate survey in 2007. Individual responses were aggregated to the site-level and matched to site-level organizational records of process safety incidents 1 year before and 1 year after survey administration. Employees’ perceptions of good routine housekeeping were significantly related to environmental impact incidents as both a leading and a lagging indicator, as well as fires/explosions and property damage outcomes. Employees’ perceptions of systems to prevent backlogs and the extent to which health and safety problems are promptly corrected were also related to environmental releases and fires/explosions. Implications for process safety climate research, organizational survey strategies, and organizational climate change are discussed.     

Computer attitudes and learning performance: Issues for management education and training

This study examines how attitudes held before attending a computer course differ on the basis of gender, intention to purchase a computer, and computer ownership. Results indicate that gender and ownership are responsible for attitudinal differences, while intent to purchase is not. Further analyses reveal that attitudes differ between learning performance groups. More than all other groups, students who withdrew from the course during the semester and students with the highest performance level in the course perceive computers as increasing job complexity. Ownership eliminated nearly all gender differences in computer attitudes. The implications of these results for managers and future research are discussed.     

The measurement of job control

Subjective or perceived control over job-related activities or events is a frequently measured construct in organizational stress research. Karasek (1985) assessed perceived control as both decision authority and skill discretion at work (job decision latitude). Ganster (1989b; Dwyer and Ganster, 1991) developed a multidimensional or general measure of worker control, as well as a specific measure of work predictability. Because little published psychometric data exist for these scales, we investigated the item-level measurement properties of Karasek's and Ganster's measures. We hypothesized two separate, two-factor solutions, decision authority and skill discretion, for the job decision latitude scale, and general control and predictability, for the work control scale. The dimensionality of both measures was assessed in multiple, independent samples using confirmatory factor analyses (LISREL) with maximum likelihood estimation. Simultaneous solutions across samples were used to determine the fit of the factor models to the data. The hypothesized two-factor solutions were confirmed for both Karasek's and Ganster's scales, although item refinement is indicated. We also investigated the relative independence between Karasek's and Ganster's scales and found a lack of independence between the general control and decision authority items in one sample. © 1997 John Wiley & Sons, Ltd.     

Perceptions of observed and model values of male and female managers

To provide evidence of the relationship between expectations for the values that should be exhibited for effective performance by female and male managers and their actual values, data were used that had been collected as part of a leadership program conducted for managers of business organizations in the United States. From a pool of approximately 700 managers, samples were drawn of 130 male and 130 female managers. As part of leadership program, the managers had completed 26-item SYMLOG value questionnaires, rating themselves and the values they judged to be effective for a manager. Prior to their participation in the program, sets of ratings were made by the coworkers of each manager, rating the actual values of the manager and the coworkers' ideal profile for the manager. The questionnaire covers three dimensions of values: dominant versus submissive, friendly versus unfriendly, and accepting the task-orientation of established authority versus opposing it. Comparisons were made of self and coworkers' ratings on the observed (self/actual) and model (effective/ideal) values of female and male managers with ‘matched’ samples that include only female and male managers with similar ratings of actual values, as judged by their coworkers, by removing the ratings of ‘outliers’. The only significant difference in gender ratings that remains is that female managers rate themselves as more positive. There are more differences between observed and model ratings. Managers and their coworkers believe that model managers should be more dominant and friendly than they are rated to be. However the managers also believe that they should be more task-oriented while their coworkers believe that they should be less task-oriented. The majority of the female managers dropped from the matched sample because no matching male could be found were more dominant and positive and less task-oriented, thus closer to the stereotype role for females. © 1997 John Wiley & Sons, Ltd.     

Flammability of hydrocarbon and carbon dioxide mixtures

The effect of carbon dioxide (CO₂) concentration on the ignition behaviour of hydrocarbon and CO₂ gas mixtures is examined in both jets and confined explosions. Results from explosion tests are presented using a 20 l explosion sphere and an 8 m long section of 1.04 m diameter pipeline. Experiments to assess the flame stability and ignition probability in free-jets are reported for a range of different release velocities. An empirically-based flammability factor model for free-jets is also presented and results are compared to ignition probability measurements previously reported in the literature and those resulting from the present tests.The results help to understand how CO₂ changes the severity of fires and explosions resulting from hydrocarbon releases. They also demonstrate that it is possible to ignite gas mixtures when the mean concentration is outside the flammable range. This information may be useful for risk assessments of offshore platforms involved in carbon sequestration or enhanced oil recovery, or in assessing the hazards posed by poorly-inerted hydrocarbon processing plant.