1,720,979 research outputs found
Implementing Mindfulness in General Life and Organizations. Validation of the Time Flow Mindfulness Questionnaire for Effective Health Management
Full text linkThe primary purpose of the current research was to examine the psychometric properties of the Time Flow Mindfulness Questionnaire (TFMQ), a new self-report scale designed to measure cognitive, emotional, bodily, context-related, and action-related distracting inputs experienced by the mind during three different time windows of mindfulness practice (preliminary moments, during-the-practice, after-the-practice). The 42-item scale assesses the following second-order and first-order factors: Practice (preliminary, during), Benefits (short-term, long-term) and Benefits at work. Three studies were conducted. The first study assessed the factor structure and internal consistency on a sample of 141 mindfulness practitioners. Using a two-wave lagged design on a different sample of 46 trainees attending MBSR courses, the second study examined concurrent validity by performing correlations between the TFMQ and Five Facets Mindfulness Questionnaire (FFMQ). The third study (same sample as study 1) examined criterion validity by testing a structural equation model wherein mindfulness practice predicts job burnout, both directly and indirectly through mindfulness benefits at work. All studies relied on anonymous surveys. Our findings suggest that the TFMQ: a) has a factor structure consistent with the hypothesized conceptual dimensions; b) has good concurrent validity as demonstrated by significant correlations with the FFMQ dimensions; and c) consists of mindfulness dimensions that predict job burnout in organizations (i.e., criterion validity). The TFMQ is a valid and reliable mindfulness measure that may help a) practitioners gain awareness of different types of inputs that potentially distract the mind and mindfulness beneficial consequences, and b) organizations implement mindfulness in work-settings
The impact of emotional contagion on workplace safety: investigating the roles of sleep, health, and production pressure
No full textUsing emotional contagion theory and the Job Demands-Resources model as a theoretical foundation, we tested the proposition that higher levels of contagion of anger (i.e., a demand) vs. higher levels of contagion of joy (i.e., a resource) will be associated respectively with more vs. fewer sleep disturbances and health problems, which in turn are related to more workplace accidents and injuries. Moreover, we examined the moderating impact of production pressure (i.e., a contextual demand) on the relationship between emotional contagion and employee poor sleep and health. Data from 1000 employees in Italy showed that the conditional indirect effects of contagion of anger, but not of joy, on accidents and injuries via sleep and health problems were intensified as levels of production pressure increased. Furthermore, contagion of anger was positively associated with both sleep disturbances and health problems whereas contagion of joy was negatively related to only sleep disturbances. These findings suggest that the effect of anger that employees absorb during social interactions at work likely persists when coming at home and represents an emotional demand that impairs the physiological functions that regulate restorative sleep and energies recharging; and, this effect is even stronger among employees who perceived higher levels of organizational production pressure
Multilevel job demands and resources: cross-level effects of competing organizational facet-specific climates on risky safety behaviors
Full text linkBoth individual demands (i.e., workload) and organizational demands and resources (i.e., production pressure and safety climates) may affect the likelihood that employees undertake risky safety behaviors in different ways. Adopting an organizational multilevel perspective, the aim of the present research was fourfold: 1) to examine the impact of individual-level job demands (i.e., workload) on the enactment of risky safety behaviors; 2) to evaluate the effects of coexisting and competing organizational facet-specific climates (i.e., for safety and for production pressure) on the above outcome; 3) to assess their cross-level interactions with individual job demands, and 4) to test the interaction among such organizational demands and resources in shaping risky behaviors. A series of multilevel regression models tested on surveydata from 1375 employees nested within 33 organizations indicated that high workload increases the likelihood of employees enacting risky safety behaviors, while organizational safety and production pressure climates showed significant and opposite direct effects on this safety outcome. Moreover, organizational safety climate significantly mitigated the effect of individual job demands on risky safety behaviors, while organizational production pressure climate exacerbated this individual-level relationship. Finally, organizational safety climate mitigates the cross-level direct effect of organizational production pressure climate on the enactment of risky safety behaviors
Collective efficacy and organizational commitment in an Italian city hall
No full textEmployees (N = 170) of a City Hall in Italy were administered a questionnaire measuring collective efficacy (CE), perceptions of context (PoC), and organizational commitment (OC). Two facets of collective efficacy were identified, namely group and organizational. Structural equation models revealed that perceptions of top management display a stronger relationship with organizational collective efficacy, whereas employees' perceptions of their colleagues and their direct superior are related to collective efficacy at the group level. Group collective efficacy had a stronger relationship with affective organizational commitment than did organizational collective efficacy. The theoretical significance of this study is in showing that CE is two-dimensional rather than unidimensional. The practical significance of this finding is that the PoC model provides a framework that public sector managers can use to increase the efficacy of the organization as a whole as well as the individual groups that compose it
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
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