- Baltimore, Maryland, United States
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This study examined the relationship between shift patterns and role stressors and strains, as well as the extent to which situational variables and individual variables mediate the relationship between shift patterns and strains. Using... more
This study examined the relationship between shift patterns and role stressors and strains, as well as the extent to which situational variables and individual variables mediate the relationship between shift patterns and strains. Using survey data from 397 Israeli nurses, the author found that nurses working fixed day (vs. rotating) shifts reported less strains, but more stressors. Individual and situational
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Research Interests: Psychology and stressor
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Aim(s). This two-wave study examines how transformational and laissez-faire leadership affect role overload and conflict and subsequent outcomes, including anxiety and intention to leave the organization. Background. In today’s healthcare... more
Aim(s). This two-wave study examines how transformational and laissez-faire leadership affect role overload and conflict and subsequent outcomes, including anxiety and intention to leave the organization. Background. In today’s healthcare sector, promoting health among employees is more relevant than ever. Health-promoting leadership styles, such as transformational leadership, can positively affect staff well-being, but research on laissez-faire leadership is particularly sparse, though it is believed to be detrimental. Past research suggests that leadership conditions work experiences and can exacerbate or mitigate role stressors that result in individual outcomes. Method(s). Questionnaires were administered to nurses in the USA (n = 208) and Spain (n = 220), with a five- and eight-week separation, respectively. Results. Transformational leadership has a negative and laissez-faire leadership has a positive relationship with adverse outcomes. Furthermore, role overload and conflict...
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Brazilian police officers’ increasing levels of work anxiety and intention to leave the job are consistent with other police forces around the world. Among the important variables that appear to be antecedents of these unwanted... more
Brazilian police officers’ increasing levels of work anxiety and intention to leave the job are consistent with other police forces around the world. Among the important variables that appear to be antecedents of these unwanted organizational outcomes are increasing role stressors associated with police work. We conjecture that how police officers appraise stressors would affect whether adverse outcomes prevail. Specifically, stressors appraised as challenges result in weaker adverse outcomes compared with stressors appraised as hindrances. We also anticipate that a boundary condition that might further attenuate adverse outcomes is having meaningfulness in life (MIL). Likewise, having low MIL can intensify the potential adverse outcomes of stressors appraised as hindrances. This study aims to investigate how role stressors appraised as either challenges or hindrances may influence anxiety and intention to leave among state police officers in the Brazilian Federal District (DF), as ...
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For the first half century of industrial, work, and organizational psychology’s (IWOP’s) existence, the role of culture has been ambiguous at best. Attention to culture in IWOP started to take form in the 1970s, and in the last 20 years... more
For the first half century of industrial, work, and organizational psychology’s (IWOP’s) existence, the role of culture has been ambiguous at best. Attention to culture in IWOP started to take form in the 1970s, and in the last 20 years culture has begun to be integrated into IWOP research more generally. This integration has led to explorations of culture in the workplace far beyond the initial focus on organizational management theories and practices to looking at cultures’ relationships with all aspects of organizational and employee experiences. Most cross-cultural studies in IWOP research clearly show the importance of understanding societal culture’s impact on organizations, institutions, work, and workers. Merely transferring existing theories and practices of IWOP to new contexts without a clear understanding of whether those theories and practices make sense across cultures is unlikely to be successful. Through globalization and the multiculturalization of workforces, emplo...
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Past negative time perspective (PNTP), characterized by rumination on painful past experiences, is generally considered harmful to a person’s well-being. However, there is reason to suspect that a PNTP may not make matters worse if a high... more
Past negative time perspective (PNTP), characterized by rumination on painful past experiences, is generally considered harmful to a person’s well-being. However, there is reason to suspect that a PNTP may not make matters worse if a high PNTP is consistent with culture, as in the case of India. Drawing on the person–culture matching hypothesis, we test the moderating effects of PNTP on the relationship between role stressors and both psychological strain and organizational outcomes among Indian employees in India ( n = 253). Two smaller comparison groups of Asian Indians and US-born Americans in the USA were also evaluated to anchor the understanding of the Indians’ score on PNTP. This comparison is particularly important given that pressures of globalization on India’s culture have created a sustained sense of uncertainty for Indians. Results indicate that the mean score on PNTP is greater for Indians than for US-born Americans ( n = 56) and US-Indians ( n = 69). Furthermore, havi...
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Over the course of 50 years, the International Association for Cross-Cultural Psychology (IACCP) and its flagship journal, Journal of Cross-Cultural Psychology (JCCP), have been lynchpins in the relationship between theory and practice.... more
Over the course of 50 years, the International Association for Cross-Cultural Psychology (IACCP) and its flagship journal, Journal of Cross-Cultural Psychology (JCCP), have been lynchpins in the relationship between theory and practice. We provide evidence that cross-cultural psychology, as practiced by members of the IACCP, performs an essential bridging function between theoretical psychology and applied psychology. Employing survey data of IACCP members, bibliometric analyses of core members’ publication history, and of the citation patterns of JCCP and other journals, we reveal the extent to which IACCP members contribute to applied psychology and how JCCP contributes to the research published in applied psychology journals. We further review strategies and controversies extant in teaching theoretical and applied cross-cultural psychology to university undergraduate and graduate students in the service of preparing them to live and work in a globalized world. Finally, we look at...
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Work stress refers to the process of job stressors, or stimuli in the workplace, leading to strains, or negative responses or reactions. Organizational development refers to a process in which problems or opportunities in the work... more
Work stress refers to the process of job stressors, or stimuli in the workplace, leading to strains, or negative responses or reactions. Organizational development refers to a process in which problems or opportunities in the work environment are identified, plans are made to remediate or capitalize on the stimuli, action is taken, and subsequently the results of the plans and actions are evaluated. When organizational development strategies are used to assess work stress in the workplace, the actions employed are various stress management interventions. Two key factors tying work stress and organizational development are the role of the person and the role of the environment. In order to cope with work-related stressors and manage strains, organizations must be able to identify and differentiate between factors in the environment that are potential sources of stressors and how individuals perceive those factors. Primary stress management interventions focus on preventing stressors ...
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This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an... more
This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an experiential activity in which students around the globe work together on projects in cross-cultural virtual teams. It aims to enhance students cultural awareness, sensitivity to and appreciation of cultural differences, and improve effective communication and interaction with culturally diverse people. Through the program, students will be prepared for working in the increasingly geographically dispersed and technologically connected world of business. The present guide includes content and technology resources, and presents evaluative data from an implemented VAP that involved 30 Spanish and US students. Data collected at three time points showed increased global and local identities, openness to cultural diversity, cultural intelligence, and perceived value of the VAP from T1 (start of VAP) to T3 (end of VAP).
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Propositions for the relationship between immigrant status and organizational commitment are developed. A limited test of part of the conceptual framework is tested to examine the influence of immigrant status on continuance and affective... more
Propositions for the relationship between immigrant status and organizational commitment are developed. A limited test of part of the conceptual framework is tested to examine the influence of immigrant status on continuance and affective commitment. Based on a sample of 506 nurses working in Israeli hospitals who completed self-report surveys, it was found that age and immigrant status (or `years in Israel') were significant correlates of affective and continuance commitment. However, whereas the relationship between `years in Israel' and affective commitment was not significant when age was controlled, additional variance in continuance commitment could be accounted for by `years in Israel' after controlling for age. Furthermore, nurses born in Israel had significantly lower continuance commitment than those who had immigrated to the country. These results suggest that the number of years after immigration has an impact on an individual's attachment to his/her orga...
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Data on human values were collected from 1410 nurses from Hungary, Italy, the United Kingdom, and the United States. Multivariate analysis of covariance, using the mean rating of all 57 individual values, sex, marital status, and age as... more
Data on human values were collected from 1410 nurses from Hungary, Italy, the United Kingdom, and the United States. Multivariate analysis of covariance, using the mean rating of all 57 individual values, sex, marital status, and age as the covariates, showed significant differences between countries on the 10 value types. However, the variance accounted for by country on each of these values was small. A plot of the adjusted mean scores of each country on each value type, as well as Spearman rho correlations between countries on the 10 value types show that nurses tend to have similar value type profiles across countries. Because years of experience in nursing do not seem to affect these correlations, we presume that nursing attracts people with personal values that are more similar to each other than different across countries, much like the homogenization process that takes place in organizations.
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Research on the potential ameliorating effects of social support on occupational stress produces weak, inconsistent, and even contradictory results. This study of 117 employees, mostly from a southern U.S. hospital supply company,... more
Research on the potential ameliorating effects of social support on occupational stress produces weak, inconsistent, and even contradictory results. This study of 117 employees, mostly from a southern U.S. hospital supply company, examined potential moderators that were theorized might reduce the confusion: source congruence (congruence between sources of the stressor and of social support) and gender role. Congruence between the sources of stressors and of social support appeared to make little difference in determining the moderating or buffering effect of social support on the relationship between stressors and strain. Gender role, however, may moderate the relationship between social support and individual stains such that more feminine people react more strongly and positively to social support than more masculine people do.
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The development and validation of a new instrument for measuring the descriptive norms related to individualism-collectivism (IC) is presented. IC is conceptualized as a group- specific unidimensional cultural construct with four defining... more
The development and validation of a new instrument for measuring the descriptive norms related to individualism-collectivism (IC) is presented. IC is conceptualized as a group- specific unidimensional cultural construct with four defining attributes (Triandis, 1995). Three studies are reported showing the dimensionality and validities at individual and cultural levels across samples from 11 cultures. The new instrument has good statistical properties with iden- tical structures at the individual and cultural level, good reliabilities at the individual level, adequate agreement within cultures, and demonstrates first signs of convergent and discriminant validity. Correlations at the cultural level also indicate that the measure has the potential to add to research by integrating previously untapped attributes of IC. Finally, normative IC explains variance in self-reported behavior over and above self-referenced IC. Implications and opportunities for norm-oriented research and scale r...
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Cross-cultural comparisons of the relationship between human values and both continuance commitment (CC) and affective commitment (AC) are presented using data collected from 1259 nurses from Hungary, Italy, the UK, and USA. That... more
Cross-cultural comparisons of the relationship between human values and both continuance commitment (CC) and affective commitment (AC) are presented using data collected from 1259 nurses from Hungary, Italy, the UK, and USA. That correlations between Schwartz’s (1992) values and both AC and CC will differ between communal and contractual cultures was partially supported. Moreover, certain values correlate more often with AC or CC depending on the culture one is in. Openness to change values accounted for significant variance in AC in Hungary, Italy and the USA. Pan-culturally, openness to change values partially mediated the effects of countries on AC. It is concluded that values likely influence one’s organizational commitment and that the values people endorse might be influenced by national culture.
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This study compared the relationship between organizational commitment (OC) and employee development between Generation X and Generation Y employees. More specifically, this study addressed affective organizational commitment, continuance... more
This study compared the relationship between organizational commitment (OC) and employee development between Generation X and Generation Y employees. More specifically, this study addressed affective organizational commitment, continuance organizational commitment, and normative organizational commitment. Substantial research has indicated that Generation Y employees are generally less affectively committed to their employers than previous generations. Research has shown that employee professional development increases overall job satisfaction and reduces turnover. It was hypothesized that Generation Y employees would generally show lower levels of each OC component than more senior, Generation X, employees. It was also hypothesized that the difference in OC between Generation X and Y would be neutralized when sufficient professional developmental opportunities were offered. Participants, solicited through several social networking sites, were asked to complete a survey to assess th...
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The SpringerBriefs Series in Culture, Organizations, and Work publishes fully developed conceptual pieces that focus on current state-of-the-art topics and research on the interface between culture, organizations and work. The series aims... more
The SpringerBriefs Series in Culture, Organizations, and Work publishes fully developed conceptual pieces that focus on current state-of-the-art topics and research on the interface between culture, organizations and work. The series aims to expand upon key concepts, theories, or ideas that require more development than a typical journal article permits, but still do not require a full-length book. We encourage authors to disentangle issues that have created confusion or have had little attention in research and application. Submissions should forward issues in work and organizations from an international, multinational, cross-cultural, intercultural, and/or cultural perspectives. Published papers should also provide guidance for applying research findings in practice. Topics should focus on all kinds of cultures, organizations, and work situations. The level of analysis is open and we also encourage cross-level conceptual pieces. Papers may include some empirical evidence, but it i...
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This contribution delineates the U.S. Department of Defense (DoD) regional expertise and culture (REC) research landscape from 2005 through 2011, including major research efforts and topics of study, key contributors and publications,... more
This contribution delineates the U.S. Department of Defense (DoD) regional expertise and culture (REC) research landscape from 2005 through 2011, including major research efforts and topics of study, key contributors and publications, collaborative practices, and future research opportunities. Through interviews and survey responses, subject matter experts (SMEs) in REC research noted the need for better REC research coordination, more social science expertise and personnel, and greater collaborative practices. Key contributors to REC research across the DoD are located at AFCLC, ARI, ARL, AFRL, CAOCL, NAWCTSD, TRADOC, and the HSCB Modeling program. Opportunities for future research include: (1) Validation studies for 3C requirements; (2) Validation studies of REC training and education programs; (3) Role of technology in culture training; (4) Mitigating Cognitive Dissonance: Crossing the Culture Divide; (5) Navigating Culture During a High Stakes Mission; (6) Team cohesion in a mul...
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As nonessential workers are working from home and connected to colleagues through means of computer technology, cyberbullying, which has only recently been investigated in workplace settings, is likely to become more prevalent.... more
As nonessential workers are working from home and connected to colleagues through means of computer technology, cyberbullying, which has only recently been investigated in workplace settings, is likely to become more prevalent. Organizations are also reconsidering work structures that would keep workers remote. Workplace cyberbullying (WCB) can have a detrimental impact on victims' mental health, more than traditional face-to-face bullying. However, there is a dearth of validated assessments to monitor WCB for use in different countries. The Cyberbullying Behavior Questionnaire Short version (CBQ-S) from Jönsson et al. is a validated short scale that seems simple and practical enough to integrate in widely applied multiscale employee surveys. Previously, the CBQ-S has been only validated in Sweden (in the Swedish language) and United States (in English). This study performs a construct validation of the CBQ-S in Spain (in Spanish) and Germany (in German), to equip businesses and...
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This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an... more
This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an experiential activity in which students around the globe work together on projects in cross-cultural virtual teams. It aims to enhance students cultural awareness, sensitivity to and appreciation of cultural differences, and improve effective communication and interaction with culturally diverse people. Through the program, students will be prepared for working in the increasingly geographically dispersed and technologically connected world of business. The present guide includes content and technology resources, and presents evaluative data from an implemented VAP that involved 30 Spanish and US students. Data collected at three time points showed increased global and local identities, openness to cultural diversity, cultural intelligence, and percei...