Understanding smoking cessation: The role of smokers' quit history.

Many studies have found smokers' quit history to correlate with quitting smoking, but little is known about the psychological processes explaining this relationship. This study uses the integrative model of behavioral prediction to examine how quit history affects quit intention. Data from 3,428 Dutch smokers demonstrate that quit history affects (a) beliefs about quitting and (b) the degree to which self-efficacy predicts quit intention. It seems that a relatively unsuccessful history of prior quit attempts reduces self-efficacy over quitting and strengthens the relationship of self-efficacy with the intention to quit. The results are used to call for more process-oriented research in order to advance our understanding of the relationship between quit history and quit intention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-management training for improving job performance: A field experiment involving salespeople.

In a control-group field experiment using a reversal design, 30 insurance salespeople were randomly assigned to an experimental group that received self-management training. A multivariate analysis of variance and subsequent repeated-measures analyses of variance revealed that, compared with a control condition (n= 30), training in self-management skills significantly improved job performance as assessed through both objective and subjective measures. Performance improvement continued with time, and increases were sustained across a 12-month period posttraining. Subsequent training of the control group produced similar increases in self-efficacy, outcome expectancies, and job performance. Potential mediating effects of self-efficacy and outcome expectancies on the self-management-performance relationship were explored and partially supported. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An evaluation of precursors of hospital employee turnover.

To evaluate a heuristic model of employee turnover, survey data were collected from 203 hospital employees. The questionnaire included measures of general and job facet satisfaction, thoughts about quitting, the intention to quit, the perceived probability of finding another job, and biographical information. Turnover data were collected 47 wks later. Zero-order correlations between job satisfaction and turnover, age–tenure and turnover, satisfaction and thinking of quitting, and intention to quit and turnover were consistent with previous research. When a simplified heuristic model of the employee withdrawal decision process was subjected to regression analysis, significant coefficients were evident from job satisfaction to thinking of quitting and intention to search, but not to actual turnover. As hypothesized, intention to quit exhibited the only significant coefficient with actual attrition. Results support the primacy of intentions in the withdrawal process and serve to further demonstrate the need for models of the turnover process more complete than the traditional dissatisfaction–turnover model. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does affective disposition moderate the relationship between job satisfaction and voluntary turnover?

J. Weitz (1952) argued that job dissatisfaction would be more predictive of turnover if it was considered in light of an individual's predisposition to be satisfied with everyday life events. In the present study it was hypothesized that affective disposition moderates the relationship between job satisfaction and voluntary turnover. With data collected from a sample of nurses, support was indicated for the hypothesis. The more positive the disposition of the individual, the stronger the relationship that was observed between job dissatisfaction and turnover. Furthermore, individuals dissatisfied with their jobs but positively disposed to life in general were the individuals most likely to quit. Implications of the results for future research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of goal orientation during expatriation: A cross-sectional and longitudinal investigation.

Using cross-sectional and longitudinal data from expatriates in China, the authors investigated the roles of general, work, and interaction adjustment, as well as work stress, as mediators between the antecedents (learning, proving, and avoiding goal orientations, and perceived organizational support) and expatriate outcome (job performance and premature return intention) relationships. Results indicated that goal orientations toward overseas assignments had differential relationships with expatriate job performance and premature return intention. In addition, it was found that these relationships were partially mediated by expatriate adjustment facets. Implications for expatriate adjustment research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of error training and individual differences on training outcomes: An attribute-treatment interaction perspective.

The authors examined the effectiveness of error training for trainees with different levels of cognitive ability, openness to experience, or conscientiousness. Participants (N=181) were randomly assigned to control, error-encouragement, or error-avoidance conditions and trained to perform a decision-making simulation. Declarative knowledge, task performance, and self-efficacy were measured posttraining. Findings suggest the effectiveness of error training is dependent on the cognitive ability or dispositional traits of trainees. High cognitive ability or more open individuals benefit more from error-encouragernent training than low cognitive ability or less open individuals. Conscientiousness has a negative effect on self-efficacy when trainees are encouraged to make errors. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Memory self-efficacy and performance differences in young and old adults: The effect of mnemonic training.

We evaluated the hypothesis that mnemonic training would result in higher memory self-efficacy and better memory performance in young and old adults. Forty-eight young adults (17- to 19-year-olds) and 45 old adults (60- to 78-year-olds) received either training in the method of loci or no training and were given either performance feedback or no feedback on a serial-word recall task. Ss were tested at pre- and posttraining and were asked to rate their self-efficacy strength (SEST) and self-efficacy level (SEL) at each test session. Young adults recalled more than old adults and had higher self-efficacy scores. Training with feedback improved recall performance in both age groups but failed to increase SEST or SEL. When SEL scores were used to derive a measure of prediction inaccuracy, no age differences were observed. We conclude that efficacy expectations and attributions for memory performance may influence mnemonic training outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-management training for increasing job attendance: A follow-up and a replication.

Determined the long-term effects of self-management training given to 20 unionized state government employees to increase their job attendance in a 6-month follow-up study. A repeated measures analysis of variance revealed that enhanced self-efficacy and increased job attendance were effectively maintained over time. Perceived self-efficacy at the end of training predicted subsequent job attendance. The control group (n?=?20) was then given the same training in self-management by a different trainer. Three months later, this group showed the same positive improvement as the original training group with regard to increased self-efficacy and job attendance. These findings lend support to a self-efficacy based theory of job attendance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods.

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Working in the sky: A diary study on work engagement among flight attendants.

This study aims to gain insight in the motivational process of the Job Demands-Resources (JD-R) model by examining whether daily fluctuations in colleague support (i.e., a typical job resource) predict day-levels of job performance through self-efficacy and work engagement. Forty-four flight attendants filled in a questionnaire and a diary booklet before and after consecutive flights to three intercontinental destinations. Results of multilevel analyses revealed that colleague support had unique positive effects on self-efficacy and work engagement. Self-efficacy did not mediate the relationship between support and engagement, but work engagement mediated the relationship between self-efficacy and (in-role and extra-role) performance. In addition, colleague support had an indirect effect on in-role performance through work engagement. These findings shed light on the motivational process as outlined in the JD-R model, and suggest that colleague support is an important job resource for flight attendants helping them reach their work-related goals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A Longitudinal Study of Employee Adaptation to Organizational Change: The Role of Change-Related Information and Change-Related Self-Efficacy.

This study examined the role of information, efficacy, and 3 stressors in predicting adjustment to organizational change. Participants were 589 government employees undergoing an 18-month process of regionalization. To examine if the predictor variables had long-term effects on adjustment, the authors assessed psychological well-being, client engagement, and job satisfaction again at a 2-year follow-up. At Time 1, there was evidence to suggest that information was indirectly related to psychological well-being, client engagement, and job satisfaction, via its positive relationship to efficacy. There also was evidence to suggest that efficacy was related to reduced stress appraisals, thereby heightening client engagement. Last, there was consistent support for the stress-buffering role of Time 1 self-efficacy in the prediction of Time 2 job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A multivariate analysis of the determinants of job turnover.

Developed and tested a multivariate analysis of the turnover process with 654 accountants (mean age 37 yrs). The following variables were measured: demographic variables, tenure, cognitive/affective orientation to current position (including multiple measures of job satisfaction and organizational commitment), perceived job security, intention to search for an alternative position, perceived existence of alternative positions, and intention to change positions. Turnover data were collected 1 yr later, and it was found that 22% of Ss had changed jobs. Results support the existence of significant relationships between the set of independent variables presented in the working model and actual turnover, but not the hypothesis that all variables influence turnover behavior through their impact on intentions to change position. Turnover was significantly influenced by age, tenure, job satisfaction, organizational commitment, and job security. Turnover behavior was also more strongly related to intentions to search for alternatives than to intentions to change positions. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predictors and outcomes of openness to changes in a reorganizing workplace.

It is becoming increasingly important for employees to be able to cope with change in the workplace. This longitudinal study examined a set of individual differences and context-specific predictors of employee openness (i.e., change acceptance and positive view of changes) toward a set of workplace changes. Personal resilience (a composite of self-esteem, optimism, and perceived control) was related to higher levels of change acceptance. Three context-specific variables (information received about the changes, self-efficacy for coping with the changes, and participation in the change decision process) were predictive of higher levels of employee openness to the changes. Lower levels of change acceptance were associated with less job satisfaction, more work irritation, and stronger intentions to quit. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Panel analysis of the moderating effects of commitment on job satisfaction, intent to quit, and health following organizational change.

Examined the moderating effects of organizational commitment on the relationship of stress with job satisfaction, intent to quit, and health during organizational turmoil. Panel data were provided by hospital employees surveyed before and after a major divisional consolidation. Findings indicated that commitment buffered the relationship between stress and job displeasure (a canonically derived variate combining residualized job satisfaction, intent to quit, and irritation). Stress increased job displeasure only when commitment was low. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A randomized, controlled trial of adding expired carbon monoxide feedback to brief stop smoking advice: Evaluation of cognitive and behavioral effects.

Objective: To determine the effect of adding biomarker feedback (expired air carbon monoxide) to standard quit advice on cognitive antecedents of behavior change and smoking cessation and to identify potential effect moderators and mediators. Design: Smokers (N = 160) were randomized to a control (quit advice plus leaflet) or an intervention condition (as control group plus carbon-monoxide level feedback). Cognitive measures were assessed immediately after the intervention and behavioral measures at 6 months' follow-up. Main Outcome Measures: Primary outcome measures were threat and efficacy appraisal, fear arousal, and intention to stop smoking. Secondary outcome measures were quit attempts within the last 6 months and 7-day point prevalence abstinence. Results: Threat appraisal was significantly enhanced in the intervention compared with the control group, t(158) = 2.29, p = .023, as was intention to stop smoking in the next month, t(151) = 2.9, p = .004. However, this effect on intention to stop smoking was short-lived. Groups did not differ in terms of quit attempts or abstinence at follow-up, but the intervention increased the likelihood of cessation in smokers with higher self-efficacy, χ2(1) = 5.82, p = .016. Conclusions: Carbon-monoxide level feedback enhances the effect of brief quit advice on cognitive antecedents of behavior change and smoking cessation rates but further research is required to confirm the longevity of this effect and its applicability to smokers with low self-efficacy. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Biocompatibility of Clearfil Liner Bond 2 and Clearfil AP-X system on nonexposed and exposed primate teeth

Females, especially older women, historically have been excluded from coronary heart disease (CHD) studies. The PrimeTime program was a randomized clinical trial designed to study the effects of a comprehensive lifestyle management program (very low-fat vegetarian diet, smoking cessation, stress-management training, moderate exercise, and group support) on changes in behavioral risk factors among postmenopausal women with CHD. The study also explored program effects on four psychosocial clusters: coping with stress, distress, social support, and self-efficacy. The program produced significant behavioral improvements in 4- and 12-months adherence to diet, physical activity, and stress-management in the PrimeTime women compared to the Usual Care (UC) group. In addition, the PrimeTime participants demonstrated improvements relative to UC on psychosocial measures of self-efficacy, perceived social support, and ability to cope with stress. Strengths and weaknesses of the study, and implications for future research are discussed.     

Temporal Coding in Conditioned Inhibition: Analysis of Associative Structure of Inhibition.

Two experiments with rats as subjects were conducted to investigate the associative structure of temporal control of conditioned inhibition through posttraining manipulation of the training excitor-unconditioned stimulus (US) temporal relationship. Experiment 1 found that following simultaneous Pavlovian inhibition training (i.e., A → US/XA-no US) in which a conditioned stimulus (CS A) was established as a delay excitor, maximal inhibition was observed on a summation test when CS X was compounded with a delay transfer CS. Furthermore, posttraining shifts in the A-US temporal relationship from delay to trace resulted in maximal inhibition of a trace transfer CS. Experiment 2 found complementary results to Experiment 1 with an A-US posttraining shift from serial to simultaneous. These results suggest that temporal control of inhibition is mediated by the training excitor-US temporal relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-efficacy and smoking cessation: A meta-analysis.

According to relapse models, self-efficacy (SE), or confidence in one's ability to abstain, should predict the outcome of an attempt to quit smoking. We reviewed 54 studies that prospectively examined this relationship. The relationship between SE and future smoking depended upon the population studied and the timing of the SE assessment. The relationship between SE and future smoking was modest when SE was assessed prior to a quit attempt; SE scores were .21 standard deviation units (SD) higher for those not smoking at follow-up than for those who were smoking. The relationship was stronger (.47 SD) when SE was assessed post-quit. However, this effect was diminished when only abstainers at the time of the SE assessment were included in analysis (.28 SD). Controlling for smoking status at the time of SE assessment substantially reduced the relationship between SE and future smoking. Although SE has a reliable association with future abstinence, it is less robust than expected. Many studies may overestimate the relationship by failing to appropriately control for smoking behavior at the time of the SE assessment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)