Organizational culture and climate and mental health provider attitudes toward evidence-based practice.

Mental health provider attitudes toward adopting evidence-based practice (EBP) are associated with organizational context and provider individual differences. Organizational culture and climate are contextual factors that can affect staff acceptance of innovation. This study examined the association of organizational culture and climate with attitudes toward adopting EBP. Participants were 301 public sector mental health service providers from 49 programs providing mental health services for youths and families. Correlation analyses and multilevel hierarchical regressions, controlling for effects of provider characteristics, showed that constructive culture was associated with more positive attitudes toward adoption of EBP and poor organizational climates with perceived divergence of usual practice and EBP. Behavioral health organizations may benefit from consideration of how culture and climate affect staff attitudes toward change in practice. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Receptivity and planned change: Community attitudes and deinstitutionalization.

An expectancy-value model was used to measure and explain receptivity attitudes (i.e., change climate) toward the implementation of deinstitutionalization programs. Questionnaires measuring values, expectancies, and behavioral intentions were mailed to community leaders and to members of community groups believed to be important in setting opinions and making decisions. Responses from 599 persons revealed that (a) the size of a proposed group home affected neither attitudes nor intentions of support, (b) group homes for mental health clients were viewed with less favorable attitudes and intentions than those for the retarded or the elderly, (c) members of various community groups held significantly different attitudes and intentions toward the programs, and (d) attitudes and intentions toward deinstitutionalization were more favorable than toward institutionalization. The application of this approach for assessing the implementation climate for planned change was discussed. (55 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational climate configurations: Relationships to collective attitudes, customer satisfaction, and financial performance.

Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

How may nonresponse affect findings in organizational surveys? The tendency-to-the-positive effect.

Building on previous findings that those who hold negative attitudes toward the organization have a relatively low likelihood to participate in organizational surveys, the authors examined the impact of nonresponse on the findings of organizational surveys. An artificial example showed that if the likelihood to respond depends on one's standing on response-related variables, the scores on these latter variables will differ from those for the population, whereas between-organization differences in these variables will be underestimated. Consistent with earlier findings, our survey among employees of 96 Dutch home care organizations revealed that employees of high-response organizations reported more positive attitudes toward their work and organization than others. This underlines the importance of obtaining high response rates in organizational studies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Who wants the children?: Some relationships among attitudes toward children, parents, and the liberation of women.

Investigated the relationship between attitudes toward child rearing, the quality of childhood experiences, and agreement with women's liberation. A self-report measure of these variables was administered to 101 male and 117 female undergraduates and to 42 women in a continuing education program (CEWs). Results show that (a) CEWs had the most positive attitudes toward child rearing and males had the least positive; (b) no relationship was found between desire to have children and having a father who was home during most of childhood or a working mother; (c) Ss with positive attitudes toward children ranked child rearing as more creative and of more value to society and remembered more nuturant mothers and fathers; (d) males had the least favorable attitudes toward women's liberation, while CEWs had the most; (e) the most child-oriented men had more favorable attitudes toward women's liberation than males with moderately or unfavorable attitudes; and (f) proliberation women were less eager to have children, remembered less attention from their parents, and had more positive feelings toward mothers than fathers. (27 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: A cross-level investigation.

This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitudes toward adoption of evidence-based practices: A comparison of autism early intervention providers and children’s mental health providers.

Across the country, states are reporting increases in the number of children with autistic spectrum disorders (ASDs) served each year in the early intervention system. Research examining factors impacting the successful dissemination and implementation of evidence-based practices (EBPs) into service systems for these children is limited. Preliminary information indicates that adoption of EBPs is variable. Provider attitudes toward the adoption of EBPs may be one factor that limits or facilitates implementation of efficacious treatments and these attitudes vary by organizational context and provider individual differences. The current study examines cross-context differences in provider attitudes toward EBPs by comparing the attitudes of 71 education-based early intervention providers working with children with ASD to the attitudes of 238 mental health providers in the public mental health system. This provides the first examination of ASD early intervention provider attitudes toward EBP. Results indicated that early intervention providers reported significantly more favorable attitudes toward adopting EBPs than did mental health providers. Early intervention providers with extended experience in the field perceived less divergence between their current practice and EBPs. Implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Questionnaire design, return rates, and response favorableness in an employee attitude questionnaire.

Topic order and location of demographic items were systematically varied in an employee attitude survey distributed to 1,188 office personnel of a single organization. With six questionnaire topic areas arranged in the order that matched employee representatives' perceptions of employee priorities, returns were higher (96%) than with any of five random orders (average 78%). Returns were higher with demographic items placed at the end (85%) than at the beginning (77%). Global attitudes and three of six topic attitudes varied with topic order and were more positive with the prioritized topic order than with the five random orders. The largest order effect was noted in employees' attitudes toward pay, which was the most important topic. Methodological and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Organizational structure and roles of psychologists in schools of medicine.

Conducted a questionnaire survey of medical school psychologists to assess attitudes toward work, advantages and disadvantages of working in medical schools, organizational structure, job satisfaction, and salary, from which 794 usable responses were obtained. 90% of Ss preferred that psychology be represented as an independent department or as part of an autonomous department of behavioral science. (6 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Olfactory mechanisms in the control of maternal aggression, appetite, and fearfulness: Effects of lesions to olfactory receptors, mediodorsal thalamic nucleus, and insular prefrontal cortex.

During lactation the female rat is hyperphagic, aggressive toward adult conspecifics, and less fearful than usual. In the first experiment the importance of olfactory receptors was investigated by surgically removing the olfactory epithelium of the nasal cavity. Mother rats subjected to this treatment consumed significantly less food and weighed less than sham-operated females. Moreover, experimental subjects displayed a dramatic decrease in maternal aggression. Fear behavior (sound-elicited freezing), on the other hand, was not affected by the lesions. The mediodorsal thalamic nucleus and the prefrontal insular cortex form part of the central olfactory system. The second experiment assessed the involvement of this olfactory-related thalamocortical system on the behavioral profile of mother rats. It was found that whereas the thalamic and cortical lesions left food intake and fear behavior unaffected, they significantly decreased the frequency with which the mother would attack an intruder male placed into her home cage. The sense of smell appears, according to the present experimenters, to play a crucial role in maternal aggression. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitudinal and contextual variables explaining teachers' leadership behavior.

Focused on identifying the way in which individual and organizational variables affect the classroom leadership behavior of teachers. Data gathered from a questionnaire designed for this study were collected from 147 teachers and 2,430 students in 10 community colleges. Results indicate that the openness of interpersonal relations among the teaching staff and the teachers' assessments of their students may have an effect on their leadership behavior. Additionally, a moderating effect of teachers' attitudes toward student control was identified; the leadership of teachers having participative attitudes may be affected more by both formal and perceived organizational participativeness than is the leadership of other teachers. (48 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Biotropes, Sociotropes, and Teaching.

Comments upon an article by R. B. MacLeod (see record 1965-13328-001). MacLeod deplores the degree to which the elementary course is fact oriented. The author comments to this that MacLeod's address appeals more to sociotropes than to biotropes. It seems rather that the biotropes think of the beginning course as introductory, leading upward toward graduate work and the PhD. However, the sociotrope has a different view. The commenter stresses that nothing he says implies that a problem-oriented undergraduate life is less desirable than one that is fact oriented, or that it is less or more important to be directed toward being a good citizen or a cultivated intellectual than toward being a competent research man, and indeed one can be both at once. In general, he thinks it can nevertheless be argued that the research atmosphere of a university is good, not only for more research but also for better thinking and better citizenship. He also notes that the problem of good teaching in the research-minded university is important and merits more discussion among psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The mediating roles of anticipated risks, anticipated benefits, and attitudes on the decision to seek professional help: An attachment perspective.

This study examined the mediating effects of anticipated risks, benefits, and attitudes toward seeking counseling on the link between adult attachment and help-seeking intentions for psychological and interpersonal concerns in a sample of 821 undergraduates. The structural equation modeling results indicated that the link between higher attachment avoidance and less intent to seek help was mediated by lower anticipated benefits, higher anticipated risks, and less positive attitudes toward seeking help. Conversely, the link between higher attachment anxiety and greater intent to seek help was mediated by higher anticipated benefits and risks and more positive attitudes toward seeking help. Thus, attachment contributed to perceptions of the benefits and risks of counseling, which, in turn, influenced help-seeking attitudes and, eventually, help-seeking intentions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A trickle-down model of organizational justice: Relating employees' and customers' perceptions of and reactions to fairness.

This study developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers. In turn, customers should interpret these behaviors as signals of fair treatment, causing them to react positively to both the employee and the organization. The model was tested on a sample of 187 instructors and their students. The results revealed that instructors who perceived high distributive and procedural justice reported higher organizational commitment. In turn, their students reported higher levels of instructor effort, prosocial behaviors, and fairness, as well as more positive reactions to the instructor. Overall, the results imply that fair treatment of employees has important organizational consequences because of customers' attitudes and future intentions toward key service employees. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of personal and impersonal refutation of audience counterarguments on attitude change.

"The present experiment compared the effectiveness of personal and impersonal modes of refuting audience counter arguments in changing attitudes toward the abolition of student deferments. There was no evidence that personal refutation was any more or any less effective in this respect than impersonal refutation; nor were there any significant differences in the extent to which recipients (a) comprehended the speaker's intended conclusion or (b) discounted the talk as being biased or unfair. For the personal refutation group the more a subject discounted the appeal, the less favorable he was to the speaker's proposition; this relationship did not obtain for the impersonal refutation group." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychosocial safety climate: Development of the PSC-12.

Psychosocial risks in the workplace have the potential for causing psychological and social harm that contributes toward the mental health disability burden. Psychosocial risks are influenced by macrolevel factors such as the psychosocial safety climate within the organization. This paper concerns the development and evaluation of a short instrument to measure psychosocial safety climate (PSC). PSC is conceived as an up-stream resource, and concerns senior management values and attitudes toward care and practices in relation to employee psychosocial well being. In a pilot sample (N = 78) we used an iterative procedure incorporating regression analysis to reduce 26 items down to a parsimonious 12 item, four-factor scale (PSC-12). The PSC-12 was then assessed using confirmatory factor analysis and the scale validated in a second representative sample of Australian workers (N = 398). The PSC-12 showed expected relationships with psychosocial risk factors (e.g., job demands, job resources), worker engagement and health, and work related outcomes (e.g., job satisfaction). We further confirmed the invariance of the factor coefficients and factor covariance across the two multioccupational samples using multigroup analysis. In a third organizational study (N = 16 teams, 106 health care workers) we found that PSC showed group like psychometric properties, and team level PSC was associated with individual level psychological distress and work engagement. PSC showed incremental value beyond a physical safety measure. The results provide initial indications that the PSC-12 can be used across a range of occupations, and within organizations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Above the glass ceiling? A comparison of matched samples of female and male executives.

In this study the authors compare career and work experiences of executive women and men. Female (n?=?51) and male (n?=?56) financial services executives in comparable jobs were studied through archival information on organizational outcomes and career histories, and survey measures of work experiences. Similarities were found in several organizational outcomes, such as compensation, and many work attitudes. Important differences were found, however, with women having less authority, receiving fewer stock options, and having less international mobility than men. Women at the highest executive levels reported more obstacles than lower level women. The gender differences coupled with women's lower satisfaction with future career opportunities raise questions about whether women are truly above the glass ceiling or have come up against a 2nd, higher ceiling. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managing HIV at the workplace: An empirical study of HIV and HR managers in Singapore.

Drawing from previous research on individual differences, AIDS, and concerns for face, the author developed and tested a model examining the predictors (knowledge of AIDS transmission, level of homophobia, and concern for face) of AIDS fear and its organizational outcomes (perceived organizational consequences of hiring people living with HIV and attitudes toward disclosure of HIV-related information at the workplace). Data were collected using mail survey. Structural equation modeling was used to examine the relationships among these variables for 160 human resource managers. All of the hypothesized relationships were empirically supported. Implications of the research findings for human resource practices are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of personal work goals in newcomers' job satisfaction and organizational commitment: A longitudinal analysis.

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization. (PsycINFO Database Record (c) 2010 APA, all rights reserved)