The theory of planned behavior as a model of heavy episodic drinking among college students.

This study provided a simultaneous confirmatory test of the theory of planned behavior (TPB) in predicting heavy episodic drinking (HED) among college students. It was hypothesized that past HED, drinking attitudes, subjective norms, and drinking refusal self-efficacy would predict intention, which would, in turn, predict future HED. Participants consisted of 131 college drinkers (63% women) who reported having engaged in HED in the previous 2 weeks. Participants were recruited and completed questionnaires within the context of a larger intervention study (see Collins & Carey, 2005). Latent factor structural equation modeling was used to test the ability of the TPB to predict HED. Chi-square tests and fit indices indicated good fit for the final structural models. Self-efficacy and attitudes but not subjective norms significantly predicted baseline intention, and intention and past HED predicted future HED. Contrary to hypotheses, however, a structural model excluding past HED provided a better fit than a model including it. Although further studies must be conducted before a definitive conclusion is reached, a TPB model excluding past behavior, which is arguably more parsimonious and theory driven, may predict HED among college drinkers better than a model including past behavior. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Prospective evaluation of the effects of stress on exercise adherence in community-residing women.

The effects of stress on exercise behavior in community-residing women exercising on their own were assessed. Participants (N?=?82) completed a background questionnaire and kept exercise diaries and Weekly Stress Inventories (P. J. Brantley, G. N. Jones, E. Boudreax, & S. L. Catz, 1997) for 8 consecutive weeks. During weeks with a high frequency of stressful events, participants exercised for less time and reported lower self-efficacy for meeting upcoming exercise goals. During weeks of high perceived stress, participants exercised significantly fewer days, omitted more planned exercise sessions, were less satisfied with their exercise, and had lower self-efficacy for meeting exercise goals. Findings suggest that perceptions of stressful events and cognitive reactions to missed exercise may play a significant role in mediating exercise behavior and support the view of exercise relapse as an ongoing process. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Using the ICF and psychological models of behavior to predict mobility limitations.

Objective: To test the ability of a model that integrates the theory of planned behavior (TPB) into the International Classification of Functioning, Disability and Health (ICF), to predict walking limitations in adults awaiting hip or knee replacement surgery. Study Design and Participants: Cross-sectional structural equation modeling study of activity limitations in 190 adults. Method: A postal questionnaire measuring TPB, ICF, and walking limitations. Results: The integrated model accounted for more variance in activity limitations (57%) than did either TPB or ICF alone. Control beliefs (TPB) significantly mediated the relationship between impairment (ICF) and activity limitations. Conclusions: The integrated model provides an interdisciplinary, theoretical framework that identifies intervention targets to effect reductions in disability without the need for concomitant reductions in impairment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Determinants of exercise intention and behavior during and after phase 2 cardiac rehabilitation: An application of the theory of planned behavior.

Objective: To evaluate the theory of planned behavior (TPB) as a framework for understanding exercise motivation during and after Phase 2 cardiac rehabilitation (CR). Design and Participants: Patients (57 men and 24 women) completed a TPB questionnaire that included attitudes, subjective norms, perceived behavioral control, and exercise intentions pre- and post-Phase 2 CR. Results: During Phase 2 CR, regression analyses indicated that attitude, subjective norm, and perceived behavioral control (PBC) explained 38% of the variance in exercise intention while intention explained 23% of the variance in exercise adherence. At postrehabilitation follow-up, attitudes, subjective norm, and PBC explained 51 % of the variance in exercise intention while intention explained 23% of the variance in exercise adherence. Conclusion: The TPB is a useful framework for understanding exercise intentions and behavior both during and after Phase 2 CR. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Application of social learning theory to employee self-management of attendance.

Training in self-management was given to 20 unionized state government employees to increase their attendance at the work site. Analyses of variance revealed that compared to a control condition (n?=?20), training in self-regulatory skills taught employees how to manage personal and social obstacles to job attendance, and it raised their perceived self-efficacy that they could exercise influence over their behavior. Consequently, employee attendance was significantly higher in the training than in the control group. The higher the perceived self-efficacy, the better the subsequent job attendance. These data were significant at the .05 level. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

金属矿山安全文化对员工安全行为的作用机理研究

矿山安全文化对于预防矿山事故有重要作用,是被动安全转向主动安全的发力点.现有文献主要关注安全文化与安全行为的关系,但是针对二者之间中介变量的研究很少.为进一步探索金属矿山企业安全文化对员工安全行为的作用机理,引入心理授权作为中介变量.通过对广东某金属矿山企业的工作人员开展问卷调查,并利用结构方程模型软件SmartPLS...     

Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.

In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement—a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family due to the resources engaged employees may expend when they engage in extrarole work behavior such as organizational citizenship behaviors (OCBs). We further propose that conscientiousness, as a personal resource, serves to buffer the relationship between OCB and work interference with family. Examining multisource data, collected at multiple points in time, from 3 diverse samples (total N = 844), we find that state engagement is associated with higher levels of work interference with family and that this relationship is mediated by the performance of OCBs. The findings also indicate that engaged employees who are highly conscientious experience lower levels of work interference with family than engaged employees who are less conscientious. The implications of our study and directions for future research are also discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of self-efficacy on dropout from obesity treatment.

Investigated the link between low weight-control self-efficacy and dropout rate in 414 participants (mean age 38 yrs) in a behavioral program. Ss had an average weight of 185 lb and were an average of 51 lb overweight. Ss were administered a telephone questionnaire during the 1st 12 wks of their participation. Results show that the 101 dropouts were significantly more likely than stayers to report low self-efficacy at the beginning of their memberships. Dropouts were also significantly less likely to feel successful in weight control and behavior change, even though their rates of weight loss did not differ significantly from those of the stayers. (2 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job Strain or Healthy Work: A Question of Task Design.

Objectively evaluated task requirements were used to classify jobs causing high strain, low strain, and jobs conducive to personal development. Effects of these job characteristics on psychophysiological outcomes were tested in 241 employees by using 24-hr ambulatory assessment of blood pressure (BP), heart rate, and mood. Self-reports about job characteristics showed that employees working in jobs conducive to personal development perceived the highest job demands and decision latitude. They also showed a healthy cardiovascular behavior with increased diastolic BP at work and its strong unwinding at night. Although self-reports about job characteristics did not differ between low- and high-strain jobs, employees exposed to high-strain jobs had higher systolic and diastolic BP during work and more often a disturbed relaxation ability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Motivation Is Not Enough: Prediction of Risk Behavior Following Diagnosis of Coronary Heart Disease From the Theory of Planned Behavior.

Perceived behavioral control (PBC) and intention, the proximal predictors from the theory of planned behavior (TPB), were used to predict cardiovascular risk behaviors in 597 patients 1 year after diagnosis with coronary heart disease. The outcome measures were self-report measures of exercise plus objective measures of fitness (distance walked in 6 min) and cotinine-confirmed smoking cessation. In multivariate analyses incorporating both PBC and intention, PBC predicted exercise, distance walked, and smoking cessation, but intention was not a reliable independent predictor of any health behavior measured. Thus, the effective theoretical component of the TPB was PBC. Similar predictions could derive from social-cognitive theory. In coronary patients, behavioral change needs to address issues of action implementation rather than motivational factors alone. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job mobility, its determinants, and its effects: Longitudinal data from the Maastricht cohort study.

This prospective study of 12,140 employees examined the effects of work characteristics and situational, psychological, and health aspects on job mobility. Before job change, the mobility group reported significantly more conflicts with the supervisor, higher physical and emotional strain, higher degree of job insecurity, lower job satisfaction, and lower degree of commitment compared with employees who did not change jobs. After job change, the mobility group reported improved autonomy, task diversity, decreased occurrence of conflicts with the supervisor, decreased physical and emotional strain, and improved training possibilities and job security than before the change. Changing jobs had a positive effect on employees with respect to job perception and job satisfaction and led to reduced fatigue and need for recovery. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Negative effects of destructive criticism: Impact on conflict, self-efficacy, and task performance.

In Study 1, 83 undergraduates received either constructive criticism (feedback that was specific, considerate, and did not attribute poor performance to internal causes) or destructive criticism (feedback that violated these basic principles) of their work. Those who received destructive criticism reported greater anger and tension and indicated that they would be more likely to handle future disagreements with the source through resistance or avoidance and less likely to handle disagreements through collaboration or compromise. In Study 2, 106 undergraduates who received destructive criticism of their work on an intitial task set lower goals and reported lower self-efficacy on two additional tasks than did subjects who received constructive criticism or no feedback. In Study 3, 108 employees of a large food-processing company rated the importance of 14 potential causes of conflict in their organization. Poor use of criticism was perceived as a more important cause of conflict and received higher ratings than did competition over resources or disputes over jurisdiction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Display Rule "Regulators": The Relationship Between Supervisors and Worker Emotional Exhaustion.

This field study examined the effect of supervisory regulation of display rules--the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)--on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that the importance supervisors place on interpersonal job demands of their workers was positively related to worker emotional exhaustion. Worker career identity moderated the interpersonal-job-demands--emotional-exhaustion relationship, but self-efficacy did not. Study conclusions and suggestions for future research are provided. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Manipulating self-efficacy in the exercise environment in women: Influences on affective responses.

Self-efficacy was experimentally manipulated in an exercise context, and its effect on affective responses was examined. College women (N?=?46) were randomly assigned to a high- or low-efficacy condition, and efficacy expectations were manipulated by means of bogus feedback and graphs depicting contrived normative data. The manipulation successfully influenced affective responses, with participants in the high-efficacy group reporting more positive and less negative affect than did the low-efficacy group. Efficacy was significantly related to feeling-state responses during and after activity but only in the high-efficacy condition. The results suggest that self-efficacy can be manipulated and that these changes are related to the affective experience associated with exercise. Such findings may have important implications for the roles played by self-efficacy and affect in exercise adherence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Does the Theory of Planned Behavior Mediate the Effects of an Oncologist's Recommendation to Exercise in Newly Diagnosed Breast Cancer Survivors? Results From a Randomized Controlled Trial.

This randomized trial examined the effects of 2 oncologist-based exercise interventions--recommendation only (RO) and recommendation plus referral (RR)--versus usual care (UC) on social-cognitive constructs from the theory of planned behavior (TPB). The authors also examined whether the TPB mediated the significant effect of the RO intervention on exercise and explained the null effect of the RR intervention. Independent t tests revealed that both interventions had significant effects on TPB constructs; however, only the RO intervention impacted perceived behavioral control (PBC). Path analyses indicated that PBC was the only construct with a direct effect on exercise and that it mediated the effect of the RO intervention on exercise and explained the null effect of the RR intervention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Conditions under which employees respond positively to enriched work.

Tested the moderating effects of (a) employee growth need strength and (b) level of satisfaction with the work context on employee responses to enriched work. Data were collected from 201 employees who work on 25 jobs in a bank. Employees who had strong growth needs and also were satisfied with the work context (i.e., with their pay, job security, co-workers, and supervisors) responded more positively to enriched jobs than employees who had weak needs for growth and/or who were dissatisfied with the work context. Implications for the practice of work redesign are discussed. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work stress, self-efficacy, Chinese work values, and work well-being in Hong Kong and Beijing.

The authors tested the direct and moderating effects of self-efficacy and Chinese work values on relationships between job stressors and work well-being among employees in Hong Kong and Beijing. A self-administered questionnaire survey was conducted to collect data from 105 and 129 employees in Hong Kong and Beijing, respectively. The results revealed that self-efficacy was positively related to job satisfaction in both samples. Self-efficacy was found to be a stress moderator in some of the stressor-work well-being relationships for both samples. The direct effect of Chinese work values on work well-being was minimal, and its moderating effects were partially demonstrated in some of the stressor-job satisfaction relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Type A behavior in employed women: Relation to work, marital, and leisure variables, social support, stress, tension, and health.

91 21–62 yr old women employed full-time were administered the Jenkins Activity Survey and a Type A (coronary prone) behavior scale by S. Haynes et al (see record 1979-33979-001). Information concerning various work and nonwork-related (e.g., marital relations and leisure activity) variables was obtained via questionnaire or interview. Type As had higher occupational levels and reported more demanding jobs and higher stress and tension than Type Bs. Type As and Bs did not differ in their reports of marital adjustment or in total hours spent in leisure activities. Type A behavior was related to both self-reported stress and tension—and for married women only, to poorer self-reported physical health. Social support from various sources was not related to Type A or B behavior. Type A was related to more reported stress and tension for Ss who felt they had many sources of support but not for Ss who did not perceive their having many sources of support. (51 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Recovery, work engagement, and proactive behavior: A new look at the interface between nonwork and work.

This study examined work-related outcomes of recovery during leisure time. A total of 147 employees completed a questionnaire and a daily survey over a period of 5 consecutive work days. Multilevel analyses showed that day-level recovery was positively related to day-level work engagement and day-level proactive behavior (personal initiative, pursuit of learning) during the subsequent work day. The data suggest considerable daily fluctuations in behavior and attitudes at work, with evidence that these are related to prior experience and opportunity for recovery in the nonwork domain. (PsycINFO Database Record (c) 2010 APA, all rights reserved)