Personality and the occupational stressor-strain relationship: The role of the Big Five.

The role of the Big Five traits in the occupational stressor-strain relationship was investigated among 211 managers. Direct, mediated, and moderated effect models were used to investigate whether the Big Five affect strain directly (independently of stress), indirectly (via stress and coping), or interactively with stress. Personality, stress, coping, and strain variables were measured and analyzed with path analysis and hierarchical regression. The Neuroticism-physical strain relationship was partially mediated by perceived role conflict and substance use, and the Neuroticism-psychological strain relationship was mediated by perceived stress. Extraversion had a direct, positive effect on physical and psychological strain, and there was preliminary support for a moderating role of Conscientiousness in the perceived stressor-strain relationship. Agreeableness and Openness were unrelated to strain. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

论提高基建档案管理人员业务素质的有效措施

基建档案能够准确地还原项目建设的全过程,对基建档案管理人员的业务素质有很高的要求,本文分析了基建档案管理人员的业务现状,结合档案业务和工程建设的实际,提出了提高基建档案管理人员业务素质的措施。     

A comparison of generational differences in endorsement of leadership practices with actual leadership skill level.

This study investigated whether managers from different generations considered certain leadership practices important for success in their organization, whether managers were skilled in those leadership practices, and the gap between perceived importance and skill ratings. Data were obtained between January 2008 and April 2009 from practicing American managers from three different generations: baby boomers (n = 3,317), gen Xers (n = 3,303), and millennials (n = 429). Participants were asked which 8 of 16 leadership practices they considered most important for success in their organizations and participants were rated by their boss on their skill level for all 16 practices. Differences among generations in the endorsement of 10 of the 16 leadership practices existed, but an examination of their effect sizes showed small practical significance. The magnitude of the gaps between importance and skill ratings were similar among the generations, with the biggest gaps in leading employees, change management, and building and mending relationships. In summary, managers from different generations are more similar than they are different with regard to the leadership practices they think are important, and how skilled they are at those leadership practices. Gap results have implications that may help managers, organizations, consultants, and practitioners understand what managers of all generations need to focus on for development. In particular, they reveal that leadership development initiatives should focus on how to lead employees better, how to manage change, and how to build and mend relationships at work. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

IDSIC: an intrusion detection system with identification capability

Security is an important but challenging issue in current network environments. With the growth of Internet, application systems in enterprises may suffer from new security threats caused by external intruders. This situation results in the introduction of security auditors (SAs) who perform some test methods with hacking tools the same as or similar to those used by hackers. However, current intrusion detection systems (IDSs) do not consider the role of security auditors despite its importance. This causes IDSs to generate many annoying alarms. In this paper, we are motivated to extend a current IDS functionality with Identification Capability, called IDSIC, based on the auditing viewpoint to separate auditing traffic from malicious attacks. The IDSIC architecture includes two components: fingerprint adder and fingerprint checker, which can provide a separability of security auditors and hackers. With this architecture, we show that IDSICs can lower the consequential costs in the current IDSs. Therefore, such IDSICs can ensure a more stable system performance during the security examination process.     

The Relationship Between Employee Job Change and Job Satisfaction: The Honeymoon-Hangover Effect.

Recent research suggests that the turnover process is not fully captured by the traditional sequential model relating job dissatisfaction to subsequent turnover. The present study contributes to this research by modeling within-individual job satisfaction as a function of job change patterns to determine if individual work attitudes change systematically with the temporal turnover process. Specifically, the authors hypothesized that low satisfaction would precede a voluntary job change, with an increase in job satisfaction immediately following a job change (the honeymoon effect), followed by a decline in job satisfaction (the hangover effect). Though this pattern is suggested in the literature, no prior research has integrated and tested this complete temporal model within individuals. Findings based on a sample of managers supported the proposed honeymoon-hangover effect. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Transformational leadership and moral reasoning.

Terms such as moral and ethical leadership are used widely in theory, yet little systematic research has related a sociomoral dimension to leadership in organizations. This study investigated whether managers' moral reasoning (n=132) was associated with the transformational and transactional leadership behaviors they exhibited as perceived by their subordinates (n=407). Managers completed the Defining Issues Test (J. R. Rest, 1990), whereas their subordinates completed the Multifactor Leadership Questionnaire (B. M. Bass & B. J. Avolio, 1995). Analysis of covariance indicated that managers scoring in the highest group of the moral-reasoning distribution exhibited more transformational leadership behaviors than leaders scoring in the lowest group. As expected, there was no relationship between moral-reasoning group and transactional leadership behaviors. Implications for leadership development are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A psychoanalytic-existential approach to burnout: Demonstrated in the cases of a nurse, a teacher, and a manager.

A psychoanalytic-existential approach to understanding and treating burnout is presented and demonstrated in the cases of a nurse, a teacher, and a manager. According to the existential perspective, the root cause of burnout lies in people's need to find existential significance in their lives and their sense that the work they do does not provide it. The reason why people choose to derive a sense of significance through a particular career is explained by the psychoanalytic perspective, which attributes it to significant childhood experiences and family of origin dynamic. A treatment approach based on the psychoanalytic-existential approach is proposed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting ratings of sales success with objective performance information.

What information about salesmen best predicts success in sales work as indicated by sales managers' appraisals of sales performance? To find out, 40 salesmen were studied for 6 months. "In all, 21 objective variables were intercorrelated with 19 appraisal variables… . the best predictors of appraisal factors: Spot Orders, Spot Orders vs. Par, Shop Orders/Shop Calls, New Business Orders, and New Business Orders vs. Par." The procedures were considered very promising for trial by others. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Need satisfactions of managerial level personnel in a government agency.

Compares the need satisfactions of managers in field work with those of similar managers in central office work with a government agency. There was greater satisfaction among those in field work especially with respect to certain higher-level needs. Also, a comparison was made of the need satisfactions of all respondents in the government agency with those of a similar group from private industry. The satisfaction of the government managers was less across all need items than the satisfaction of the private industry managers. A perceptual halo effect created by the insecure conditions existing in the government agency at the time the study was conducted may explain this finding. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job attitudes in management: V. Perceptions of the importance of certain personality traits as a function of job level.

This study investigated managers' perceptions of the relative importance of 10 personality traits for success in their managerial roles, as a function of level of position within management. Data were obtained by means of a questionnaire in which the 10 traits were rank ordered in importance by over 1800 respondents from all parts of management and all types of companies. The 10 traits consisted of 5 Other-Directed or Organization Man type traits, and 5 Inner-Directed type traits. Results showed that Inner-Directed traits were perceived as more important at each higher level of management and thereby Other-Directed traits were seen as more important at each lower level of management. (PsycINFO Database Record (c) 2010 APA, all rights reserved)