The Influence of Prior Commitment on the Reactions of Layoff Survivors to Organizational Downsizing.

Nurses (N := 179; Study 1) and managers (N = 154; Study 2) participated in 2 panel studies examining the relationship among prior commitment (affective and continuance commitment and perceived organizational support), coping strategies, and survivors' attitudes and perceptions during and following downsizing. In Study 1, perceived organizational support was significantly positively related to control-oriented coping, job satisfaction, and intention to remain and negatively related to perceived job insecurity and burnout 2 years later. In Study 2, coping mediated the relationship between the prior commitment variables and job alienation, health symptoms, and burnout following the downsizing. Control-oriented coping was associated with elevated levels of health symptoms and burnout following the downsizing, suggesting that control-oriented coping may have positive effects in the short term but potentially harmful effects in the long term. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coping With Downsizing: A Comparison of Executive-Level and Middle Managers.

A longitudinal study compared the reactions of executive-level and middle managers prior to a large-scale downsizing, during initial and final phases, and following the downsizing. Compared with executives, middle managers perceived greater job insecurity, were more likely to use escape coping, and reported lower job performance and higher levels of health symptoms. Over time, both executives and middle managers reported a decline in perceived threat of job loss but an increase in sense of powerlessness, a decrease in the use of control-oriented coping strategies, and reduced job performance in the initial phase of downsizing. Although less so, executive-level managers were also adversely affected by the downsizing, suggesting that this group should be included in stress management interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An Arabic language version of the health promotion lifestyle profile

BACKGROUND: Characteristic features of cholesteatoma of the middle ear are destruction of the bone and a high tendency for recurrent disease. The choice of surgical procedure is determined by audiological results and the rate of recurrent cholesteatoma. PATIENTS: One hundred fifty patients who underwent primary cholesteatoma surgery were investigated 3-5 years postoperatively. Preoperative and postoperative audiological results and rate of revision surgery were compared for the respective surgical procedures. All cholesteatomas were treated with an open surgical technique. The lateral attic walls and cholesteatomas were removed. RESULTS: Cholesteotoma recurred in 15 patients (10%). Primary reconstruction of the ossicular chain with a tympanoplasty (type III) was performed in 98 patients in the first operation. Approximately 80% of patients treated with a type III tympanoplasty had a maximum postoperative air-bone gap of 20 dB in the main speech range, depending on the frequency. In about 50% of patients, this value was 10 dB or less. Comparison of preoperative and postoperative conductive hearing loss between 250 Hz and 8000 Hz revealed an improvement (p < 0.05) of 10 dB (500 Hz, 3000 Hz, 4000 Hz) and 15 dB (250 Hz, 1500 Hz, 2000 Hz, 8000 Hz). CONCLUSIONS: In our opinion, a second look operation should be performed in cases where a large cholesteatoma cannot be removed with sufficient reliability. This applies especially to a cholesteatoma in the oval window. Here, we suggest second-look surgery after one year.     

The impact of organizational downsizing on the job satisfaction of nurses

Professional nurses across Canada are being affected by health reform initiatives designed to deinstitutionalize the health care system. This panel study examined the impact this restructuring has had on nurses' overall job satisfaction as well as their satisfaction with various aspects of their job and work environment. The participants consisted of 345 nurses employed in 3 community hospitals in southwestern Ontario. Hospital downsizing had relatively little effect on overall job satisfaction, satisfaction with kind of work, amount of work, and physical work conditions. However, compared to before the downsizing, nurses reported a significant deterioration in satisfaction with their career future, hospital identification, supervision, and co-workers following the implementation of restructuring initiatives. We discuss the organizational and management implications of these findings and suggest ways that hospital administrators can minimize the negative effects of downsizing on nursing professionals.     

The Influence of Prior Coping Resources and Constraints on Nurses' Coping Responses to Hospital Amalgamation in Canada.

Nurses (N=159) participated in a 5-year panel study of coping with hospital downsizing and amalgamation. Nurses in the acquiring hospitals increased their use of help-seeking coping, whereas nurses in the acquired hospitals reduced their use of help-seeking coping. Both groups of nurses increased their use of avoidance/resignation coping. Prior coping resources were positively associated with the use of control-oriented coping, whereas constraints inhibited the use of these coping strategies. Both groups of nurses reported a decrease in resources during the amalgamation, indicating a negative impact of amalgamation not only on nurses in the hospitals being acquired but also on nurses in the hospitals remaining open. (PsycINFO Database Record (c) 2010 APA, all rights reserved)