Review of Qualité de vie et drogues. Place aux jeunes.

Reviews the book, Qualité de vie et drogues. Place aux jeunes (1986). In this volume, the author shares his initiatives in the plan of therapeutic and preventive intervention. This book discusses drug use and quality of life in young people. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of Les conceptions cognitives de la personnalite.

Reviews the book, Les conceptions cognitives de la personnalité by Michel Huteau (1985). This book discusses the various approaches to cognitive psychology relative to personality development. Three chapters are of paramount importance: one in which the author presents his fundamental arguments, one on the "cognitivisation" of dynamic personality theories, and one that addresses the cognitive "personalization" of the theories. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychosocial safety climate moderates the job demand–resource interaction in predicting workgroup distress

Psychosocial safety climate (PSC) arises from workplace policies, practices, and procedures for the protection of worker psychological health and safety that are largely driven by management. Many work stress theories are based on the fundamental interaction hypothesis – that a high level of job demands (D) will lead to psychological distress and that this relationship will be offset when there are high job resources (R). However we proposed that this interaction really depends on the organizational context; in particular high levels of psychosocial safety climate will enable the safe utilization of resources to reduce demands. The study sample consisted of police constables from 23 police units (stations) with longitudinal survey responses at two time points separated by 14 months (Time 1, N = 319, Time 2, N = 139). We used hierarchical linear modeling to assess the effect of the proposed three-way interaction term (PSC × D × R) on change in workgroup distress variance over time. Specifically we confirmed the interaction between emotional demands and emotional resources (assessed at the individual level), in the context of unit psychosocial safety climate (aggregated individual data). As predicted, high emotional resources moderated the positive relationship between emotional demands and change in workgroup distress but only when there were high levels of unit psychosocial safety climate. Results were confirmed using a split-sample analysis. Results support psychosocial safety climate as a property of the organization and a target for higher order controls for reducing work stress. The ‘right’ climate enables resources to do their job.     

Construction of a set of convenient saccharomyces cerevisiae strains that are isogenic to S288C

A set of GAL2⁺ yeast strains that are isogenic to strain S288C have been constructed. They contain non-reverting mutations in genes commonly used for selection for recombinant plasmids. Strains from this collection are being used for the European Union Yeast Genome Sequencing Programme. Representative strains from this collection have been deposited with the ATCC.     

Psychosocial safety climate as a lead indicator of workplace bullying and harassment, job resources, psychological health and employee engagement

Psychosocial safety climate (PSC) is defined as shared perceptions of organizational policies, practices and procedures for the protection of worker psychological health and safety, that stem largely from management practices. PSC theory extends the Job Demands–Resources (JD-R) framework and proposes that organizational level PSC determines work conditions and subsequently, psychological health problems and work engagement. Our sample was derived from the Australian Workplace Barometer project and comprised 30 organizations, and 220 employees. As expected, hierarchical linear modeling showed that organizational PSC was negatively associated with workplace bullying and harassment (demands) and in turn psychological health problems (health impairment path). PSC was also positively associated with work rewards (resources) and in turn work engagement (motivational path). Accordingly, we found that PSC triggered both the health impairment and motivational pathways, thus justifying extending the JD-R model in a multilevel way. Further we found that PSC, as an organization-based resource, moderated the positive relationship between bullying/harassment and psychological health problems, and the negative relationship between bullying/harassment and engagement. The findings provide evidence for a multilevel model of PSC as a lead indicator of workplace psychosocial hazards (high demands, low resources), psychological health and employee engagement, and as a potential moderator of psychosocial hazard effects. PSC is therefore an efficient target for primary and secondary intervention.     

A test of the demand-control/support model of work stress in correctional officers

The demand-control/support model of work stress was tested in a sample of 419 correctional officers. The results suggest a link between certain work characteristics (high demands, low control, and low support) and strain symptoms (e.g., psychological distress, job dissatisfaction) as well as with negative affectivity (NA). On the other hand, other job characteristics (high demands and high control) were associated with positive behavioral outcomes (seeking feedback, looking at work as a challenge). Workers in high-isolation strain jobs with the greatest work exposure showed higher levels of strain and NA than workers with less experience working in the same job. Results suggest that work experience may affect long-term personality evolution. It is concluded that studies that control for the nuisance aspects of trait NA may underestimate the impact of the work environment on strain.     

How job demands affect partners' experience of exhaustion: Integrating work-family conflict and crossover theory.

This study among 168 couples of dual-earner parents uses insights from previous work-family conflict and crossover research to propose an integrative model delineating how job demands experienced by men and women carry over to the home domain. The authors hypothesized that for both men and women, job demands foster their own work-family conflict (WFC), which in turn contributes to their partners' home demands, family-work conflict (FWC), and exhaustion. In addition, they hypothesized that social undermining mediates the relationship between individuals' WFC and their partners' home demands. The results of structural equation modeling analyses provided strong support for the proposed model. The hypothesis that gender would moderate the model relationships was rejected. These findings integrate previous findings on work-family conflict and crossover theories and suggest fluid boundaries between the work and home domains. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Twenty-five year later: Retrospective comments by members of the original Harvard Commission.

This article offers a collection of retrospective comments by members of the original Harvard Commission. Each member provides his own comment and discusses his experiences in life and work. Comments are provided by: Detlev W. Bronk, Leonard Carmichael, John Dollard, Ernest R. Hilgard and John C. Whitehorn. (PsycINFO Database Record (c) 2010 APA, all rights reserved)