Future work selves : how salient hoped-for identities motivate proactive career behaviors

The term future work self refers to an individual's representation of himself or herself in the future that reflects his or her hopes and aspirations in relation to work. The clearer and more accessible this representation, the more salient the future work self. An initial study with 2 samples (N = 397; N = 103) showed that future work self salience was distinct from established career concepts and positively related to individuals' proactive career behavior. A follow-up longitudinal analysis, Study 2 (N = 53), demonstrated that future work self salience had a lagged effect on proactive career behavior. In Study 3 (N = 233), we considered the role of elaboration, a further attribute of a future work self, and showed that elaboration motivated proactive career behavior only when future work self salience was also high. Together the studies suggest the power of future work selves as a motivational resource for proactive career behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved

Fostering implementation of health services research findings into practice: a consolidated framework for advancing implementation science

Abstract Background Many interventions found to be effective in health services research studies fail to translate into meaningful patient care outcomes across multiple contexts. Health services researchers recognize the need to evaluate not only summative outcomes but also formative outcomes to assess the extent to which implementation is effective in a specific setting, prolongs sustainability, and promotes dissemination into other settings. Many implementation theories have been published to help promote effective implementation. However, they overlap considerably in the constructs included in individual theories, and a comparison of theories reveals that each is missing important constructs included in other theories. In addition, terminology and definitions are not consistent across theories. We describe the Consolidated Framework For Implementation Research (CFIR) that offers an overarching typology to promote implementation theory development and verification about what works where and why across multiple contexts. Methods We used a snowball sampling approach to identify published theories that were evaluated to identify constructs based on strength of conceptual or empirical support for influence on implementation, consistency in definitions, alignment with our own findings, and potential for measurement. We combined constructs across published theories that had different labels but were redundant or overlapping in definition, and we parsed apart constructs that conflated underlying concepts. Results The CFIR is composed of five major domains: intervention characteristics, outer setting, inner setting, characteristics of the individuals involved, and the process of implementation. Eight constructs were identified related to the intervention (e.g., evidence strength and quality), four constructs were identified related to outer setting (e.g., patient needs and resources), 12 constructs were identified related to inner setting (e.g., culture, leadership engagement), five constructs were identified related to individual characteristics, and eight constructs were identified related to process (e.g., plan, evaluate, and reflect). We present explicit definitions for each construct. Conclusion The CFIR provides a pragmatic structure for approaching complex, interacting, multi-level, and transient states of constructs in the real world by embracing, consolidating, and unifying key constructs from published implementation theories. It can be used to guide formative evaluations and build the implementation knowledge base across multiple studies and settings.http://deepblue.lib.umich.edu/bitstream/2027.42/78272/1/1748-5908-4-50.xmlhttp://deepblue.lib.umich.edu/bitstream/2027.42/78272/2/1748-5908-4-50-S1.PDFhttp://deepblue.lib.umich.edu/bitstream/2027.42/78272/3/1748-5908-4-50-S3.PDFhttp://deepblue.lib.umich.edu/bitstream/2027.42/78272/4/1748-5908-4-50-S4.PDFhttp://deepblue.lib.umich.edu/bitstream/2027.42/78272/5/1748-5908-4-50.pdfhttp://deepblue.lib.umich.edu/bitstream/2027.42/78272/6/1748-5908-4-50-S2.PDFPeer Reviewe

Having Two Bosses; Considering the Relationships between LMX, Satisfaction with HR Practices, and Organizational Commitment

The current study went beyond previous research on leader-member exchange (LMX) by examining employees who are supervised by more than one boss. Using data from 122 PhDs from a Dutch university, the current study had three research objectives. First, to examine the effects of PhDs' LMX with both their promoter and their assistant promoter on affective organizational commitment (AOC). Second, to examine the mediating role of satisfaction with HR practices in the two LMX - AOC relationships. Since the promoter as the higher level boss has more influence on different HR practices the third objective was to examine whether the LMX - AOC relationship is stronger for the promoter than for the assistant promoter. The results showed that both promoter LMX and LMX assistant promoter were positively related to PhDs’ AOC, and both relationships were fully mediated by PhDs’ satisfaction with HR practices. As expected, these effects were significantly stronger for the promoter than for the assistant promoter

A metric for collaborative networks

The objective of this paper is to provide a metric that could be used to define success in acollaborative network. Design/methodology/approach - The methodology of this research consists of four stages: Review, Constructing, Testing and Description. Review stage comprised of a critical review of theliterature in order to understand the characteristics of collaborative network organisations and thereasons behind the successes and failures in collaborative networks. Construction stage resulted indevelopment of a metric for collaborative networks. Testing stage tested the model through case studyin a collaborative networks organisation. The outcome of the case study was discussed at thedescription stage to assess usability and usefulness of the metric for participants in turn to generatec onclusions