2,552 research outputs found

    Exploring the Mediating Role on Distributive and Instructional Leadership of Teacher Organizational Satisfaction to Commitment: A Structural Equation Model

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    Leadership is a vital part of any institution. It involves the ability to motivate and inspire others to achieve their goals. Leaders come in all shapes and sizes, each with their unique style of leadership. This study hypothesized a structural equation model which highlights the direct and indirect influence of university heads leadership style which is distributive and instructional to teacher organizational satisfaction and commitment. In addition, the study explores the mediating roles of teacher organizational satisfaction in two leadership concepts (distributive and instructional) on teacher organizational commitment. Covariance-Based Structural Equation Modeling was employed to analyze the data from 504 faculty and evaluate the hypothesized model. From the investigation, three (3) equivalent models are generated. Among these 3 generated models, one model that is supported by literature was chosen to be the best model. This model shows that the distributive leadership of university heads was predicted by their instructional leadership. Moreover, the relationship between instructional leadership and teacher satisfaction is completely mediated by distributive leadership. Similarly, the relationship between instructional leadership and teacher organizational commitment is fully mediated by distributive leadership and teacher organizational satisfaction. The predictive relationship between distributive leadership and teacher organizational commitment was fully mediated by teacher organizational satisfaction, which was predicted by distributive leadership. Finally, teacher organizational satisfaction predicts teacher organizational commitment

    Distributive and Procedural Justice and Political Trust in Europe

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    Previous research underlines that a political system's adherence to principles of distributive and procedural justice stimulates citizens' political trust. Yet, most of what is known about the relationship between justice and political trust is derived from macro-level indicators of distributive and procedural justice, merely presuming that citizens connect a political system's adherence to justice principles to their trust in political authorities and institutions. Accordingly, we still lack a clear understanding of whether and how individual perceptions and evaluations of distributive and procedural justice influence citizens' political trust and how their impact might be conditioned by a political system's overall adherence to principles of justice. In addition, previous research has implicitly assumed that the link between justice principles and political trust operates identically for all major political authorities and institutions, disregarding the possibility that citizens evaluate representative and regulative authorities and institutions on the basis of different justice criteria. Against this background, the aims of the present study are (1) to investigate the impact of individual evaluations of distributive and procedural justice on citizens' political trust, (2) to analyze to what extent the effects of justice evaluations on political trust depend on political systems' overall adherence to principles of distributive and procedural justice, and (3) to assess whether and in which ways the influence of justice evaluations differs for trust in representative and regulative authorities and institutions. Our empirical analysis covering more than 30,000 respondents from 27 European countries based on data from the European Social Survey (ESS) and the Varieties of Democracy (V-Dem) project demonstrates that (1) more positive evaluations of distributive and procedural justice foster citizens' political trust, that (2) the impact of justice evaluations on political trust is amplified in political systems in which the overall adherence to justice principles is compromised, and that (3) different facets of distributive and procedural justice evaluations exert varying effects on citizens' trust in representative as compared to regulative authorities and institutions. These findings entail important implications with regard to the relation between justice and political trust and the general viability of modern democratic systems

    "First the grub, then the morals"?:Disentangling the self-interest and ideological drivers of attitudes towards demanding activation policies in Belgium

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    Following the shift towards an activating role of the European welfare states, there is increasing scholarly interest in public support for demanding activation policies that impose obligations on welfare recipients. Borrowing the classical theoretical frameworks used in welfare attitudes research, we aim to disentangle the effect of self-interest and ideological beliefs on support for demanding activation. Using data from the Belgian National Election Study (2014), we find that support for demanding activation is strongly related to authoritarian dispositions, work ethic and rejection of egalitarianism. For the social-structural variables, we find direct as well as indirect (that is, mediated by the ideological dimensions) effects. Controlling for ideology, social categories that are potentially most affected by welfare obligations - i.e. those currently unemployed, with a previous experience of unemployment and low-income individuals - are more likely to oppose demanding policies, which can be interpreted as a self-interest effect. The effects of educational level, conversely, are primarily mediated and should be understood in terms of ideological preferences rather than self-interest. Our results indicate that, when analysing support for specific welfare policies, attention needs to be paid to the interplay between self-interest and ideological preferences

    A MODEL OF WORK-LIFE CONFLICT AND QUALITY OF EMPLOYEE-ORGANIZATION RELATIONSHIPS: TRANSFORMATIONAL LEADERSHIP, PROCEDURAL JUSTICE, AND FAMILY-SUPPORTIVE WORKPLACE INITIATIVES

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    Good relationship management between organizations and their strategic employee publics contributes to organizational effectiveness. This dissertation built and tested a new model of employee-organization relationships by introducing time-based and strain-based work-life conflict as variables leading to employee-organization relationship outcomes, and by investigating the possible effects of transformational leadership, organizational procedural justice, and family-supportive workplace initiatives upon employees' perceived work-life conflict and relationships with their employers. This dissertation is an example of multilevel research in which all the theoretical constructs were conceptualized at the individual level, but data were gathered by conducting a survey of 396 employees in 44 U.S. organizations. The multilevel structure of collected data was addressed by using hierarchical linear modeling (HLM) as the major analytical method. The findings suggested that the amount of time-based work-life conflict employees perceived significantly predicted their perceived quality of relationships with their employers. The lower the level of time-based work-life conflict that employees perceived, the better the quality of employee-organization relationships they had. When immediate supervisors respected their subordinates as individuals with unique characters and needs and treated them differently but fairly, employees perceived high levels of trust, commitment, satisfaction, and control mutuality. In addition, employees who perceived that they were treated fairly by their organizations developed quality relationships with their employers. This dissertation also identified fair formal procedures used to make work-life policies and decisions as a significant antecedent leading to high trust, commitment, satisfaction, and control mutuality that employees perceived. Moreover, the extent to which organizations administered fair procedures for work-life conflict-related policies and decisions greatly affected employees' perceptions of the time-based and strain-based interferences between work and nonwork. Lastly, it was revealed that time-based work-life conflict partially mediated the association between quality of employee-organization relationships and procedural justice referencing work-life policies, decisions, and procedures. Interpretations and implications of the findings, the limitations of the dissertation, and directions for future research were discussed

    Feelings of dual-insecurity among European workers: A multi-level analysis

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    This article analyses European Social Survey data for 22 countries. We assess the relationship between feelings of employment and income insecurity (dual-insecurity) among workers and national flexicurity policies in the areas of lifelong learning, active labour market policy, modern social security systems and flexible and reliable contractual arrangements. We find that dual-insecurity feelings are lower in countries that score better on most flexicurity polices, but these effects are in all cases outweighed by levels of GDP per capita. Thus feelings of insecurity are reduced more by the affluence of a country than by its social policies. However, affluence is strongly correlated with the policy efforts designed to reduce insecurity, especially active labour market policies and life-long learning, two policy areas that are threatened with cuts as a result of austerity

    IRISS-C/I 10th Anniversary Conference on ``The measurement of discrimination, inequality and deprivation: Recent developments and applications': Book of abstracts

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    This document collates abstracts of papers presented at the conference on ``The measurement of discrimination, inequality and deprivation: Recent developments and applications' organized by CEPS/INSTEAD in Differdange, October 24-25 2008 on the occasion of the 10th anniversary of the IRISS-C/I programme.

    Prison Officer Legitimacy, Their Exercise of Power, and Inmate Rule Breaking

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    Prison officers are directly responsible for transmitting penal culture and prison policy to the confined, yet few studies of officers’ impact on inmate behavior have been conducted. We examined the effect of inmates’ perceptions of officer legitimacy on rule breaking within prisons, as well as the effects of officers’ reliance on different power bases on rates of rule breaking across prisons. The findings from bi-level analyses of data from inmates and officers from 33 prisons revealed that inmates who held stronger views regarding officer legitimacy committed fewer nonviolent infractions but that perceived legitimacy did not affect the number of violent offenses inmates committed. We also examined a subsample of inmates encountered by officers for a rule violation and found no relationship between perceived legitimacy and subsequent rule breaking, although stronger perceptions of procedural justice related to the incident did directly and indirectly (through perceived legitimacy) coincide with lower odds of nonviolent misconduct. At the prison level, we found that prisons in which officers exercised their authority more lawfully and fairly (positional power) or by relying more on their skills and expertise (expert power) had lower rates of violent or nonviolent rule violations. Prisons in which officers relied more on coercion had higher levels of nonviolent infractions

    Short-term trajectories of workplace bullying and its impact on strain: A latent class growth modeling approach

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    The aim of this weekly diary study was (a) to identify trajectories of workplace bullying over time and (b) to examine the association of each cluster with strain indicators (i.e., insomnia and anxiety/depression). A sample of 286 employees during 4 weeks of data was used (N occasions = 1,144). Results of latent class growth modeling showed that 3 trajectories could be identified: a nonbullying trajectory, which comprised 90.9% of the sample; an inverted U trajectory; and a delayed increase bullying trajectory; the latter two each had 4.2% of the participants. We found a significant interaction between time and trajectories when predicting insomnia and anxiety/depression, with each strain showing a differential pattern with each trajectory. It seems that the negative effects on insomnia are long-lasting and remain after bullying has already decreased. In the case of anxiety and depression, when bullying decreases strain indicators also decrease. In this study, by examining trajectories of bullying at work over time and their associations with strain, we provide new insights into the temporal dynamics of workplace bullying
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