The Correlation between Social Skills and Stress on Gifted Children

The Correlation between Social Skills and Stress on Gifted Children Zikrayati and Dona Eka Putri Faculty of Psychology, Universitas Gunadarma Jakarta Abstract Education system in Indonesia is still oriented to the development of rational intelligence and less oriented to the development of emotional intelligence in teaching and learning. In fact the role of IQ in the success of a person only takes the second position after the EQ (social skills). On gifted children, lack of social skills is one reason these children are vulnerable to problems. The purpose of this study is to empirically examine whether there is a negative correlation between social skills and stress on gifted children. Subjects were 38 high school students who followed the accelerated program. The measurement used is the scale of social skills and stress scale. Data analysis using Pearson's correlation technique (one-tailed). The results showed a negative significant correlation between social skills with stress on gifted children. Viewed from the description of participants, it is known there are differences in the mean value of social skills based on ethnicity

A Study on Impact of Psychological Empowerment on Employee Performance in Small and Medium Scale Enterprise Sectors

Employee empowerment programs have been widely adopted in the public sector as well as private sectors as a way to improve employee performance. Empowered employees improve performance largely by finding innovative ways of correcting errors in production and service delivery and redesigning work processes. This study explores how psychological empowerment influences employee’s performance in small and medium scale enterprises.  The objectives of the study is to present the correlation and impacts or influence of dimensions of psychological empowerment on employee performance. The study is descriptive type of research which is basically employed survey method. For the purpose of this study both qualitative and quantitative research approach were used. The respondents were stratified based on the activities they are engaged, then Simple random sampling design was used to collect data that were used to assess the four dimensions of psychological empowerment variables. Using a sample of 125 employed individuals of which 102 collected, a 12 item 5point likert scale of psychological empowerment measurement was developed with subscale reliabilities as follows: meaning (0.861), competence (0.754), self-determination (0.868) and impact (0.885). Similarly an 11 item 5 point likert scale with reliability test of Cronbatch Alpha 0.911 was used to measure performance. Primary data is the main source of data and the data were obtained by using questionnaire. To analyze the data inferential statistics were applied to gain an insight about the correlation between the variables and the influences that each variable have on dependent variable with the help of statistical package for social science (SPSS) version 20 software. The outcome from the study indicates that employee empowerment is essential in this era of globalization to enable the organization to respond quickly to any changes in the environment and take the advantage of employee performance. Respect and helping employees in their personal problems, nurturing their competency, letting them to select choices for meeting their needs, giving training, informing and involving them in decision making and rewarding fairly helps to empower as well as increase their performance. Keywords: Psychological empowerment, Meaningful work, Competence, self-determination, Impact and employee Performance

The Relationship Between Practice Environment, Role Overload and Job Satisfaction of Nurses in Canada

Abstract The shortage of nurses is a global phenomenon. The problem is particularly pronounced in rural areas and contributes to the health disparities experienced in the healthcare sector. Many factors had been shown to adversely impact the recruitment and retention of nurses, most especially in the rural areas. No study has examined how some factors such as the practice environment variation; geographical locations; and role overload impact job satisfaction of nurses. The Herzberg two-factor theory, with constructs of Motivation and Hygiene factors guided the study. In this quantitative, cross-sectional study, correlational approach was used to examine the association between the independent and dependent. The 2005 National Survey of the Work and Health of Nurses was analyzed to understand the perceptions of nurses in Canada regarding practice environment, role overload and job satisfaction. With a sample size of 1,363 nurses, using logistic regression analyses and chi-square of difference, the results showed that role overload, social support, and decision authority accounted for 20-26.9% of the variance in job satisfaction and were significant negative predictors of job satisfaction. The findings showed that greater percentage of the older nurses were satisfied with their jobs compared to younger nurses and that many of the nurses working in other setting were satisfied with their jobs. This study has implications for social change: The rural nursing shortage in Canada may be adequately addressed if hospital administrators, nursing directors and managers would empower nurses, improve their working conditions and workplace environment, and ensure manageable workload while the larger community/society supports creating a positive work environment for the Canadian rural nursing workforce

Theoretical Foundations to outline Human Well-being: Metaanalytic Literature Review for defining Empowered Life Years

Aim: This paper reviews existing theories and current approaches to defining human wellbeing in order to propose the dimensions and properties of indicators appropriate for measuring human well-being. It is part of the ongoing project Empowered Life Years (ELY) as Sustainable Human Well-being Criterion which was recently approved as an Advanced Grant by the European Research Council (ERC). Problem: Current studies on human well-being tend to emphasise quantitative indicators such as Gross Domestic Product (GDP), the Human Development Index (HDI), and most recently, the United Nations (UN) Sustainable Development Goals (SDGs), which consist of a set of 230 indicators to monitor the 169 targets specified. While this abundance of indicators may provide reasonable coverage of different aspects of long-term human wellbeing, a rationale for prioritization and suitable conversion mechanisms to capture the sustainability criterion remain elusive. Approach: We use narrative research synthesis to analyse 1,050 academic articles published in 2017 on ‘well-being indicators’. We highlight seven theories and 10 indicators of well-being that emerged from the literature and provide a brief discussion of these theories and indicators. The theories of well-being identified include subjective well-being theory, psychological well-being theory, social well-being theory, selfdetermination theory, positive psychology, quality of life theory and welfare or economic well-being theory. The indicators of well-being include life satisfaction, health, education, financial, social capital, community, time use, government policy, ecology, and religion factors. We also discuss circumstances that affect well-being, including age, gender, culture, and technology development. Finally, we provide a brief overview of well-being around the world. Limitation: The full reliance on literature is the primary weakness of the paper. An empirical study is needed to prove the applicability of the dimensions and influencing indicators being proposed. Significance: The key findings of the literature review highlight the interdisciplinary approach needed to support the ELY

Relationships Between Job Design, Job Crafting, Idiosyncratic Deals, and Psychological Empowerment

Although much is known about employee empowerment and work designs, numerous companies and management practitioners struggle to implement empowerment initiatives effectively because it is not known which approach best facilitates individual levels of psychological empowerment. Traditional job design theory focuses on the role of managers and portrays employees as passive grantees of empowerment. Employees may influence their own empowerment by taking an active role in work design. The primary purpose of this correlational study was to examine whether job crafting or idiosyncratic deals are more or less empowering than job design and how work locus of control influences these relationships. It was hypothesized that job crafting would be the strongest correlate with psychological empowerment. A quantitative cross-sectional survey was designed with measures adapted from existing instruments. A sample of 150 adults, drawn from various industries in the United States, completed a voluntary, online survey. Data analysis, which used Pearson correlations, revealed that job crafting had a stronger relationship with psychological empowerment than did idiosyncratic deals and management-driven job design for employees with high internal work locus of control. Findings from this study may help organizational leaders understand how employees with high internal tendencies are psychologically empowered when actively engaged in designing their own work. Employees may then feel empowered to advance the company\u27s social agenda and make personalized contributions to the greater society, essentially becoming goodwill ambassadors for the organization

Intercultural New Media Studies: The Next Frontier in intercultural Communication

New media (ICT\u27s) are transforming communication across cultures. Despite this revolution in cross cultural contact, communication researchers have largely ignored the impact of new media on intercultural communication. This groundbreaking article defines the parameters of a new field of inquiry called Intercultural New Media Studies (INMS), which explores the intersection between ICT\u27s and intercultural communication. Composed of two research areas—(1) new media and intercultural communication theory and (2) culture and new media—INMS investigates new digital theories of intercultural contact as well as refines and expands twentieth-century intercultural communication theories, examining their salience in a digital world. INMS promises to increase our understanding of intercultural communication in a new media age and is the next frontier in intercultural communication

Determinant factors of job satisfaction: A case of unit trust agents in Johor Bahru

One major issue faced by the unit trust industry in Malaysia is job satisfaction among agents. This is followed by the concerns of the unit trust supervisors’ preference for good leadership and the supervisor-subordinate troubled relationship. Past studies have shown that job satisfaction could be influenced by a variety of factors. Therefore, this study determines to investigate the relationship between leadership, span of control, Islamic unit product and service perception, internal service quality perception and job satisfaction, and the mediating effect of attitude towards switching to another agency. Several key instruments like job satisfaction scale were used in this study. A total of 13 hypotheses were developed, and regression analysis was performed to analyze the mediation effect. The population consisted of 303 respondents who were unit trust agents from various organizations in Johor Bahru. All 13 hypotheses were supported, and the results show that leadership, span of control, perception towards Islamic unit trust products and services, and internal service quality have a significant relationship with job satisfaction. Similarly, attitude towards switching agency has a significant relationship with job satisfaction, and it also significantly mediates the relationship between the independent variables and job satisfaction. The findings of this study may contribute important insights into several major practitioner knowledge gaps concerning attitude and job satisfaction such as the causes of employee attitudes and how to manage and measure them. Also, the findings clearly imply that good leadership, low span of control, positive perception of Islamic unit trust and services, and high internal service quality lead to favourable attitudes and higher job satisfaction. Thus, they should provide assistance to policy makers, practitioners and marketers in their sustainability and growth efforts

Strategies to Improve Employee Engagement in the Hospitality Industry

More than 50% of the workforce in the United States is disengaged, costing U.S. organizations almost $355 billion annually. Engaged employees improve customer satisfaction, perform effectively, and are committed to organizational goals. Guided by Kahn\u27s personal engagement theory, the purpose of this multiple case study was to explore strategies business leaders in the hospitality industry used to improve employee engagement for increased productivity. A purposive sample of 1 business leader each from 6 organizations in South Korea shared their experiences with the phenomenon of employee engagement. Data were collected through face-to-face semi structured interviews and by reviewing company position descriptions and human resource policies. Yin\u27s data analysis method revealed prevalent themes of communication, recognition and rewards, and work environment. Leaders influence employee engagement through open communication, providing rewards or recognition as performance incentives, and creating a psychologically safe work environment. Implications of this study for social change include decreased physical and mental health costs for employees and organizations. Improving employee engagement in the hospitality industry can reduce absenteeism and increase organizational profitability, sustainability, and participation in community and social programs