Awareness of stress-reduction interventions on work attitudes: the impact of tenure and staff group in Australian universities

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational stress and wellbeing interventions and suggest that management may need to implement new strategies and/or promote existing stress-management and reduction strategies to academics, and employees whom are either new to the university or those who have been working for the organization for longer periods of time to ensure that they are aware of organizational strategies to promote employee wellbeing and morale within their work environments.Silvia Pignata, Anthony H. Winefield, Chris Provis and Carolyn M. Boy

Exploring family and community involvement to protect Thai youths from alcohol and illegal drug abuse

Youth substance abuse is widely recognized as a major public health issue in Thailand. This study explores family and community risk and protective factors relevant to alcohol and illegal drug misuse in 1,778 Thai teenagers. Strong family attachment and a family history of antisocial behaviors were strongly associated with nearly all forms of substance abuse, with adjusted odds ratios ranging from 5.05 to 8.45. Community disorganization was strongly associated with self-reported substance use, although involvement in prosocial activities acted as a protective factor. The findings suggest that interventions that promote family cohesion and encourage community involvement may have considerable benefits in reducing substance abuse in Thai adolescents

Assessing effectiveness of aggression replacement training at a technical college in Thailand

Youth violence is a significant public health issue in Thailand where most people who are injured are vocational college students. There is a need to identify methods whereby such violence can be prevented. We trialed a group program in a technical college in Thailand with 23 students who received a modified version of aggression replacement training. We then compared their results with those of 24 students who did not receive any intervention or preintervention at 1 and 3 month followups. Although we found little evidence supporting the effectiveness of the intervention, participants in the intervention group suggested in the followup in-depth interviews that they felt more able to avoid or ignore provocation, and that they thought more about the consequences of aggressive behavior than they did prior to the intervention

The influence of mindfulness meditation on angry emotions and violent behavior on Thai technical college students

Introduction: Violence among technical college students is a significant issue in Thailand, South East Asia, and yet few interventions are available for use with this group. In this study the outcomes of a culturally appropriate intervention, mindfulness meditation (MM), on anger and violent behavior are reported. The MM intervention was delivered over three consecutive weeks to technical college students (n = 40) and the effects compared to a comparison group (n = 56) who attend classes as usual. Methods: Both the intervention and comparison group completed a series of validated self-report measures on aggressive and violent behavior perpetration and victimization on three occasions (pre-intervention, 1 month and 3 month post-intervention). Results: Program participants reported lower levels of anger expression at one month follow-up, but there were no observed group. ×. time interactions for self-reported violent behavior. Rates of victimization changed over time, with one interaction effect observed for reports of being threatened. Conclusions: MM may have the potential to improve emotional self-control, but is likely to only impact on violent behavior when this is anger mediated

Exploring the relationship between victims and witnesses of aggression and anger expression in Thai adolescents

Objective: Young people who are victims of, or witnesses to, aggression are at increased risk of developing a psychological disorder and behaving aggressively themselves. The aim of this study was to report the prevalence of exposure to aggression in a sample of 1 770 students, aged 15–26 years recruited from technical colleges in Thailand. Method: Self-report questionnaires were used to assess the prevalence rates for both experiencing aggression as a victim and for witnessing an aggressive incident. Logistic regression methods were then used to examine the possible association between acting aggressively and being a victim of, or a witness to, aggression. Results: In the previous six months, over half of all students reported being yelled at and had witnessed friends being hit. Those students who reported 'being pushed' or 'being hit' themselves had higher levels of anger expression. Being an indirect victim and witnessing aggression were only weakly associated with anger expression. Conclusions: Adolescents in Thailand experience high rates of victimisation and commonly witness aggression. Being personally victimised was shown to be significantly related to a subsequent expression of anger, suggesting that interventions to prevent direct confrontation may help to reduce the likelihood of victims becoming perpetrators

A trial of mindfulness meditation to reduce anger and violence in Thai youth

Mindfulness meditation techniques are increasingly being used to treat problematic anger and aggressive behaviour, and yet the evidence base to support the effectiveness of these methods remains limited. This paper describes a trial of a mindfulness meditation intervention delivered to technical college students in Thailand. A total of 40 students received the intervention and changes on a series of self-report assessments of anger expression and violent behaviour were compared with those of a group of 56 students who did not receive the intervention. The intervention did not appear to lead to major reductions in self-reported anger or violence, although qualitative data elicited from interviews with participants suggested that the students had improved their self-regulation skills and developed greater self-awareness. It is concluded that this type of intervention may have value in preventing violence amongst Thai youth, but that more trials and stronger evaluation designs are needed to establish this

A Longitudinal Study of the Predictors of Procedural Justice in Australian University Staff

Purpose - This study examined the factors that predict employees’ perceptions of procedural justice in university settings. The paper also reviews the ethical aspects of justice and psychological contracts within employment relationships. Design/Methodology/Approach - The study examined the predictors of perceived procedural justice in a two-wave longitudinal sample of 945 employees from 13 universities by applying the Job Demands-Resources theoretical model of stress. The proposed predictors were classified into two categories: job demands of work pressure and work-home conflict; and job resources of job security, autonomy, trust in senior management, and trust in supervisor. The predictor model also examined job satisfaction and affective organizational commitment, demographic (age, gender, tenure, role) and individual characteristics (negative affectivity, job involvement) as well as Time 1 (T1) perceptions of procedural justice to ensure that tests were rigorous. Findings - A series of hierarchical multiple regression analyses found that job satisfaction at T1 was the strongest predictor of perceived procedural justice at Time 2. Employees' trust in senior management, and their length of tenure also positively predicted justice perceptions. There were also differences between academic and non-academic staff groups, as non-academic employees' level of job satisfaction, trust in senior management and their length of organizational tenure predicted procedural justice perceptions, whereas for academics, only job satisfaction predicted perceived justice. For the all staff category, job satisfaction was a dominant and enduring predictor of justice, and employees' trust in senior management also predicted justice. Research limitations/implications - Results highlight the importance of workplace factors in enhancing fair procedures to encourage reciprocity from employees. As perceived procedural justice is also conceptually linked to the psychological contract between employees-employers, it is possible that employees’ levels of job satisfaction and perceptions of trust in senior management, relative to other work attitudinal outcomes, may be more effective for improving the broader working environment, and promoting staff morale.Originality/value – This study adds to research on applied business ethics as it focuses on the ethical aspects of perceived procedural justice and highlights the importance of workplace factors in enhancing fair procedures in organizational policy to encourage reciprocity and promote healthy organizationa