DIVERGENT EFFECTS OF JOB CONTROL ON COPING WITH WORK STRESSORS: THE KEY ROLE OF SELF-EFFICACY

This study identifies job self-efficacy as a moderating variable that may determine whether job control contributes positively or negative to coping with work stressors. Data from two samples (health professionals and an occupationally diverse group) demonstrated similar interactions between demands, control, and self-efficacy predicting blood pressure. These results may reconcile the previous inconsistent and largely method-bound support for Karasek\u27s job demands-control model and suggest that efforts to improve job self-efficacy may be as important to reducing the cardiovascular consequences of job stress as efforts to enhance control

Leader Self-Efficacy of Women Intercollegiate Athletic Administrators: A Look at Barriers and Developmental Antecedents

We tested a range of facilitating and inhibiting antecedents of leader self-efficacy on a large sample of 692 women intercollegiate athletic administrators in National Collegiate Athletic Association registered institutions. Drawing from social cognitive theory (Bandura, 1997), we examined developmental challenges, peer and supervisor feedback and support, family-work conflict, and perceived gender discrimination as antecedents of leader self-efficacy. We also examined mediating roles of leader self-efficacy in career ascendance. Structural equation modeling results show that developmental challenges were indirectly related to career ascendance, as mediated through leader self-efficacy. Developmental challenges, peer and supervisor feedback, and support were positively related to leader selfefficacy, whereas family-work conflict was negatively related to leader self-efficacy. Perceived gender discrimination was not related to leader self-efficacy. These findings identify potential levers through which intercollegiate athletic institutions may support women leaders’ career advancement

JOB COMPLEXITY, TYPE A BEHAVIOR, AND CARDIOVASCULAR DISORDER: A PROSPECTIVE STUDY

Interview-based measures of type A behavior and psychological and task-person indexes of job complexity were obtained from 251 police and fire department employees with sound cardiovascular health. Fol- low-up data on cardiovascular disorder were collected seven years later from participants who had remained with their organizations. The type A behavior pattern predicted cardiovascular disorder over time, and the relationships between the two complexity indexes and cardio- vascular morbidity were positive among individuals with high type A behavior ratings but negative among those with low ratings. We discuss the implications of these findings for worker health and job design

Enabling team learning when members are prone to contentious communication : the role of team leader coaching

Members of teams are often prone to interpersonal communication patterns that can undermine the team’s capacity to engage in self-learning processes that are critical to team adaptation and performance improvement. We argue that team leader coaching behaviors are critical to ensuring that team discussions that may foster learning new teamwork skills and strategies are unfettered by the tendency of two or more members to exhibit contentious interpersonal communications. We accordingly test a model in which team contentious communication moderates the mediated relationship of team leader coaching behaviors on team innovation effectiveness and team task performance. In a study of 82 work teams, team leader coaching behaviors exhibited indirect, positive relationships with both team innovation effectiveness and team task performance through team learning, but only among teams with an average or higher level of contentious interpersonal communication. We discuss theoretical and practical implications for the leadership of teams

Ultra-thin biocompatible implantable chip for bidirectional communication with peripheral nerves

To realize optimal recording and stimulation of peripheral nerve cells, a CMOS chip is made with a multitude of electrodes which can be individually addressed in order to select after implantation the 16 best positioned electrodes. Since the Foreign Body Reaction should be minimal for optimum electrode-nerve contact, the CMOS chip is thinned down to 35um and fully packaged resulting in a 75um thin encapsulated chip. The chip is embedded in a biocompatible stack consisting of polymers and inorganic diffusion barriers deposited using atomic layer deposition (ALD). A biocompatible metallization is realized using gold and platinum sandwiched between polymers and ALD layers for flexible interconnects, and iridium oxide (IrOx) is selected as electrode material for optimal charge injection during stimulation. After this dedicated packaging based on the FITEP technology platform (Flexible Implantable Thin Electronic Package), the CMOS chip is still fully functional, which was tested dry (in air) as well as during submersion in saline. The form factor of the packaged chip is optimized for intra-fascicular implantation with minimum tissue damage. First acute in vivo stimulation tests proved that the stimulation capabilities of the IrOx electrodes are very good

DIVERGENT EFFECTS OF JOB CONTROL ON COPING WITH WORK STRESSORS: THE KEY ROLE OF SELF-EFFICACY

This study identifies job self-efficacy as a moderating variable that may determine whether job control contributes positively or negative to coping with work stressors. Data from two samples (health professionals and an occupationally diverse group) demonstrated similar interactions between demands, control, and self-efficacy predicting blood pressure. These results may reconcile the previous inconsistent and largely method-bound support for Karasek\u27s job demands-control model and suggest that efforts to improve job self-efficacy may be as important to reducing the cardiovascular consequences of job stress as efforts to enhance control