Resilience as mediator in the relationship between family functioning and depression among adolescents from single parent families

Family dysfunction makes many adolescents experience problems in adjusting themselves in single-parent families. Resilient adolescents cope by interpreting life in single-parent family as a meaningful and empowering transition while non-resilient adolescents often experience anxiety and depression. This study aims to examine the mediator effect of resilience in the relationship between family functioning and depression among adolescents from single parent families. The participants were 232 adolescents who came from single parent families, with ages 13 to 18 years old. Data were collected from 8 secondary schools in Klang Valley using a set of questionnaire consisting the Family Adaptability and Cohesion Evaluation Scales III, The Resilience Scale and Beck Depression Inventory-II. Pearson correlation analysis showed that all the variables in this study were significantly correlated with each other. Results showed that resilience significantly mediated the relationship between family adaptability and depression. However, resilience partially mediated the relationship between family cohesion and depression. The strong emotional bonding among family members can serve as a significant social support for family members. When adolescents have adequate social support from their family, it will foster the process of resilience reintegration. Hence, family cohesion has a stronger relationship with resilience compared to family adaptability that emphasised on family’s leadership, rules and roles. This implies that adolescents from single parent family should be assisted in strengthening and building their resilience despite staying in the dysfunctional family to reduce their depression tendencies

Examining the psychometric properties of the Wong and Law Emotional Intelligences Scale (WLEIS)

Emotional intelligence is an individual’s ability to perceive accurately, evaluate and express emotions. One of the instruments to measure emotional intelligence is the Wong and Law Emotional Intelligence Scale (WLEIS) which consist of four dimensions namely self-emotional appraisal, others’ emotional appraisal, regulation of emotion and use of emotion. The main aim of this research was to evaluate the psychometric properties of the Wong and Law Emotional Intelligence Scale (WLEIS). This was a survey research using a set of questionnaires. A total of 150 newly appointed administrative officers who were undergoing a compulsory course participated in this study. The instruments used were the Wong and Law Emotional Intelligence Scale (WLEIS), Organisational Commitment Questionnaire and the Satisfaction with Life Scale (SWLS). In evaluating the reliability of WLEIS, alpha Cronbach and split half methods were used. In addition, criterion and construct validity methods were used to test its validity. Results obtained showed that the Bahasa Malaysia version of the WLEIS was valid and using principal component analysis with varimax rotation method, four components were extracted with 75.1% variance. The WLEIS also showed good criterion validity from the significant correlations with the criteria of organizational commitment and satisfaction with life. Furthermore, the results of reliability were satisfactory with alpha Cronbach ranging from 0.83 to 0.92 for all the dimensions. Results of split half reliability also showed the instrument was reliable with the coefficient ranging from 0.81 to 0.95

The effects of positive spillover and work-family conflict on female academics’ psychological well-being

The issue of married women who work as academic lecturers is important to be studied. They are demanded to preserve their independence and increase intellectuality which then may decrease when they have children. This study aimed to examine whether positive spillover can reduce work-family or family-work conflict so as to improve psychological well-being. The subjects, who were screened with a random sampling technique, were 429 female lecturers working in universities in Riau.  Data were analyzed using descriptive analysis and multiple regression. The result showed that respondents have low psychological well-being and better family-work positive spillover. Multiple regression analysis showed that family-work positive spillover and family-work conflict simultaneously influenced psychological well-being. Therefore, it can be concluded that female lecturers prioritize completing home tasks over others, which reduces their psychological well-being at the workplace

Sosialisasi organisasi, kumpulan dan tugas dalam kalangan ahli baru Pegawai Tadbir Diplomatik

Sosialisasi ahli baru adalah proses penyesuaian dan adaptasi dalam organisasi dan proses ini penting dalam melahirkan pegawai yang dapat berfungsi dengan berkesan. Oleh itu, kajian ini bertujuan mengkaji sosialisasi ahli baru Pegawai Tadbir Diplomatik (PTD) dalam organisasi. Soal selidik ditadbir kepada 347 PTD yang berkhidmat tidak melebihi dari tempoh lima tahun. Sebanyak dua alat pengukuran telah digunakan iaitu maklumat demografik dan Newcomer Socialisation Questionnaire (NSQ). NSQ digunakan untuk mengukur sosialisasi ahli baru melalui tiga dimensi iaitu sosialisasi organisasi, sosialisasi kumpulan dan sosialisasi tugas. Data yang diperoleh dianalisis menggunakan perisian SPSS-21 dan AMOS-5. SPSS-21 digunakan untuk analisis data secara deskriptif bagi mengenal pasti tiga tahap dimensi sosialisasi ahli baru dan AMOS-5 digunakan untuk menguji kesahan faktor. Keputusan deskriptif mendapati bahawa kebanyakan responden mempunyai tahap sosialisasi yang tinggi bagi ketiga-tiga dimensi sosialisasi. Keputusan ini menjelaskan bahawa program sosialisasi yang dilaksanakan oleh pihak Institut Tadbiran Awam Negara bersama Jabatan Perkhidmatan Awam berupaya memupuk pegawai PTD yang baharu untuk menyesuaikan diri dengan keperluan organisasi PTD. Walau bagaimanapun, ia masih perlu diperkasakan agar pegawai yang mempunyai tahap sosialisasi yang rendah dan sederhana rendah dapat dipertingkatkan ke arah lebih baik. Selain daripada itu, keputusan analisis kesahan faktor menunjukkan bahawa model sosialisasi ahli baru berpadanan dengan data kajian serta memiliki ketekalan dalaman yang baik dan memuaskan

The effects of positive spillover and work-family conflict on female academics’ psychological well-being

The issue of married women who work as academic lecturers is important to be studied. They are demanded to preserve their independence and increase intellectuality which then may decrease when they have children. This study aimed to examine whether positive spillover can reduce work-family or family-work conflict so as to improve psychological well-being. The subjects, who were screened with a random sampling technique, were 429 female lecturers working in universities in Riau.  Data were analyzed using descriptive analysis and multiple regression. The result showed that respondents have low psychological well-being and better family-work positive spillover. Multiple regression analysis showed that family-work positive spillover and family-work conflict simultaneously influenced psychological well-being. Therefore, it can be concluded that female lecturers prioritize completing home tasks over others, which reduces their psychological well-being at the workplace

Examining the construct validity of burnout scale using confirmatory factor analysis

Many teachers find the demand of their job stressful to the extent that they show symptoms such as reduced performance, lack of attention towards the task, low commitment and low job satisfaction. The results of teacher stress can lead to burnout. This study was conducted to test the construct validity of the Burnout Scale. Therefore, the main objective of this study was to assess the goodness of fit of the measurement model of the Burnout Scale using confirmatory factor analysis (CFA). The Burnout Scale consists of three dimensions, namely emotional exhaustion, depersonalization, and reduced personal accomplishment. The study was conducted on 11 religious schools located in the North, East, South, Middle West of South Sulawesi, Indonesia comprising a total of 339 teachers who participated in the study. However, examination with the normality data showed that only 208 respondents were used as samples. The results of the study showed that the hypothesized measurement model of burnout did not show satisfactory goodness-of-fit of the model with the data, with the values obtained: χ2 = 656.986, CFI = 0.843, GFI = 0.828, TLI = 0.823, RMSEA = 0.080. The measurement model thus has to be revised. Results of the revised model showed a better fit, with χ2 = 115.400, CFI = 0.949, GFI = .931, TLI = 0.929, RMSEA = 0.060

The role of psychological capital in flourishing among job seekers: Grit as a mediator

Psychological resources are crucial in enhancing individual potential, yet few studies have focused on positive psychological variables among job seekers. Therefore, the objective of this study is to examine the influence of psychological capital on flourishing, with grit as a mediator. A cross-sectional survey method was employed, with data collected using questionnaires involving 226 participants. Three instruments were included in the questionnaire: the Psychological Capital Questionnaire (PCQ), the Flourishing Scale, and the Short Grit Scale. The data were analyzed using bootstrapping mediation analysis via PROCESS software. The results show that all the psychological capital dimensions (hope, efficacy, resilience, and optimism) significantly influenced grit, with β ranging from .21 to .57 (p .000), and also significantly influenced flourishing, with β ranging from .23 to .40 (p .000). Grit also significantly mediated the psychological capital dimensions and flourishing. These findings indicate that psychological capital, grit and flourishing are important in developing individuals’ potential. It is hoped that they will be useful in designing employability training which incorporates positive psychology resources as intervention modules to assist graduates seeking job opportunities

Predictors of Love Attitudes: The contribution of cultural orientation, gender attachment style, relationship length and age in participants from the UK and Hong Kong

The aim of this research was to explore whether a model including psychological predictors at the individual, interpersonal and cultural level could predict romantic attitudes. Attachment style, cultural orientation, gender, and relationship length were tested as predictors for each of the six love styles conceptualized by Lee (1977). Adults from Britain (N = 56) and Hong Kong (N = 52) who were in a romantic relationship completed four self-report measures; a demographic questionnaire, The Individualism and Collectivism Scale (IC-S), The Experiences in Close Relationship Scale-Short Form (ECR-S) and The Love Attitude Scale short form (LAS). The model successfully predicted each love style and in one case (Mania) accounted for 52% of the variance in this love style. Each love attitude had a different profile, and no one predictor dominated any one style which supports Lee’s original idea that the styles are qualitatively differen

Pengaruh personaliti terhadap kebolehsuaian kerjaya dalam kalangan pemimpin mahasiswa

Alam pekerjaan adalah sebuah dunia yang bukan lagi ditentukan oleh kemampuan dan kebolehan menjawab soalan seperti dalam peperiksaan semata-mata. Malah ianya juga dipengaruhi oleh kehendak peribadi individu, keperluan atau hasrat orang lain iaitu organisasi dan masyarakat, minat, kebolehan serta kemahiran yang dimiliki. Sehubungan dengan itu, kajian ini mengkaji pengaruh personaliti terhadap kebolehsuaian kerjaya dalam kalangan pemimpin mahasiswa UKM. Kajian ini dijalankan dengan menggunakan reka bentuk survei yang melibatkan seramai 147 orang responden dalam kalangan pemimpin mahasiwa Universiti Kebangsaan Malaysia. Instrumen kajian yang digunakan adalah satu set soal-selidik yang terdiri daripada tiga bahagian iaitu demografi responden, Big Five Inventory (BFI) dan Skala Kebolehsuaian Kerjaya (CAAS). Data yang didapati dianalisis menggunakan statistik deskriptif dan inferensi iaitu korelasi Pearson dan Regresi. Hasil keputusan mendapati terdapat hubungan yang signifikan antara personaliti dan kebolehsuaian kerjaya. Secara kesimpulannya, dapatan ini menunjukkan bahawa personaliti mempengaruhi jenis kebolehsuaian kerjaya dalam kalangan mahasiswa

The Analysis of Organizational Changes using Structural Equation Modelling with Mediating Readiness to Change in Higher Education

This research study demonstrates that the readiness to change moderates the association between supervisor support and commitment to organizational change. The variable "readiness to change" fulfills this moderating function. The State University in West Sumatra, a prestigious institution of higher education in Indonesia, boasts a faculty comprising 260 committed teaching personnel. The formulation of the questionnaire was grounded upon a predetermined set of criteria. The data analysis process involved utilizing Structural Equation Modelling (SEM) and SmartPLS 3.0 software. The results obtained from using structural equation modeling (SEM) were consistent with recognized metrics such as Cronbach alpha, composite reliability, mean-variance extracted, and evaluation criteria for both measurement and structural models. Furthermore, it also showcased the soundness and reliability of the measurement instruments. The study suggests that the mediating factor of preparation for change plays a role in the association between the provision of high-quality support and the level of commitment towards organizational change. This study contributes to the field of management and organizational leadership by providing insights on how to develop robust change strategies through enhancing employees' readiness for transition. This study makes a valuable contribution to the field of change management by emphasizing the role of readiness to change as a mediating factor in the relationship between supervisor support and organizational change commitment. This research additionally aids organizations in developing grooming and training programs aimed at equipping employees with the necessary skills and knowledge to adapt to change