Quality of life in children newly diagnosed with cancer and their mothers

Background With current treatments, approximately 75% of children diagnosed with cancer can expect to achieve disease-free survival. However, treatments are complex and aggressive, potentially compromising QOL for children and their parents. Although previous work has shown increased anxiety and depression among parents after diagnosis, the recent development of standardised measures of QOL enables us to look more directly at the impact of diagnosis on mothers' and children's QOL. The aims of this study are to i) describe QOL for children and their mothers after diagnosis by comparing their scores with population norms, ii) explore the relationship between mothers' worries about the illness and their QOL, and iii) determine the relationship between mothers ratings of their own QOL and their child. Method A total of 87 families took part, constituting 60% of those eligible. The children included 58 males and 29 females aged between 2 years 6 months to 16 years 3 months (mean = 7 years, median = 5 years 8 months). Diagnoses were acute lymphoblastic leukaemia (ALL, n = 57), brain tumours (n = 11), bone tumours (n = 17) and 2 rare cancers. Mothers completed questionnaires about their own and the child's QOL. Results Mothers' reported their own and the child's QOL to be significantly lower than population norms. There were significant correlations between mothers' worries and their own and their ratings of the child's QOL and mothers' ratings of their own QOL correlated with their ratings of the child's QOL. Conclusion Both children and their mothers experience significantly compromised QOL in the months following diagnosis. Mothers who rated their own QOL to be poor also rate their child's QOL to be low. These results suggest caution is required where mothers rate their child's QOL. Efforts must continue to be made to improve QOL of children especially in the period immediately following diagnosis

Brand Community, Loyalty and Promise in myfootballclub.co.uk

Purpose The primary purpose of this paper is to link the notions of brand community, loyalty and promise as a reminder to marketers of the importance to brands of keeping their commercial promises to brand community members. Design/methodology/approach The paper reports on a questionnaire survey (n=500) of members of a sport brand community as part of an investigation into the relationship between brand community and brand loyalty. Findings Brand loyalty was predicted by age, frequency of attendance, motivations for joining the brand community and the degree to which expectations built by the brand promise are met. Research limitations/implications In common with many inquiries in the area of brand community, this is a single case study. It is primarily a cross-sectional study, with a minor longitudinal element. Practical implications Branding practitioners and consultants with responsibility for brand community management issues need to balance the consumer-to-consumer dimensions of community with a careful understanding and operationalisation of the brand promise. Originality/value (mandatory): This is the first paper to integrate the constructs of brand community and brand loyalty with that of brand promise

The effectiveness of idea capture schemes

Innovation at work is mainly driven by employees' ideas. This paper reports a study of the effectiveness (e.g., rate of suggestion making) of schemes for capturing these ideas. Based on a survey of 182 UK organizations, the study shows that decentralized suggestion schemes and work-based systems are more effective than centralized and informal schemes. The extent of planning, publicity, feedback and management support given to the scheme, and the type of reward offered to employees, also independently account for variation in effectiveness. Publicity and non-monetary rewards, though, are found to be most decisive, regardless of scheme type. Learning culture also affects the rate of suggestion making, though the effect is greater for centralized and decentralized schemes than for the others. The key implication of the findings is that by paying particular attention to how they are advertised and how participation is rewarded, organizations could improve the return on their idea capture schemes

Shirt tales: how adults adopted the replica football kit

This study seeks to identify when the replica football shirt transitioned from children’s sportswear to adult leisurewear, and explain why this occurred. Four distinct facets of this process are examined – the production of adult sizes by manufacturers, the promotion of replica shirts by clubs and retailers, purchasing by adults, and the ‘parading’ i.e., wearing of shirts at matches. Data collected from manufacturer’s catalogues, magazine adverts, match programmes and over 900 crowd photos indicates that replica-shirt adoption by adult males as match-day clothing was not initially driven by an existing industry, but began as a fan-inspired process with roots in big-match fancy dress traditions, changes in wider social dress codes, and youth subcultures. Replica football shirts were adopted by adult males in distinct phases, each involving different sub-groups of fans, with the coincidental removal of barriers to wearing replica shirts more influential than manufacturer strategies or promotions. Moreover, the specific timings and drivers of each stage reflect the dramatic changes in English football culture over the last two decades of the twentieth century more accurately than the established but simplistic pre- and post-1990 World Cup or pre- and post-Premier League narratives

Job crafting revisited: Implications of an extended framework for active changes at work

Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals’ needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies—task, relationship, skill, and cognitive crafting—and that work-related regulatory focus will be associated with promotion- or prevention-oriented forms of these strategies. Across three independent studies and using distinct research designs (Study 1: N = 421 employees; Study 2: N = 144, using experience sampling data; Study 3: N = 388, using a lagged study design), our findings suggest that distinct job-crafting strategies, and their promotion- and prevention-oriented forms, can be meaningfully distinguished and that individual needs (for autonomy, competence, and relatedness) at work differentially shape job-crafting strategies. We also find that promotion- and prevention-oriented forms of job-crafting vary in their relationship with innovative work performance, and we find partial support for work-related regulatory focus strengthening the indirect effect of individual needs on innovative work performance via corresponding forms of job crafting. Our findings suggest that both individual needs and work-related regulatory focus are related to why and how employees will choose to craft their jobs, as well as to the consequences job crafting will have in organizations. (PsycINFO Database Record (c) 2018 APA, all rights reserved

Job crafting revisited: Implications of an extended framework for active changes at work

Employees often self-initiate changes to their jobs, a process referred to as job crafting, yet we know little about why and how they initiate such changes. In this paper, we introduce and test an extended framework for job crafting, incorporating individuals’ needs and regulatory focus. Our theoretical model posits that individual needs provide employees with the motivation to engage in distinct job-crafting strategies—task, relationship, skill, and cognitive crafting—and that work-related regulatory focus will be associated with promotion- or prevention-oriented forms of these strategies. Across three independent studies and using distinct research designs (Study 1: N = 421 employees; Study 2: N = 144, using experience sampling data; Study 3: N = 388, using a lagged study design), our findings suggest that distinct job-crafting strategies, and their promotion- and prevention-oriented forms, can be meaningfully distinguished and that individual needs (for autonomy, competence, and relatedness) at work differentially shape job-crafting strategies. We also find that promotion- and prevention-oriented forms of job-crafting vary in their relationship with innovative work performance, and we find partial support for work-related regulatory focus strengthening the indirect effect of individual needs on innovative work performance via corresponding forms of job crafting. Our findings suggest that both individual needs and work-related regulatory focus are related to why and how employees will choose to craft their jobs, as well as to the consequences job crafting will have in organizations. (PsycINFO Database Record (c) 2018 APA, all rights reserved

Managing your feelings at work, for a reason : the role of individual motives in affect regulation for performance-related outcomes at work

Affect regulation matters in organizations, but research has predominantly focused on how employees regulate their feelings. Here, we investigate the motives for why employees regulate their feelings. We assess employees’ engagement in affect regulation based on distinct motives and investigate their implications for performance-related outcomes. We develop a framework and measure for distinct types of motivated affect regulation at work, comprising hedonic affect regulation (motive to feel better), task-related affect regulation (motive to reach an achievement-related goal), and social affect regulation (motive to get along with others). Study 1 (N = 621 employees) indicated each type of motivated affect regulation was distinct from the others. In Study 2 (N = 80 employees; n = 821 observations), in line with our theorizing, hedonic and task-related affect regulation were both positively associated with performance-related outcomes via perceived affect-regulation success. In addition, the link between task-related affect regulation and perceived affect-regulation success was strongest for those individuals who habitually engage in deep acting. By contrast, social affect regulation did not predict perceived affect-regulation success or performance-related outcomes. Understanding why employees choose to manage their feelings advances insights on individual motives in employee behavior and provides new avenues for improving performance outcomes in organizations

Relating landscape ecological metrics with public survey data on perceived landscape quality and place attachment

Context It is essential for policy-making and planning that we understand landscapes not only in terms of landscape ecological patterns, but also in terms of their contribution to people's quality of life. Objectives In this study our objective is to test relationships between landscape ecology and social science indicators, by investigating how landscape patterns are linked to people’s perception of landscape quality. Methods To assess public views on landscapes we conducted a survey among 858 respondents in Switzerland. We combined this survey data on perceived landscape quality and place attachment with landscape metrics (e.g. diversity, naturalness of land cover, urban sprawl, fragmentation) in a statistical model to test hypotheses about the relationships between the different variables of interest. Results Our results illustrate the contribution of both landscape composition metrics and social science indicators to understanding variation in people’s perception and assessment of landscape. For example, we found the landscape ecology metrics on urban sprawl and fragmentation to be a negative predictor of overall satisfaction with landscape, and that perceived landscape quality positively predicted place attachment and satisfaction with the municipality landscape. Conclusions This study highlights the importance and feasibility of combining landscape ecology metrics and public survey data on how people perceive, value and relate to landscape in an integrated manner. Our approach has the potential for implementation across a variety of settings and can contribute to holistic and integrated landscape assessments that combine ecological and socio-cultural aspects