Mormonism, its rise, progress and present condition. Embracing the narrative of Mrs. Ettie V. Smith, of her residence and experience of fifteen years with the Mormons. Together with the speech recently delivered before the Elders, in Utah, by Vice President Schuyler Colfax, and the answer of John Taylor.

Mode of access: Internet.

Wisconsin in the war of the rebellion; a history of all regiments and batteries the state has sent to the field, and deeds of her citizens, governors and other military officers, and state and national legislators to suppress the rebellion.

Mode of access: Internet.

A funeral discourse : delivered in the Presbyterian Church in New-Brunswick, New-Jersey, on Sabbath morning, September 18th, 1842, on occasion of the death of the Reverend Robert Birch, the pastor of that congregation /

"Published by request of the elders and trustees."

Register of the minister, elders, and deacons of the Christian congregation of St. Andrews, comprising the proceedings of the Kirk session and of the Court of the Superintendent of Fife, Fothrik, and Strathearn. 1559-1600 ...

Paged continuously; pt. I: lx p., 2 l., 486 p.; pt. II: 2 p. l., [lxi]-cvi, [2], [487]-1016 p.

Some remarks on the essay by Dr. Lightfoot, now Lord Bishop of Durham, on the Christian ministry : with reference especially to the Presbyterian formula of subscription required at ordination of ministers and elders, and to Dean Stanley's sermon preached at Glasgow on "the burning bush" /

Mode of access: Internet.

A hand-book for ruling elders /

Mode of access: Internet.

A confession of faith : put forth by the elders and brethren of many congregations of Christians (baptized upon profession of their faith,) in London and the country.

"With two additional articles viz. of imposition of hands and singing of Psalms in public worship, also A treatise of church discipline."

A description or breife declaration of all the ancient monuments, rites, and customes belonginge or beinge within the monastical church of Durham before the suppression. Written in 1593.

Includes index.

Strains as Mediators between Job Characteristics and Work-Related Outcomes in Police Officers

The relationship between job characteristics (e.g., job demands, social support) and work-related outcomes (e.g., turnover intentions, job performance) is assumed to be mediated by strains (e.g., work-related well-being, psychological strain). However, evidence suggests this association will be stronger for work-related strains than broader measures of overall psychological well-being. The primary aim of this study was to identify whether work and non-work related strains differ significantly in their ability to mediate between job characteristics and work-related outcomes. Perceptions of job characteristics, strain, turnover intentions and job performance were collected via a self-report survey from 2,588 Australian police officers. All job characteristics (job demands, job control, supervisor support and colleague support) were significant predictors of both job performance and turnover intentions, with the exception of job demands, which was not a significant predictor of turnover intentions. Both work and non-work related strains were significant predictors of turnover intentions and job performance. Strains were collectively significant in mediating between job characteristics and work-related outcomes, except in the case of job demands and job performance. The indirect effects of job characteristics on work-related outcomes were primarily through officers’ work-related enthusiasm. The relative importance of work-related enthusiasm in mediating between job characteristics and work-related outcomes offers some support for previous research suggesting stronger associations between work-related constructs. Future research should examine whether there are substantial differences in the explanatory power of work-related enthusiasm and a popular related construct, work engagement.

“I smile when I’m angry!” an examination of emotional dissonance among police officers

With the growth of service industry occupations, managing emotions at work has increased as a topic of interest among scholars and practitioners in organisational behaviour and human resource management(Grandey, 2000). Emotional dissonance occurs when there is discrepancy between organisational sanctioned emotions and actual emotions of employees(Zapf, Vogt, Seifert, Mertini, & Isic, 1999). This discrepancy can be associated with significant levels of psychological ill-health (Zapf, Seifert, Schmutte, Mertini, & Holz, 2001). Policing is consistently ranked among the top five stressful/high-risk occupations (e.g. Coman, Evans, Stanley, & Burrows, 1991). Police officers act as the front-line contact when dealing directly with community members; they are expected to be social workers, teachers, role models, and counsellors. Operational police officers are often required to suppress their actual emotions during their work, in order to perform their job to formally designated procedures and standards.

The role of social capital in reducing negative health outcomes among police officers

This paper investigates the role of social capital on the reduction of short and long run negative health effects associated with stress, as well as indicators of burnout among police officers. Despite the large volume of research on either social capital or the health effects of stress, the interaction of these factors remains an underexplored topic. In this empirical analysis we aim to reduce such a shortcoming focusing on a highly stressful and emotionally draining work environment, namely law enforcement agents who perform as an essential part of maintaining modern society. Using a multivariate regression analysis focusing on three different proxies of health and three proxies for social capital conducting also several robustness checks, we find strong evidence that increased levels of social capital is highly correlated with better health outcomes. Additionally we observe that while social capital at work is very important, social capital in the home environment and work-life balance are even more important. From a policy perspective, our findings suggest that work and stress programs should actively encourage employees to build stronger social networks as well as incorporate better working/home life arrangements.