Employee Motivation: Effective Incentives Targeted at Keeping the Baby Boomers in the Workplace beyond Normal Retirement Age

The impending mass retirement of the Baby Boom generation in the United States may cause a drastic talent drain. Companies should pay attention to this upcoming problem now to alleviate an exodus by encouraging Baby Boomers to continue working past their normal retirement age. One solution is to offer them effective incentives. The most compelling incentives for Baby Boomers are the ability to choose their own hours (how many hours they wish to work, and when they wish to work them), the ability to telecommute from wherever they choose, and the offer of extra health care benefits.

The Healthy Workplace of the 21st Century: The Benefit of Organizational Wellness Programs on Employee Health and Absenteeism

Every year, obesity rates continue to rise and have reached epidemic proportions throughout the United States. The costs associated with obesity are staggering and many researchers feel that the workplace should be the new front line in the battle for a healthier workforce. Employers must take action to address this worsening health crisis and help reduce spiraling medical costs and absenteeism rates. This capstone reviews the current literature on wellness programs and discusses different companies' approaches to wellness programs that have special emphasis on nutrition and physical activity. It also provides strategies and recommendations for companies eager to initiate a comprehensive, dynamic and directed wellness program to improve the current and future health of their workforce.

A reliable and valid questionnaire was developed to measure computer vision syndrome at the workplace

Objectives: To design and validate a questionnaire to measure visual symptoms related to exposure to computers in the workplace. Study Design and Setting: Our computer vision syndrome questionnaire (CVS-Q) was based on a literature review and validated through discussion with experts and performance of a pretest, pilot test, and retest. Content validity was evaluated by occupational health, optometry, and ophthalmology experts. Rasch analysis was used in the psychometric evaluation of the questionnaire. Criterion validity was determined by calculating the sensitivity and specificity, receiver operator characteristic curve, and cutoff point. Testeretest repeatability was tested using the intraclass correlation coefficient (ICC) and concordance by Cohen’s kappa (k). Results: The CVS-Q was developed with wide consensus among experts and was well accepted by the target group. It assesses the frequency and intensity of 16 symptoms using a single rating scale (symptom severity) that fits the Rasch rating scale model well. The questionnaire has sensitivity and specificity over 70% and achieved good testeretest repeatability both for the scores obtained [ICC 5 0.802; 95% confidence interval (CI): 0.673, 0.884] and CVS classification (k 5 0.612; 95% CI: 0.384, 0.839). Conclusion: The CVS-Q has acceptable psychometric properties, making it a valid and reliable tool to control the visual health of computer workers, and can potentially be used in clinical trials and outcome research.

THE DARK PERSONALITY AND JOB SUCCESS IN THE UNITED STATES ARMY: USE OF INTERPERSONAL MANIPULATION IN THE WORKPLACE

This dissertation relates job desires and outcomes to the Dark Personality (Psychopathy, Machiavellianism, Narcissism, Low Agreeableness, Low Honesty-Humility) in the United States Army. It purports that individuals high on the Dark Personality desire more power, money, and status, and that they obtain jobs that afford them these luxuries by using manipulation at work. Two pilot studies used samples of United States Army members to create and test index variables: Dark Personality, Total Manipulation in the workplace, Desire for Job Success, and Total Job Success in the Army. Individual personality traits, manipulation tactics, and job desires were examined in secondary analyses. Using a sample of 468 United States Army Members, central analyses indicated that Army members high on the Dark Personality desired Job Success. Likewise, army members higher on the Dark Personality used more Manipulation tactics at work, including the egregious tactics. Yet, using more Manipulation tactics at work predicted lower levels of Job Success in the Army. Most manipulation tactics had a negative impact on Job Success, with the exception of soft tactics like Reason and Responsibility Invocation. Together, these results indicate that selective use of soft manipulation predicted Job Success, but use of more manipulation tactics predicted less Job Success in the Army. Curvilinear results indicated that being either very low or very high on the Dark Personality predicted more Job Success in the Army, whereas having intermediate levels of the Dark Personality predicted less Job Success. Finally, possessing the Dark Personality and using more Manipulation tactics at work, together, predicted less Job Success in the Army. Collectively, the results indicate that army members with intermediate levels of the Dark Personality want more powerful and high paying jobs, yet their strategy of manipulating their coworkers to move up the job ladder does not result in higher ranking, higher paying Army positions. However, Army members highest on the Dark Personality achieved job success, defying the maladaptive influence that antisocial personality traits and manipulative behaviour had on job success for most Army members. Therefore, this dissertation indicates that successful corporate scoundrels exist in the Army, but there are few of them.

Mobbing nos enfermeiros

Introdução: As pressões constantes do mundo laboral e, a especificidade do seu trabalho expõe os enfermeiros a actos de violência como o mobbing ou assédio moral. Este é um fenómeno dissimulado e psicossocial que afecta o indivíduo, o grupo de trabalho e a organização e, que importa aprender a combater. Objectivos: Determinar a prevalência de mobbing nos enfermeiros; caracterizar o mobbing; relacionar a influência das características sociodemográficas e profissionais na percepção de mobbing dos enfermeiros. Metodologia: Estudo quantitativo, de carácter descritivo-correlacional, transversal. A amostra não probabilística por conveniência foi constituída por 143 enfermeiros do Hospital Sousa Martins, Guarda. Maioritariamente são mulheres (71,3%) e, com média de idades de 37 anos. Possuem formação base 71,3%, 69,9% pratica horário rotativo, 69,2% tem vínculo estável e, tempo médio de exercício profissional de 14 anos. Os dados foram colhidos através de questionário que integrou a escala LIPT-60. Resultados: Os enfermeiros em estudo experienciaram baixos níveis de mobbing no seu contexto laboral. Em média, referem sentir oito condutas de assédio moral com efeito (0,20) e intensidade reduzida (1,37). As condutas mais experimentadas visam o bloqueio à comunicação e a difamação. Cerca de 42,0% dos enfermeiros admitem já ter sido vítima de mobbing e 24,1% referem que aconteceu por um período de seis meses. Os principais agressores identificados foram os médicos (40,0%) e os superiores hierárquicos (37,1%). Contudo, a percepção de mobbing é maior à medida que se progride na carreira, bem como nos enfermeiros que praticam regime de horário fixo e, que trabalham no mesmo serviço há 5 – 10 anos. Conclusões: Apesar dos baixos índices de percepção de mobbing, este está presente no contexto laboral dos enfermeiros tornando-os vulneráveis e afectando a prestação de cuidados. Os ataques sentidos acontecem sobretudo, de forma dissimulada fazendo denotar a gravidade deste fenómeno, sobre o qual impera prevenir e intervir. Palavras-Chave: Mobbing; Assédio moral; Abuso psicológico; Violência psicológica; Agressão psicológica no trabalho.

Driver Aggression as a Function of Status Concurrence: An Analysis of Horn-Honking Responses

Various field experiments were conducted to examine the influence of social status on aggression in road traffic. Horn-honking response times of subjects blocked by an experimental car at traffic lights were considered to be an indicator of the degree of aggression. During an initial experiment, the status of the frustrator was varied and an inverse relation was observed between status and aggression towards the frustrator. On the other hand, in a more recent experiment higher status aggressors were found to behave more aggressively. In our study we combined the two designs, i.e., we varied the status of the frustrator and at the same time measured the status of the aggressor. Neither results of the former experiments could be replicated, but we observed a reduction in aggression when frustrator and aggressor were of similar social status.

Masking odour when regrouping rabbit does: Effect on aggression, stress and lesions.

Regrouping female rabbits (Oryctolagus cuniculus) in group housing systems is a common management practice in Swiss rabbit breeding which may, however, induce agonistic interactions resulting in social stress and severe lesions. On farms using artificial insemination, does are usually kept singly for 12 days after parturition to avoid pseudopregnancy and fighting for nests. The integration of new group members usually occurs after this isolation phase. This study was conducted with 128 gravid does of the Hycole hybrid, housed in pens covering a floor area of 5.7 m2 that was bedded with straw and furnished with elevated areas, hiding places and eight compartments with nest boxes. In the experiment, the fur of 16 groups of 8 does each was sprayed with either alcohol or vinegar to mask the pre-existing group odours, or with water (control groups) shortly before regrouping. Lesion scores, stress parameters (body temperature and blood glucose level) and behaviour were assessed before and after the isolation phase. Effects of treatment and time on all collected parameters were analysed using mixed models. On the second day after regrouping 43% of the does showed new lesions. In the first five days after regrouping, new lesions occurred in 60% of the does; 32% had severe lesions. After regrouping, more agonistic interactions were observed and body temperature and blood glucose levels were higher than before regrouping (P<0.001 each). Body temperature increased less in groups treated with vinegar compared to the other two treatments on the first day after regrouping (P=0.017). In all other parameters no influence of the treatment with alcohol or vinegar was found. These findings suggest that masking the group odours with alcohol or vinegar had little effect on lesions, stress and agonistic interactions. Therefore, alternative management procedures need to be developed to reduce lesions and stress caused by aggressive behaviour.

Development and validation of methods for sampling and analysis of workplace toxic substances /

Mode of access: Internet.

Delays in setting workplace standards for cancer-causing and other dangerous substances, Department of Labor, Department of Health, Education, and Welfare : report to the Congress /

Publication date stamped on cover.

Nazi conspiracy and aggression.

Mode of access: Internet.

Nazi conspiracy and aggression, opinion and judgment. Office of United States Chief of Counsel for Prosecution of axis criminality.

Seals of Dept. of State, War Dept., and International Military Tribunal, on t.p.

A proposal for a total peace offensive : to stop Communist aggression by taking the initiative in the world contest for men's minds, hearts and loyalties /

Mode of access: Internet.

Workplace competencies : the need to improve literacy and employment readiness /

"July 1990"--T.p. verso.