Multidimensional Neglectful Behavior Scale—Revised Adult Short Form

2006 ◽  
Author(s):  
Murray A. Straus
Keyword(s):  
2019 ◽  
Author(s):  
Daniel T. L. Shek ◽  
Diya Dou ◽  
Lawrence K. Ma

2019 ◽  
Author(s):  
Sen Sendjaya ◽  
Nathan Eva ◽  
Ivan Butar Butar ◽  
Mulyadi Robin ◽  
Samantha Castles

2017 ◽  
Vol 156 (4) ◽  
pp. 941-956 ◽  
Author(s):  
Sen Sendjaya ◽  
Nathan Eva ◽  
Ivan Butar Butar ◽  
Mulyadi Robin ◽  
Samantha Castles

1987 ◽  
Author(s):  
Jacob L. Orlofsky ◽  
Connie A. O'Heron

2019 ◽  
Vol 34 (6) ◽  
pp. 1050-1050
Author(s):  
M Dorenkamp ◽  
M Irrgang ◽  
C Jacova ◽  
P Reohr ◽  
S Smith ◽  
...  

Abstract Objective Behavioral manifestations of executive dysfunction (e.g., apathy) include internal experiences subject to informant misinterpretation. Self-reports of these functions, however, may be influenced by subjective cognitive concerns (SCC). The purpose of this study was to assess emotional distress and SCC as predictors of self-reported frontal behavior disruption. Method Twenty-one women and 18 men aged 55 to 83 (M = 66), completed measures of emotional functioning and SCC. The Frontal Systems Behavior Scale (FrSBe) measured frontal behavior concerns, which provided three subscales (Apathy, Disinhibition, Executive Function) and a total score. Emotional functioning was measured with the Patient Health Questionnaire, 9-item (PHQ-9), Generalized Anxiety Disorder, 7-item (GAD-7), and the Dementia Worry Scale (DWS). SCCs were measured using the Cognitive Function- Short-Form 6a (CFSF). Results FrSBe scores were regressed on PHQ-9, GAD-7, CFSF, and DWS. Apathy was predicted by PHQ (B = 1.02, CI: .49 to 1.55, sr2 = .151), CFSF (B = -.42, CI: -.75 to -.10, sr2 = .071), and DWS (B = .14, CI: .02 to .26, sr2 = .052). Disinhibition was predicted by CFSF (B = -.61, CI: -1.06 to -.15, sr2 = .134). Executive dysfunction was predicted by DWS (B = .22, CI: .02 to .41, sr2 = .080). Trends were found for PHQ and CFSF to predict Executive Dysfunction. Conclusions Depression, dementia worry, and SCC predicted aspects of perceived frontal behavior disruption, particularly apathy. Subjective cognitive concern predicted perceived apathy ad disinhibition; dementia worry predicted perceived apathy and executive dysfunction. Depression was only predictive of perceived apathy. These findings support the relationship between depression, dementia worry, SCC, and self-reported behavioral disruption emphasizing the importance of emotions and SCC in self-reported behavioral functioning.


2001 ◽  
Vol 22 (4) ◽  
pp. 273-288 ◽  
Author(s):  
Chris Hatton ◽  
Eric Emerson ◽  
Janet Robertson ◽  
Nicola Gregory ◽  
Sophie Kessissoglou ◽  
...  

2013 ◽  
Vol 48 (3) ◽  
pp. 185-197 ◽  
Author(s):  
Mark A. Runco ◽  
Jeffrey John Walczyk ◽  
Selcuk Acar ◽  
Ernest L. Cowger ◽  
Melissa Simundson ◽  
...  

2001 ◽  
Author(s):  
Chris Hatton ◽  
Eric Emerson ◽  
Janet Robertson ◽  
Nicola Gregory ◽  
Sophie Kessissoglou ◽  
...  

2013 ◽  
Author(s):  
Mark A. Runco ◽  
Jefferey John Walczyk ◽  
Selcuk Acar ◽  
Ernest L. Cowger ◽  
Melissa Simundson ◽  
...  
Keyword(s):  

2018 ◽  
Vol 122 (2) ◽  
pp. 609-631 ◽  
Author(s):  
Kleinjan Redelinghuys ◽  
Sebastiaan Rothmann ◽  
Elrie Botha

The first aim of the study was to investigate the effects of flourishing at work (as measured by the Flourishing-at-Work Scale—Short Form) on intention to leave, performance, and organizational citizenship behavior. The second aim was to determine the prevalence of workplace flourishing and to examine differences in the perceived flourishing levels of teachers based on the positive practices they experience in their organization. A sample of 258 secondary school educators in the Gauteng province of South Africa was used in the cross-sectional design. The Flourishing-at-Work Scale—Short Form, Turnover Intention Scale, In-Role Behavior Scale, Organizational Citizenship Behavior Scale, and the Positive Practices Questionnaire were administered. The results showed acceptable psychometric properties for the short scale which measures flourishing. Workplace flourishing negatively predicted intention to leave, while positively predicting in-role performance and organizational citizenship behavior. A total of 44.19% of the population flourished, while 49.22% were moderately mentally healthy and 6.59% languished. Positive organizational practices were associated with flourishing at work.


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