Modelling the Relationship Between Crime Count and Observation Period in Prison Inmates' Self-Report Data

The aim of the present study was to investigate the relationship between spouse abuse, both physical and nonphysical, and the subjective work-related variables of job satisfaction and job involvement in employed women. Given the exploratory nature of the study, a cross-sectional, correlational design was adopted. Self-report data was collected from 65 African nurses working in a private nursing consultancy in the Johannesburg area. Pearson product-moment correlations were computed. The results indicated that there is a significant inverse relationship between spouse abuse and the subjective job-related variables focused on in this study. Theoretical and practical implications are discussed in terms of these findings.

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A Comparative Analysis of Self-Report and Psychophysiological Measures of Emotion in the Context of Tourism Advertising

Journal of Travel Research ◽

10.1177/0047287517733555 ◽

2017 ◽

Vol 57 (8) ◽

pp. 1078-1092 ◽

Cited By ~ 18

Author(s):

Shanshi Li ◽

Gabby Walters ◽

Jan Packer ◽

Noel Scott

Keyword(s):

Measurement Techniques ◽

Emotional Responses ◽

Self Report ◽

Advertising Effectiveness ◽

Reliable Measurement ◽

Psychophysiological Measures ◽

Tourism Advertising ◽

Report Data ◽

Self Report Data ◽

The Relationship

This study investigates the influence of emotional responses evoked by destination television advertisements on three common variables of interest when assessing tourism advertising effectiveness: attitude toward the advertisement, postexposure destination attitude and visit intention. In particular, this study used a combination of self-report and psychophysiological measures of emotion and explored the consistency between these two measurement techniques. A total of 101 participants were exposed to 18 existing destination commercials while their real-time psychophysiological responses and self-report data were collected. The results show that the influence of ad-evoked emotions on tourism advertising effectiveness varied according to the way emotion was measured. The effects of pleasure on tourism advertising effectiveness were much weaker when pleasure was measured physiologically than when self-report measures were used. Physiological arousal, however, was not found to be a significant indicator of advertising effectiveness. The results highlight the importance of valid and reliable measurement of emotion and raise concern over the possible overestimation of the relationship between self-reported emotional responses and advertising effectiveness.

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Self-Reported Smoking and Measurement of Expired Air Carbon Monoxide in a Clinical Treatment

Psychological Reports ◽

10.2466/pr0.1998.83.1.316 ◽

1998 ◽

Vol 83 (1) ◽

pp. 316-318 ◽

Cited By ~ 14

Author(s):

Elisardo Becoña ◽

Fernando L. Vazquez

Keyword(s):

Carbon Monoxide ◽

Self Report ◽

Behavioral Program ◽

End Of Treatment ◽

Self Reports ◽

Close Relationship ◽

Report Data ◽

Self Report Data ◽

The Relationship ◽

Expired Air

In this study was evaluated the relationship between self-reported smoking rate and expired air carbon monoxide in 208 smokers who had attended a behavioral program for smoking cessation. A close relationship between carbon monoxide levels and self-reports was found at the end of treatment and in all follow-ups (6 and 12 mo.), around 100% concordance. Thus, support was found for the use of an expired air carbon monoxide measure as a valid and easy way of corroborating self-report data when required.

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PERCEIVED ORGANIZATIONAL SUPPORT EFFECT, REWARDS ANDRECOGNITION, AND SPIRITUALITY ON EMPLOYEE ENGAGEMENT

Business and Entrepreneurial Review ◽

10.25105/ber.v15i2.4636 ◽

2019 ◽

Vol 15 (2) ◽

pp. 147

Author(s):

Frinlicia Frinlicia ◽

B Medina Nilasari

Keyword(s):

Employee Engagement ◽

Organizational Support ◽

Perceived Organizational Support ◽

Support Effect ◽

Self Report ◽

Hypotheses Testing ◽

Survey Questionnaire ◽

Report Data ◽

Self Report Data ◽

The Relationship

<p><em>The problems of this research were to examine the influence of perceived organizational support, rewards and recognition and spirituality on employee engagement.. The objectives of this research were to examine whether: (1) perceived organizational support affect employee engagement; (2) rewards and recognition affect employee engagement; (3) spirituality affect employee engagement and (4) perceived organizational support, rewards and recognition and spirituality affect employee engagement. The methodology of this research was a statistical descriptive and hypotheses testing to study the relationship. A survey questionnaire was developed and validated. Purposive sampling was used to select the sample. A total 167 questionnaire were distributed and 167 valid responses collected. Regression analysis was used to predict and estimate the relationship. The result from this study indicate that perceived organizational support, rewards and recognition and spirituality has a positive and significant effect on employee engagement. Research limitation in this research was that this study was used self-report data so the responses provided may be less objective and this study was weak generalization because the data collected limited on the sample of millennials generation of PT Bank Central Asia, Tbk</em></p>

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Examining the Curvilinear Relationship Between Income and Job and Pay Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000162 ◽

2016 ◽

Vol 15 (4) ◽

pp. 164-173 ◽

Cited By ~ 1

Author(s):

Kelsey N. Parker ◽

Bradley J. Brummel

Keyword(s):

Job Satisfaction ◽

Self Report ◽

Curvilinear Relationship ◽

Pay Satisfaction ◽

Working Adults ◽

The Us ◽

Report Data ◽

Self Report Data ◽

Curvilinear Relationships ◽

The Relationship

Abstract. Previous research has shown that income is related to both job satisfaction and pay satisfaction. However, this research has assumed that these relationships are linear. The current study investigated whether the relationship between income and job and pay satisfaction might be better understood using curvilinear models. Self-report data was obtained from 25,465 working adults in the US using a company rating web site, www.careerbliss.com . Results indicated that the relationship between income and job satisfaction was linear. However, income and pay satisfaction were found to have a significant curvilinear relationship such that people began reporting decreased pay satisfaction above income levels of $260,000. Additionally, supplementary analyses demonstrated that other facets of job satisfaction also had significant curvilinear relationships with income.

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Ambition at work and career satisfaction

Career Development International ◽

10.1108/cdi-07-2016-0124 ◽

2017 ◽

Vol 22 (1) ◽

pp. 87-102 ◽

Cited By ~ 9

Author(s):

Sabrine El Baroudi ◽

Chen Fleisher ◽

Svetlana N. Khapova ◽

Paul Jansen ◽

Julia Richardson

Keyword(s):

The Netherlands ◽

Career Satisfaction ◽

Self Report ◽

Content Type ◽

Taking Charge ◽

Report Data ◽

Self Report Data ◽

The Impact ◽

The Relationship

Purpose The purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction. Design/methodology/approach A two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands. Findings The results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction. Research limitations/implications The study draws on self-report data collected in one country: the Netherlands. Practical implications The study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition. Originality/value This is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.

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Empirical Foundations and Limits

10.1093/med:psych/9780195341096.003.0003 ◽

2015 ◽

Author(s):

Lisa Drago Piechowski

Keyword(s):

Mental Health ◽

Disability Evaluation ◽

Cognitive Disorders ◽

Self Report ◽

Third Party ◽

Report Data ◽

Effect Of Treatment ◽

Self Report Data ◽

The Impact ◽

The Relationship

This chapter focuses on empirical foundations and limitations relevant to disability evaluation. It first considers the prevalence of disability claims and the demographics of disability claimants before turning to a discussion of the relationship between disability outcomes and mental health disorders such as depression, bipolar disorder, anxiety disorders, substance abuse, and cognitive disorders. It then reviews research regarding the impact on work-functioning of various mental health conditions and the effect of treatment, along with findings on the use of psychological tests, self-report data, and third-party information in disability evaluations. Finally, it assesses the prevalence of dissimulation in disability claims and describes appropriate methods for addressing this in the evaluation.

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Male Partner Contraceptive Interference: Associations With Destructive Conflict and Women’s Relational Power

Violence Against Women ◽

10.1177/1077801218818372 ◽

2018 ◽

Vol 25 (10) ◽

pp. 1262-1278 ◽

Cited By ~ 1

Author(s):

Jennifer Katz ◽

Jillian LaRose

Keyword(s):

Contraceptive Use ◽

Male Partner ◽

Self Report ◽

Relational Context ◽

Undergraduate Women ◽

Relational Power ◽

Report Data ◽

Verbal Conflict ◽

Self Report Data ◽

The Relationship

We explored the relational context of male partner contraceptive interference (CI), acts that impede women’s contraceptive use. Undergraduate women ( N = 213) who had previously been involved in a sexual relationship with a male partner provided self-report data on relational power and conflict within the relationship, including whether the past partner enacted CI. Relationships involving CI were characterized by greater conflict about whether to engage in sex, perceived infidelity, partner conflict engagement, and women’s withdrawal. These quantitative data suggest that, in heterosexual dyads, women who experience partner CI also experience disempowerment and multiple forms of destructive sexual and verbal conflict.

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Self-perceived employability, organization-rated potential, and the psychological contract

Journal of Managerial Psychology ◽

10.1108/jmp-04-2013-0109 ◽

2014 ◽

Vol 29 (5) ◽

pp. 565-581 ◽

Cited By ~ 28

Author(s):

Nicky Dries ◽

Anneleen Forrier ◽

Ans De Vos ◽

Roland Pepermans

Keyword(s):

Psychological Contract ◽

Point Of View ◽

High Potential ◽

Self Report ◽

Content Type ◽

Organizational Variables ◽

Perceived Employability ◽

Report Data ◽

Self Report Data ◽

The Relationship

Purpose – The purpose of this paper is to study the relationship between self-perceived employability resources and perceived psychological contract (PC) obligations. To examine the extent to which organizational ratings of potential, through their “signaling” function, might serve as a buffer between employability and PC perceptions that are undesirable from an employer's point of view. Design/methodology/approach – Both self-report data (i.e. self-perceived employability resources and perceived PC obligations) and data reported by the HR departments of the participating organizations (i.e. organizational ratings of potential) were collected in a case-control design (n=103). Findings – Self-perceived employability resources are not related to lower intentions to stay with one's current employer. High-potential employees did not perceive themselves as particularly obliged to reciprocate their organizations’ additional investments in them by expressing longer term loyalty, or a higher performance level. Practical implications – Organizations should not be hesitant to assist their employees in enhancing their employability resources. In addition, they should engage in deliberate PC building with their high-potential employees so as to align their perceived PC obligations with the organizational agenda. Originality/value – The relationship between self-perceived employability resources and perceived PC obligations has been underexamined; hardly any PC research has taken organizational variables into account; hardly any research exists on the psychological implications of being identified as a high potential; and the study draws both on self-report data and data reported by the HR departments of the participating organizations.

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