Michael Denhof, Rachel Crawley, Leigha Puckett, Jesse Wiese and Theresa Ferry
This paper aims to describe the development and validation of the Prison Fellowship Well-being index (PF-WBI), a new quantitative tool for assessing prisoner and staff well-being…
Abstract
Purpose
This paper aims to describe the development and validation of the Prison Fellowship Well-being index (PF-WBI), a new quantitative tool for assessing prisoner and staff well-being within prison cultures.
Design/methodology/approach
The PF-WBI was developed through an iterative process of item creation, administration alongside established well-being measures and a series of data analyses. Data was collected from both staff and prisoners (n = 989) across four North Dakota prisons.
Findings
Analysis supported a four-factor structure for the PF-WBI measuring motivation/self-esteem, relationships/community functioning, hope/mood and stress-related detriments. The PF-WBI demonstrated excellent internal consistency reliability, convergent validity with established well-being measures and criterion-related validity for both staff and prisoners. Measurement invariance across staff and prisoners was also confirmed.
Originality/value
The PF-WBI offers a new and versatile tool for researchers and practitioners to assess staff and prisoner well-being in correctional settings. It can be used to evaluate prison cultures and the effectiveness of culture improvement efforts.
Details
Keywords
Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a…
Abstract
Purpose
Career self‐directedness is a concept that has gained widespread attention in the literature on new careers and managerial thinking about contemporary career development. In a related sense, the topic of employee retirement has become popular in both the academic and managerial literature. However, to date, career self‐directedness has not been studied in relationship with older workers' retirement intentions. The purpose of this study is to test a model of the relationship between career self‐directedness and retirement intentions, mediated by career self‐management behaviors and engagement.
Design/methodology/approach
A survey was completed by 271 employees older than 45 working in five organizations. The average age was 53, and 59 percent were female. Participants had been with their current employer for an average of 16 years, and 58 percent of them worked fulltime. The survey included measures of self‐directed career attitude, career self‐management behaviors, engagement and retirement intention.
Findings
Results indicate that engagement and career self‐management behaviors fully mediated the relationship between self‐directed career attitude and retirement intention.
Originality/value
This is the first study to address career self‐directedness in relationship with retirement intentions, thereby considering the mediating role of career self‐management behaviors and engagement. As a result, this study contributes to insights in the validity of career self‐directedness as a predictor of career development using a sample of employees different from the main body of studies using samples of employees in their early career stages. Moreover, it sheds further light on the retirement process by including an individual career attitude and intermediating variables viewed as important to understand contemporary organizational behavior.
Details
Keywords
Jesse S. Michel, Shaun Pichler and Kerry Newness
Despite the abundance of dispositional affect, work-family, and leadership research, little has been done to integrate these literatures. Based primarily on conservation of…
Abstract
Purpose
Despite the abundance of dispositional affect, work-family, and leadership research, little has been done to integrate these literatures. Based primarily on conservation of resources theory, which suggests individuals seek to acquire and maintain resources to reduce stress, the purpose of this paper is to provide an empirical examination of the relationships between leader dispositional affect, leader work-family spillover, and leadership.
Design/methodology/approach
Survey data were collected from a diverse sample of managers from a broad set of occupational groups (e.g. financial, government, library). Regression and Monte Carlo procedures were used to estimate model direct and indirect effects.
Findings
The results indicate that dispositional affect is a strong predictor of both work-family spillover and leadership. Further, the relationship between negative/positive affect and leadership was partially mediated by work-family conflict/enrichment.
Research limitations/implications
Data were cross-sectional self-report, which does not allow for causal interpretations and may increase the risk of common method bias.
Practical implications
This study helps address why leaders experience both stress and benefits from multiple work and family demands, as well as why leaders engage in particular forms of leadership, such as passive and active leadership behaviors.
Originality/value
This study provides the first empirical examination of leader's dispositional affect, work-family spillover, and leadership, and suggests that manager's dispositional affect and work-family spillover have meaningful relationships with leader behavior across situations.