Sean W. Rowe, Vishal Arghode and Som Sekhar Bhattacharyya
The purpose of this research study was to explore the relationship between adaptive performance and work-related indicators of psychological well-being among ‘The Episcopal Church…
Abstract
Purpose
The purpose of this research study was to explore the relationship between adaptive performance and work-related indicators of psychological well-being among ‘The Episcopal Church bishops.’
Design/methodology/approach
Hierarchical regression models were used in this research study to explore the relationship between adaptive performance and work-related psychological health.
Findings
There was a positive correlation between adaptive performance and work-related psychological health. Demographic factors did not correlate to adaptive performance. However, a negative correlation was observed between the years ordained as a bishop and the interpersonal adaptability dimension of adaptive performance.
Research limitations/implications
Managing work stress has been revealed as an integral part of adaptive performance and satisfaction in ministry. Interpersonal adaptability and reactivity could be understood, then, as useful vehicles for increasing the capacity of bishops to manage work stress. In this research, the authors applied the Scale for Individual Adaptive Performance and the two scales Scale of Satisfaction in Ministry and Scale of Emotional Exhaustion in Ministry .
Practical implications
The results provided insights into the behaviors necessary for adequate development of bishops in their role. The religious landscape was becoming more challenging from a revenue generation perspective. The resultant complexity and the financial strain would necessitate the need for development of different models of ministry for long-term sustainability. This could further necessitate a different set of knowledge creation related to a set of behavioral capacities like those of adaptive performance. Such insights would assist in the promotion and development of greater work-related psychological health in bishops while deepening their ability to deal with complex and uncertain environments. Furthermore, this would increase satisfaction in ministry through improved workplace management skills.
Originality/value
Presently, very few studies empirically established the developmental needs of bishops as they entered, learned and grew into their leadership roles. Such insights would allow the formation programs for new bishops to be grounded in empirical data. Furthermore, this research study examined a largely unexplored population. This would provide a basis for a larger research agenda related to adaptive performance in judicatory leaders and their work-related psychological health. Consequently, it is posited that improved psychological health would result in better workplace learning.
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Wendy Rowe, Wanda Krause, Gary Hayes, Lisa Corak, Robert Sean Wilcox, Robert Vargas, Fabricio Varela, Fabricio Cordova, Shina Boparai and Gesow Azam
Recognizing the need to build global-minded citizens, higher education institutions are increasingly trying to find ways to leverage their international programs to develop…
Abstract
Recognizing the need to build global-minded citizens, higher education institutions are increasingly trying to find ways to leverage their international programs to develop students’ intercultural competence. The MA in global leadership at Royal Roads University, Canada, created an international partnership in Ecuador that serves to go beyond the traditional student study abroad or service learning focus and instead focuses on developing competencies of global mindedness and strategic relationships. In this chapter, we present an analysis of how an international student group engaged in building dynamic partnerships within a Global South country to create change for sustainable development initiatives of mutual concern. Through a case example, we describe how these partnerships evolved and adapted in ways that enhanced the learning needs of the students while simultaneously supporting the development of new educational opportunities for Ecuadorians. To illustrate, this chapter delineates the activities that members of the program undertook to connect and develop a mutuality of relationship across diverse stakeholders in Ecuador. The authors analyze this network-building process from the perspective of cultural context, building trust and influence, and responding to social development needs of host communities.
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Gerald Jordan, Christina Mutschler, Sean A. Kidd, Michael Rowe and Srividya N. Iyer
Varying stakeholders have highlighted how recovery-oriented mental health services such as youth mental health services have traditionally focused on supporting individual…
Abstract
Purpose
Varying stakeholders have highlighted how recovery-oriented mental health services such as youth mental health services have traditionally focused on supporting individual resources to promote recovery (e.g., agency) to the exclusion of addressing structural issues that influence recovery (e.g. poverty). One response to this criticism has been work helping people with mental health problems recover a sense of citizenship and sense of belonging in their communities. Work on citizenship has yet to influence youth mental healthcare in Canada’s provinces and territories. This paper aims to highlight ways that youth mental healthcare can better help youth recover a sense of citizenship.
Design/methodology/approach
The arguments described in this paper were established through discussion and consensus among authors based on clinical experience in youth mental health and an understanding of Canada’s healthcare policy landscape, including current best practices as well as guidelines for recovery-oriented care by the Mental Health Commission of Canada.
Findings
Here, this study proposes several recommendations that can help young with mental health problems recover their sense of citizenship at the social, systems and service levels. These include addressing the social determinants of health; developing a citizenship-based system of care; addressing identity-related disparities; employing youth community health workers within services; adapting and delivering citizenship-based interventions; and connecting youth in care to civic-oriented organizations.
Originality/value
This paper provides the first discussion of how the concept of citizenship can be applied to youth mental health in Canada in multiple ways. The authors hope that this work provides momentum for adopting policies and practices that can help youth in Canada recover a sense of citizenship following a mental health crisis.
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WILLIAM H. DESVOUSGES, F. REED JOHNSON, RICHARD W. DUNFORD, K. NICOLE WILSON and KEVIN J. BOYLE
Lisa K.J. Kuron, Linda Schweitzer, Sean Lyons and Eddy S.W. Ng
This study investigates the relationship between “new career” profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment, self-efficacy, and…
Abstract
Purpose
This study investigates the relationship between “new career” profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment, self-efficacy, and work locus of control), and career attitudes (i.e. salience and satisfaction). Thus, the purpose of this paper is to understand whether career profiles are a valuable way to understand careers in the modern career era, and if so, which profiles exist, and what differences exist across the profiles.
Design/methodology/approach
The participants in this study were 1,987 managers and professionals, recruited from a large database of potential respondents. Cluster analysis determined which profiles were apparent among the participants through a two-step clustering procedure using the Bayesian information criterion algorithm. The authors then compared the clusters using analysis of variance (ANOVA) with cluster membership as the independent variable and the career agency and attitude variables and age as the dependent variables.
Findings
Cluster analysis of the protean and boundaryless career attitudes of 1,987 respondents identified three career profiles: Trapped/Lost, Protean Career Architects, and Solid Citizens. ANOVA confirmed that people indicative of the three profiles differed significantly on all study variables. The findings suggest that the three different career profiles predict important differences in career variables and outcomes that are relevant to individual progression and growth needs and may be a valuable way to study contemporary careers. In particular, the person-centred approach acknowledges that the protean and boundaryless career concepts are related though distinct concepts that can be combined to show that individuals vary in the degree to which their career orientations are consistent with contemporary career constructs.
Research limitations/implications
The authors have demonstrated that career profiles are a meaningful way to categorize career actors on the basis of their career orientation, as well as their scores on a host of important career variables. Although the study benefits from a large sample and a valid measure of career profiles, it does have some limitations. First, the authors relied on self-reported data gathered on a single survey questionnaire. Furthermore, because the study is cross-sectional, the authors cannot examine the long-term impact of career profile on outcomes such as career satisfaction or if career profiles are enduring or malleable over time.
Practical implications
From a practical perspective, it may be incumbent on organizations, career counsellors and individuals to develop an awareness to which career profile individuals belong (DeFillippi and Arthur, 1996). Doing so may offer insight into the likely challenges that career actors will face as their career unfolds, and ideally help individuals develop career management strategies to create career growth, rather than a more passive and reactive approach. A number of implications for each of the three career profiles are offered within the paper.
Originality/value
Utilizing a two-step clustering procedure, the authors provide empirical evidence of three of the 16 career profiles proposed by Briscoe and Hall (2006): Trapped/Lost, Protean Career Architects and Solid Citizens. Next, the authors explored the utility of the profiles for career development and demonstrated significant differences in career-related psychological factor and attitudes across profiles. Finally, the authors take a person-centric approach to career orientation, allowing for individual differences in career enactment. Overall, the results of this study show that career profiles are a highly useful composite that reflect important patterns relative to new career variables.
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Julie Stubbs, Sophie Russell, Eileen Baldry, David Brown, Chris Cunneen and Melanie Schwartz
Previous research has found that people who use anabolic androgenic steroids (hereafter ‘steroids’) typically describe these drugs as safe. However, research exploring the inside…
Abstract
Previous research has found that people who use anabolic androgenic steroids (hereafter ‘steroids’) typically describe these drugs as safe. However, research exploring the inside perspective on steroid risk has focussed on steroids in general, and failed to examine how particular steroids are viewed and experienced. During my online ethnographic research in bodybuilding communities, I found discussion of one particular steroid said to cause significant physical, psychological, social and sexual harm: trenbolone. Trenbolone is a veterinary drug used to increase muscle in beef cattle that has been found to have neurodegenerative and genotoxic effects on animals. It has been used by bodybuilders since the 1980s, and recent research has found it to be one of the most popular steroids used by bodybuilders. If trenbolone is described by bodybuilders as causing significant harm, why do so many bodybuilders use it? This chapter attempts to answer this question through a description of bodybuilder folk models of trenbolone risk. Using a social life of drugs approach it describes: (1) the effects of trenbolone; (2) how these effects are given meaning as either harms or benefits, and then weighed against each other; (3) how the risks of trenbolone are reduced through harm reduction strategies and (4) the role of online communities in negotiations of trenbolone risk. Trenbolone was found to occupy a mythical status in bodybuilding communities, in part because of the conflicted relationship bodybuilders have with the drug. This conflicted relationship illustrates the inherent ambivalence of drugs, which are always both remedy and poison.
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Sean T Lyons, Linda Schweitzer and Eddy S.W. Ng
Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility…
Abstract
Purpose
Popular literature argues that successive generations are experiencing more job changes and changes of employer. The “new careers” literature also proposes that career mobility patterns are becoming more diverse as people engage in more downward and lateral job changes and changes of occupation. The purpose of this paper is to test these assertions by comparing the career mobility patterns across four generations of workers.
Design/methodology/approach
The authors analyzed the career mobility patterns of four generations of Canadian professionals (n=2,555): Matures (born prior to 1946); Baby Boomers (1946-1964); Generation Xers (1965-1979) and Millennials (1980 or later). Job mobility, organizational mobility and the direction of job moves were compared across groups through analysis of variance.
Findings
Significant differences were observed in job mobility and organizational mobility of the various generations, with younger generations being more mobile. However, despite significant environmental shifts, the diversity of career patterns has not undergone a significant shift from generation to generation.
Originality/value
This is the first quantitative study to examine shifting career mobility patterns across all four generations in today’s workplace. The authors extend previous research on generational differences in job mobility by using novel measures of career mobility that are more precise than extant measures.