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Article
Publication date: 27 November 2009

Valerie Monaghan and Stuart Cumella

Support workers have more day‐to‐day contact with people with a learning disability than any other group of staff, but a high proportion are unqualified and untrained, and there…

245

Abstract

Support workers have more day‐to‐day contact with people with a learning disability than any other group of staff, but a high proportion are unqualified and untrained, and there are problems in recruitment and retention. This paper uses undisclosed participant observation and life history methods to analyse the experiences of a support worker in six agencies that provide community‐based care for people with learning disabilities. It was found that a lack of training is associated with limited awareness of the needs of people with learning disabilities, and contributes to stress among staff. Some support workers manage stress by disengaging from their clients. Person‐centred approaches had limited impact, and even agencies committed to person‐centred planning can be reluctant to implement it with clients with severely impaired communication. The greatest commitment to staff induction and training and person‐centred approaches was found in small organisations managed by families. It is possible that large residential care providers are more likely than small agencies to have extended lines of management and standardised procedures, and further research is needed to assess whether these factors are associated with disempowerment of staff and clients.

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Housing, Care and Support, vol. 12 no. 3
Type: Research Article
ISSN: 1460-8790

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Article
Publication date: 27 November 2009

Gary Lashko

46

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Housing, Care and Support, vol. 12 no. 3
Type: Research Article
ISSN: 1460-8790

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Book part
Publication date: 1 October 2015

Ikseon Suh and Joseph Ugrin

This study investigates how disclosure of the board of directors’ leadership and role in risk oversight (BODs oversight disclosure) influences investors’ judgments when…

Abstract

This study investigates how disclosure of the board of directors’ leadership and role in risk oversight (BODs oversight disclosure) influences investors’ judgments when information on risk exposures is disclosed. The theoretical lens through which we examine this issue involves negativity bias. Sixty-two stock market investors who engage in the evaluation and/or investment of stocks on a regular or professional basis participated in our study. Our results reveal that the addition of BODs oversight disclosure (positive information) does not carry significant weight on investor judgments (i.e., attractiveness and investment) when financial statement disclosures indicate a high level of operational and financial risk exposures (negative information). In contrast, under the condition of a low level of risk exposures, BODs oversight disclosure causes investors to assess higher risk in terms of worry, catastrophic potentials and unfamiliarity about risk information and, in turn, make less favorable investor judgments. Our findings add to the literature on negativity bias and contribute to the debate on the usefulness of disclosures about risk.

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Advances in Accounting Behavioral Research
Type: Book
ISBN: 978-1-78441-635-5

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Article
Publication date: 26 September 2023

Nizar Baidoun and Valerie Anne Anderson

Grounded in social cognitive career theory (SCCT), this study aims to examine the influence of contextual factors on the relationship between career satisfaction and…

317

Abstract

Purpose

Grounded in social cognitive career theory (SCCT), this study aims to examine the influence of contextual factors on the relationship between career satisfaction and organizational commitment, within the banking sector in Kuwait.

Design/methodology/approach

This study used a cross-sectional design analyzing a self-report questionnaire (N = 278).

Findings

This study investigates affective, normative and continuance commitment in relation to career satisfaction, within the banking sector in Kuwait. Findings indicate a positive relationship between career satisfaction and all of affective, normative and continuance commitment; although the relationship that appears to be the strongest is between career satisfaction and normative commitment.

Research limitations/implications

The single site, cross-sectional approach is a limitation. The data were collected before the COVID-19 pandemic. Future research into career satisfaction and organizational commitment in different sectors is necessary and a replication of this study in a post-COVID context would also be valuable.

Practical implications

Human resource development (HRD) policies in contexts such as Kuwait should prioritize career progression initiatives to enhance career satisfaction and contribute to increased organizational commitment. More attention is necessary to organizational HRD career planning and development policies and processes. Effective line manager development programs to equip managers to provide feedback and constructive performance management are recommended, as is the organizational provision of career counseling and guidance to support career development policies and processes.

Originality/value

This study combines the use of established constructs with an SCCT theoretical lends to contribute new theorization of the relationship between career satisfaction and organizational commitment in non-Western cultural contexts. It challenges assumptions in current theorization of the relationship between career satisfaction and commitment that privilege affective commitment over other dimensions.

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European Journal of Training and Development, vol. 48 no. 9
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 9 December 2014

Patti Lou Watkins, Vicki Ebbeck and Susan S. Levy

The purpose of this paper is to evaluate Feel WonderFull Fitness (FWF), a program adhering to the Health At Every SizeTM (HAES) paradigm, on larger women's physical activity and…

576

Abstract

Purpose

The purpose of this paper is to evaluate Feel WonderFull Fitness (FWF), a program adhering to the Health At Every SizeTM (HAES) paradigm, on larger women's physical activity and psychosocial health. FWF was tailored to overcome barriers based on weight bias.

Design/methodology/approach

The study compared “overweight” and “obese” women in FWF to those not currently enrolled in formal exercise programs. Controls were divided into low physical activity (LPA) and moderate physical activity (MPA) conditions based on pretest exercise level. Outcome measures were collected at pretest and three months later at posttest.

Findings

FWF participants had the greatest gains in physical activity and demonstrated significantly greater improvements in depression than the LPA group. FWF and the MPA group showed more improved scores on perceived body attractiveness than the LPA group. Scores on an eating disorders measure improved for all groups, but somewhat more so for the FWF group. Improvements occurred in the absence of weight loss or decreases in body mass index and body fat percentage.

Research limitation

The study was based on a small, homogenous sample using a quasi-experimental design.

Practical implications

The study illustrates HAES strategies that practitioners might incorporate into various health and fitness settings.

Social implications

The study highlights weight bias as a social justice issue and as a barrier to physical activity participation for larger women.

Originality/value

The study adds to a growing body of literature evaluating HAES approaches, with HAES representing a novel alternative to weight-loss interventions for improving psychosocial health among larger women. It also contributes to the literature on weight bias that has been understudied relative to bias based on other areas of difference.

Details

Ethnicity and Inequalities in Health and Social Care, vol. 7 no. 4
Type: Research Article
ISSN: 1757-0980

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