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This prospective study examined how differences in coping style, coping self-efficacy, and metacognitive awareness influence coping behavior and performance during a realistic acute stressful exercise in 2 military samples (n = 122 and n = 132). Results showed that coping self-efficacy and coping style affected coping behavior, and that, in turn, coping behavior affected performance. The findings of a post hoc analysis suggested that metacognitive awareness had an indirect relationship with coping behavior, through task-focused coping style and coping self-efficacy, instead of a predicted direct relationship. Together, these results indicate that coping style and coping self-efficacy are important predictors of performance under acute stress, and that this effect is mediated by coping behavior. © 2011 American Psychological Association.

Contains fulltext : 86859.pdf (publisher's version ) (Closed access)

Contains fulltext : 139436.pdf (publisher's version ) (Closed access), This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self-efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self-efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.

The dog seems to have unique features concerning activation function (AF) 3 domain and putative phosphorylation sites of the progesterone receptor-B-Upstream Segment (BUS) in comparison with mice, rats, rabbits, horses, cattle and human. The first aim of this research is to assess if the dog is still unique when compared to wolves, seals, ferrets, cats and pigs. A comparative sequence analyses was performed. In the wolf, the same differences as the dog were found in the AF3 domain and putative phosphorylation sites. Therefore, the differences found in AF3 domains and putative phosphorylation sites do not seem to be unique for the dog, but might be unique for wolf-like canids or Canidae in general. According to many authors, canids or Canidae in general have a unique reproduction cycle. One of the remarkable features of this cycle is the prolonged luteal phase, during which progesterone is the dominating hormone. The question rises if there is a connection between the unique sequence of BUS and the apparently unique prolonged luteal phase of Canidae. Answering this question is the second aim of this study. Therefore, a short review was performed. Besides Canidae, also some members of the Ursidae and Phocidae families showed a prolonged luteal phase. These species were all monoestrous females with spontaneous ovulation. The sequence analysis of the seal showed no changes in the AF3 domain and the changes in the putative phosphorylation sites differed from the changes in the dog and wolf. Therefore, no connection between BUS and the estrous cycle could be assessed in Canidae.

Contains fulltext : 139430.pdf (publisher's version ) (Closed access), This study investigated the early retirement intentions of 346 older Dutch employees by extending the theory of planned behavior with anticipated work conditions. The results showed that employees who felt a pressure from their spouse to retire early had a strong intention to leave the work force before the official retirement age, that is 65. Also, employees' retirement attitude and perceived control over the retirement decision were related to early retirement intentions. Finally, the results indicated that employees might postpone early retirement when they anticipate working in a challenging and rewarding work environment. Together, our findings suggest a number of ways in which organizations can affect employees' early retirement decision making.

Contains fulltext : 138650.pdf (publisher's version ) (Closed access), Purpose – The purpose of this paper is to examine potential predictors of nurses' intention to leave the nursing profession. Specifically, this study investigates whether perceptions of the interpersonal work environment, work‐home interference, and subsequent job satisfaction, would predict occupational turnover intentions beyond the impact of nurses' occupational commitment. - Design/methodology/approach – A questionnaire is completed twice, with a one‐year interval by 1,187 registered nurses. Data were collected between October 2002 and June 2003. - Findings – The outcomes of structural equation modelling analyses reveal that an unsupportive work environment, low leadership quality, and high work‐to‐home interference results in lower job satisfaction, which, in turn, predicts nurses' intention to leave the profession one year afterwards, when controls for occupational commitment. Work‐to‐home interference shows an additional, direct relationship with occupational turnover intentions. - Practical implications – The findings have implications for organizational and individual interventions, indicating that nurses' withdrawal from the profession may be prevented by extending nurses' social support at work, helping them to combine work with non‐work, and improving the leadership quality of their supervisors. - Originality/value – Job satisfaction and work‐context factors explain additional variance in intention to leave nursing, beyond the effect of occupational commitment. Leadership quality is the strongest predictor of intention to leave nursing. Job satisfaction plays an intervening role in the relationship between work context and intention to leave nursing.

The Climate Science Modelling Language (CSML) has been developed by the NERC DataGrid (NDG) project as a standards-based data model and XML markup for describing and constructing climate science datasets. It uses conceptual models from emerging standards in GIS to define a number of feature types, and adopts schemas of the Geography Markup Language (GML) where possible for encoding. A prototype deployment of CSML is being trialled across the curated archives of the British Atmospheric and Oceanographic Data Centres. These data include a wide range of data types – both observational and model – and heterogeneous file-based storage systems. CSML provides a semantic abstraction layer for data files, and is exposed through higher level data delivery services. In NDG these will include file instantiation services (for formats of choice) and the web services of the Open Geospatial Consortium (OGC).

Contains fulltext : 138779.pdf (publisher's version ) (Open Access), In the past decades, employability and employee development have received increased attention. Changes within and around organizations have emphasized the need for flexible firms and a multi-skilled work force, while, at the same time, employees have become responsible for their own careers and work security. The present article first reviews recent changes underlying the need for employability and employee development. Subsequently, attention is paid to the concepts of employability and workplace learning, factors affecting learning at work, and age-related influences. With this article, we aim to kick off a new series for Gedrag & Organisatie on employee development and employability in organizations.

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