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Journal Cover   International Journal of Stress Management
  [SJR: 0.757]   [H-I: 33]   [11 followers]  Follow
   Full-text available via subscription Subscription journal
   ISSN (Print) 1072-5245
   Published by American Psychological Association (APA) Homepage  [68 journals]
  • Religion and strategies for coping with racial discrimination among
           African Americans and Caribbean Blacks.
    • Authors: Hayward; R. David; Krause, Neal
      Abstract: This study examines the relationship between facets of religious behavior, religious identity, and church-based social support with strategies used for coping with racial discrimination. Data come from the National Survey of American Life and includes separate representative samples of African Americans (n = 2,032) and Caribbean Blacks (n = 857). Binary logistic regression was used to determine the relationship between 8 religion variables and the likelihood of using each of 7 coping strategies. Among African Americans, religious factors were related to greater likelihood of coping by using prayer, working harder, and talking the situation over with others, and had mixed effects on seeking to resolve the problem. Among Caribbean Blacks, religious factors were related to greater likelihood of coping by using prayer, seeking resolution, and working harder, with mixed effects on coping with passive acceptance, self-blame, and anger. Consumption of religious media, strength of identification with the Black church, and spirituality played the largest roles, with religiosity, church-based social support, and negative church interaction also related to coping outcomes. Results indicate that religious involvement may be associated with some potentially negative coping styles, especially among Caribbean Blacks, in addition to some positive ones. They also suggest that there may be ethnic group differences among Black Americans in terms of the influence of religion on some potentially important coping outcomes. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
      PubDate: 2015-01-05
      DOI: 10.1037/a0038637
  • Eustress and distress climates in teams: Patterns and outcomes.
    • Authors: Kozusznik; Malgorzata Wanda; Rodríguez, Isabel; Peiró, José María
      Abstract: The present study analyzes stress climates at work and individual outcomes over time for team members working in different types of climate. Stress climate emerges when the members of a particular group share perceptions about certain events and contexts as a source of distress and/or eustress. By applying cluster analysis to 535 social service employees working in 78 teams in service organizations, 3 types of climate were identified: distressed (predominance of distress appraisal), eustressed (predominance of eustress appraisal), and balanced (similar level of distress and eustress appraisals). Clusters were validated in a new related sample (431 employees working in 43 teams). The levels of exhaustion differed significantly between the distressed and eustressed climates, whereas the levels of vigor and dedication differed significantly between the balanced and distressed climates. Over time, exhaustion significantly decreased in teams where the climate changed over time from distressed to eustressed. In the teams where the stress climate changed from balanced to distressed, there was a significant increase in the level of inefficacy and a significant decrease in the level of vigor. There was also a significant increase in cynicism and a significant decrease in vigor in teams where the climate remained eustressed. The importance of the shared appraisal of stress and the implications of the results for effective interventions are discussed. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
      PubDate: 2015-01-05
      DOI: 10.1037/a0038581
  • Proactive coping as a personal resource in the expanded job
           demands–resources model.
    • Authors: Searle; Ben J.; Lee, Leanne
      Abstract: Personal resources are commonly examined as part of the job demands–resources (JD-R) model, but unlike work resources, personal resources are rarely found to moderate the impact of demands on well-being. The present study conceptualizes proactive coping (efforts directed toward the management of future stressors) as a personal resource within an expanded version of the JD-R model that differentiates demands into 2 stressor categories: challenges and hindrances. We investigated the role of proactive coping as a moderator of the effects of these 2 forms of work demand on burnout and engagement. A measure of proactive coping was developed from existing scales of proactive work behavior. Results of a cross-sectional survey of 147 Australian employees showed that proactive coping moderated relations between challenge stressors and engagement, as well as relations between challenge stressors and burnout. No moderation effects were observed for hindrance stressors. The study highlights the value of the expanded JD-R model, the merits of proactive coping, and some of the potential benefits of developing employee proactivity. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
      PubDate: 2014-11-17
      DOI: 10.1037/a0038439
  • It happened, or you thought it happened' Examining the perception of
           workplace incivility based on personality characteristics.
    • Authors: Sliter; Michael; Withrow, Scott; Jex, Steve M.
      Abstract: Although workplace incivility has become increasingly researched in recent years, little is known about the degree to which individual differences affect both the perception and experience of incivility. The current study sought to determine whether personality characteristics were predictive of perceptions of incivility. A total of 708 undergraduates from a large Midwestern university were exposed to a series of vignettes describing behaviors that could potentially be perceived as uncivil, and were asked to rate the degree to which each of these were perceived as rude. Results indicated that agreeableness, emotional stability, and openness were negatively related to perceptions of incivility, whereas positive affect (PA), negative affect (NA), and trait anger were positively related to perceptions of incivility. When all personality variables were analyzed together, PA and trait anger explained the most variance in incivility perceptions, whereas NA was no longer significant in this model. In an exploratory analysis, we also found that supervisor-perpetrated incivility was perceived as more uncivil than coworker or customer incivility. Implications of these findings for future incivility research are discussed. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
      PubDate: 2014-11-10
      DOI: 10.1037/a0038329
  • Meaning made, distress, and growth: An examination of the Integration of
           Stressful Life Experiences Scale.
    • Authors: Lancaster; Steven L.; Carlson, Gwendolyn C.
      Abstract: A number of measures aim to assess aspects of the postevent meaning process. The relevant constructs are conceptualized differently, but few studies have examined the convergent and incremental validity of these various measures. Holland et al. (2010) developed the Integration of Stressful Life Experiences Scale (ISLES) as a measure of meaning made (i.e., the extent to which the appraised meaning of a stressful event has been integrated with 1’s global meaning). To test the validity of the ISLES we examined the ISLES’ relationship with the Meaning in Life Questionnaire (MLQ) and the PostTraumatic Growth Inventory as well as these measures’ relationship with psychological adjustment. A hierarchical regression revealed that the ISLES possessed predictive ability after accounting for the MLQ. The relationship between the ISLES and other measures of meaning was partially moderated by sex. Overall, the ISLES demonstrated incremental validity above and beyond other assessments of meaning. (PsycINFO Database Record (c) 2015 APA, all rights reserved)
      PubDate: 2014-11-03
      DOI: 10.1037/a0038296
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