Financial stress has negative outcomes for both mental health and academic performances. The aim of the current study was to investigate the relationship between perceived financial stress among...Show moreFinancial stress has negative outcomes for both mental health and academic performances. The aim of the current study was to investigate the relationship between perceived financial stress among students, the actions they (intend to) take to resolve that stress and social support. 146 students from the UK with an age between 18 and 27 participated in the current study by completing an online survey. The results showed a positive relationship between perceived financial stress and the likelihood that they take action to resolve this stress. Two types of actions were found: adjusting income/expenses and seeking support from others. For both types of actions a gap between the intentions and actual actions taken was found. However, there was no significant moderating effect of perceived social support found on the relationship between financial stress and actions taken to resolve that stress. The results of the current study add knowledge to the topic of financial stress among students and can help researchers, policymakers and other professionals (e.g., social workers and counsellors) to understand the concept of the intention - action gap for students with financial stress.Show less
This research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of...Show moreThis research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of organizational employee friendliness (i.e., EF-jobs, EF-leadership, EF-policies, EF-work climate) relate to respect and occupational self-efficacy as determinants of work well-being and work performance. A first hierarchical regression analysis showed that a safe and healthy work climate, as an indicator of EF-work climate, related directly and positively to occupational self-efficacy. Furthermore, it was found with bootstrap mediation regression analysis that a safe and healthy work climate (EF-work climate) relates indirectly and positively to work well-being and work performance via occupational self-efficacy as a mediator. A second hierarchical regression analysis showed that a moral, safe, and healthy climate (EF-work climate), work-family support (EF-work policies), and transformational and authentic leadership behaviors (EF-supervision), related directly and positively to respect. Hereafter, bootstrap mediation regression analysis showed that these indicators of domains of organizational employee friendliness related indirectly and positively to work well-being and work performance via respect as a mediator. Theoretical and practical implications, strengths and limitations, and suggestions for further research, are discussed.Show less
This study examines the factors that influence the job hopefulness and job search intentions of job seekers with a disability and/or health impairment. Perceived labour market discrimination,...Show moreThis study examines the factors that influence the job hopefulness and job search intentions of job seekers with a disability and/or health impairment. Perceived labour market discrimination, occupational self-efficacy (OCSE) and coping (preparation and raising awareness) are taken into account. The online cross-sectional survey was distributed through organisations and Academic Prolific, resulting in both Dutch and native English-speaking participants, with different types of disabilities and health-impairments (N = 169). A multiple regression analysis revealed that perceived labour market discrimination did not relate to OCSE beyond control variables (age, job status). A mediation analysis found that perceived labour market discrimination related directly and negatively to job hopefulness, without mediation by OCSE. Another multiple regression analysis found that OCSE related directly and positively to job hopefulness beyond control variables (age, handicap visibility). A subsequent mediation analysis found a positive direct effect of OCSE on job search, but this was not mediated by job hopefulness. Lastly, moderation analyses showed no significant moderation by either of the coping styles on the relationship between perceived labour market discrimination and OCSE. Theoretical and practical implications, as well as limitations and suggestions for further research, are also discussed.Show less
This research addresses the willingness to join a nonprofit organization as a volunteer of people who perceive that their social identity is different from the social identity of the current...Show moreThis research addresses the willingness to join a nonprofit organization as a volunteer of people who perceive that their social identity is different from the social identity of the current volunteers of the organization. Specifically, a social identity approach was applied, and it was predicted that for non-volunteers who have atypical social identities the organizational warmth, organizational morality, and organizational communications about the value of social identity, would influence the motivation to join the non-profit organization through psychological safety and organizational trust as mediators. The online research, for which non-volunteers who have atypical social identities were recruited as research participants via the Academic Prolific Online Platform (n = 184), had a 4-cell between subjects’ experimental design (organizational warmth, organizational morality, communications of social identity value versus ‘Wikipedia information’ control condition). The participants were presented the US Fire Brigade as type of non-profit organization, were thereafter randomly allocated across the experimental conditions, and subsequently completed a questionnaire that recorded the variables of the research. The data was analyzed using one-way ANOVAs and multiple mediating regressions analyses. ANOVAs showed that the manipulations of organizational warmth and the organizational communications about the value of social identity were successful, but also that the manipulation of organizational morality was not successful. Subsequently, a one-way ANOVA showed that organizational warmth and the organizational communications about the value of social identity instilled trust in the organization and sense of psychological safety in the participants. Thereafter, mediation regression analyses showed that organizational warmth and organizational communications about social identity value related significantly and indirectly related to the motivation to join the non-profit organization as a volunteer through organizational trust and sense of psychological safety. The implications, limitations, and suggestions for further research, of the study are discussed.Show less
Many non-profit organisations employ not only volunteers, but also paid workers, to achieve their organisational objectives. This research examines whether the volunteers of a non-profit...Show moreMany non-profit organisations employ not only volunteers, but also paid workers, to achieve their organisational objectives. This research examines whether the volunteers of a non-profit organisation report appraisal and autonomous respect, job satisfaction and intent to remain a volunteer with the organisation, when they perceive that the paid workers of the organisation display self-sacrifice on behalf of the organisation and interactional justice. The research had a cross sectional survey design and the participants were volunteers working with paid workers in a non-profit organisation (a hospice; N = 52 hospice volunteers). Multiple regression analyses were conducted to test the hypotheses about direct effects. Among volunteers, autonomous and appraisal respect were found positively and directly related to job satisfaction. Additionally, among volunteers, interactional justice received from the paid workers of the organisation was found positively and directly related to autonomous respect, appraisal respect, and job satisfaction. Furthermore, among volunteers, perceived self-sacrifice on behalf of the organisation by the paid workers of the organisation was found directly and positively related to appraisal respect. Thereafter, a mediation regression analysis was conducted to test the hypothesis about the indirect effect. The mediation regression analysis showed that among volunteers, interactional justice received from the paid workers of the organisation relates positively and indirectly to job satisfaction through appraisal respect as a mediator. The theoretical and practical implications, as well as the limitations and suggestions for further research, are discussed.Show less
