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To better understand contributing factors and mediating mechanisms related to team dynamics in isolated, confined, and extreme (ICE) environments.

Literature review.

Our primary focus is on cohesion and adaptation – two critical aspects of team performance in ICE environments that have received increased attention in both the literature and funding initiatives. We begin by describing the conditions that define ICE environments and review relevant individual biological, neuropsychiatric, and environmental factors that interact with team dynamics. We then outline a unifying team cohesion framework for long-duration missions and discuss several environmental, operational, organizational, and psychosocial factors that can impact team dynamics. Finally, we end with a discussion of directions for future research and countermeasure development, emphasizing the importance of temporal dynamics, multidisciplinary integration, and novel conceptual frameworks for the inherently mixed work and social setting of long-duration missions in ICE environments.

A better understanding of team dynamics over time can contribute to success in a variety of organizational settings, including space exploration, defense and security, business, education, athletics, and social relationships.

We promote a multidisciplinary approach to team dynamics in ICE environments that incorporates dynamic biological, behavioral, psychological, and organizational factors over time.

This is a retrospective study of the HM Prison and National Probation Services 2003 national recruitment of trainee forensic psychologists. The study looks at which competencies were assessed, how they were assessed, and who was successful at each stage, with reference to equal opportunities and diversity.

Torbjörn Åkerstedt, Ph.D. in psychology, 1979, is professor of behavioral physiology at Stockholm University and director of the Stress Research Institute, affiliated to Karolinska institute. He has been President of the Scandinavian Research Society, the European Sleep Research Society, and Secretary General of the World Federation of Sleep Research and Sleep Medicine Societies. He has published more than 200 papers in peer-reviewed journals. The focus of his work has been on sleep regulation, sleep quality, sleepiness and risk, effects of shift work, and stress on sleep and sleepiness.

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model complex relations among conditions (i.e., configurations of high and low scores for variables) in terms of set memberships of managers. The study uses Boolean algebra to identify configurations (i.e., recipes) reflecting complex conditions sufficient for the occurrence of outcomes of interest (e.g., high versus low financial job stress, job strain, and job satisfaction). The study applies complexity theory tenets to offer a nuanced perspective concerning the occurrence of contrarian cases – for example, in identifying different cases (e.g., managers) with high membership scores in a variable (e.g., core self-evaluation) who have low job satisfaction scores and when different cases with low membership scores in the same variable have high job satisfaction. In a large-scale empirical study of managers (n = 928) in four (contextual) segments of the farm industry in New Zealand, this study tests the fit and predictive validities of set membership configurations for simple and complex antecedent conditions that indicate high/low core self-evaluations, job stress, and high/low job satisfaction. The findings support the conclusion that complexity theory in combination with configural analysis offers useful insights for explaining nuances in the causes and outcomes to high stress as well as low stress among farm managers. Some findings support and some are contrary to symmetric relationship findings (i.e., highly significant correlations that support main effect hypotheses).

Purpose: Work-related emotional exposure is a fundamental job characteristic in all kinds of service jobs from sales to law enforcement and corrections and from human services (nursing, counseling) to legal services. But formalized job descriptions are surprisingly silent about the emotional issues accompanying the jobs and roles service workers perform. This is surprising because formalized job descriptions are the foundation of job design, HR, and leadership practices that positively affect employee, customer, and organizational outcomes. Study Design/Methodology/Approach: This is a theory paper and review. To help clarify the emotional labor issues service employees confront, we explicate a model of emotional labor based on the attributes of jobs, roles, and professionalism. Findings: We define emotional labor as service work that exposes those who do such work to interactions with others that can arouse negative emotions. We propose that, while employing organizations define their jobs and employees craft their larger roles, professional norms and values also are a foundation for their emotional labor. Research Implications: We integrate this work-focused emotional labor model into the larger context in which such work occurs via theory and research on organizational climate. We suggest future research on this approach to understanding the antecedents and consequences of emotional labor work. We summarize the major research ideas of what should be the focus of such research and provide a hint about what an emotional labor climate scale might look like based on these ideas. Practical Implications: This chapter offers practical advice to HR managers about how to improve emotional labor. Social Implications: Better management of emotional labor can reduce employee stress and increase employee well-being. Originality/Value: This chapter develops an original model of emotional labor.

The literature was reviewed to locate the most relevant social-psychology theories, factors, and instruments in order to measure New York State resident attitudes and social norms (SNs) concerning their intent to evacuate Hurricane Irene in the summer of 2011. The purpose of this paper is to develop a model which could be generalized to improve social policy determination for natural disaster preparation.

A post-positivist ideology was employed, quantitative data were collected from an online survey (nominal, binary, interval, and ratio), and inferential statistical techniques were applied to test theory-deductive hypotheses (Strang, 2013b). Since the questions for each hypothesized factor were customized using a pilot for this study, exploratory factor analysis were conducted to ensure the item validity and reliabilities were compared to a priori benchmarks (Gill et al., 2010). Correlation analysis along with logistic and multiple regression were applied to test the hypothesis at the 95 percent confidence level.

A statistically significant model was developed using correlation, stepwise regression, ordinary least squares regression, and logistic regression. Only two composite factors were needed to capture 55.4 percent of the variance for behavioral intent (BI) to evacuate. The model predicted 43.9 percent of the evacuation decisions, with 13.3 percent undecided, leaving 42.8 incorrectly classified), using logistic regression (n=401 surveyed participants).

Municipal planners can use this information by creating surveys and collecting BI indicators from citizens, during risk planning, in advance of a natural disaster. The concepts could also apply to man-made disasters. Planners can use the results from these surveys to predict the overall likelihood that residents with home equity (e.g. home owners) intend to leave when given a public evacuation order.

Once municipal planners know the indicators for personal attitudes (PAs) (in particular) and SNs, they could sort these by region, to identify areas where the PAs were too low. Then additional evacuation preparation efforts can be focussed on those regions. According to these findings, the emphasis must be focussed on a PA basis, describing the extreme negative impacts of previous disasters, rather than using credible spokespersons, to persuade individuals to leave.

A new model was created with a “near miss disaster” severity factor as an extension to the theory of reasoned action.

Studies have reported negative effects of felt accountability on employees' extra-role behavior. Deviating from that focus, this study proposes that leadership plays a role in shaping the implications of felt accountability for employees' extra-role behavior. We propose that under high transformational leadership, felt accountability can motivate employees to engage in task-relevant information elaboration and facilitate innovative work behavior, a form of extra-role behavior that seeks to improve the work environment.

We conducted a pilot study to validate measurements of felt accountability and task-relevant information elaboration in a sample of 202 employees. We then conducted the main study using a time-lagged, multisource survey design with a sample of 120 supervisor–employee pairs.

The results from the main study reveal that the association between felt accountability and task-related information elaboration is positive and stronger when transformational leadership is higher. Furthermore, task-relevant information elaboration positively predicts innovative work behavior. Finally, when transformational leadership is higher, the mediation effect of task-relevant information elaboration on the association between felt accountability and innovative work behavior is stronger.

Our study indicates that felt accountability can have positive implications for employees' extra-role behavior contingent on leadership styles. In contrast to previous studies that emphasize the negative implications of felt accountability on employees' behavior, our study depicts when and why felt accountability can have positive implications on employees' behavior.

The relationship between team cohesion and individual well-being is clear. Being part of a highly cohesive team is likely to contribute to the well-being of individual team members. A multidirectional relationship is likely as individual well-being is also likely to contribute to team cohesion. This chapter examines such critical relationships in the context of team performance. To do so, we draw on the dominant literatures related to these concepts, focusing on two specific types of team cohesion – social cohesion and task cohesion – and two specific types of well-being – subjective well-being (SWB) and psychological well-being (PWB). We contend that social cohesion and SWB are likely to be strongly related, while task cohesion and PWB are likely to share a strong relationship. Therefore, the chapter focuses on the evidence regarding the transactional relationship between social team cohesion and SWB, and transactional relationship between task team cohesion and PWB. Of course, we also recognize the close relationships between social and task cohesion, and between SWB and PWB. We consider the practical implications of studying the relationships between these concepts and put forth a number of recommendations for future research in this area.

The purpose of this paper is to consider the relevance of the literature of cybernetics for a positive psychology approach to dyslexia.

A selective bibliography is presented, which reflects the exchange of ideas between the authors, two of whom work in the field of psychology, one in educational cybernetics and the other in information systems.

Examination of the literature suggests that there is scope for the application of positive psychology to dyslexia. In the cybernetic literature there is little direct discussion of either positive psychology or dyslexia. However, these areas are linked by the themes of self-steering systems and of levels of learning. Cybernetics identifies systemic constraints and therapeutic approaches which can inform the use of positive psychology techniques with dyslexics.

The paper documents the relevance of cybernetic analysis to the self-regulation carried out by dyslexics, and in so doing also enriches discourse on dyslexia in the field of psychology. The paper will be of value to those carrying out research into dyslexia, and to those who are supporting or working alongside people with dyslexia.