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Young offenders are known to have more chaotic experiences in childhood than non-offenders, and this impacts on their attachments, coping styles and early maladaptive schemas (EMS). The purpose of this paper is to explore the relationship between these factors and drug use.

This study used self-report questionnaires on a sample of 105 incarcerated young offenders.

Attachment styles did not differentiate drug users from non-drug users. Drug users were found to be no more likely than non-drug users to use avoidant coping styles. However, they were more likely to have emotional coping styles. Drug users had more EMS, and overall, those with insecure attachments had more EMS. Individuals with emotional coping styles scored higher than those with rational coping styles on several EMS. Those with emotional coping styles scored lower on the emotional inhibition EMS than those with rational coping styles.

The evidence presented has implications for the understanding of drug use in young offenders by: providing support to the model proposed by Young et al. (2003) regarding how insecure attachments can contribute to EMS; providing support for Crittenden’s (2008) model of attachment whereby problematic behaviours such as drug use can be a strategy the individual uses to protect themselves at times of threat or discomfort; highlighting the need for an integrated model of substance use in offenders which incorporates early experiences, attachments and EMS; and highlighting why substance use may become a coping strategy in young offenders and how to engage them to meet their needs in pro-social ways.

The study contributes to the understanding of attachment, coping and drug use in a young offender population. It sets foundations in the authors’ understanding of patterns of EMS in young drug users and highlights the need for an integrated model of substance use which incorporates early experiences, attachments and EMS.

The purpose of this paper is to examine whether emotion- and problem-focussed employee coping styles affect the relationship between workplace incivility and job attitudes (job satisfaction, sense of community), and whether these effects vary by gender.

Survey methodology was used to obtain self-report data from a sample of 314 working adults (90 percent Hispanic, 62 percent female) enrolled in courses at a public university.

Targets of workplace incivility experienced lower job satisfaction and sense of community at work. Employees who typically used problem-focussed coping (PFC) to respond to work stressors experienced greater negative outcomes associated with incivility. Mixed results were found for employees who typically engaged in emotion-focussed coping (EFC) at work: frequent use of avoidant coping and religious coping buffered against the impact of incivility, however, support seeking coping styles strengthened the negative outcomes associated with incivility. These effects varied by gender.

The results highlight the benefits of two EFC styles (religious coping, avoidance coping) in the context of workplace incivility. The findings also indicate limitations of PFC and support seeking coping in the context of incivility. Accordingly, the authors make suggestions for managers to facilitate employees to overcome problems of incivility.

Few studies have investigated qualities that enable employees to effectively manage incivility. Further, the role of coping styles in relation to incivility is relatively unexplored. To address these gaps, the authors examined the extent to which PFC and EFC styles impact the relationship between incivility and work attitudes.

The aim of the study was to examine whether five-star hotel employees’ promotion focus significantly influences their task-coping style, and whether their prevention focus has a significant effect on their emotion- and avoidance-coping styles. This study also investigates the moderating impact of employees’ tenure on the relationships between stress-coping styles and turnover intent.

A total of 342 five-star hotel employees in South Korea participated in the study using a self-administered questionnaire. Confirmatory factor analysis and structural equation modeling were used to examine the hypothesized relationships between the constructs.

Hotel employees’ turnover intent decreases when they are motivated by strategies corresponding to their regulatory focus. This study found that hotel employees’ promotion focus had a significant positive effect on their task-coping style, whereas prevention focus had a significant negative effect on the emotion- and avoidance-coping style. In addition, employees’ task-coping style negatively affected their intent to leave the organization, while their emotion-coping and avoidance-coping styles positively affected turnover intent. Finally, moderating effects were related to tenure in the causal relationships among stress-coping styles and turnover intent. Thus, one can infer that the emotion-coping style has a greater effect on turnover intent in employees with a relatively short tenure than in those with a long tenure.

This study verified that hotel employees’ regulatory focus plays an important role in employee behavior within organizations just as individual characteristics such as personality or values do. Thus, a substantial application plan for employees’ regulatory focus was proposed for the organizational dimension. In addition, diverse plans were presented for employees’ flexible coping with stress, based on differing turnover intent, depending on employees’ stress-coping styles. Through this, a plan for reducing employee turnover intent was pursued.

This study associated employees’ stress-coping styles, which had been dealt with in the human resources management area, with their regulatory focus and showed that different stress-coping styles might be derived using such regulatory focus; the resulting turnover intent might also be different. The study results can provide a theoretical basis for understanding relationships among regulatory focus, stress-copying styles and turnover intent as such research is relatively lacking. Finally, this study is meaningful in that it applied the regulatory focus theory centered on customer behaviors to employees and verified the moderating effect of employees’ tenure between stress-coping styles and turnover intent.

The purpose of this study is to examine the effects of hospitality employees’ emotional intelligence (EI) on their stress-coping styles and job satisfaction.

The sample consisted of 366 food and beverage employees in the Korean hospitality industry. The validity and reliability of the respondents’ replies regarding EI, stress-coping styles and job satisfaction were tested through exploratory factor analysis, reliability analysis and confirmatory factor analysis. Once the measure was validated, a structural equation model was used to test the validity of the proposed model and hypotheses.

The results showed that the elements of EI (i.e. self-emotion appraisal [SEA], use of emotion [UOE], regulation of emotion [ROE] and others’ emotion appraisal [OEA]) had a significant, positive effect on the cognitive-appraisal coping style, whereas only SEA and UOE had a significant, positive effect on the problem-solving coping style. Meanwhile, SEA had a significant, negative effect on the emotion-focused coping style. In addition, employees’ problem-solving and cognitive-appraisal stress-coping styles showed a significant, positive effect on their job satisfaction. Employees’ UOE and ROE demonstrated a significant, positive effect on job satisfaction.

The generalizability and, therefore, implications are limited to the Korean hotels and family restaurants. Future research needs to closely examine models and variables which may become the causes of individual traits, relationship traits and leadership.

Strategies to cope with stress and job satisfaction used by family restaurant employees showed more sensitive effects of control than hotel employees did in the organic causal relationships between EI and strategies to cope with stress/job satisfaction. The results of this study, which indicate that hospitality companies can increase employees’ job satisfaction by enhancing their employees’ EI, suggest detailed and practical alternatives to human resource management, as employees with higher degrees of EI can bring positive outcomes to both organizations and employees. Hospitality employees’ EI is significant in terms of organizational performance.

One way to reduce work‐family conflict is for individuals to have the ability to effectively cope with the stressful demands. The relationships between four styles of work and family coping (direct action, help‐seeking, positive thinking, and avoidance/resignation) and levels of work‐family conflict are considered. Two different forms of work‐family conflict (time‐based and strain‐based) were examined as well as the effect of direction (work interfering with family, family interfering with work) to examine the efficacy of different coping styles. Help‐seeking and direct action coping used at home were associated with lower family interfering with work conflict levels. Avoidance/resignation coping was associated with higher conflict levels of all types. The results suggest individuals may have greater control and opportunity for positive change within the family domain compared with the work environment.

The COVID-19 pandemic has dramatically altered the daily lives of millions of people around the world, substantially increasing anxiety and stress levels for many. Psychological capital (PsyCap), a multidimensional construct that includes hope, optimism, resilience and self-efficacy, may serve as a resource for helping people more effectively cope with uncertainty resulting in lower levels of perceived stress. The authors hypothesize a negative relationship between PsyCap and perceived stress that is partially and differentially mediated by adaptive and maladaptive coping styles. The authors further hypothesize that work context (home vs workplace) will moderate the relationships between coping styles and perceived stress.

After receiving Institutional Review Board approval, data were collected during the first week of May 2020 using an online survey. The hypothesized model was tested using structural equation modeling (SEM) techniques, specifically Mplus 8. The authors validated their initial findings using PROCESS Model 14 with 5,000 boot-strapped samples and a 95% confidence interval.

The authors’ results show that adaptive and maladaptive coping styles differentially mediate the effects of PsyCap on perceived stress with the indirect effects of PsyCap on perceived stress through maladaptive coping being stronger than the indirect effects through adaptive coping. The authors found support for the relationships in our hypothesized model.

The authors’ findings suggest that health interventions aimed at increasing PsyCap may be an effective means of reducing maladaptive coping and perceived stress. Future research should continue to explore PsyCap as a potential means of shaping positive health behaviors.

This study makes a unique contribution to the literature by explaining how PsyCap operates through coping to affect perceptions of stress in the context of the COVID-19 pandemic.

The purpose of this paper is to explore the relationships between four general coping styles, work and family conflict, and work and family facilitation in a simultaneous equations framework

Data from the MIDUS study were analyzed using two‐staged least squares regression to incorporate the reciprocity between the work and family domains into the model. Hypotheses about direct action, advice seeking, positive thinking, and cognitive reappraisal as they affect work family (W‐F) and family‐work (F‐W) conflict were tested. The impact of the coping styles on work and family facilitation has not been studied before and was also included.

The efficacy of individual coping styles on conflict and the relationships between coping and facilitation were not uniform and varied depending on the source domain. Positive thinking was associated with higher W‐F and F‐W facilitation. Direct‐action was associated with lower F‐W conflict and higher F‐W facilitation. Reappraisal and advice seeking were associated with higher F‐W conflict, but advice‐seeking was related to higher W‐F facilitation. As expected, significant reciprocal effects for conflict were found; both W‐F and F‐W conflict are significant predictors of F‐W and W‐F conflict, respectively. And, an increase in F‐W conflict was predicted to have twice the impact of factors increasing W‐F conflict. W‐F facilitation was significant in predicting levels of F‐W facilitation; F‐W facilitation did not influence levels of W‐F facilitation.

The paper suggests the family domain should be the target for problem‐focused coping strategies, most likely because greater control can be exercised at home. Practical suggestions to help employees identify strategies to lower conflict and raise facilitation, thus promoting balance, are discussed.

In a weekly managerial newspaper survey the abbreviated German version of the Occupational Stress Indicator’s Coping scale was completed anonymously by over 200 readers. Of these we selected only those who were categorised as management (n = 160) in our study. The mean coping score for the full Coping scale was 36.98 (SD 8.65) with a split half reliability of 0.76 (total alpha = 0.84). Alpha coefficients for the two subscales were 0.85 and 0.58. There was no difference in coping profiles of men and women, but different levels of management and educational status did influence preference for coping styles. More specifically, as we progress to the more senior levels of management, delegation and maintaining stable relationships are considered the most useful forms of coping with stress. The more academically trained manager with a postgraduate degree is more likely to implement such coping methods as effective time‐management and planning ahead.

This study examined an individual's drug use in relation to their coping styles, personality traits and attachment style. A total of 98 participants (46 females and 52 males) took part in the study. Analysis did not show a significant difference in insecure/ambivalent attachment in the drug‐using group. Yet, there was evidence to suggest that the drug‐using group exhibited higher levels of personality disorder traits, based only on self‐report. Individuals with more personality disorder traits had a more insecure attachment style. Participants who use drugs had a more avoidant coping style. The results are discussed with reference to previous research and the implications of the current research on attachment theory and personality disorder etiology, as well as implications for drug treatment.

This study investigates the impact of conflict style as a coping strategy in response to role conflict. Recent research has begun to examine workplace uncertainty as a mediator in the role stress process. Using this overall framework, we developed and tested hypotheses regarding the effect of conflict style activeness on the link between role conflict and uncertainty. Results supported the mediating role of uncertainty in the role stress process, thus replicating previous research. Additionally, the results showed that exhibiting a more active approach to conflict management decreased the negative impact of role conflict on uncertainty. These findings suggest that individuals may be able to reduce the negative individual impact of role conflict in their environment by adopting positive behavioral styles while avoiding negative ones.