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This paper explores the use of the mental fitness and resiliency inventory (MFRI) as a tool for the management of workplace health and well-being. The MFRI provides information on the extent to which positive workplace practices are experienced within three mental fitness domains and five resiliency domains. The purpose of this study was to investigate the factorial structure and internal consistency of the MFRI.

The MFRI was administered to 1,519 employees in multiple workplace environments in Canada. The factorial structure of the MFRI was examined to conduct confirmatory factor analysis (CFA). In addition to the CFA indexes, the internal consistency of each latent construct was calculated, with results reported using Cronbach's coefficient alpha.

The reliability of the MFRI is very high (alpha = 0.973). The fit indexes from the CFA indicate that the model is permissible. The MFRI can be used with confidence to highlight mental fitness and resiliency strengths, as well as areas needing further development in workplace environments.

Limitations may include the selection of fit indexes upon which to base judgment as to whether the model is satisfactory. Although the MFRI model has been confirmed based on the data from the study sample, there is not yet sufficient data to conclude that the model is a true predictive model. Current and ongoing research will enable elaboration on this matter. In addition, formal documented observations regarding the MFRI's face validity and ease of explanation and understanding of the results may confirm a priori expectations on the part of the users and may strengthen the conclusions from this study.

Implications for workplaces arising from the validation of the MFRI include a growth in capacity to measure the existence of positive psychology practices within organizational environments and to identify and address areas for needed growth and development. By assessing the prevalence of mental fitness and resiliency practices in workplace environments, reports can be produced that indicate various levels of development and integration of these practices. The application of the MFRI facilitates the use of evidence-informed decision-making in addressing organizational goals related to positive workplace cultures.

The MFRI is a new, validated instrument that measures the presence of positive practices that contribute to healthy and effective workplace cultures. The results of the MFRI provide workplace health managers with a profile of organizational strengths (practices that are embedded and comprehensive) and areas for development (practices requiring promotion and capacity building) related to mental fitness and resiliency.

This study sought to provide a more comprehensive understanding of how managers' coaching skills can affect individual performance through the mediating role of affective commitment.

The sample included 198 employees from diverse organizations. Based on an online survey, respondents assessed their managers' coaching skills and reported their own individual performance and affective commitment to their organization.

The findings show that managers' coaching skills have a positive impact on individual performance and affective commitment, with the latter mediating the relationship between the first two variables.

Additional studies with larger samples are needed to understand more fully not only the impact of managers' coaching skills on individual performance but also other psychosocial variables affecting that relationship.

Organizations can increase employees' affective commitment and individual performance by encouraging managers to integrate more coaching skills into their leadership styles.

This study is the first to integrate managers' coaching skills, affective commitment and individual performance into a single research model, thereby extending previous research on this topic.

Looks at the pathfinder approach to library instruction, which was developed in the 1960s by Patricia Knapp. Knapp's system focused, not on the simple provision of answers to questions, but on the teaching of the effective use of the library and its resources– in other words, on the finding of one's “way” in the library.

A traditional theoretical model for the creation and evaluation of pathfinders (subject research guides) can be identified through study of the literature. This model, expressed in the design criteria of consistency, selectivity, transparency and accessibility, sprang from an impulse to serve the inexperienced user by emulating or facilitating the user's search process.

A gap in this model can be detected, in the form of a missing multi‐dimensional picture of the user and the user's experience of the information service via the pathfinder. In an attempt to fill the gap, literature examining information behavior, the search process, the design of user‐centered services, and the information retrieval interaction is discussed.

An experience‐centered model for online research guide design and evaluation is derived from the findings.

The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.

Poland appears to be an attractive consumer market, based on strong demand for consumer products during the past several years. However, this may not be the case for Western marketers, because of the influence of strong feelings of national pride on behavior of Polish consumers. Measures of consumer ethnocentrism may provide Western marketers with the information necessary to target consumers who do not allow nationalistic feelings to influence product quality evaluation and purchase behavior. Also, the necessity of the product to consumers may provide marketers with clues on which products will be accepted in the Polish marketplace. The purpose of this study is to learn, for various consumer products, whether Polish consumers’ perceptions of product quality differ based on consumer ethnocentric tendency, product necessity, and country of origin. A repeated measures ANOVA test provides empirical evidence that perceived quality differs by necessity, by product, by country, and consumer ethnocentrism influences quality perceptions of Polish consumers.

Drawing from our current original research on cultural trends in Latin America‐based multinational firms, this paper challenges the stereotypical perception of Latin America as a homogeneous region and explores the cultural distances among groups of multinational employees. After collecting surveys from 733 employees across eight multinationals in Argentina, Brazil, Chile, Colombia, and Mexico, we establish that, much like it happens in other lumped‐together regions of the globe, such as “East Asia” and “Africa”, Latin American countries present significant differences in the way firm employees respond to situations where cultural traits are at stake. By researching these countries, we recorded significant variation in aspects such as the treatment and place of women in the workplace, attachment or detachment to formal rules, formal organizational hierarchies, and structured business planning, in addition to varying levels of tolerance to invasion of privacy. Implications of the study include the need to develop methodologies that adequately capture cultural differences within large geographic blocs and business practices that prepare the expatriate, the international manager, and the policy maker for the different realities they are bound to encounter in different countries.

The purpose of this paper is to examine existing research in Cultural Intelligence (CI), in an attempt to understand the intellectual influences on current research and research trends.

The authors used a bibliometric study of cocitation and bibliographic coupling, supported by factor and network analysis. From a sample of 219 articles, the authors examined selected articles (60 for bibliographic coupling) and the references (32 for citation and cocitation).

The results indicate that Earley and Ang (2003) is the basis for the current research. The intellectual structure of CI was concerned with three themes: the Concept of CI; CI and the Cultural Context; and Operationalization of the CI Concept. This initial research has influenced current research in the Operationalization of the Concept of CI when investigating the effect of CI on cultural diversity and individual skills and abilities. Another front recognizes the relationship between CI and the cultural context, being oriented toward understanding the performance and leadership of individuals.

The authors identified a new research front related to the effect of CI on cultural diversity. It indicates promising new fronts considering culture in a multifaceted and multilevel perspective, and also the possibility of evaluating the construct's cognitive components in the original perspective of Earley and Ang (2003) with neuroscientific methods. From the analysis, the authors suggest that future research presents methodological challenges and the connection of the CI construct and the level of analysis, and the Latin American context, which are explored at the end of this paper.

Resumen

Examinamos la investigación existente en inteligencia cultural (IC) para comprender las influencias intelectuales en la investigación actual y las tendencias de investigación.

Se utilizó un estudio bibliométrico de cocitación y acoplamiento bibliográfico, apoyado en análisis factorial y de redes. De una muestra de 219 artículos, examinamos artículos seleccionados (60 por acoplamiento bibliográfico) y referencias (32 por citación y co-citación).

Los resultados indican que Earley y Ang (2003) es la base de la presente investigación. La estructura intelectual de IC se ocupaba de tres temas: El Concepto de IC; IC y el Contexto Cultural; Operacionalización del Concepto IC. Esta investigación inicial ha influido en la investigación actual sobre la puesta en práctica del concepto de IC al investigar el efecto de la IC en la diversidad cultural y las habilidades y capacidades individuales. Otro frente reconoce la relación entre la IC y el contexto cultural, orientándose hacia la comprensión del desempeño y liderazgo de los individuos.

Identificamos un nuevo frente de investigación relacionado con el efecto de la IC en la diversidad cultural. Indica nuevas frentes prometedoras considerando la cultura en una perspectiva multifacética y multinivel, pero también la posibilidad de evaluar los componentes cognitivos del constructo en la perspectiva original de Earley y Ang (2003) con métodos neurocientíficos. A partir del análisis, sugerimos que futuras investigaciones presentan desafíos metodológicos y la conexión del constructo IC y el nivel de análisis y el contexto latinoamericano, que se exploran al final del artículo.

Resumo

Examinamos as pesquisas existentes em Inteligência Cultural (IC) parade entender as influências intelectuais na pesquisa atual e tendências de pesquisa.

Utilizamos um estudo bibliométrico de cocitação e pareamento bibliográfico, apoiado em análise fatorial e de rede. De uma amostra de 219 artigos, examinamos os artigos selecionados (60 por pareamento bibliográfico) e as referências (32 por citação e cocitação).

Os resultados indicam que Earley e Ang (2003) é a base para a presente pesquisa. A estrutura intelectual da IC preocupou-se com três temas: O Conceito de IC; IC e o Contexto Cultural; Operacionalização do Conceito IC. Esta pesquisa inicial influenciou a pesquisa atual na Operacionalização do Conceito de IC ao investigar o efeito da IC na diversidade cultural e habilidades e habilidades individuais. Outra frente reconhece a relação da IC com o contexto cultural, sendo orientada para a compreensão do desempenho e liderança dos indivíduos.

Identificamos uma nova frente de pesquisa relacionada ao efeito da IC na diversidade cultural. Indica novas frentes promissoras considerando a cultura em uma perspectiva multifacetada e multinível, mas também a possibilidade de avaliar os componentes cognitivos do construto na perspectiva original de Earley e Ang (2003) com métodos neurocientíficos. A partir da análise, sugerimos que pesquisas futuras apresentam desafios metodológicos e a conexão do construto IC e o nível de análise e o contexto latino-americano, que são explorados ao final do artigo.

The aim of this study is to describe work-engaged teams in terms of interpersonal interaction.

Six teams (N = 31 individuals) were videotaped during a decision-making task, for one hour. Based on a priori defined categories, the authors coded the videos in terms of the degree of interaction between team members, the physical distance between members, the degree of team’s activation and the valence of their interaction. The videos were also coded in terms of motivational and affective processes. Team work engagement was assessed using questionnaires.

Highly engaged team members work physically close and have an increment on their interactions up until the task’s temporal midpoint. They have an initial peak of activation and show more positive emotional valence in the first and the last moments of the task. The most interpersonal processes used are affective. The worst performing team had the highest initial interaction levels followed by an abrupt decrease both in their levels of interaction and in their levels of activation. Simultaneously, they present higher peaks of positive emotional valence.

Although engaged teams are essentially characterized by the presence of positive interactions, it is fundamental to alternate more “exited” and fun moments with more task focused ones and collective interaction moments with individual work.

This study answers to Kozlowski and Chao’s (2012) call for studying emergence in a more direct way, using qualitative analysis of video data.

The purpose of this paper is to examine whether clinical levels of depression moderated university students’ momentary emotional states (e.g. feeling content, anxious, irritable and depressed) in response to conditions commonly experienced during universal, college-based Animal Visitation Programs (AVPs).

During a real-life efficacy trial, students (N = 192) were randomly assigned to three common AVP conditions: a hands-on condition in which participants could freely pet cats and dogs in small groups, an observation condition in which participants observed students in the hands-on condition while awaiting one’s turn and a control condition in which participants viewed images of the same animals while refraining from socializing with peers. Using a checklist, students reported their momentary emotional states (e.g. feeling content, anxious, irritable and depressed) before and after the 10-min intervention.

Multivariate regression analyses showed that clinically depressed students reported significantly higher levels of momentary negative emotion including irritability, depression and anxiety after waiting in line compared to non-depressed students, suggesting that clinical depression may moderate potential stress-relieving effects of universal college-based AVPs depending on implementation practices.

This is the first study to examine the causal impact of a common yet unstudied feature of college-based AVPs aimed at reducing general college student stress. Results support the utility of targeted approaches for students presenting clinical levels of depression.

The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles.

The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB.

The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship.

Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship.

Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles.

This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.