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Guided by a life course theoretical perspective, this study aimed to examine associations between providing caregiving for a young or adult son or daughter with special needs and multiple dimensions of physical health status among married midlife and older adults, as well as moderation of these associations by gender and marital quality (i.e., marital strain).

Regression models were estimated using data from 1,058 married adults aged 33–83 (National Survey of Midlife in the U.S. (MIDUS), 2005).

Parental caregiving for a young or adult child with special needs (in contrast to no caregiving) was linked to poorer global health and more physical symptoms among both fathers and mothers. Father caregivers reported slightly more chronic conditions than noncaregiving men, regardless of marital quality. By contrast, mother caregivers reported a much higher number of chronic conditions when they also reported a high level of marital strain, but not when they reported a low level of marital strain.

Overall, results provide evidence from a national sample that midlife and older parents providing caregiving for a child with special needs are at risk for poorer health outcomes, and further tentatively suggest that greater marital strain may exacerbate health risks, particularly among married mother caregivers.

The purpose of this study is to investigate the relationships between (1) employed parents' work–family conflict (WFC), (2) their children with disabilities' support needs, (3) their children's age, and (4) those parents' levels of school engagement.

Data were collected from 193 US parents of children with disabilities who completed a survey regarding work and family strain as well as school engagement. Descriptive statistical and correlational analyses were used, followed by moderated regression analysis.

Results indicate that higher levels of WFC have a negative impact on parents' school engagement. Similarly, children with disabilities' increased needs for parental support have a negative impact on school engagement. Moreover, the age of children with disabilities holds a moderating role in the relationship between support needs and school engagement.

Human resource managers can acquire information regarding employed parents of children with disabilities' increased support needs and formalize flexible policies leading to supportive workplace cultures. School personnel can instigate a range of options that facilitate parents' school engagement, such as maximizing use of technology via virtual meetings and activities.

These innovative findings contribute to theoretical underpinnings in work and family strain research as well as conservation of resources theory, given the lack of previous empirical work specific to children with disabilities and their employed parents.

The purpose of this paper is to examine correlates and predictors of hazardous drinking behaviour, that may be considered evidence of generalised strain, in a sample of incarcerated non-Aboriginal males in New South Wales, Australia.

Data were collected from 283 non-Aboriginal male inmates as part of a larger epidemiological survey of inmates in NSW undertaken in 2015 by the Justice Health and Forensic Mental Health Network. Data relating to a range of social factors were selected with reference to relevant literature and assessed with regards their predictive value for scores from the Alcohol Use Disorders Identification Test (AUDIT). To facilitate regression analysis, variables were logically organised into historical factors or adult factors.

Almost all participants reported some history of alcohol consumption. Hazardous drinking was common among participants. While parental alcohol problems and adult drug use were the only correlates of AUDIT scores, parental misuse of alcohol was shown to be an important predictor of AUDIT scores in regression analysis. The role of parent gender was inconclusive. Previous incarceration as an adult, employment status, and drug use as an adult also predicted AUDIT scores.

Alcohol abuse is common among inmates and the use of alcohol is implicated in the commission of many offences. A better understanding of its genesis may inspire novel approaches to treatment, leading to improved health outcomes for inmates.

The purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work engagement levels of employees who are parents of children with special needs and disabilities (SND).

The authors employed a self-administered survey questionnaire in Singapore and collected 224 useable responses. They used moderated hierarchical regression analysis to assess the relationships among organizational support, employees' child disability severity and levels of work engagement.

The research results indicated that higher levels of supervisor's and coworkers' support have a positive impact on work engagement levels of employees with children with SND. In addition, the authors observed that supervisor's support and coworkers' support moderate the relationship between employee’s child's disability severity and work engagement levels.

The results contribute to the introduction of a discussion about supportive practices directed toward this diverse group of employees in Singapore. The research findings are country-specific.

The authors propose that human resource management practitioners could craft policies that may trigger tangible and emotional support by supervisors and coworkers of employees with children with disabilities, depending on employees’ children's disability severity.

This research is the first empirical examination that measures the work engagement levels of employed parents of children with SND in Singapore, considering both organizational and family dimensions.

The purpose of this paper is to clarify the relationship between gang affiliation and criminal thinking.

A sample of 1,354 youth (1,170 males, 184 females) from the Pathways to Desistance Study served as participants in this study, and a causal mediation path analysis was performed on proactive and reactive criminal thinking, gang affiliation and subsequent offending.

Using three waves of data, it was determined that the pathway running from reactive criminal thinking to gang affiliation to proactive criminal thinking was significant, whereas the pathway running from proactive criminal thinking to gang affiliation to reactive criminal thinking was not. A four-wave model, in which violent and income offending were appended to the three-wave model, disclosed similar results.

Two separate targets for intervention with youth at risk for gang involvement: proactive and reactive criminal thinking. The impulsive, irresponsible, reckless and disinhibited nature of reactive criminal thinking may best be managed with a secondary prevention approach and cognitive-behavioral skills training; the planned, cold, calculating and amoral nature of proactive criminal thinking may best be managed with a tertiary prevention approach and moral retraining. Trauma therapy may be of assistance to youth who have been victimized over the course of their gang experience.

These findings reveal evidence of a gang selection effect that is independent of the well-documented peer selection effect, in which reactive criminal thinking led to gang affiliation in youthful offenders, particularly non-White offenders, and a gang influence effect, independent of the frequently observed peer selection effect, in which gang affiliation contributed to a rise in proactive criminal thinking.

Based on identity theory, identity represents a set of meanings individuals hold for themselves based on their role in the society. Hence, they often engage in the process of verifying their role, seeking for the compatibility between these meanings and those perceived in a specific lived situation. If this compatibility is not perceived, this is likely to generate negative emotions. that could compromise their mental health. This paper examines the contribution of a weak verification of role identity in the explanation of managers ‘burnout. It aims at integrating identity theory into occupational stress research by analysing the proposition that a low level of verification of a salient role-identity will be associated with a high level of burnout. Hence, we consider identity salience as a moderating variable.

Cross-sectional data of 314 Canadian managers employed in 56 Quebec firms. Multilevel regression analyses were performed to analyse the data.

Low levels of verification of some standards of managers' role identity, mainly work demands and recognition which encompasses (monetary and non-monetary recognition, career prospects and job security) are significantly associated with managers' burnout. Furthermore, as predicted, results show that identity salience plays a moderating role on the relation between a weak verification of some standards of managers' role identity and burnout, mainly work demands, superior support and recognition.

This study proposes a relatively unexplored approach for the study of managers' burnout. It broadens the scope of research on workplace mental health issues, by the integration of the identity theory.

Even though both values and life roles are intensively studied topics, limited research has been conducted regarding the association between the two. In the context of the Dutch public sector, this study therefore examines how life roles and values relate to each other. Moreover, the possible role of gender within these associations is explored. Thereby, the study extends the literature in this domain and increases the understanding of how values and life roles affect the behavior. The paper aims to discuss these issues.

The paper analyzed cross-sectional survey data of 114 employees of the Dutch public sector. Values were operationalized according to the Dolan et al.'s dimensions: emotional-developmental; ethical-social; pragmatic-economic; life roles were measured as “parental” and “occupational”.

The paper found no direct association between life roles and values. However, the paper found a gender differences suggesting that the more parental role oriented a woman is, the less occupational role oriented she is. In addition, the paper found a negative association between emotional-developmental values and ethical-social values.

This study contributes to the existing literature on life roles and values by examining their mutual association. The paper found that the two concepts – although theoretically related – can be empirically distinguished. For organizations within the public sector, it is relevant to know which and how values and life roles affect their employees. Thereby, organizations can design their strategies, training and development policies, and recruitment activities in order to attract and retain (potential) employees.

This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a theoretical model that integrates identity theory into occupational stress and gender research. It analyses the proposition that a low level of verification of role identity is associated with a high level of psychological distress and that gender plays a moderating role in the relationship between role identity verification and psychological distress.

Multilevel regression analyses were conducted on a sample of 314 managers employed in 56 Canadian firms.

Low level of verification of one standard of managers’ role identity, namely, recognition, is significantly associated with managers’ psychological distress. It encloses monetary and non-monetary recognition, career prospects and job security. Notwithstanding, gender does not moderate the relationship between identity verification and psychological distress.

Studies addressing the contributions of identity and gender in the explanation of managers’ psychological distress are sparse. This paper helps to expand the scope of management and workplace mental health research as well as gender-related research, by proposing a new approach for the study of managers’ psychological distress, by the integration of identity theory and the analysis of the moderating role of gender.

Managers play a crucial role in organizations. They make decisions that directly influence organizational success and significantly impact employees’ mental health, development and performance. They are responsible for ensuring the financial well-being and long-term sustainability of organizations. However, their mental health is often overlooked, which can negatively affect employees and organizations. This study aims to address managers’ mental health at work, by examining specifically the direct and indirect effects of identity verification on their psychological distress and depression through self-esteem at work. The study also aims to examine the moderating as well as moderated mediation effects of identity salience.

A sample of 314 Canadian managers working in 56 different companies was studied, using multilevel analyses.

The findings showed that the verification of managers’ identity vis-à-vis recognition is positively associated with psychological distress and depression. Self-esteem completely mediates the association between low identity verification vis-à-vis work control and psychological distress, and also the association between low identity verification vis-à-vis work control and superior support and depression, while it partially mediates the association between low identity verification vis-à-vis recognition and depression.

This study can also help both managers and human resource management practitioners in understanding the role of workplaces in the identity verification process and developing relevant interventions to prevent mental health issues among managers at work.

This study proposed a relatively unexplored approach to the study of managers’ mental health at work. Its integration of identity theory contributes to expanding research on management and workplace mental health issues.

This study seeks to examine the identity‐relevant stress proposition according to which events occurring in highly‐salient identity domains have a greater impact on psychological well‐being than events occurring in less salient identity domains. The aim of the study is to integrate identity theory into occupational stress research by investigating the proposition that the lack of verification of a salient role identity will be associated with higher levels of emotional exhaustion.

Using a questionnaire methodology, data were obtained from full‐time, permanent, human resource professionals from multiple organizations.

As predicted, the lack of verification that occurs when an employer denies a professional the opportunity to engage in the responsibilities associated with a salient role was associated with more emotional exhaustion. Moreover, in a way consistent with identity theory, both role prestige and affective commitment to the profession moderated this relationship, providing additional support for the identity‐relevant stress proposition.

Identity theory offers a valuable perspective for work stress research, one that appears to be especially applicable to highly professionalized occupations.