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Positive Dimensions (positive + dimension)
Selected AbstractsForgiveness in Marriage: Implications for Psychological Aggression and Constructive CommunicationPERSONAL RELATIONSHIPS, Issue 3 2002Frank D. Fincham Two studies examined whether forgiveness in married couples predicted partner reports of psychological aggression and constructive communication. Study 1 found that forgiveness of hypothetical acts of psychological aggression predicted partner reports of psychological aggression. Study 2 examined actual transgressions and found two underlying dimensions of forgiveness (positive and negative). The negative dimension predicted partner reports of psychological aggression, and, for husbands, the positive dimension predicted partner reports of constructive communication. All findings were independent of both spouses' marital satisfaction. The implications for understanding marital interaction and future research on forgiveness are discussed. [source] Mutual expectations: a study of the three-way relationship between employment agencies, their client organisations and white-collar agency ,temps'INDUSTRIAL RELATIONS JOURNAL, Issue 1 2004Janet Druker ABSTRACT This paper examines the mutual expectations of employment agencies, the temporary workers who are placed by them and the client or host companies with whom they are placed. It considers the ambiguities and complexities inherent in the psychological contracts of agency temps, pointing to positive dimensions of the agency relationship with temps coupled with a tough transactional regime. In periods of uncertainty agency temping provided individuals with an illusion of freedom and control. [source] The Migration,Development Nexus: Evidence and Policy OptionsINTERNATIONAL MIGRATION, Issue 5 2002Ninna Nyberg, Sørensen Migration and development are linked in many ways , through the livelihood and survival strategies of individuals, households, and communities; through large and often well,targeted remittances; through investments and advocacy by migrants, refugees, diasporas and their transnational communities; and through international mobility associated with global integration, inequality, and insecurity. Until now, migration and development have constituted separate policy fields. Differing policy approaches that hinder national coordination and international cooperation mark these fields. For migration authorities, the control of migration flows to the European Union and other OECD countries are a high priority issue, as is the integration of migrants into the labour market and wider society. On the other hand, development agencies may fear that the development policy objectives are jeopardized if migration is taken into consideration. Can long,term goals of global poverty reduction be achieved if short,term migration policy interests are to be met? Can partnership with developing countries be real if preventing further migration is the principal European migration policy goal? While there may be good reasons to keep some policies separate, conflicting policies are costly and counter,productive. More importantly, there is unused potential in mutually supportive policies, that is, the constructive use of activities and interventions that are common to both fields and which may have positive effects on poverty reduction, development, prevention of violent conflicts, and international mobility. This paper focuses on positive dimensions and possibilities in the migration,development nexus. It highlights the links between migration, development, and conflict from the premise that to align policies on migration and development, migrant and refugee diasporas must be acknowledged as a development resource. [source] Downsizing and reorganization: demands, challenges and ambiguity for registered nursesJOURNAL OF ADVANCED NURSING, Issue 2 2004Anna Hertting MD Background., The 1990s were characterized by substantial financial cuts, and related staff redundancies and reorganizations in the Swedish health care sector. A large hospital in Sweden was selected for the study, in which downsizing had occurred between 1995 and 1997. The number of staff in the hospital was reduced by an average of 20%, and 10% were relocated to other departments. Objective., The aims of this study were to explore registered nurses' experiences of psychosocial ,stressors' and ,motivators', and how they handled their work situations, following a period of personnel reductions and ongoing reorganization. Method., Interviews were undertaken with 14 nurses working in one Swedish hospital. Nurses were interviewed in 1997 about the recent and last round of redundancies, and were followed up 1 year later in 1998 and again in 2001. Interviews were audiotaped, transcribed and analysed for thematic content. Results., Five themes emerged in relation to nurses' perceived stressors, motivators, and coping options: ,distrust towards the employer', ,concurrent demands and challenges', ,professional ambiguity, ,a wish for collaboration', and ,efforts to gain control'. A common feature was duality and ambiguity in nurses' descriptions of the phenomena studied, meaning that identified themes had underlying sub-themes with both negative and positive dimensions. Conclusions., The concurrence of ,ever-growing job demands' and ,work going unrewarded' contributed to a feeling of being taken advantage of by the employer. The ,waste of human resources' and ,competence drain' that followed redundancies provoked anger. Unfulfilled collaboration with doctors was a major stress producer, which related to both the downsized work organization, and the complex ,deference-dominance' doctor,nurse relationship. The well-being of nurses depends on being an equal/parallel health professional in a comprehensive team that shares knowledge and improves collaborative care of patients. A consciously formulated nursing philosophy emerged as a health-promoting resource. This study demonstrates the importance of analysing feelings relating to professional ambiguity and gaining influence in a gender-related, hierarchical environment, and the need to support professional assertiveness in relation to superiors and doctors. It is also important to stress considerations that relate to differences in the age, care philosophy, and psychosocial health conditions of nurses. [source] Managerialist advocate or "control freak"?CANADIAN PUBLIC ADMINISTRATION/ADMINISTRATION PUBLIQUE DU CANADA, Issue 2 2004The Janus-faced Office of the Auditor General This character, it is argued, is shaped by institutional factors and the knowledge-basis on which the office relies to fulfil its mission. Three causes of "institutional schizophrenia" are identified: the OAG'S mandate in relation to financial and value-for-money audit (VFMA); the combination of the OAG'S institutional permeability and the structure of the management consulting market; and the tensions between the "negative" and "positive" dimensions of the office's mandate. On the consequences side, the author discusses three elements: the limited capacity of the OAG to develop a coherent position about managerialism; the fact that the advocacy of managerialist principles is drawing the OAG closer into the political realm; and the fragility of professionalism as a mechanism for regulating the management consultant's role of the OAG in relation to VFMA. Sommaire: Le but de cet article est de mettre en relief les contradictions dans le rôle du Bureau du vérificateur général (BVG) et d'identifier les causes et les conséquences du caractére schizoïde du Bureau qui est à la fois partisan du managérialisme et obsédé du contrôle. Ce caractère spécifique du Bureau est façonné par des facteurs institutionnels et le type de connaissance dont il dépend pour remplir sa mission. Trois causes de schizophrénie institutionnelle sont identifées:le mandat du BVG en ce qui concerne la vérification financière et l'optimisation des ressources; l'interaction entre la perméabilité institutionnelle du Bureau et la structure du marché du conseil en management; et les tensions entre les dimensions positives et négatives du mandat du Bureau. En ce qui conceme les conséquences, cet article aborde trois aspects:l'incapacité du BVG À développer une position cohérente à l'endroit du managérialisme; le fait que la promotion d'idées managérialistes amène le BVG À s'impliquer dans la sphère politique, et la fragilité du professionalisme en tant que comme mécanisme pour réguler le rôle de consultant du BVG en ce qui concerne la vérification d'optimisation des ressources. [source] | ||||||||||