The Associations of Greek and Religious Organization Participation with College Students' Social Well-Being and Purpose.

Two online-survey studies examined the associations of Greek (i.e., sorority and fraternity) and religious (i.

Be Mindful of What You Impose on Your Colleagues: Implications of Social Burden for Burdenees' Well-being, Attitudes and Counterproductive Work Behaviour.

This paper describes two studies of a new relational variable social burden and its implications for employees' well-being, job attitudes and counterproductive work behaviours. Social burden is defined as behaviours from colleagues that elicit the focal employees' social support. Across two separate samples (540 nurses and 172 university employees), we found that social burden differentiated from psychological aggression and incivility, respectively.

Examining the mediating effect of supervisor conflict on procedural injustice-job strain relations: the function of power distance.

The present study examined the associations among procedural injustice, conflict with a supervisor (supervisor conflict), and job strains for employees with different power distance orientations. Using data from 301 university employees, along with corroborative reports from a coworker of each employee, we tested a moderated mediation model in which the indirect effect of procedural injustice on job strains (e.g.

The development, evolution, and status of Holland's theory of vocational personalities: Reflections and future directions for counseling psychology.

This article celebrates the 50th anniversary of the introduction of John L. Holland's (1959) theory of vocational personalities and work environments by describing the theory's development and evolution, its instrumentation, and its current status. Hallmarks of Holland's theory are its empirical testability and its user-friendliness.

Comparisons of organizational constraints and their relations to strains in China and the United States.

Organizational constraints is an important source of job stress. To study the relations between organizational constraints and four indices of job strains in cross-cultural work settings, both self-report and coworker-report data were collected from university employees in two culturally dissimilar countries: China and the United States. As predicted, U.