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Vol.5 No.10(2014), Article ID:48883,11 pages DOI:10.4236/psych.2014.510141
The Relationship between Work-Stress, Psychological Stress and Staff Health and Work Outcomes in Office Workers
Einar B. Thorsteinsson1*, Rhonda F. Brown2*, Carlie Richards1*
1University of New England, Armidale, Australia
2The Australian National University, Canberra, Australia
Email: ethorste@une.edu.au
Received 16 June 2014; revised 13 July 2014; accepted 4 August 2014
This study examined associations between work-stress, perceived organizational support, supervisor support, staff health (i.e., psychological stress, anxiety, depression, fatigue), and work outcomes (i.e., turnover intentions, organizational commitment, job satisfaction). A heterogeneous sample of 201 office staff recruited via email and snowball sampling completed a short anonymous online survey asking about their recent experiences of the above factors. High work-stress was associated with worse staff health (i.e., anxiety, depression, fatigue) and work outcomes (e.g., greater turnover intentions), and these associations were mediated by high perceived stress. Less workplace support (i.e., supervisor support, perceived organizational support) was associated with adverse work outcomes (i.e., high turnover intentions, less organizational commitment, less job satisfaction), and high depression levels. Neither perceived organizational support nor supervisor support was shown to moderate between high work-stress to the staff health and work outcome associations. Work-stress likely contributed to feelings of high perceived stress in some workers, which then contributed to poor health and higher turnover intentions. However, workplace support did not appear to buffer against the potential to experience ill health or adverse work outcomes (e.g., less job satisfaction). This study examines gaps in the work-stress literature, particularly in relation to adverse work outcomes and the possible impact of organizational support in reducing these and staff health problems.
Keywords:Work-Stress, Psychological Stress, Anxiety, Depression, Fatigue, Organizational Support, Supervisor Support
Work-stress is defined as any harmful response occurring in staff when the requirement to get the job done does not match the actual or perceived ability to do the job (Folkman, Lazarus, Pimley, & Novacek, 1987). In 2009, Australian workers' compensation claims that result from work-stress resulted in more than 10 working weeks lost person per year, which is more than double the median time lost for all other worker's compensation claims (National Occupational Health and Safety Commission, 2010).
Work-stress is strongly correlated with negative staff mental health outcomes. For example, greater psychological stress was reported in nurses when work-stress was prolonged or there was low decisional latitude (Bourbonnais, Comeau, & Vézina, 1999), with similar results reported in a Canadian national health survey (Vermeulen & Mustard, 2000). When work-stress (e.g., high demands and low control) is high and/or combined with high job insecurity, staff are also at an increased risk of anxiety and depression (Strazdins, D'Souza, Lim, Broom, & Rodgers, 2004), and this is paralleled by higher psychological strain, as indexed by an increase in systolic blood pressure (Capizzi, Allen, Murphy, & Pescatello, 2010).
In addition, work-stress is linked to the experience of fatigue (Åkerstedt, Knutsson, Westerholm, Theorell, Alfredsson, & Kecklund, 2002) with fatigue prevalence rates reportedly around 20% in working adults (Kant, Bültmann, Schröer, Beurskens, van Amelsvoort, & Swaen, 2003; Pawlikowska, Chalder, Hirsch, Wallace, Wright, & Wessely, 1994). This work-related fatigue is thought to be the result of emotional and mental exhaustion occurring in the context of work-stress and burnout, and it is frequently co-morbid with anxiety, depression, and substance use (e.g., Appels, 2000; Kant et al., 2003).
Recent research suggests that when staff feel supported in the workplace they become better equipped to deal with everyday work-stressors (Cropanzano, Howes, Grandey, & Toth, 1997). Social Exchange Theory has been used to contextualize such work social interactions (e.g., management support) from a cost-benefit perspective. Eisenberger, Huntington, Hutchison, and Sowa (1986) proposed that workers form assumptions about how valuable they are to an organization, and this combined with their assessment of how the organization cares about them is referred to as their perceived organizational support (POS). When POS is high, part-time staff report experiencing less psychological stress, suggesting they perceive fewer threats in the workplace. The work environment is also perceived as more stable and predictable, leaving staff to focus on the task at hand (Cropanzano et al., 1997).
However, few studies have examined POS (and related constructs, e.g., supervisor support) in relation to work-stress and staff health (e.g., anxiety, depression) associations; in particular, whether POS can moderate (i.e., reduce) the strength of association between high work-stress to the above outcomes, thus potentially buffering against the putative adverse impact of work-stress on staff health. As detailed below, findings in the small relevant literature are patchy and often contradictory; for example, there are no studies examining POS in relation to staff mental health outcomes although several analogous constructs have been examined. In addition, only one study has examined POS in relation to work-stress and fatigue (Cropanzano et al., 1997), but they confounded the measurement of these variables by combining them into a single measure that was related to POS and organizational politics.
Using analogous support constructs, low work social support has previously been linked to greater staff psychological stress and this association is strongest in higher strain jobs. The results suggest that the work support may buffer against the putative adverse impact of high work-stress on mental health (Vermeulen & Mustard, 2000). However, in another study, work support did not moderate between high work-stress to psychological stress in nurses (Bourbonnais et al., 1999), although in other studies low workplace social support was linked to worse depression symptoms (Kopp, Stauder, Purebl, Janszky, & Skrabski, 2008) and fatigue (Wada et al., 2008). In addition, in the general health literature, social support is a well-known moderator of high-stress to health outcome associations including depression and fatigue (Thorsteinsson & Brown, 2009; Zhang, Shi, Wang et al., 2005).
Similarly, supervisor support or the degree to which supervisors value the contribution of staff and care about their well-being (Kottke & Sharafinski, 1988) is inconsistently linked to work-stress in the literature. In two studies, high supervisor support was related to low work-tension (Chen & Chiu, 2008), less work overload, jobstress, and turnover intentions (Brotheridge & Lee, 2005), whereas in another study, it was unrelated to workstress (Hammer, Saksvik, Nytrø, Torvatn, & Bayazit, 2004). Thus, in this study, we examined whether supervisor support was correlated with and moderated between high work-stress to adverse health outcome associations. We also assessed staff perceptions of work-stress and fatigue severity separately, and examined them individually in relation to POS. In addition, since there is a lack of clarity as to whether workplace support can moderate between high work-stress to low psychological stress, we examined the premise in this study.
For example, the relationship between work-stress to organizational commitment has yet to be examined, although Schmidt (2007) noted that when work commitment is high, work-stress is unrelated to burnout; thus, we examined whether the variables were related to each other in this study. According to Social Exchange Theory, when POS is high, staff feels obligated to reciprocate the support, which is referred to as organizational commitment, or the strength of staff identification with and involvement in an organization (Porter, Steers, Mowday, & Boulian, 1974). In confirmation of this theory, robust associations have been reported between POS (and supervisor support) and organizational commitment, as evidenced by more regular work attendance in hospital workers (Settoon, Bennett, & Liden, 1996).
Furthermore, work-stress, turnover intentions, and job satisfaction are known to be interrelated, although no indirect mediational pathways have been tested. For example, work-stress (e.g., work overload) was shown to be related to higher turnover intentions (i.e., workers' intentions to depart or quit an organization), with the intentions shown to reliably precede actual job turnover (Jamal, 2007), with similar results reported in engineers (Riolli & Savicki, 2006) and truck drivers (de Croon, Sluiter, Blonk, Broersen, & Frings Dresen, 2004). However, the need for recovery after work was shown to fully mediate between high job demands to greater job turnover in the latter study, although no studies have examined whether psychological stress can mediate between high work-stress to adverse work outcomes, and so we examined the premise in this study.
Finally, work-stress is known to be related to less job satisfaction, but again indirect meditational pathways have not been tested. For example, Cavanaugh et al. (2000) found that hindrance-related stress (i.e., stress linked to negative feelings and distress) predicted more job dissatisfaction, whereas challenge-related stress (i.e., stress linked to positive feelings and success) predicted less job dissatisfaction, with similar associations reported between work-stress, personal stress, and job dissatisfaction in care workers (Ejaz, Noelker, Menne, & Bagaka's, 2008). POS is also related to higher job satisfaction (Erdogan & Enders, 2007), but the variable (and supervisor support) have yet to be examined as potential moderators of work-stress to job satisfaction associations, and so we tested the assertion in this study.
Thus, in summary, we examined associations between work-stress, POS, supervisor support, staff health (i.e., perceived stress, anxiety, depression, fatigue), and work outcomes (i.e., turnover intentions, organizational commitment, job satisfaction), in a heterogeneous sample of office workers. In accordance with the limited available literature, including that examining analogous work-support constructs, we expected that:
1a) high work-stress will be related to: greater psychological stress, anxiety, depression, fatigue, and turnover intentions, and less job satisfaction; associations between work-stress to organizational commitment were examined making no a priori assertions;
1b) low POS will be related to more psychological stress, depression, and turnover intentions, and less job satisfaction; and low supervisor support will be related to high turnover intentions;
2) high psychological stress will mediate between high work-stress to high anxiety, depression, fatigue, turnover intentions, and less job satisfaction; and3) POS and supervisor support will moderate between high work-stress to less psychological stress, depression, fatigue, turnover intentions, and job satisfaction. All previously untested associations between POS, supervisor support, staff health, and work outcomes will be examined making no a priori assertions.
2.1. Ethics Statement and Consent
This study was conducted with full human research ethics committee approval by the University of New England, Australia, Human Research Ethics Committee; approval number HE08/023. All interactions with participants were online. Potential participants were provided with information about the study and informed in writing of their right to withdraw at any time from the study. All participants indicated their consent after reading an information sheet; all participants ticked a box online to indicate their understanding of the information given and to give their consent to participate in the present study. Participants could not proceed past the information and consent screens to the questionnaires without giving their consent. This consent procedure fulfilled all requirements of the University of New England, Australia, Human Research Ethics Committee.
Participants were recruited via office-based contacts of the researcher (CB) in 51 organizations who were sent an explanatory email about the study. Additional participants were recruited via email snowballing. The introductory email described the study and provided a URL link to an online work-stress survey. Workers were eligible to participate if they were over 18 years of age and worked in an office environment. Two-hundred-thirtytwo people agreed to participate in the study, with 31 eliminated due to excessive missing data, leaving 201. An a priori power analysis determined that 184 participants were required, assuming a small effect size of f2 = .07 (due to the lack of studies examining the associations) power of .90, an alpha of .05, and two predictors.
Participants ranged in age from 18 to 67 years (M = 35.29 years, SD = 10.29) with one person not reporting their age. Most staff worked full-time (73%, 147), but a significant proportion (27%, 54) worked part-time or casual. One-half of respondents were married/de facto (54%, 108), one-third were never married (35%, 71), and the remainder were widowed, divorced, separated, or unspecified (11%, 22). Most held a postgraduate degree (23%, 47), university/college degree (35%, 70) or trade certificate/diploma (20%, 41) as their highest level of qualification, with the remainder completing their Year 12/Higher School Certificate or equivalent (19%, 38), or Year 10 or below (3%, 5).
Participants received an email describing the study and directing them to an anonymous online work-stress survey. If they wished to participate, they indicated their informed consent by ticking a box on the computer screen. They then completed a short survey asking about their recent experiences of work-stress, psychological stress, anxiety, depression, fatigue, POS, supervisor support, turnover intentions, organizational commitment and job satisfaction.
2.4. Instruments
Work-stress over the past month was assessed using the 4-item version of Cohen, Kamarck, and Mermelstein's (1983) Perceived Stress Scale. This scale assesses the degree to which particular situations (i.e., workplace) are appraised as stressful. Participants rated their level of agreement with the statements, from 1 (never) to 5 (very often), with high scores indicating greater work-stress. Internal consistency for the scale is adequate with a reported coefficient alpha reliability of .72 (Cohen et al., 1983). In this study, the internal consistency was high with a Cronbach's alpha of .87.
Organizational support was assessed using the Survey of Perceived Organizational Support (POS Short Form; Eisenberger et al., 1986), a 16-item scale assessing how supported staff feels by their organization by examining the extent to which they feel their employer would go to ensure their well-being or retain their services. Staff rated their level of agreement with statements about the extent to which their organization valued them, from 1 (completely disagree) to 7 (completely agree), with high scores indicating greater POS. The scale has high internal consistency with a Cronbach's alpha of .97 and good construct validity (Shore & Tetrick, 1991). In this study, internal consistency was high with a Cronbach's alpha of .94.
Supervisor support was assessed using the 5-item version of the House and Dessler's Measures of Leadership Support and Consideration scale (as cited and used by Chiu, Chien, Lin, & Hsiao, 2005). The scale assesses the degree to which staff feels their direct supervisor is providing guidance, support and consideration of their input, with high scores indicating greater perceived supervisor support. The scale has adequate internal consistency with a Cronbach's alpha of .71 and good convergent and discriminant validity (Chiu et al., 2005). In this study, internal consistency for the scale was high with a Cronbach's alpha of .90.
Stress, anxiety and depression over the past week were assessed using the Depression Anxiety Stress Scale (DASS-21; Lovibond & Lovibond, 1995). The stress scale assesses feelings of irritability and tension, the anxiety scale assesses fear and anxious pathology (e.g., panic attack), and the depression scale assesses symptoms of dysphoric mood. The subscales have high internal consistencies with Cronbach's alphas for depression of .94, .87 for anxiety and .91 for stress, and good concurrent validity (Antony, Bieling, Cox, Enns, & Swinson, 1998). In this study, internal consistencies were high with Cronbach's alphas of .88 for depression, .80 for anxiety and .87 for stress.
Fatigue was assessed using the Fatigue Severity Scale (FSS; Krupp, LaRocca, Muir-Nash, & Steinberg, 1989), a 9-item scale assessing functional impairments resulting from fatigue over the past week. Staff rated their level of agreement with statements from 1 (strongly disagree) to 7 (strongly agree), with high scores indicating worse fatigue. The scale has high internal consistency in healthy controls with Cronbach's alphas ranging from .81 to .89 (Krupp et al., 1989). In this study, internal consistency was high with a Cronbach's alpha of .87.
Turnover intentions were assessed using Bluedorn's (1982) 4-item Turnover Intentions Scale, reported to bear the closest relationship of all such measures to actual job turnover (Chiu et al., 2005). Staff rated their level of agreement with statements from 1 (completely disagree) to 5 (completely agree), with high scores indicating a stronger intention to leave an organization. The scale has high internal consistency with a Cronbach's alpha of .81 (Bluedorn, 1982). In this study, internal consistency was high with a Cronbach's alpha of .88.
Organizational commitment was assessed using the 5-item version of Mowday, Steers, and Porter's (1979) Organizational Commitment Questionnaire. Staff were asked to rate their level of agreement with statements, from 1 (completely disagree) to 5 (completely agree), with high scores indicating greater commitment to the organization. The scale has adequate internal consistency with Cronbach's alphas ranging from .75 to .79, and good convergent and discriminant validity (Chiu et al., 2005). In this study, internal consistency for the scale was adequate with a Cronbach's alpha of .72.
Job satisfaction was assessed using the 5-item version of Konrad et al.'s (1999) Global Job Satisfaction Scale. Workers rated their agreement with statements, from 1 (completely disagree) to 5 (completely agree), with high scores indicating greater job satisfaction. The scale has high internal consistency with Cronbach's alphas ranging from .82 to .88, and good content, convergent and discriminant validity (Williams et al., 1999). In this study, the internal consistency was high with a Cronbach's alpha of .84.
2.5. Statistical Analyses and Interpretation
SPSS v19 was used for routine statistical analyses. Multiple linear regressions were used to determine potential moderators (i.e., workplace support variables) of the work-stress to mental health and work outcome relationships. Moderation was tested using centered moderators and independent variables to calculate an interaction term (i.e., independent variable by moderator). This interaction term was entered with the independent variable and moderator in the regression equation, with a significant interaction term indicating significant moderation.
Mediation was performed using the bootstrap method of Preacher and Hayes (2004). This method compares coefficients for the total effect, path c (effects of independent variable on the dependent variable without any mediators) with the coefficient for the direct effect c' (effects of independent variable on the dependent variable with any mediators included). There was significant mediation if the c-c' difference was larger than zero based on a 95% confidence interval. The confidence interval was calculated using a bootstrap re-sampling method with 2000 samples. If c' becomes non-significant after controlling for the mediator, full mediation is present. If c' is significantly reduced from c, but still statistically significant, partial mediation is present.
The suggested model based on the present study was assessed using 1) the Comparative Fit Index (CFI) which ranges from 0 to 1 with values above .90 suggesting a good fit; 2) the root mean square error of approximation (RMSEA) with values below or close to .06 being good; 3) the Tucker-Lewis coefficient (TLI) with values close to 1.0 indicating good fit; and 4) a Chi-square based index (Chi-square/df) with values close to 3 or below showing a good fit.
Means and standard deviations of all key variables are provided in Table1 Based on suggested FSS cut-offs (i.e., mean score > 4.7; Krupp et al., 1989), 24% of the sample had clinically relevant (i.e., severe) fatigue. Regarding Hypothesis 1, the correlation matrix of key variables shows that psychological stress was highly correlated with work-stress, anxiety, and depression and moderately correlated with fatigue and all the work outcomes; see Table1 The emotional state variables (i.e., work-stress, psychological stress, anxiety, depression) were highly intercorrelated, as were the work outcome variables.
Regarding Hypothesis 1, standard multiple regressions were conducted testing work-stress, POS, and supervisor support as independent variables, and psychological stress, anxiety, depression, fatigue, and the work outcomes as dependent variables. Table 2 shows that work-stress predicted: psychological stress, R2 adjusted = .42, F(3, 197) = 50.10, p < .001; anxiety, R2 adjusted = .29, F(3, 197) = 27.64, p < .001; and fatigue, R2 adjusted = .08, F(3, 197) = 6.96, p < .001; work-stress and POS both predicted depression, R2 adjusted = .26, F(3, 197) = 24.49, p < .001; and turnover intentions, R2 adjusted = .25, F(3, 197) = 22.78, p < .001; and work-stress, POS
Table 1 . Correlation matrix for the key measures (N = 201).
Note: Correlation coefficients relevant to Hypothesis 1 are bolded. *p < .05, **p < .001.
and supervisor support predicted job satisfaction , R2 adjusted = .49, F(3, 197) = 65.77, p < .001; but only POS and supervisor support predicted organizational commitment, R2 adjusted = .44, F(3, 197) = 52.55, p < .001.
As for Hypothesis 2, psychological stress was found to fully mediate between high work-stress to worse anxiety, depression, and fatigue, and it partly mediated between high work-stress to greater turnover intentions, see Table3 When it came to Hypothesis 3, neither POS nor supervisor support were shown to moderate between high work-stress to psychological stress, anxiety, depression, fatigue, turnover intentions, organizational commitment, or job satisfaction; see Table4
Finally, a model that included all significant associations was tested using structural equation modeling. The fit indices indicated a good fit and a strong meditational effect was shown for psychological stress (i.e., feelings of irritability and tension in the model). Overall 91% of the variance in psychological burden was explained by the model, CFI = .958, TLI = .910, RMSEA = .119 [90% CI .073, .168], Chi-square/df = 3.81; see Figure 1.
Work-stress was shown to be strongly related to all staff health outcomes (i.e., psychological stress, anxiety, depression, fatigue) and most of the work outcomes, except organizational commitment. These findings are consistent with Hypothesis 1 and prior literature reports of significant associations between high work-stress to worse psychological stress, anxiety, depression (Hammer et al., 2004; Strazdins et al., 2004), fatigue (e.g., Åkerstedt et al., 2002), and turnover intentions (de Croon et al., 2004; Riolli & Savicki, 2006), and less job satisfaction (Cavanaugh et al., 2000).
However, workplace support (i.e., POS, supervisor support) was mostly unrelated to staff health outcomes, except that low POS was significantly related to high depression levels, which is consistent with prior literature reports of low work social support being related to worse depression levels (Kopp et al., 2008). However, low POS was unrelated to high psychological stress levels, inconsistent with prior studies indicating such a lack of support was related to high psychological stress (Vermeulen & Mustard, 2000).
As expected, POS and supervisor support were related to most of the work outcomes, as detailed below. Low POS and supervisor support were related to less job satisfaction and organizational commitment, whereas low POS was related to greater turnover intentions, somewhat consistently with Hypothesis 1, and prior reported associations between POS, job satisfaction (Erdogan & Enders, 2007), and organizational commitment (Settoon et
Table 2. Predictors of psychological stress, anxiety, depression, fatigue, and work outcomes (N = 201).
Note: The semi-partial (sr) correlation given is the Part correlation in SPSS. The r given is for the zero-order correlation. No multivariate outliers were detected; criteria χ2(3, .001) = 16.27. * p < .05 (one-tailed), ** p < .01 (one-tailed).
al., 1996). However, the results are inconsistent with prior reported associations between low supervisor support and high turnover intentions (Brotheridge & Lee, 2005), although they occur in the context of inconsistent workstress to supervisor support associations (Brotheridge & Lee, 2005; Chen & Chiu, 2008; Hammer et al., 2004).
Taken together, the results suggest that adverse staff health outcomes (i.e., stress, anxiety, fatigue) occurred in the staff who experienced high work-stress rather than low workplace support, except in the case of depression. Alternately, adverse work outcomes (i.e., less organizational commitment and job satisfaction, more turnover
Table 3 . Mediator analysis (N = 201).
Table 4. Moderator analysis (N = 201).
Note: POS = Perceived organizational support. Stress = DASS's stress scale.
Figure 1. Model of work-stress to psychological burden with organizational support and psychological stress (i.e., feelings of irritability and tension) as mediators; model explaining 91% of the variance in psychological burden.
intentions) tended to occur in the context of low workplace support. One interpretation of the results is that low workplace support alone was not sufficient to adversely impact on staff health, but it may have been sufficient to change the way staff felt about the organization. Alternately, the results may suggest that staff who had experienced high work-stress and distress and/or felt less supported by their organization (i.e., mediator) may feel less positively towards their organization, although we did not test this assertion. However, consistent with prior theory and empirical findings, we tested the work-support variables as possible moderators of these associations, as detailed below.
Regarding Hypothesis 2, psychological stress was found to fully mediate between high work-stress to worse anxiety, depression, and fatigue, and it partly mediated between high work-stress to greater turnover intentions, although it did not mediate between high work-stress to less organizational commitment or job satisfaction. The results are largely consistent with the small relevant literature suggesting that stressful work situations are likely to be perceived as stressful (i.e., psychological stress) and the perceptions may contribute to the development of anxiety, depression, and fatigue symptoms (Bourbonnais et al., 1999). However, this is the first study to explicitly examine whether psychological stress is a possible mediator of these associations. Taken together, the results suggest that the putative adverse impact of work-stress on psychological stress may help to explain the affective symptoms and fatigue seen in work-stressed staff, as well as their intention to leave the organization.
As for Hypothesis 3, POS and supervisor support did not moderate between high work-stress to less stress, depression, fatigue, and turnover intentions, and greater job satisfaction. These findings are largely novel, since no prior studies have examined POS and supervisor support as potential moderators of work-stress to staff health and work outcome associations. However, several analogous constructs have been examined in this regard, although the results are unclear as to the likely moderating role of workplace support between work-stress to psychological stress (e.g., Vermeulen & Mustard, 2000). Taken together, the results suggest that the moderate levels of perceived workplace support (i.e., POS, supervisor support) seen in this study were insufficient to reduce the putative adverse impact of work-stress on staff health (i.e., stress, anxiety, depression, fatigue) and work outcomes (i.e., organizational commitment, turnover intentions, job satisfaction), although the findings require clarification using a larger longitudinal study.
The results should be interpreted with caution given several study limitations. First, the sample was rather small and multiple analyses may have led to an inflation of the type I error rate, although an a priori power analysis indicated the sample was sufficient given the planned regression analyses. Second, participants were generally well-educated relative to the general population, with about half of the sample having some form of tertiary qualification. However, higher education levels are often reported in office-based staff (Motaz, 1986) and people who complete online surveys (Rubin & Babbie, 2010), suggesting the results may not be generalizable to workers with less control and/or autonomy in the workplace. Third, we used an anonymous survey approach in this study, thus we did not ask the participants to identify their workplace, so as to reassure them we could not divulge any identifying information to their work managers. However, for this reason, we were unable to identify the number and types of workplaces, or the approximate response rate, since most of the participants were recruited via email snowballing. Finally, these findings are only cross-sectional in nature and they were derived from a single sample which precludes making any causal inferences from the data. However, they may help build theoretical models that can be used to guide the design of longitudinal studies (Maxwell & Cole, 2007).
Work-stress was related to all adverse staff health outcomes (i.e., high psychological stress, anxiety, depression, fatigue) and most adverse work outcomes, except organizational commitment, in this office sample, and most of the associations were mediated by high psychological stress. In contrast, low workplace support (i.e., supervisor support, perceived organizational support, POS) was largely unrelated to staff health outcomes except depression, although it was related to the adverse work outcomes (i.e., turnover intentions, organizational commitment, job satisfaction). In addition, POS and supervisor support did not moderate between high work-stress to adverse staff health and work outcomes.
Taken together, the results suggest that high work-stress may have contributed to feelings of high perceived stress which then contributed to the development of adverse health outcomes, and greater intentions to leave the organization. In contrast, adverse work outcomes (e.g., job satisfaction, organizational commitment) tended to occur in the context of low workplace support, suggesting that a lack of workplace support may change the way a person feels about their organization without necessarily impacting on their physical or mental health.
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Jamal, M. (2007). Job Stress and Job Performance Controversy Revisited: An Empirical Examination in Two Countries. International Journal of Stress Management, 14, 175-187. http://dx.doi.org/10.1037/1072-5245.14.2.175
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*Equal contribution from each author.
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Industry vet Dorman moves into Moto chair
Apr 9, 2008 6:59am
Motorola has named David Dorman, the former AT&T chairman and CEO, and leader of several of companies in the AT&T family tree, as its non-executive chairman of the board. Former Motorola CTO Ed Zander is still chairman, but will be leaving that post on May 5. Dorman already was within arm's reach as a member of the Motorola board of directors, but even if he wasn't, the managing director of Warburg Pincus & Co. and serial corporate director seems like a natural choice for a company in need of as many steady guiding hands as possible.
I don't think I've interviewed Dorman since he was chief of Pacific Bell during the 1990s, before that telco was acquired by SBC Communications, but at that point, he was already a veteran of various Bell system and telecom industry changes. He came off as very level-headed, approachable and someone as interested in listening as talking. Those are exactly the kinds of attributes Motorola needs as it proceeds with a corporate split and a new board structure that makes room for the pesky Carl Icahn and his nominated board representatives.
- see this story at The Wall Street Journal
- Motorola recently reached an agreement with Icahn. Motorola report

redpajama_set_name: RedPajamaCommonCrawl


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« Q1 global stock market performance in review
Kirk Citron: And now, the real news »
Help Japan – sell the yen
By Prieur du Plessis, on April 1st, 2010 posted in: Investment, Yen Leave your comment
Although the debt malaise in Greece has (temporarily) been addressed through an EU/IMF agreement of sorts, sovereign debt concerns will remain on center stage for quite a while.
Besides the PIIGS countries (Portugal, Italy, Ireland, Greece and Spain), the debt situation of Japan is a lingering worry and not without reason as it is the G8 country with the highest debt-to-GDP ratio – clocking in at more than 200%. Needless to say, twelve consecutive months of deflation are compounding the problem.
Commenting on the difficulty Japan may be facing to fund debt issues in future, Niels Jensen (Absolute Return Partners) said: "The first country to really feel the pinch could very well be Japan; in the bigger context, Greece is just the appetizer. Japan's debt-to-GDP ratio has grown from 65% in the early 1990s when their crisis began in earnest to over 200% now. Fortunately for Japan, the high savings rate has allowed shifting governments to finance the deficit internally with about 93% of all JGBs held domestically. This is the key reason why Japan gets away with paying only 1.3% on their 10-year bonds when other large OECD countries must pay 3-4% to attract investors.
"I often hear the argument from the bulls that the Japanese situation is sustainable because they, unlike us, are a nation of savers. Wrong. They were a nation of savers. Looking at the chart below, it is evident that the demographic tsunami has finally hit Japan. The savings rate is in a structural decline and the Ministry of Finance in Tokyo may soon be forced to go to international capital markets to fund their deficits. I very much doubt that non-Japanese investors will be as forgiving as the Japanese, and that could force bond yields in Japan in line with US and German yields. Herein lies the challenge. Japan already spends 35% of its pre-bond issuance revenues on servicing its debt. If the Japanese were forced to fund themselves at 3.5% instead of 1.3%, the game would soon be up."
It therefore came as no surprise when, subsequent to Greece's lifeline, traders moved their attention from shorting the euro to selling the Japanese yen.
Technically speaking, the Japanese economy should wave goodbye to the recession in the first quarter of this year as the country's manufacturing PMI indicates the recovery in the manufacturing sector is ongoing. However, economic growth in Japan is likely to be weak. Low consumer confidence, falling incomes and deflationary expectations should keep consumers' wallets shut. The strong yen is undermining exporters' competitiveness and adding to deflationary expectations. With Japan's strong trade links with China and other Asian countries any slowdown in these countries is likely to impact severely on its exports and therefore the current mainstay of the economy.
In my opinion, Japan's monetary authorities have little choice but to weaken the yen as this will provide a further boost to exports and eventually the overall economic recovery.
When trying to identify the primary trend of a financial variable I place most emphasis on monthly data. The long-term chart below of the yen/US dollar exchange rate indicates that the three-year uptrend is in danger of being breached, and also conveys an important message when considering the MACD oscillator at the bottom of the chart. This momentum-type indicator has just reversed course (crossing the zero line) for the first time since a buy signal was given in mid-2007, thereby flashing a primary sell signal.
Turning to the shorter-term picture, using daily data, the graph below indicates that the yen/US dollar has broken both its 50- and 200-day moving averages, and has also dropped to below its February low. All the indicators in the bottom section are in sell mode, although possibly oversold in the short term, suggesting the yen may find some temporary support at its January low.
It sounds like low-hanging fruit to short the yen, and a number of ETFs are available to do this. One could opt for buying a fund such as the ETFS Short Japanese Yen Long US Dollar ETF (SJPY-LSE) or, for those more aggressively minded, the PowerShares UltraShort Yen ETF (YCS-NYSE Arca). I would be happy to do this trade on a horizon of a few weeks, but the US dollar does not quite instill much longer-term confidence.
Given the recovery and relatively healthy condition of the Australian economy, and therefore wider interest rate differential, my preference will be to sell the yen against the Aussie dollar. However, I am not aware of an ETF or ETN offering this package and one may therefore have to construct the position by buying a combination (in equal money proportions) of a fund such as the CurrencyShares Australian Dollar Trust ETF (FXA-NYSE Arca) (i.e. long Australian dollar/short US dollar) and a short yen/long US dollar fund. (Of course, those in the UK can simply buy the Australian dollar/yen rate by means of a speadbetting position.) On a tactical implementation note, given the strong decline of the yen over the past few days, it is advisable to build the position in increments whenever the yen bounces back.


Home Features Tenacious Trump, Terrific Tweets!
United States President Donald Trump's alleged racial slurs against Nigerians and Haitians which was treated to a screaming headline by the New York Times has expectedly opened the Pandora's box. Despite the yelling, prompt and impressive rebuttal from White House Press Secretary Sarah Huckabee Sanders, who in my opinion, has done an admirably excellent job as press secretary under Trump Presidency, the purported misinformation has taken the lid off a number of issues bordering on Presidential slips. Hence the denial has generally been taken with disbelief, no matter how well intentioned. That has hardly died down, then came Trump's alleged remarks about "immigrants from shitholes". And then his preference for Norway! Contextually, as a SIDA Scholar at the Universities of Orebro(Sweden) and Oslo, (Norway) almost two decades ago, I do know that both countries as top grade nations are miles ahead in terms of free healthcare, free education, high standard of living, among others and her citizens hardly immigrate from the Scandinavia. In most cases, it's the reverse!
Back to basics. According to policy experts, Trump's communication style has reduced the elegance of presidential communication to Twitter! Consequently, to appraise the position of the current US President on key policy issues, as indeed with any other matter of state, you just simply need to check Twitter. To illustrate this communication technique, let's take the case of Trump's response to rogue North Korea's increasing threat and her debauchee dictator, Kim Jong-Un. In series of tweets in the wake of North Korea's September 3 underground nuclear test, Trump had reacted that if North Korea threatened the US or its allies, the US would have "no choice but to totally destroy North Korea," threatening "fire and furry" against" rocket man." Sadly, this rogue dictator called Jong-Un, hasn't stopped nor de-escalated the growing tension and his country's threat to global peace.
While one certainly admires Trump's tenacity, conviction and nerve to say things temerariously, that unfortunately doesn't add up in today's World of diplomacy and professional polish. For example, his customary tweets tend to undermine his own Secretary of State-Rex Tillerson, whose pragmatic position on the same subject is that the US should stick to its policy of rallying its allies to apply economic pressures and sanctions on North Korea which should be backed with a threat of military action.
This boils down to communications role which Trump hasn't accorded high priority. His frequent tweets tend to contradict his Press Secretary's excellent and most professional media briefings. He needs to grasp the fact that the ability of a president to communicate skillfully is an important component of that office. Presidents the world all over realize that their overall performance rests as much on what they say and how they say it, as what they do.
Twenty four years after President Kennedy's Berlin Speech, on June 12, 1987, President Ronald Reagan made his famous 's "Tear down the Wall" address which was most impactful globally. Reagan had said: "General Secretary Gorbachev, if you seek peace, if you seek prosperity for the Soviet Union and Eastern Europe, if you seek liberalization: come here to this gate! Mr Gorbachev, tear down this wall!". Predictably, on November 9, 1989, Eastern Germans decreed free passage for all into West Germany. And by 1990, the Wall finally came down, signaling the triumph of liberalization and market forces. Both great leaders came on board with clear and noble vision which they communicated with elegance, poise, tact and sophistication.
The question then arises as to how President Trump should organize for this crucial task of communication? In most modern presidencies, the task of communication lies heavily on two persons-the press secretary and the Director of communications. The Director of Communications is the President's " chief wordsmith", while his Press Secretary is his "chief spokesman". The Director of communications writes or vets all speeches and statements of the President and cabinet members. Under Kennedy, his Press Secretary was Pierre Sallinger, while his Director of communications was Theodore Sorenson, who passed away some years back. During the Reagan Presidency, his Press Secretary was Larry Speakes, while his communications Director was Peggy Noonan. Sorenson and Noonan penned the awesome, breathtaking and memorable speeches of Kennedy and Reagan, respectively.
But for President Trump who appears to communicate policy decisions via conventional tweets, it's most difficult, if not impossible, to vet such pronouncements by his Director of Communications! Worse still, statements emanating from his habitual tweets often tend to contradict his own press secretary's media briefings. In matters of communications, there is often the question of whether the elegance of prose matches action. Without a compelling vision, there can be no profound speeches because there is nothing to sell! And vision is intrinsically linked to what a leader wants his or her legacy to be.
In this context, it is quite easy to argue that the reason President Trump has not had stunning, spectacular speeches that radiate populist chord among the vast majority is because he hasn't probably allowed either his Director of Communications to professionally vet his tweets or speeches. Above all, he needs to accord high priority to communications role. To hark back to President Kennedy's address of 1961,when was the last time President Trump addressed the US on "Urgent National Needs" ?


Description ALDH3A1 Full-Length MS Protein Standard (NP_000682), Labeled with [U- 13C6, 15N4]-L-Arginine and [U- 13C6, 15N2]-L-Lysine, was produced in human 293 cells (HEK293) with fully chemically defined cell culture medium to obtain incorporation efficiency at Creative-Proteomics. Aldehyde dehydrogenases oxidize various aldehydes to the corresponding acids. They are involved in the detoxification of alcohol-derived acetaldehyde and in the metabolism of corticosteroids, biogenic amines, neurotransmitters, and lipid peroxidation. The enzyme encoded by this gene forms a cytoplasmic homodimer that preferentially oxidizes aromatic and medium-chain (6 carbons or more) saturated and unsaturated aldehyde substrates. It is thought to promote resistance to UV and 4-hydroxy-2-nonenal-induced oxidative damage in the cornea. The gene is located within the Smith-Magenis syndrome region on chromosome 17. Multiple alternatively spliced variants, encoding the same protein, have been identified.


The global macroeconomic environment remained contrasted in 2015, with a good performance from most mature markets, a deterioration in the large emerging countries (Russia and Brazil in particular), and great tensions in certain parts of the world.
Exchange rates remained extremely volatile, marked on one hand by a substantial depreciation in some currencies (including the Russian rouble, Brazilian real, Colombian peso and Ukrainian hryvnia) and on the other hand by a strong rise in the US dollar and Chinese yuan against the Euro.
Against this backdrop, Groupe SEB posted an excellent year in 2015, with vigorous revenue growth, confirmed quarter after quarter. At €4,770 million, sales were up 12.1%, of which 8.0% on a like-for-like basis. Business remained brisk in the fourth quarter, up 9.3%, of which 7.2% on an organic basis, despite tougher market conditions in Brazil and Russia, as anticipated.
This robust growth was healthy, generated by all regions and all product categories. It reflects a highly dynamic core business driven by many champion products as well as an important flow of loyalty programmes organized in partnership with major retailers. It was also fueled by increased investments in growth drivers, especially at the end of the year.
scope effect of 0.6% (+€28 million), arising from the integration as from September 1, 2015, of the newly acquired Scandinavian company OBH Nordica.


Xata Corp. has announced the integration of proof-of-delivery (POD) software with Xatanet, its on-demand fleet operations software, which will give customers near real-time communication of delivery exceptions and eliminate driver paperwork. Xatanet now enables Systems Application Engineering's (SAE) POD functionality through a Symbol handheld device integrated with an Xatanet-supported in-cab device.
Xata Corp. has announced the integration of proof-of-delivery (POD) software with Xatanet, its on-demand fleet operations software, which will give customers near real-time communication of delivery exceptions and eliminate driver paperwork.
Xatanet now enables Systems Application Engineering's (SAE) POD functionality through a Symbol handheld device integrated with an Xatanet-supported in-cab device. Future releases will enable Airversent's POD system as well.
Electronically collecting delivery and inventory data eliminates paperwork and allows users to automatically record inventory changes, obtain proof-of-delivery signatures, and validate orders at delivery.


text:
NBA 2k22 APK + OBB v36.16 (Latest Version) Free Download
Safe file - APKMelo
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File Size 59MB
Uploaded January 16, 23 January 16, 2023
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Over the past years, Google has been seesawing with the global entrepreneurs through its high profile and incredibly shape-shifting algo updates. Its dramatic transformations are creating as well as running business empires. However, one thing is for sure, Google wants quality from the business owners, web analysts, SEO professionals, brand evangelists, and digital marketing experts; and through its updates it is creating check posts for quality. These updates will not only going to refine the search engine results, but also add quality in the business dealings. The consistent series of updates from Panda to Penguin are bringing quality to the search engine optimization field. In fact, these are especially engineered to address the critical issues of content credibility, web spam, low quality back link, and much more that has great influence on search engine optimization.
Some business owners thinks that these strict rules will hamper their progress and take them down from their eminent positions, but the case is different, Google prefer quality and relevancy so that only genuine business owners and seekers can fulfill their needs through online query processing. It will significantly influence business productivity and eliminate fake experts. In essence, business marketers must focus on content quality, relevant & ethical optimization techniques.
To look more closely, just consider the upcoming update Penguin 2.0, which will again unfold new things and will fight with low quality optimization strategies from spammy links to low quality back links. It has been speculated that the new updates will fetch the efforts that are constructed purely for SEO purpose, for examples, if your backlinks are coming from SEO sites for promotion only, then your web site will be severely punished. In fact, if you want to remain safe, then you need to avoid overuse of anchor text, and alt tags.
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Defensive Coordinator Leslie Frazier relaxes before the start of today's training camp.
Buffalo Bills defensive back Bacarri Rambo (30) enters the field for the start of training camp.
Buffalo Bills free safety Jordan Poyer (21) enters the field for the start of training camp.
Buffalo Bills cornerback Tre'Davious White (27) enters the field for the start of training camp.
Buffalo Bills tight end Charles Clay (85) did not practice with his teammates today.
Buffalo Bills cornerback Ronald Darby (28) warms up on the side line before the start of training camp.
Buffalo Bills strong safety Micah Hyde (23) catches a pass during training camp.
Buffalo Bills cornerback Ronald Darby (28) catches a pass during training camp.
Buffalo Bills tight end Charles Clay (85) catches a pass on the side line during training camp.
Buffalo Bills defensive end Jake Metz (96) stretches before the start of practice.
Buffalo Bills wide receiver Brandon Tate (15) walks the side lines and did not practice today.
Defensive Coordinator Leslie Frazier walks around talking to the players before the start of training camp.
Defensive Coordinator Leslie Frazier gives a high five to Buffalo Bills defensive end Adolphus Washington (92) before the start of training camp.
Buffalo Bills nose tackle Marcell Dareus (99) rode the bike on the side lines and did not practice again today.
Buffalo Bills linebacker Ramon Humber (50) catches a pass during a drill at training camp.
D-backs warm up during training camp.
Buffalo Bills cornerback Tre'Davious White (27), safety Shamiel Gary (37) and defensive back Joe Powell (43 warm up during a drill at training camp.
Buffalo Bills defensive back B.T. Sanders (47) catches a pass during a drill in practice.
Buffalo Bills defensive back Joe Powell (43) catches a pass during a drill in practice.
Buffalo Bills cornerback Tre'Davious White (27) catches a pass during a drill in practice.
Buffalo Bills inside linebacker Reggie Ragland (59) and linebacker Tanner Vallejo (51) block each other during a drill in training camp.
Buffalo Bills cornerback Tre'Davious White (27) listens to the play during a drill in training camp.
Buffalo Bills nose tackle Marcell Dareus (99) trains on his own and did not practice with the team.
Buffalo Bills inside linebacker Reggie Ragland (59) works on his foot work during a drill at training camp.
Buffalo Bills strong safety Micah Hyde (23) catches a pass during a drill at training camp.
Buffalo Bills defensive back B.T. Sanders (47) catches a pass during a drill at training camp.
Buffalo Bills cornerback Tre'Davious White (27) catches a pass during a drill at training camp.
Buffalo Bills safety Shamiel Gary (37) catches a pass during a drill at training camp.
Buffalo Bills free safety Jordan Poyer (21) catches a pass during a drill at training camp.
Defense takes a break during training camp.
Buffalo Bills defensive end Kyle Williams (95) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive tackle Jerel Worthy (94) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Adolphus Washington (92) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive tackle Deandre Coleman (98) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive tackle Nigel Williams (93) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Ryan Davis (56) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Jake Metz (96) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Shaq Lawson (90) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Jerry Hughes (55) hits the blocking dummy during a drill at training camp.
Buffalo Bills defensive end Eddie Yarbrough (75) hits the blocking dummy during a drill at training camp.
Buffalo Bills cornerback Tre'Davious White (27) and the other defensive backs pose for a photo between drills at training camp.
Buffalo Bills cornerback Tre'Davious White (27) at training camp.
Buffalo Bills nose tackle Marcell Dareus (99) signs autographs after practice.
The media waits for Buffalo Bills cornerback Tre'Davious White (27) to give an interview after practice.
Players sign autographs after practice.
Buffalo Bills tackle Seantrel Henderson (66) signs autographs after practice.
Buffalo Bills offensive tackle Michael Ola (74) signs autographs after practice.
Buffalo Bills cornerback Tre'Davious White (27) talks to the media after practice.
General manager Brandon Beane stated signed autographs after practice.
Andre Harris and his son Keandre of Rochester collect autographs after practice.
Buffalo Bills cornerback Tre'Davious White (27) had a smile on his face while signing autographs after practice.


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Kaddish for a Friend
Kaddisch für einen Freund
Leo Khasin
German, Arabic, Russian with English subtitiles
A warm tale about an unlikely friendship between two lonely, displaced characters. Alexander is an 84-year-old Jewish war veteran who is desperate to remain living independently in his Berlin flat. Palestinian teenager Ali's family arrive from a refugee camp in Lebanon, and to gain acceptance from his new peers, Ali agrees to break-in to his next-door neighbour's flat. When Alexander comes back to his ransacked home, he recognises Ali, and to avoid being deported, Ali's family send him back to repair the damage. As they work side by side, the relationship between the feisty pair flits between mutual dislike, understanding and finally friendship, when they realise that the fragile existence of each depends in a large part on the other. Inspired by a true story, Moscow-born, German director Leo Khasin's debut is a stirring, coming-of-age story that shows just how hard unlearning prejudice can be.
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The Demons return to enemy territory. The last time I went to that ground Jakovich lined up on Gary Pert. Who would have thought back then that Pert would be our CEO now.
I remember the last time I was at Vic Park. I am sure it was 1992 when we were down the bottom half and they were 1st on the ladder. We won with Sean Wight kicking the sealer. Don't know the last time we played there but it was around that time. Considering going but it is a fair hike but for memories sake. All the venemous filth sitting in their grand stand was quite a sight.
Taking my nearly-4 yo girls to their first footy game today. Last night I presented them with their first MFC jumpers as my heart burst with pride on such a momentous occasion!
Make sure you sit amongst a heap of Collingwood supporters.
Quarter time: 2 points apiece.
Dees had Double the amount of possessions in the first.
Dees with the wind in 2nd quarter.
Lucky Paxman is playing, we could be on 0.
First goal of the day to O'Dea.
Lauren Pierce kicks the Dees second major.
Paxman and O'dea doing the damage in the middle. Phillips has been very good as well. Pearce dominating the ruck.
Dees has a chance to go a goal further up on the siren but played on.
Mithen has been good too.
I hope the Dees players don't mind cold showers.
Well done Dees beating the Filth comprehensively. How good was O'Dea?❤Pearce is a pretty handy footballer as well. Keep it going Dees I want to see finals.
Far better performance from the mids taking away the Pies style of play (they love to keep it in tight and march it forward). Pearce and O'Dea were excellent but the midfield group in general got the pressure and effort right.
Backline did very well although the Pies forwards aren't a big threat. Edmonson looks a player. Lampard took a step up. Liked Kemp at half back.
Forward line still not perfect but really good pressure and created chances. Hanks is a little beauty.
And more than anything it was a disciplined team effort keeping the ball to the dead side for 2 quarters in to the wind and then using the open side with the breeze.
Footy doesn't have to be pretty and playing the percentages is often what's needed. The Pies couldn't get it to the fat side or get anything going when they had the wind, they couldn't stop our girls hitting the open space when we had the scoring end.
If it wasn't for Brazill the margin would've been 4 goals more.
Yes Chantel Emonson looks like she'll be very good. Played well against Roos too, who look like the team to beat at this early stage. L Pearce has started the season off really well, expect coaches votes again. Mithen is a natural footballer and I loved Hanks' performance.
Thought Cat Phillips was good today, particularly defensively.
Best for mine were Pearce, O'Dea, Cunningham, Hanks, Downie, Mithen, Paxman and Cordner.


Well, it's been a long time coming. But after a whole load of nay-saying, conjecture, and incessant optimism, Samsung Galaxy S II owners can finally grab hold of a leaked Samsung test build of Android 4.1.
So far the general feedback seems to be quite positive, and it looks like the i9100 is handling the transition to an official version of Jellybean quite well. You'll need to be familiar with Odin to flash this latest build, as there's currently no flashable .zip available. If you're not familiar with Odin, I'd strongly suggest you read up first to save yourself from running into trouble further down the line.
If you want to take this build for a spin, check out the original forum thread for the details and those all important download links.


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The Passionate Scholarly
The Scholarly
Poststructuralism Death Of The Author
Books shelved as poststructuralism: Poststructuralism: A Very Short Introduction by. by. Richard Harland (Goodreads Author). The Gift of Death (Paperback)
AbstractThe traditional notion of the translator as someone who should remain invisible while reproducing the original and/or intentions of the author is still commonplace today in translation workshops. Although it has been radically called into question by poststructuralist theory, this type of theory often does not 'translate' into what students understand as the practice of the craft.
The video Animating Poststructuralism is my effort to summarize and relate these key essays in poststructuralism in a clear, concise, accessible presentation. On the one hand, the video is based on what I regularly do or ask students to do in my classes: explain a complex theory in simple terms, aided by examples (often visual ones).
Poststructuralism, of course, has been critiqued by countless scholars from diverse. The Death and Return of the Author: Criticism and Subjectivity in Barthes,
Just as poststructuralism has altered our views about history. CHAPTER SIX After the Death of the "Death of the Author" CHAPTER SIX After the Death of the "Death of the Author" (pp. 124-142) The.
Top Uk Universities Cultural Studies 'The death of cinema' is debated in university film studies programs worldwide. That's why we, the editors of BBC Culture, decided to commission a poll of critics to determine the 100 greatest. That said, often a solid laptop and some other notable accessories are all you need for most US college and UK university. The council said there
Poststructuralism was a critical theory created in response to structuralism, and thus most of it's ideas are contrary to structuralism. Whereas structuralism analyzes texts through the lens of an overarching structure and form, poststructuralism asserts that the impression left upon the reader is paramount.
In his 1968 manifesto "The Death of the Author," Roland Barthes decried the. writing respectively near to and far from poststructuralism, geographically,
She is the author of Contemporary Feminist Thought (G.K. Hall. In this response I will try to add some pieces of the broader picture. First, it is true, as Barbara states, that what was a mass.
Ms. Paglia is widely known as the author of Sexual Personae and other influential. American or Caribbean writers than the great literature of the world. It's a landscape of death in the humanities.
I almost always feel like a failure as a father. Is it possible that feeling like. "I was in a period when I was especially afraid of death. I called my friend Don DeLillo and asked him what I.
Author The author is displaced as absolute author(ity), and the reader plays a role in interpreting the text and developing meaning (as best as possible) from the text. In "The Death of the Author," Roland Barthes argues that the idea of singular authorship is a recent phenomenon.
The latter (the 'worse') is more or less where we are today globally, which is why a society that promotes critical theory – not only the Frankfurt School variety, but other kinds too, such as.
The title of book clearly indicates the endeavour of the author throughout the book to emphasise the. self-absorbed and not interested in other cultures and his claims that poststructuralism and.
Roland Barthes' essay "the Death of the Author" (1968) marks the "transition from structuralism to poststructuralism", in which he "celebrates the demise of the.
Post-Structuralism, Deconstruction, Postmodernism (1966-present). Barthes explains that the death of the author shatters Modernist notions of authority and.
Toward Relation: Negritude, Poststructuralism, and the Specter of Intention in the Work of Édouard Glissant Michael R. Griffiths (bio) The poetic intention has always brought us to the absolute prescience of the Whole-world.
"Ever since death came to be accepted as the absolute end. "I haven't actually read the book, but.." In the weeklies that still cover books, the author interview comes in the form of the same.
The first, "FutureCast: What Today's Trends Mean for Tomorrow's World," (Barna Books) is by George Barna, a prolific author who founded the Barna. The widespread diffusion of theories of.
Social Theory That Contends That Reality Is Constructed Then, there is his ambitious Neuralink venture, a company he founded in 2017 to make brain control interface system a reality. of reality out of the constructed reality in order to avoid exactly that contradiction ( as Gerhard Roth does), then I land in another paradoxical ontology again in that the brain is the constructor of reality outside
The Death of the Author, "Text," and Aleatoric Music Poststructuralists' re-examination of the author was stimulated by their critique of the Enlightenment notion of the human being as rational, autonomous, and subjectively willing. Nietzsche and Heidegger are regarded as the two godfathers of poststructuralism because of their strong.
Poststructuralism shattered our singular reality Poststructural. Fredy' is Annabel Soutar's documentary play about the tragic death of Fredy Villanueva who was shot by a Montreal police officer in.
What is more, it is attempted to examine how Roland's Barthes declaration of the "Death of the Author" has formed the ideas of Mary Shelley's novel which makes up a typical example of Poststructuralism. Finally, it is presented how Saussure's Linguistic Theory also affected the structure of the text which is composed in binary.
The Female Philosopher Poem Summary 17), Emerita Quito, one the Philippines's greatest philosophers, finally got her wish. one of the Philippines's most decorated intellectuals—and mould-breaking female professionals—never gained a. Growing evidence shows that boys who are sexually preyed upon by older female authority figures suffer psychologically. to do," a 16-year-old boy wrote in a seemingly suicidal poem to Denise Keesee. Female authors have
Todd May isn't sure how his book "Death" ended up in the hands of a sitcom writer. Consulting on a network TV show is an odd career turn for an expert on poststructuralism and other esoteric topics.
Academia Malhacao Minas Shopping Or do those who live in Rondônia (a state in the north of the country) have any idea of that it happens in the mountains of Minas Gerais (in the southeast. Who doesn't remember the so adequate. Or do those who live in Rondônia (a state in the north of the country) have any idea of that it
Terry Eagleton's Literary Theory, now in its third edition, grew out of its author's legendary series of undergraduate. or that his concluding chapter mounted a political rallying cry for the.
His specific claims about Jefferson can be, and will be, debunked to death, probably nowhere more effectively than in Getting Jefferson Right, but the pseudo-philosophical worldview behind them,
This dissertation describes extensions of post-structuralism in contemporary. Barthes has proclaimed the death of the author in order to question the.
Dec 12, 2015. The Death of the Author. in literary criticism, a move from structuralism to post- structuralism, argues against traditional literary criticism's
Aug 22, 2015 · A large discussion on Barthes argument in 'The Death of the Author' where he claims that the reader would affix his/her own meaning depending on his/her culture and experience to a novel or image. His argument depends on the fact that the signifier I is a 'shifter'" it moves from speaker to speaker as each lays claim to it.
era. The author is said to be the product rather than the producer of a text, or is redescribed as an "effect" or "function" engendered by the internal play of textual language. Famously, in 1968 Roland Barthes proclaimed and celebrated 'The Death of the Author," whom he described as.
If the men of the village resisted the demands for rubber it meant the death of their wife. His name was Joseph Conrad, the author of the most famous novel to emerge from the European scramble for.
Jan 1, 2014. Shift From Structuralism to Poststructuralism by Anuradha Acharjee. A basic reading of 'The Death of the Author' by Roland Barthes and some.
Jul 17, 2015. Keywords: Post-structuralism, Textual analysis, Barthes' "Death of. Author" as one of the most controversial theories of modern text analysis.
The first four essays ofImage-Music-Textnicely encapsulate several trends in Barthes' career through the 1960s. First, there is a constant redefinition and expansion of the object of study, as in the move from the apparently simple form of the press photograph, to the more loaded advertising photograph, to the complexly situated filmic still.
Important Terms: structuralism, post-structuralism, sign, signifier, signified, the "third order," "death of the author," verisimilitude, insignificant notation and the "reality effect" Short Definitions of some of the key terms: Structuralism: "a theory of humankind that arose in France in the 1950s and whose proponents attempted to show systematically, even scientifically, that.
May 18, 2018. The epigraph of The Death of the Author refers to which work? Ulysses. Post- structuralism pays greater attention to contextualization.
Nov 24, 2013. ROLAND BARTHES'S ESSAY "THE DEATH OF THE AUTHOR" – CRITICAL EVALUATION. KRISHMA. tenets of post-structuralism. So, the.
For Heidegger, death provides an orientation for our authentic temporal understanding. Levinas agrees with Heidegger that mortality is much more significant than previous philosophers of time have acknowledged, but for Levinas, it is not my death, but the death of the other that determines our understanding of time.
In an earlier published article, "The Death of the Author," Barthes uses Sarrasine as a starting point that leads toward involving the reader in a.
Over at The Weekly Standard, I review a book defending the Bard as author. Many arguments against Shakespeare. not Christopher Marlowe (who would have had to fake his death, move to Italy, never.
"Post-structuralism" One of the principal ingredients of today's ideological soup is "post-structuralism", so-called because it had its origins in the structuralism of Althusser's days, and continues into a new stage the essential project of structuralism, but breaks with structuralism in certain key features and bases itself upon a certain, characteristic critique of structuralism.
Mar 7, 2015. and it mostly follows Roland Barthes' earlier essay the "Death of the Author". " Death of the Author" (Barthes 1967; 1977) and that other Poststructuralists. The project of proclaiming the "death of the author" was the infantile.
Poststructuralism and crusading identity politics led. "exposed" by the sneering poststructuralists with their political agenda. There is no "death of the author" (that Parisian cliché) in my world.
Russell Bertrand.a History Of Western Philosophy He has also rendered Bertrand Russell's "A History of Western Philosophy" and "Power" into Persian. Canon Law Religious Formation Jan 14, 2019. This paper answers questions such as "What is Canon Law?. The word is not uniquely from the Christian tradition and has as its source the. "It was through the formation. of canon law. And in a
James L. Swanson is a lawyer and author who writes freqently about American history. His next book is "A Simple and Honorable Life: Abraham Lincoln in the White House CHICAGO TRIBUNE A NEW BIRTH OF.
In Specters of Marx, Derrida's interest is to show how uncertainty infects the certain, a commonplace of poststructuralism. a broad-brimmed hats called "Bolívars." Spanish author Miguel de Unamuno.
We will cover these topics: Features of Post-Structuralism, "What Matter Who is. It is a kinship between writing and death that gives birth to the author. (Thus it.
Post-structuralism encompasses the intellectual developments of certain. In 1968, Barthes published "The Death of the Author" in which he announced a.
Jan 03, 2014 · 'Post-modern' thinking, Chomsky suggests, is apolitical or divorced from the world. To the contrary, I argue such thinking politicises so many things that we too often take for granted. I like Noam Chomsky. I like how he can cut through the vagaries and distortions of much mainstream thought. I like.
Mar 14, 2015. Zoë Heller and Adam Kirsch debate whether an author's intended meanings matter. across Roland Barthes's "The Death of the Author" as a college student and. that I was not a very good or clever poststructuralist reader.
certain conflicts and interrelations between traditional and poststructuralist theories of both textual. short step to Barfhesian notions of the death of the author.
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Canton establishes tax collection for downtown DoubleTree
Kelly Byer
kelly.byer@cantonrep.com
CANTON City Council on Monday established the special taxes and fund to support the DoubleTree by Hilton.
Three ordinances were passed on first reading instead of the usual three so collection can begin Oct. 24 and coincide with the hotel's opening, according to a memo from Deputy Mayor Fonda Williams.
"By law, the collection of taxes does not go into effect until 60 days from the date of adoption of the ordinance," he wrote.
The legislation:
Levied a 2% sales tax
Reallocated the city's 3% lodging tax at the downtown DoubleTree
Created the Downtown Canton Tourism Development District Fund to collect the special taxes
"This district is just the footprint of the former McKinley Grand Hotel," Williams said at the meeting.
A Johnson Controls Hall of Fame Village company owns the 320 Market Ave. S property. The company can use the new revenue for the hotel renovation and related debt and then to promote tourism, Williams said.
Councilman Greg Hawk, D-1, abstained on all three votes. Hawk has a family member who owns Arcade Coneys and said he abstained out of caution as "part of downtown."
Councilman Frank Morris, D-9, opposed the reallocation of lodging tax, but voted in favor of the other measures along with the other council members.
HOF Village CEO Michael Crawford was not present to provide an update to City Council as scheduled. The Village purchased the hotel for $3.8 million and announced a $21 million renovation.
Other action
Authorized the mayor or public service director to grant $500,000 in Coronavirus Aid, Relief, and Economic Security (CARES) Act funding to Canton City Schools. Williams said the school district, which estimates about 50% of their students do not have reliable internet access, will spend $500,000 as well to purchase WiFi hot spots. The district has 600 devices and intends to purchase about 3,200 more. Williams said it will "bridge the gap" but "not close the gap." Councilman John Mariol, D-7, said internet access is key to future success, not just for virtual instruction during the pandemic but in the 21st Century. "This is a good step, and it sounds like we have more to do," he said.
Announced the council's support of updated police policies that meet "8 Can't Wait" standards and the disqualification of prospective officers for past misconduct.
Adjusted the meeting schedule for council, which will continue to meet every other week until the end of 2021, because of COVID-19.
Authorized the mayor or public service director to enter contracts for the emergency replacement of the communications pole atop City Hall. An inspection revealed issues with the pole and stabilizing wires, according to Service Director John Highman. The replacement in early September is estimated to cost $75,000 to $100,000 — paid for with sanitary sewer and capital funds.
Reach Kelly at 330-580-8323 or kelly.byer@cantonrep.com
On Twitter: @kbyerREP


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Copyright © 2018 Chris Quintana. All Rights Reserved.


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Home » News » Administration » Graduate students at private institutions gain momentum in unionization
Posted inAdministration, News
Graduate students at private institutions gain momentum in unionization
by Riyah Basha September 5, 2016 April 20, 2021
The University Insider is The Daily's first faculty and staff-oriented newsletter. This weekly newsletter will give U-M faculty and staff the ability to see the most important issues on campus and in Ann Arbor — particularly those related to administrative decisions — from the perspective of an independent news organization. It will also provide a better understanding of student perspectives.
The University of Michigan Graduate Student Research Assistants' fight for the right to unionize gained new momentum over the summer, after the National Labor Relations Board declared research and teaching assistants at private colleges to be school employees covered by the National Labor Relations Act.
Though the decision has no direct bearing on the University as a public institution, it joins a series of legislative actions bolstering the GSRA's bid for unionizing in recent years. Currently, only Graduate Student Instructors can unionize.
The Graduate Employees' Organization, the labor union representing Graduate Student Instructors on campus, hailed the NLRB's conclusion online.
"Congratulations to our private university colleagues! The National Labor Relations Board found today what we've all known for a long time:#weareworkers!" read a post on the organization's Facebook page.
Under a 1981 ruling by the Michigan Employment Relations Commission, graduate research assistants are not public employees, and unlike graduate student instructors, cannot reap benefits such as collective bargaining, health care and tuition waivers. Starting in 2011, advocacy groups submitted two petitions lobbying for their right to unionize and challenging the 1981 ruling. The first was dismissed by MERC, but the second led to advocates securing an administrative hearing in November 2011. However, a bill introduced by State Sen. Randy Richardville (R–Monroe) and signed into law by Gov. Rick Snyder (R) banned GSRA unionization, effectively trumping MERC's jurisdiction over the issue. In recognation of the debate on campus the decision incited, the Board of Regents passed a resolution in favor of increasing GSRA rights, despite opposition from then-University of Michigan President Mary Sue Coleman and some students.
A district court, however, struck down the GSRA provision of Snyder's bill as unconstitutional in 2014, prompting advocacy groups to resume petitioning for the adminstrative hearing on the 1981 MERC ruling. In the summer of 2014, the MERC chose to uphold the 1981 decision, stopping discussions around the issue.
This summer, in addition to the NLRB ruling, the University settled for $165,000 in a lawsuit against Jennifer Dibbern, a former graduate student who accused the University of dismissing her for union activity. According to the Detroit Free Press, neither party is allowed to discuss the settlement.
GEO wrote it anticipates intense bargaining over its contract with the University, which expires in May of 2017.
"GEO members put together an ambitious bargaining platform," the group's website reads.
It will be one of the first contract decided under Right to Work legislation passed in 2013, which will .
According to the Detroit Free Press, neither parties are allowed to discuss the settlement. University spokesperson Rick Fitzgerald wrote in an email to the Daily that the summer developments do not affect the administration's stance.
"Nothing has changed at U-M or in Michigan," Fitzgerald wrote. "GSRA's are excluded from union representation following a ruling by the Michigan Employment Relations Commission in 2014. Nothing has changed since then"
GEO president John Ware said while he hopes the decisions signal a changing landscape for GSRAs, the union's upcoming year bargaining with the University will be an intense one. The contract, expiring in May 2017, will be one of the first agreement at UM fdecided under new Right to Work legislation passed in 2013.
"In this legal and political environment, we aren't hoping for much here (for GSRAs)," he said. "But the symbolic significance can only be a good thing for the University."
Ware pointed to two other main changes in negotiating this year: nonmandatory union membership and heightened tension between the two parties.
"This is a pivotal moment, and we face big challenges," he said.
What we can learn from Kenyon College's undergraduate student worker union
University of Michigan to spend $37.6 million giving faculty and staff $1,500 'recognition payments'
Respect and support UMich unions


Please join us for a night of great music that celebrates ABILITIES as part of National Developmental Disabilities Awareness Month. This concert is part of the NYSARC Gives Back Initiative and all food donations will benefit local food pantries. The proceeds will go towards the Paul Nigra Center for Creative Arts. Anyone that brings a non-perishable food item will be entered to win a door prize. Admission is $5.
NYSARC, Inc. is America's largest non-profit organization supporting people with intellectual and other developmental disabilities and their families since 1949. NYSARC is the New York State Chapter of The Arc.


Oceans can welcome and receive all rivers and streams.
Gain the most respect and influence.
They teach and guide by listening.
They lead by following behind.
The people don't feel oppressed.
The people don't feel blocked.
And appreciating this kind of leader.