What explains gender differences in food insecurity?

There is a rich literature devoted to the role women play in ensuring the food security of the household and other household members. However, relatively little attention has been paid to their own food security situation. The challenge with investigating the food security of women is that most surveys collect food security data at the household level making inferences about individual-level food security difficult. Using a large international sample of individual-level data and the first global experiential measure of food insecurity, I show that women have a higher probability of being food insecure relative to men. The magnitude of the gender gap in food insecurity varies across regions and varies by the severity level of food insecurity. In the developed countries of the European Union, women are 4.7 percentage points more likely than men to experience some form of food insecurity. In the poor countries of South Asia and Sub-Saharan Africa, women are two percentage points more likely than men to be severely food insecure. Using a modification of the Blinder-Oaxaca decomposition technique, I find that gender differences in household income, educational attainment, and social networks explain the majority of the gender gap in food insecurity. However, in some regions, namely South Asia and Australia/New Zealand, gender differences in observable characteristics fail to account for gender differences in food insecurity. This analysis suggests that policies that address gender inequality in employment opportunities and educational attainment may also impact food insecurity.     

How do indicators of household food insecurity measure up? An empirical comparison from Ethiopia

Renewed emphasis on programs and policies aimed at enhancing food security has intensified the search for accurate, rapid, and consistent indicators. Measures of food security are urgently required for purposes of early warning, assessment of current and prospective status of at-risk populations, and monitoring and evaluation of specific programs and policies. Different measures are often used interchangeably, without a good idea of which dimensions of food security are captured by which measures, resulting in potentially significant misclassification of food insecure populations. The objective of this paper is to compare how the most frequently used indicators of food security portray static and dynamic food security among the same sample of rural households in two districts of Tigray State, Northern Ethiopia. Seven food security indicators were assessed: the Coping Strategies Index (CSI); the Reduced Coping Strategies Index (rCSI); the Household Food Insecurity and Access Scale (HFIAS); the Household Hunger Scale (HHS); Food Consumption Score (FCS); the Household Dietary Diversity Scale (HDDS); and a self-assessed measure of food security (SAFS). These indicators provide very different estimates of the prevalence of food insecurity, but are moderately well correlated and depict generally similar food security trends over time. We suggest that the differences in prevalence estimates, and in some cases the weaker than expected correlation, can be explained in three ways. First, the indicators differ in the underlying aspect of food security they attempt to capture. Second, each indicator is likely only sensitive within a certain severity range of food insecurity and these ranges do not always overlap. Third, categorization of the prevalence of food insecurity is strongly dependent on the choice of cut-off points. For valid reasons, “food insecurity” has no accepted gold standard metric against which individual indicators can be gauged, though without one it is difficult to say which indicator performs “best” in correctly and reliably identifying food insecure households. The implication is that using more than one indicator is advisable, and policy makers should be aware of what elements of food insecurity each indicator portrays.     

The Impact of Position Difference on Employees’ Organizational Commitment After the Merger of Life Insurance Companies

We investigate the impacts of job position and survey time period on employee’s organizational commitment of insurance company after the merger. Our results show that both job position and survey time period are significant determinants to employee’s organizational commitment. Results also show that there is no interaction effect between survey time period and job position. For each year, during the survey time period, the mean of organization commitment of agent employees is significantly higher than staff employees. The mean difference of organizational commitment between agent and staff employees shrank year by year during the survey time period.     

Proactive personality and work performance in China: The moderating effects of emotional exhaustion and perceived safety climate

Grounded in the interactionist paradigm, this study shows that emotional exhaustion and perceived safety climate constitute important moderators of the relationship between proactive personality and work performance. More specifically, the study analyzes the relationship between proactive personality and its behavioural outcomes—organizational citizenship behaviour (OCB) and job performance—and investigates the interactive effects of emotional exhaustion and perceived safety climate. The study involves 485 Chinese airline employees including pilots, flight attendants, engineers, and service employees. Proactive personality positively predicted OCB and individual performance. Emotional exhaustion and perceived safety climate moderated the relationship between proactive personality and individual performance both independently and jointly. Implications of the findings for future research are discussed. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.     

The Link Between Organizational Ethics and Job Satisfaction: A Study of Managers in Singapore

Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization's ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.'s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting and rewarding ethical behavior.     

西方个体求职行为心理学模型述评

心理学模型是西方学者研究个体求职行为的理论基础。西方研究个体求职行为的心理学模型主要包括计划行为理论、期望-价值理论及前景理论。未来西方学者在构建个体求职行为的心理学模型时,会把经济学的知识与心理学的知识有机地结合起来。     

物理环境对工作绩效的影响分析

文章通过对物理环境进行定义、分析，将其与现实员工绩效相联系，试图说明物理环境对员工的绩效具有影响力。     

Income and Quality of Life: Does the Love of Money Make a Difference?

This paper examines a model of income and quality of life that controls the love of money, job satisfaction, gender, and marital status and treats employment status (full-time versus part-time), income level, and gender as moderators. For the whole sample, income was not significantly related to quality of life when this path was examined alone. When all variables were controlled, income was negatively related to quality of life. When (1) the love of money was negatively correlated to job satisfaction and (2) job satisfaction was positively related to both income and quality of life, income was negatively related to quality of life for full-time, high-income, and male employees. When these two conditions failed to exist, income was not related to quality of life for part-time, median- or low-income, and female employees. This model provides new insights regarding the impact of the love of money and job satisfaction on the income–quality of life relationship. Thomas Li-Ping Tang (Ph.D., Case Western Reserve University) is a Full Professor of Management in the Department of Management and Marketing, Jennings A. Jones College of Business at Middle Tennessee State University (MTSU), Murfreesboro, Tennessee, 37132. He has taught Industrial and Organizational Psychology at National Taiwan University and at MTSU. Professor Tang teaches (has taught) EMBA courses in China and France. He serves (has served) on the editorial review board of six journals and as a reviewer for 26 journals around the world. Professor Tang’s research interests focus upon people’s work motivation, compensation, money attitudes, the Love of Money, pay satisfaction, turnover, stress, and cross-cultural issues. He has published more than 100 journal articles in top behavior sciences and management journals, including Journal of Applied Psychology, Personnel Psychology, Human Relations, Journal of Management, Management Research, Management and Organization Review, Journal of Organizational Behavior, Journal of Business Ethics, Journal of Managerial Psychology, European Sport Management Quarterly, Journal of Higher Education, and others. He has presented more than 185 papers in professional conferences and invited seminars in Austria, China, Czech Republic, Finland, France, Greece, Hong Kong, Italy, Mexico, New Zealand, Singapore, Spain, Taiwan, the UK, the US, and other countries. His research has been cited in many languages, textbooks of several fields (e.g., Management Organizational Behavior, Human Resources Management, Industrial and Organizational Psychology, Human Relations, Compensation, and Statistics), and popular books. He was the winner of two Outstanding Research Awards (1991, 1999), and Distinguished International Service Award (1999) at Middle Tennessee State University. He also received the Best Reviewer Award from the International Management Division of the Academy of Management in Seattle, WA (2003).     

离职倾向与员工满意度分析——某大型零售连锁企业离职倾向与满意度分析

中国零售业目前正面临着人才流失、高离职率、人才缺失等一系列问题,连锁零售业的竞争力从"圈地运动"转向提升核心能力的"人才战",因此探讨零售连锁企业员工高离职率与员工满意度关系具有十分重要的现实意义。本文首先分析了中国零售业的离职现状,其次对广西某大型零售连锁企业进行了员工离职倾向和满意度问卷调查的数据分析,最后认为激励措施、企业经营和工作环境对企业的影响十分重要。