![]() In addition to replicating these findings in study 2 (N = 583), we applied an item response theory approach to demonstrate that different scales provide different levels of measurement precision for respondents experiencing different levels of WFC. Results from study 1 (N = 605) suggest that while confirmatory factor analyses indicate that different scales relate to the same higher-order construct, the magnitude of relationship between WFC and its correlates systematically varies as a function of the scale under consideration. We conduct two investigations of four existing WFC scales that differ in multiple characteristics (i.e., content domain, number of items, response scale). ![]() There are many existing WFC scales, yet no systematic comparison and understanding of potential overlap across those scales. Work-family researchers have widely accepted Greenhaus and Beutell’s (1985) conceptualization of work-family conflict (WFC), but no such consensus has been reached regarding a standard operationalization. (PsycInfo Database Record (c) 2020 APA, all rights reserved). We argue that these and other factors support American racism, and we conclude with suggestions for future research, particularly in the domain of identifying ways to promote antiracism. In this essay, we amass a large body of classic and contemporary research across multiple areas of psychology (e.g., cognitive, developmental, social), as well as the broader social sciences (e.g., sociology, communication studies, public policy), and humanities (e.g., critical race studies, history, philosophy), to outline seven factors that contribute to American racism: (a) Categories, which organize people into distinct groups by promoting essentialist and normative reasoning (b) Factions, which trigger ingroup loyalty and intergroup competition and threat (c) Segregation, which hardens racist perceptions, preferences, and beliefs through the denial of intergroup contact (d) Hierarchy, which emboldens people to think, feel, and behave in racist ways (e) Power, which legislates racism on both micro and macro levels (f) Media, which legitimize overrepresented and idealized representations of White Americans while marginalizing and minimizing people of color and (g) Passivism, such that overlooking or denying the existence of racism obscures this reality, encouraging others to do the same and allowing racism to fester and persist. The findings help us understand that work-orientation is not a secondary aspect of a person’s life but has fundamental implications in the lives of workers.Īmerican racism is alive and well. Conclusion: This research is the first to compare the relationship between work-orientation and flourishing in Ibero-America. ![]() The results indicate a clear relationship between a calling orientation and social and psychological well-being. In most countries, those with a calling orientation reported higher levels of social and psychological well-being than those with a job orientation. Results: Most participants reported a high level of calling in their work orientation. A 12-item version of the Multidimensional Flourishing Scale was used to measure three aspects of flourishing: social, psychological, and emotional well-being. The University of Pennsylvania Work-Life Questionnaire was used to evaluate the type of relationship that employees reported having with their work, according to the distinctions between job, career, and calling. Method: A total of 3000 adults participated in this study. ![]() ![]() The aims of this study are first to explore work orientation in twelve Ibero-American countries and second, to investigate whether work orientation affects flourishing in the lives of adults in twelve Ibero-American countries. Work orientation has the distinction of examining how work connects with people’s lives and is, therefore, an appropriate construct for evaluating the impact of work on human flourishing. There are three types of orientation to work: job, career, and vocation. Introduction/Objetive: Work orientation includes the individual’s beliefs regarding the role of work in his/her life as a whole and what they are searching for in their careers. ![]()
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