ABSTRACT
Objective: The study was planned to investigate the role of meaning in life with life satisfaction among women with breast cancer. The study further analyzed the influence of socio-personal characteristics of these women with their life satisfaction. Study Design: Cross sectional survey. Place and Duration of Study: The study was conducted from Sep 2015 to May 2016 on patients selected from different hospitals of Islamabad and Rawalpindi
Material and Methods: A total of 60 patients of breast cancer were enrolled for the said research. The present study used two scales i.e., satisfaction with life scale and meaning of life questionnaires. Snow ball sampling technique was used to collect data of clinical groups from different hospitals of the Punjab
Results: To compare group differences-test analysis was computed. The results showed significant relationship between meaning of life and life satisfaction. The study also found that the low sense of identity as a whole, leads women to be dissatisfied with their lives
Conclusions: This study demonstrated that the level of meaning of life among women with breast cancer is low. Several factors like marital status and education were found to be significantly associated with the meaning in life and life satisfaction of women with breast cancer
ABSTRACT
The psychometric evaluation of the measurement models developed in Western cultures has remained an important consideration in generalizability of the constructs. The present study was designed to test the theoretical factor structure of the Meyer and Allen's model of Organizational Commitment within higher education institutions in Pakistan. The measurement model assesses employees' experience of organizational commitment as three simultaneous mindsets encompassing; affective, continuance, and normative commitment. The participants included a sample of 426 regular faculty members of public and private sector Universities located in Rawalpindi, Islamabad, and Lahore cities of Punjab, Pakistan. Confirmatory Factor Analysis was used to analyze the data. Results of fit indices, factor loadings, consideration of reliability indices, and an understanding of the meaning of the items in relation to the Pakistani working culture were used as decision criteria to retain or exclude items within respective factors. The findings of this study provide support for the existing three factor structure of the OCQ along with the need for modification of the Continuance Commitment Scale. The findings were discussed in light of a culture-based understanding of dynamics of work and commitment
Subject(s)
Humans , Male , Female , Models, Organizational , Organizations , Factor Analysis, StatisticalABSTRACT
Relation between different styles of interpersonal conflict management and dimensions of organizational communication climate was looked into; employing a sample of 160 bank employees. Sample included men and women employees having age range of 27 to 55 years [M=38.07 and SD=1.44] and education ranges from graduation to post graduation. Organizational Communication Climate Inventory developed by Costigan and Schmeidler [2004] and Rahim Organizational Conflict Inventory II [1983] were administered to assess the communication climate within the organizations and different styles of handling interpersonal conflict. The correlation analysis revealed that supportive [r=.41; p<.000] and defensive [r=.32; p<.001] communication climate dimensions showed positive relationship with total scores of conflict management inventory. The results further showed that integrating [r=.44; p<.001], obliging [r=.46, p<.001] and compromising [r=.26, p<.01] styles of handling conflict has significant positive correlation with supportive communication climate. Dominating [r=.38; p<.01] and avoiding [r=.36, p<.01] styles of handling conflict has significant positive correlation with defensive communication climate. Findings, revealed non significant differences with respect to gender on communication climate; women are found to use more comprising and avoiding styles of conflict management. On education non significant differences existed on communication climate, however less educated people were found to he compromising and obliging on styles of conflict management and highly educated people showed dominating styles of conflict management. Moreover, younger employees are found to be highly endorsed on supportive communication climate than old age employees and old age employees are also found to be more obliging