A systematic and theoretical approach to the marketing of higher education.

The aim of this article was to open a hatch to the consumer psychology research through the eyes of Facet Theory. The Facet Theory enables to delve into a concept or an issue under investigation and define it formally, systematically, and comprehensively, but still parsimoniously. In order to better explain its philosophical basis and the principles of this theory, we apply and demonstrate it on the domain of marketing of higher education to students. There are four distinct facets identified in this regard, namely, (A) Achieving Personal Goals, (B) Institution's Marketing Orientation, (C) Secondary Decision Criteria, and (D) Level of Education. Based on those facets and their related respective elements, a suggested definitional directive for the marketing of higher education to students is construed.

The motivations and their conditions which drive students to seek higher education in a foreign country.

This article summarizes a vast literature tracing the plethora of motivations of international students to study abroad. We detail the push factors (i.e., personal goals) and pull factors (i.e., attracting elements) for this decision to pursue higher education overseas. To elaborate, the push factors are around the attainment and/or increase of three main capitals: human, financial and psychological. Pull factors are around the attracting capacity of three main entities: the destination country, the hosting city and the academic institution. Furthermore, the paper highlights the conditions that may enhance or inhibit student mobility for higher education abroad (for example, social networks, transportation accessibility, legal requirements and more). Special reference is given to the mobility of international students in the COVID-19 pandemic.

Heavy-work investment: its dimensionality, invariance across 9 countries and levels before and during the COVID-19's pandemic / La inversión en trabajo duro: dimensionalidad, invarianza en 9 países y nivel antes y durante la pandemia del COVID-19

The goals of the current comparative and half-exploratory paper are to: 1) shed light on the properties of the relatively “new” construct, Heavy-Work Investment (HWI) and its two dimensions – Time Commitment and Work Intensity, (2) assess differences across 9 countries in relation to HWI, (3) gauge the effect of demographical parameters on HWI, and (4) investigate the interaction between them and COVID-19's pandemic (i.e., before COVID-19, and during the COVID-19 pandemic). Data of 3,418 employees were collected from 9 different countries: Israel, Romania, Japan, USA, Pakistan, Italy, Turkey, Brazil, and Germany. Among other findings, analyses revealed that HWI construct is stable across countries and that the mean investment at work (in the form of both time and efforts) is higher during the COVID-19's pandemic than before it. Discussion section summarizes the findings of the entire research, and elaborates on limitations and future research suggestions (AU)

Los objetivos de este estudio comparativo y semiexploratorio son: 1) arrojar luz sobre las características del constructo relativamente “nuevo” inversión en trabajo duro (ITD) y sus dos dimensiones (compromiso temporal e intensidad del trabajo), 2) ver las diferencias en 9 países relativas a la ITD, 3) analizar el efecto de los parámetros demográficos en la ITD y 4) comprobar la interacción entre ellos y la pandemia del COVID-19 (es decir, antes y durante el mismo). Se recogieron datos de 3,418 empleados de 9 países diferentes: Israel, Rumanía, Japón, EE UU, Paquistán, Italia, Turquía, Brasil y Alemania. Los análisis revelaron, entre otros resultados, que el constructo de ITD es estable en los distintos países y que la inversión media en el trabajo (en tiempo y esfuerzo) es mayor durante la pandemia del COVID-19 que antes de la misma. En la sección de Discusión se resumen los resultados de toda la investigación y se abordan las limitaciones y las propuestas de investigación futura (AU)

Leader and team-member exchanges and their relationships with organizational and interpersonal counterproductive work behaviors: moderation by envy and group size in Israel and USA / Los intercambios entre líder y subordinado y entre el equipo y sus miembros y sus relaciones con los comportamientos laborales organizativos e interpersonales contraproductivos: el efecto moderador de la envidia y del tamaño del grupo en Israel y en EEUU

The present research investigated the effects of social exchanges of employees with their immediate manager (i.e., Leader-Member eXchange; LMX) and with their direct working unit/team (i.e., Team-Member eXchange; TMX) on counterproductive work behaviors (CWBs), both - towards the organization or towards colleagues. The research also explored the moderating effects of dispositional envy and the size of the working team on said associations. Data from 221 Israeli employees (Study 1) and 186 American workers (Study 2) were collected. The majority of our hypotheses were supported, with findings indicating interesting cultural differences. Implications and future research suggestions are discussed

Este estudio investiga los efectos de los intercambios sociales de los empleados con su supervisor directo (es decir, el intercambio entre líder y subordinado, LMX) y con su unidad/equipo de trabajo directo (es decir, intercambio entre el equipo y un miembro de este, TMX) en los comportamientos laborales contraproductivos, tanto en relación con la organización como con sus compañeros. La investigación también ha explorado el efecto moderador de la envidia disposicional y del tamaño del equipo en dichas asociaciones. Se recogieron datos de 221 empleados israelíes (estudio 1) y de 186 trabajadores estadounidenses (estudio 2). La mayor parte de nuestras hipótesis fueron confirmadas, descubriéndose diferencias culturales interesantes. Se discuten sus implicaciones y las propuestas de investigación futuras

The dimensionality of workaholism and its relations with internal and external factors / La dimensionalidad de la adicción al trabajo y su relación con factores internos y externos

"Are workaholics born or made?" The current research aims to answer the question above, while investigating the joint impact of internal and external factors (Work Drive and Work Enjoyment) related to workaholism's dimensions. In Study 1, we hypothesize an order of precedence between those dimensions, utilizing one moderator (Job Autonomy) and one mediator (Work-Family Conflict - WFC) (158 employees). Study 2 (349 employees) expands the general framework, taking two moderators (Self-Criticism and LMX) into consideration. Multivariate (vs. bivariate) analyses allowed more thorough understanding of workaholism and its dimensions. We offer theoretical and practical implications (AU)

"¿Los adictos al trabajo nacen o se hacen?" Este trabajo trata de contestar dicha pregunta investigando la repercusión conjunta de factores internos y externos (la motivación por el trabajo y el disfrute del mismo) en relación a las dimensiones de la adicción al trabajo. En el estudio 1 se plantea la hipótesis de un orden de precedencia entre esas dimensiones usando un moderador (la autonomía en el puesto de trabajo) y un mediador (el conflicto trabajo-familia) en una muestra de 158 empleados. El estudio 2, en una muestra de 349 empleados, amplía el marco general teniendo en consideración dos moderadores (autocrítica e intercambio líder-subordinado). Los análisis multivariable (en relación a los bivariable) permitieron una mayor comprensión de la adicción al trabajo y de sus dimensiones. Por último, se abordan implicaciones teóricas y prácticas (AU)

Organizing the Confusion Surrounding Workaholism: New Structure, Measure, and Validation.

Since "workaholism" was coined, a considerable body of research was conducted to shed light on its essence. After at least 40 years of studying this important phenomenon, a large variety of definitions, conceptualizations, and measures emerged. In order to try and bring more integration and consensus to this construct, the current research was conducted in two phases. We aimed to formulate a theoretical definitional framework for workaholism, capitalizing upon the Facet Theory Approach. Two basic facets were hypothesized: A. Modalities of workaholism, with three elements: cognitive, emotional, and instrumental; and B. Resources of workaholism with two elements: time and effort. Based on this definitional framework, a structured questionnaire was conceived. In the first phase, the new measure was validated with an Israeli sample comparing two statistical procedures; Factor Analysis (FA) and Smallest Space Analysis (SSA). In the second phase, we aimed to replicate the findings, and to contrast the newly-devised questionnaire with other extant workaholism measures, with a Romanian sample. Theoretical implications and future research suggestions are discussed.

Psychological Resources and Strategies to Cope with Stress at Work.

INTRODUCTION: the choice of strategies to cope with stress has differential effects on individual and organizational outcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing in their positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategies to cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizational setting. METHOD: A questionnaire was filled out by 554 employees from different organizations representing a wide range of jobs and positions. RESULTS: Structural Equation Modeling (SEM; χ 2(7) = 27.64, ρ < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07). CONCLUSION: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) were positively related to coping by change and by acceptance and negatively related to withdrawal. The theoretical implications are discussed.

INTRODUCCIÓN: la elección de estrategias de afrontamiento al estrés, tiene efectos diferenciales en los resultados individuales y organizacionales (por ejemplo, el bienestar y el rendimiento en el trabajo). En este estudio se examinó hasta qué punto las personas que difieren en sus recursos psicológicos positivos (optimismo, esperanza, autoeficacia y resiliencia) implementan diferentes estrategias para hacer frente al estrés en términos de cambio, aceptación o retirada de una fuente de estrés en un entorno organizacional Método: 554 empleados de diferentes organizaciones que representan una amplia gama de puestos de trabajo y puestos respondieron un cuestionario. RESULTADOS: modelado de ecuaciones estructurales (SEM; χ 2(7) = 27.64, ρ < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07). CONCLUSIÓN: Los resultados indicaron que los recursos psicológicos (optimismo, esperanza, autoeficacia y resiliencia) estaban relacionados positivamente con el afrontamiento por el cambio y por la aceptación, y negativamente relacionados con la retirada. Las implicaciones teóricas son discutidas.

Work stress and turnover intentions among hospital physicians: The mediating role of burnout and work satisfaction / Estrés laboral e intención de abandono en médicos hospitalarios: el papel mediador del agotamiento y la satisfacción laboral

Work stress has extremely significant consequences to the individual and to the organization (Barling, Kelloway, & Frone, 2005). This study examined the relationship between perceived work stress, burnout, satisfaction at work, and turnover intentions. We hypothesized that a positive relationship would be found between work stress and burnout, and negative relationships would be found between burnout and satisfaction, and between satisfaction and turnover intentions. The sample included 124 hospital physicians. As expected, all our hypotheses were corroborated. Structural Equation Modeling (SEM) found that beyond the assumed direct relationships, burnout partially mediated between work stress and work satisfaction, and work satisfaction partially mediated the relationship between burnout and turnover intentions. The paper reviews the theoretical consequences and suggests ideas for future research (AU)

El estrés laboral tiene consecuencias muy importantes para la persona y para la organización (Barling, Kelloway y Frone, 2005). Este estudio analiza la relación entre estrés laboral percibido, agotamiento (burnout), satisfacción laboral e intención de abandono. Planteamos las hipótesis de que habría una relación positiva entre estrés laboral y agotamiento y negativa entre este último y satisfacción y entre esta y la intención de abandono. La muestra estaba compuesta por 124 médicos de hospital. Según lo esperado, se corroboraron todas las hipótesis. El modelo de ecuaciones estructurales demostró que más allá de las supuestas relaciones directas, el agotamiento mediaba parcialmente entre el estrés laboral y la satisfacción laboral y esta mediaba parcialmente la relación entre agotamiento e intención de abandono. El trabajo revisa las consecuencias teóricas y propone ideas para la futura investigación (AU)