Mei-I Cheng - Academia.edu (original) (raw)

Papers by Mei-I Cheng

European Academy of Occupational Health Psychology, Sep 2, 2020

postulates that the exhaustion component of burnout mediates Job Demands and outcomes • The Motiv... more postulates that the exhaustion component of burnout mediates Job Demands and outcomes • The Motivational Process postulates that the disengagement component of burnout mediates Job Resources and outcomes Health Impairment Process in mental health settings: • Exposure to violence is a job demand that may affect exhaustion in staff in SMH settings (Shead, Scott & Rose, 2016), and predict life satisfaction (Franz et al, 2010) • Exhaustion shown to significantly predict life satisfaction (Demerouti et al, 2000), in a sample of nurses • The exhaustion component of burnout may mediate the relationship between exposure to violence and life satisfaction Motivational Process in mental health settings: • Self-efficacy is a potential predictor of the disengagement component of burnout (Llorens et al, 2007), and life satisfaction (Çakar, 2012) • Disengagement has also predicted life satisfaction (Demerouti et al, 2000) • Disengagement may mediate the relationship between self-efficacy and life satisfaction

Objectives / Purpose / Background: To investigate factors influencing the psychological wellbeing... more Objectives / Purpose / Background: To investigate factors influencing the psychological wellbeing of clinical staff in a secure mental health hospital; this study investigated the role of exposure to violence, burnout, and self-efficacy on life satisfaction of clinical staff working in a secure mental health hospital, using the Job Demands-Resources Theory as a theoretical framework. Design / Background / Key points: To examine the relationships between the studied variables, a cross-‐sectional questionnaire study was conducted. The exhaustion domain of burnout was investigated as a mediator between exposure to violence and life satisfaction, whilst disengagement domain of burnout was investigated as a mediator between self-efficacy and life satisfaction. Self-efficacy was investigated as a moderator between self-efficacy and life satisfaction. Methods / Conclusions: Using purposive sampling, eighty-six participants were recruited to complete self-report scales, through online or paper surveys. Mediation effects were analyzed using a bias-corrected bootstrap and a Sobel test. Moderation analysis using ordinal least square path analysis was performed. Results / Conclusions: Exhaustion significantly predicted life satisfaction but exhaustion did not mediate the relationship between exposure to violence and life satisfaction. Selfefficacy significantly predicted life satisfaction. Disengagement did not mediate selfefficacy and life satisfaction. Self-efficacy did not significantly moderate the relationship between exposure to violence and life satisfaction. Conclusions: Person-directed burnout interventions should be employed to reduce the adverse effects of burnout on life satisfaction, and self-efficacy should be promoted, to enhance life satisfaction in clinical staff. The study is limited by an over-representation of nursing staff, and restricted generalizability to other settings. Future Job Demands-Resources Theory research should investigate predictors of life satisfaction in clinical staff

Materialism is a set of human values that places importance on the symbolic value of money or mat... more Materialism is a set of human values that places importance on the symbolic value of money or material goods. Furthermore, materialistic values have been associated with Internet usage, and also social media usage. The current research investigates this relationship further by specifically examining whether those with more materialistic values might use social media (Facebook) in different ways to those with less materialistic values. Self-report measures were collected from 108 participants. It was found that the higher the importance (extrinsic importance) attached to materialistic values, the more time spent posting photos, but the less time spent chatting on Facebook messenger and less time posting links. The higher the perceived likelihood (extrinsic likelihood) of achieving materialistic values, the more reported time posting status updates, but the less time spent chatting on Facebook messenger and less time posting links. Conversely, the higher the importance attached to non...

Current Psychology, 2018

Materialism can be seen as the importance people attached to material goods, as well as the belie... more Materialism can be seen as the importance people attached to material goods, as well as the belief in the desirable symbolic importance goods have (e.g., to status, human happiness etc.). And the media has often been associated with materialistic values. The current study investigates the relationship between some traditional forms of mass media (television, newspapers and magazines), and a newer form of mass media: the Internet. Using self-report measures, 195 participants indicated how many hours a day they spent watching television, reading newspapers/magazines, and using the Internet. It was found that hours spent using the Internet was positively associated with materialistic values as measured by the Aspiration Index. Using a more concrete task, hours spent using the Internet and materialistic values were significantly predictors of participants' ability to identify brand logos. This provides evidence that materialistic values, as well as specific knowledge of brands, can be associated to Internet usage. Perhaps surprisingly, however, television viewing was negatively associated with materialistic values. In the current research, the Internet (a newer form of mass media) was more strongly associated with greater materialistic values and the ability to identify brand logos than older forms of mass media.

Project Management Journal, 2005

The importance of evaluating behaviors as an underpinning component of the project management bod... more The importance of evaluating behaviors as an underpinning component of the project management body of knowledge is widely recognized. This paper reports on research that evaluated the behaviors of two functionally disparate sets of project managers operating within the construction industry. The first comprised those with overall responsibility for the on-site production function (the management contractor), while the second comprised client project managers overseeing project activities on behalf of the procuring organization (client's project managers). The behavioral competencies of both groups were evaluated using the established McBer methodology (cf. Spencer & Spencer, 1993), in which managerial characteristics are measured using behavioral event interviews. A total of 40 superior performing project managers were behaviorally profiled. The findings reveal 11 behaviors that are generic in nature and underpin effectiveness in the project management role, with one additional ...

Journal of Managerial Psychology, 2005

PurposeTo report on the development of a new, more balanced approach to managing the performance ... more PurposeTo report on the development of a new, more balanced approach to managing the performance of key employees in project‐based organizations.Design/methodology/approachFollowing the establishment of the role‐based criteria for performance excellence through focus groups and subsequent factor analysis, performance profiles of a range of superior and average performing managers were compiled. These were based on behavioural event interviews (BEIs) from which job, person and role‐based aspects were derived. The final performance model was validated through assessments with an expert panel of HRM specialists.FindingsThis research has developed and demonstrated the potential of a more holistic approach to managing performance which includes reference to the job requirements, personal behaviours and the role context. It was found to be particularly suitable to measuring managers' performance in dynamic team‐based environments.Research limitations/implicationsThe empirical work upo...

Journal of Management Development, 2003

Research on managerial competence has been narrowly focused and confusing in its terminology. In ... more Research on managerial competence has been narrowly focused and confusing in its terminology. In particular, a disparity has emerged between the definitions and assessments of competence developed in the USA and the approaches adopted in the UK. In this paper it is argued that each perspective is incomplete and therefore lacking as a comprehensive frame for understanding both managerial competence and the management of performance. Furthermore, they have failed to deal with issues of the dynamic environment and the widely different contexts for managerial performance, particularly with regard to identifiable cultural differences. This paper aims to paint a more complete picture of “competence” by subjecting it to conceptual analysis. An examination of its contemporary use identifies both conceptual and practical flaws. Accordingly, an alternative approach is posited which places emphasis on those issues critical to achieving desired enhancements in management performance.

International Journal of Productivity and Performance Management, 2006

... of implementation can be evaluated against the headings contained within the framework ... Bo... more ... of implementation can be evaluated against the headings contained within the framework ... Borrill, C., Parker, S. (2000), "Change management and stress", in Flood, PC ... A., Platts, K. (2000), "Designing, implementing and updating performance measurement systems", International ...

Work Study, 2002

A number of confusions within the area of performance assessment with regard to the use of termin... more A number of confusions within the area of performance assessment with regard to the use of terminology, and differing interpretations, regarding competence assessment are discussed. A significant difference between the US and UK approaches to performance assessment is identified as being the issue of behaviours. A hierarchy of terms and their specific meanings is proposed as a first step in addressing the identified confusions. A particular aspect of this hierarchy is its relevance to assessment based on behaviours and attitudes rather than simply on the results of functional analysis concerning a particular job. This has implications for the future direction of performance assessment in the UK, particularly with regard to identifying the differences between average and superior performance.

International Journal of Human Resources Development and Management, 2007

Project-based work has become increasingly prevalent in many industries and sectors. However, it ... more Project-based work has become increasingly prevalent in many industries and sectors. However, it presents a particular challenge in terms of managing and assessing the performance of those involved, as outcomes are often the product of complex patterns of involvement from a wide range of stakeholders. This paper reports on a research that has attempted to overcome this difficulty through the development of a multifaceted performance excellence framework for project managers. The framework is based on three interrelated components of managerial performance excellence: role-focused, performance excellence criteria; job-focused, task-task competences; and person-focused, attribute-based competencies. This hybrid approach to performance management provides an evaluative framework adaptable for a variety of applications, including recruitment, development and training, succession planning and deployment. It offers an innovative alternative to normative competence-based approaches, which arguably do little to engender performance excellence within dynamic project-based sectors.

Human Resource Management Journal, 2005

There is a growing awareness within project-based sectors of the relationship between performance... more There is a growing awareness within project-based sectors of the relationship between performance and managers' competencies. This article reports on research that investigated the competency profile of 'superior' project managers working within the construction industry, one of the most complex and dynamic project-based industrial sectors. The study combined an assessment of both their behavioural competencies and job-task competencies. The results reveal that while their job-task competencies are highly specific to the industry in which they work, the behavioural competencies of superior project managers are mostly generic in nature and apply to a range of other management positions. This research shows how it is practically possible to identify the competency profile of superior managers and utilise this framework for managing the performance of this key management group.

Construction Management and Economics, 2004

... against a range of role-based criteria, the competencies defining superior ... it offers an i... more ... against a range of role-based criteria, the competencies defining superior ... it offers an innovative alternative to normative micro-competence-based approaches that ... an increasingly versatile and powerful tool in contemporary human resource management (HRM) practice (Collin ...

Construction Management and Economics, 2003

... broad headings through surveys of construction both senior managers and project-level manager... more ... broad headings through surveys of construction both senior managers and project-level managers. Of the performance measures identified it was those classed as management skills that ... The highly ranked measures under this category com-prised leadership, setting a good ...

Journal of Management in Engineering, 2005

... human resource management (HRM) processes, including the development of robust selection and ... more ... human resource management (HRM) processes, including the development of robust selection and succession planning models. They can help to predict project management performance against a range of key performance criteria based on measurable competencies and ...