Positive psychological interventions (PPIs) have been subjected to considerable criticism in recent years. Following similar movements across other domains of psychology, attempts to replicate classic PPI studies have failed or have produced mixed results. Such failures are often justified with arguments that invoke the complexity of human nature, the influence of contextual factors (for example, hidden moderators) that may arise in different populations, poor evaluation frameworks, or humans being reactive in PPIs and, as a result, modifying their behavior when observed. However, without replicability and consistency in results over time, the validity of PPIs will remain questionable in the broader scientific community unless acted on. In this chapter, it is argued that the lack of replicability and poor effectiveness of PPIs are a function of problems occurring in five areas: (a) intervention design, (b) recruitment and retention of participants, (c) adoption, (d) issues with intervention fidelity and implementation, and (e) efficacy or effectivity evaluation. This chapter focuses on the problems associatedwith each of these areas and presents general (albeit brief) best-practice guidelines for PPIs, inspired by recent developments in intervention methodology.

Positive psychological intervention design and protocols for multi-cultural contexts

Employee Retention Strategies in the Fast Food Industry by Darren D. Cross MBA, Fontbonne University, 2001 BSB, University of Phoenix, 2000 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration

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Employee Retention Strategies in the Fast Food Industry

The aim of the study is to examine the interrelationship among the variables such as cultural ethos, structural organicity, perceived organizational support, affective commitment, and their influen...

Impact of Cultural Ethos and Structural Organicity on Turnover Intention: Evidence from the Indian Pharmaceutical Industry

Job satisfaction always has been significant variable with the performance of the employee and his organizational commitment and turnover intentions. After globalization number of small and big firms have entered in the pharmaceutical drug manufacturing and marketing industry with identical drug contents increasing huge competition in the market and at the same time providing ample job opportunities and career growth for marketing personnel. This study focuses on the role of person-job fit and person-organization fit on the job satisfaction, organization commitment and turnover intentions of the Medical Representatives of pharmaceutical firms working in Pune district.

Role of P-E fit on Job Satisfaction of Medical Representatives

This study analyzed the effect of salary satisfaction, work satisfaction, and career development satisfaction on commitment to face changes. Furthermore, this study examined the effect of the commitment to organizational learning, professional competence, service innovation, and organizational performance. The population of this study was 2,216 lecturers in 20 private universities in Central Java, and the taken sample was 220 respondents. The data were analyzed using Structural Equation Model (SEM) with Amos software version 21. The results showed that the models were mostly fit to the data. The salary satisfaction, work satisfaction, and career development satisfaction had a positive and significant effect on organizational performance. In addition, the commitment to face changes, organizational learning, professional competence, and service innovation had a positive and significant effect on organizational performance. However, the career development satisfaction had no effect on commitment to face changes, whereas the organizational learning had no effect on service innovation.

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Professional Competence and Service Innovation in Higher Education Institutions in Central Java, Indonesia

Job satisfaction is an important variable in organization behavior and sales management. This study explored the impact of person-job fit and person-organization fit on the job satisfaction, organization commitment and turnover intentions of salespersons in India. These constructs have hitherto not been explored in emerging market contexts. A survey of pharmaceutical salespersons found that person-job fit had a strong positive relationship with job satisfaction and person-organization fit had a positive relationship with organization commitment. Job satisfaction had a positive influence on organization commitment and a negative influence on turnover intentions. The differences in job satisfaction across age and experience categories were not significant but salespersons with higher educational qualifications reported lower levels of job satisfaction. The study will contribute to the sales management literature by identifying significant direct paths between P-E fit constructs and job satisfaction and its consequent constructs. An implication for managers is the importance of measuring fit and job satisfaction.

https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID2123049_code1871889.pdf?abstractid=2123049&mirid=1&type=2

Avinash G Mulky

Papers

An Exploration of Salesperson job satisfaction in India using P-E Fit Constructs