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Journal ArticleDOI: 10.1080/17439760.2019.1689416

Mattering is an indicator of organizational health and employee success

04 Mar 2021-The Journal of Positive Psychology (Routledge)-Vol. 16, Iss: 2, pp 228-248
Abstract: Mattering, one’s sense of the difference one makes in the world, has been variously described in psychological and philosophical literatures. We propose the experience of mattering is tied to the p...

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Journal ArticleDOI: 10.4037/AACNACC2020285
Elizabeth G. Epstein1, Julie Haizlip1, Joan Liaschenko2, David Zhao3  +2 moreInstitutions (3)
Abstract: Burnout incurs significant costs to health care organizations and professionals. Mattering, moral distress, and secondary traumatic stress are personal experiences linked to burnout and are byproducts of the organizations in which we work. This article conceptualizes health care organizations as moral communities-groups of people united by a common moral purpose to promote the well-being of others. We argue that health care organizations have a fundamental obligation to mitigate and prevent the costs of caring (eg, moral distress, secondary traumatic stress) and to foster a sense of mattering. Well-functioning moral communities have strong support systems, inclusivity, fairness, open communication, and collaboration and are able to protect their members. In this article, we address mattering, moral distress, and secondary traumatic stress as they relate to burnout. We conclude that leaders of moral communities are responsible for implementing systemic changes that foster mattering among its members and attend to the problems that cause moral distress and burnout.

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Topics: Burnout (55%), Compassion fatigue (54%)

12 Citations


Book ChapterDOI: 10.1007/978-3-030-57430-7_12
Lois Farquharson1Institutions (1)
01 Jan 2020-
Abstract: In the global context of increasing complexity and competition, where there has been an erosion of public trust in both public and private sector organisations and their leaders, the practice of leading with a kind heart has gained increasing attention. There are calls for a more inclusive, authentic and connected form of leadership which revives humanity and enhances meaning in life and work. Developing HE leadership with heart requires a paradigm shift. We carry a core responsibility for the culture of our institutions. Therefore, we must demonstrate and propagate kindness through openness, authenticity, compassion and courage. This chapter uncovers the key elements of leading with heart, with a focus on how we can lead a heart-infused revolution in our own back yard.

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Topics: Public trust (53%), Kindness (51%), Paradigm shift (51%)

3 Citations


Open accessJournal ArticleDOI: 10.28945/4539
Abstract: Aim/Purpose: The purpose of this study was to examine the factor structure of a newly developed Culture of Mattering survey (CoM) that evaluates mattering in the context of relationships with supervisors, colleagues, and the organization as a whole. Background: Mattering can be defined as the experience of feeling valued and adding value. Despite the importance of mattering in personal and occupational domains, there is very little research on organizational cultures that promote mattering. As far as we know, there is no research on the measurement and promotion of a culture of mattering in higher education settings. Methodology: Data were collected from 4,264 university employees across 469 work units using web-based surveys. CoM scores were aggregated into unit-level average scores, which were the focus of all analyses. Contribution: This study is the first to examine the measurement of a CoM in a higher education context. The specific context consists of a set of principles and behaviors enacted in relationship with supervisors, colleagues, and the organization as a whole. Findings: Factor analysis of the CoM resulted in one general factor (α = .90), and three sub-factors dealing with supervisors (α = .95), colleagues (α = .92), and the organization as a whole (α = .86). Recommendations for Practitioners: When trying to improve organizational culture, attention must be paid to how employees feel at all these levels. Recommendation for Researchers: This study shows that it is important to pay attention to three contextual levels when assessing mattering among faculty and staff: interactions with supervisors, colleagues, and the entire organization. Impact on Society: Mattering is a crucial aspect of organizational health and well-being. Future Research: It is important to study how mattering in higher education impacts the well-being of faculty, staff, and students.

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2 Citations


Journal ArticleDOI: 10.1002/JCOP.22728
Abstract: Mattering is defined as experiences of feeling valued and adding value in different domains of life: self, relationships, work, and community. Mattering is a construct with great relevance across psychological and social issues. Research has suggested there may be value in understanding group differences in mattering. Following the recent validation of a scale which measures mattering across multiple domains of life (MIDLS), the present study analyzed a representative US sample to identify demographic group differences in domain-specific mattering. Despite the presence of few differences in Overall Mattering, significant differences were found among all domains and between groups for each demographic variable. Overall, high incomes, advanced degrees, and employment were most consistently associated with higher mattering across domains. In addition, individuals across demographic groups and domains were more likely to report adding value than feeling valued. Age, gender, ethnicity, and marital status correlations were found in certain domains. These results demonstrate the value of a multidimensional conception of mattering and provide initial insight into demographic differences in mattering in a United States, English-speaking sample.

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1 Citations



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88 results found


Open accessJournal Article
01 Jan 2014-MSOR connections
Abstract: Copyright (©) 1999–2012 R Foundation for Statistical Computing. Permission is granted to make and distribute verbatim copies of this manual provided the copyright notice and this permission notice are preserved on all copies. Permission is granted to copy and distribute modified versions of this manual under the conditions for verbatim copying, provided that the entire resulting derived work is distributed under the terms of a permission notice identical to this one. Permission is granted to copy and distribute translations of this manual into another language, under the above conditions for modified versions, except that this permission notice may be stated in a translation approved by the R Core Team.

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Topics: R Programming Language (78%)

229,202 Citations


Journal ArticleDOI: 10.1080/10705519909540118
Li-tze Hu, Peter M. Bentler1Institutions (1)
Abstract: This article examines the adequacy of the “rules of thumb” conventional cutoff criteria and several new alternatives for various fit indexes used to evaluate model fit in practice. Using a 2‐index presentation strategy, which includes using the maximum likelihood (ML)‐based standardized root mean squared residual (SRMR) and supplementing it with either Tucker‐Lewis Index (TLI), Bollen's (1989) Fit Index (BL89), Relative Noncentrality Index (RNI), Comparative Fit Index (CFI), Gamma Hat, McDonald's Centrality Index (Mc), or root mean squared error of approximation (RMSEA), various combinations of cutoff values from selected ranges of cutoff criteria for the ML‐based SRMR and a given supplemental fit index were used to calculate rejection rates for various types of true‐population and misspecified models; that is, models with misspecified factor covariance(s) and models with misspecified factor loading(s). The results suggest that, for the ML method, a cutoff value close to .95 for TLI, BL89, CFI, RNI, and G...

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Topics: Cutoff (52%), Goodness of fit (51%)

63,509 Citations


Journal ArticleDOI: 10.1037/0033-295X.84.2.191
Albert Bandura1Institutions (1)
Abstract: The present article presents an integrative theoretical framework to explain and to predict psychological changes achieved by different modes of treatment. This theory states that psychological procedures, whatever their form, alter the level and strength of self-efficacy. It is hypothesized that expectations of personal efficacy determine whether coping behavior will be initiated, how much effort will be expended, and how long it will be sustained in the face of obstacles and aversive experiences. Persistence in activities that are subjectively threatening but in fact relatively safe produces, through experiences of mastery, further enhancement of self-efficacy and corresponding reductions in defensive behavior. In the proposed model, expectations of personal efficacy are derived from four principal sources of information: performance accomplishments, vicarious experience, verbal persuasion, and physiological states. The more dependable the experiential sources, the greater are the changes in perceived selfefficacy. A number of factors are identified as influencing the cognitive processing of efficacy information arising from enactive, vicarious, exhortative, and emotive sources. The differential power of diverse therapeutic procedures is analyzed in terms of the postulated cognitive mechanism of operation. Findings are reported from microanalyses of enactive, vicarious, and emotive modes of treatment that support the hypothesized relationship between perceived self-efficacy and behavioral changes. Possible directions for further research are discussed.

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Topics: Emotive (52%)

36,878 Citations


Open accessJournal ArticleDOI: 10.1007/BF02310555
Lee J. Cronbach1Institutions (1)
01 Sep 1951-Psychometrika
Abstract: A general formula (α) of which a special case is the Kuder-Richardson coefficient of equivalence is shown to be the mean of all split-half coefficients resulting from different splittings of a test. α is therefore an estimate of the correlation between two random samples of items from a universe of items like those in the test. α is found to be an appropriate index of equivalence and, except for very short tests, of the first-factor concentration in the test. Tests divisible into distinct subtests should be so divided before using the formula. The index $$\bar r_{ij} $$ , derived from α, is shown to be an index of inter-item homogeneity. Comparison is made to the Guttman and Loevinger approaches. Parallel split coefficients are shown to be unnecessary for tests of common types. In designing tests, maximum interpretability of scores is obtained by increasing the first-factor concentration in any separately-scored subtest and avoiding substantial group-factor clusters within a subtest. Scalability is not a requisite.

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34,054 Citations


Open accessBook
21 Apr 1965-
Topics: Contingent self-esteem (53%)

20,078 Citations


Performance
Metrics
No. of citations received by the Paper in previous years
YearCitations
20214
20204