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Examining relationships between emotional intelligence and coaching efficacy.(International Society of Sport Psychology (ISSP), 2008)The study examined the relationship between emotional intelligence and coaching efficacy. Ninety-nine coaches completed the Emotional Intelligence Scale and the Coaching Efficacy Scale with the results of the canonical correlation suggesting significant relationships between the two sets of variables. Regression analyses suggested motivation efficacy to be significantly associated with the regulation of emotions, and social skills, whereas character-building efficacy was associated with optimism. Teaching technique efficacy was significantly associated with appraisal of own emotions with no significant predictors for game strategy efficacy. When viewed collectively, results provide an insight to how emotional intelligence relates to coaching efficacy and gives an indication to where applied work with coaches may be directed. Future research suggestions are also provided in reference to coach-related psychology.
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Terrorism and Mental Illness: Is There A Relationship?(Sage Publications, 2003)This article examines the connections between mental illness and terrorism. Most social scientists have discounted a causal relationship between mental illness and terrorism. This is not necessarily always the case within terrorism studies, the media, or political circles where the psychology of terrorism is often expressed in the language of mentalisms, and theories of pathologisation continue to exist. This article reaffirms the view that apart from certain pathological cases, there is no causal connection between an individual’s mental disorder and engagement in terrorist activity. The individual terrorist’s motivations can be explained by other factors, including behavioural psychology. However, there may be a connection between an individual engaging in terrorist activity and developing a mental disorder[s]. Certain stressors that occur because of terrorist activity may result in psychological disturbance in terrorist individuals. These factors may partially explain terrorist group instability and should be taken into account when detaining and interrogating terrorist suspects.
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What do people really do at work? Job analysis and design(Wiley-Blackwell, 2017-05)What do people really do at work? Or to phrase the question differently, what is the content and nature of different jobs in organizations? What should people do in their respective jobs in order to deliver organizational strategy? This chapter introduces the means by which these questions are answered: job analysis. In this chapter, job analysis is defined, and its place within a number of wider organisational systems is explored. Following this, the distinction is drawn between two broad types of analysis: work-oriented and worker-oriented analysis in terms of their focus and the end products that they are used to generate. A number of both work- and worker-oriented methods for the collection of job analysis data are described, after which are considered some specific organisational contexts in which job analysis data is used in the form of Training Needs Analysis and job design. Finally, two modern alternatives to the classical approach to job analysis are described: competency profiling and work analysis. These approaches are explored in terms of the benefits that they can provide to practitioners in overcoming some of the limitations of traditional approaches to job analysis in the modern working world.