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SA Journal of Industrial Psychology
versão On-line ISSN 2071-0763
versão impressa ISSN 0258-5200
SA j. ind. Psychol. vol.37 no.2 Johannesburg Jan. 2011
The Job Demands-Resources model: further evidence for the buffering effect of personal resources
Maxime A. Tremblay; Deanna Messervey
Department of National Defence, National Defence Headquarters, Ontario, Canada
ORIENTATION: In work and organisational psychology, the adverse effects of job demands have often been demonstrated empirically for various indicators of job strain.
RESEARCH PURPOSE: Using the Job Demands-Resources (JD-R) model as a theoretical framework, the present study examined the role of compassion satisfaction, conceptualised as a personal resource, in buffering the relationship between job demands and job strain.
MOTIVATION FOR THE STUDY: Accordingly, four demanding aspects of the job (i.e. role overload, insufficiency, ambiguity and conflict) and one personal resource (i.e. compassion satisfaction) were used to test the central hypothesis that the interaction between (high) job demands and (low) personal resources produces the highest levels of anxiety and depression as indicators of job strain.
RESEARCH DESIGN, APPROACH AND METHOD: Hypotheses were tested amongst 122 military chaplains.
MAIN FINDINGS: Results showed that compassion satisfaction partially moderated the relationship between job demands and job strain. More specifically, when compassion satisfaction was high, the effect of role overload on job strain was significantly reduced. However, the relationships between the other three role stressors and job strain were not offset by compassion satisfaction.
PRACTICAL/MANAGERIAL IMPLICATIONS: The theoretical and practical implications of these findings for the JD-R model are discussed.
CONTRIBUTION/VALUE-ADD: Despite the limitations of this study, the present findings still have important implications for future research and practice. Our findings highlight the fact that the empowerment of employees' personal resources, as outlined in the JD-R model, may not only be of value for employees to thrive, but may also be particularly beneficial in terms of compassion satisfaction being viewed as a protective factor to adverse working conditions.
During the past decades, many studies have shown that certain job demands - the most common type being the stressors pertaining to one's roles (Lambert, Hogan, Paoline, & Clarke, 2005) - can have a profound influence on employee well-being and work-related outcomes (e.g. work engagement, emotional exhaustion and intentions to leave; Doi, 2005; Halbesleben & Buckley, 2004). In work and organisational psychology, the detrimental effects of high job demands have been demonstrated empirically for a variety of adverse organisational and behavioral outcomes, including reduced job performance (Lang, Thomas, Bliese & Adler, 2007) and counterproductive work behaviours (Marcus & Schuler, 2004). Moreover, high job demands have been associated with various indicators of job strain, such as anxiety and depressive symptoms (e.g. Diestel & Klaus-Helmut, 2009; Griffin, Greiner, Stansfeld & Marmot, 2007).
In spite of this large body of evidence, which has been supported for most employees (Snow, Swan, Raghavan, Connell & Klein, 2003) and clergy-related personnel in particular (Hang-yue, Foley, & Loi, 2005), it has been argued that the link from high job demands to job strain may be buffered by certain job resources (Bakker & Demerouti, 2007; Bakker, Demerouti & Euwema, 2005; Diestel & Klaus-Helmut, 2009). As a consequence, the purpose of the present study is to expand the Job Demands-Resources model (JD-R model; Bakker, Demerouti, De Boer & Schaufeli, 2003) by providing evidence that personal resources can moderate the relationship between job demands and job strain. In particular, it is argued that compassion satisfaction, a personal resource that has received insufficient theoretical and empirical attention, buffers the relationship between job demands (i.e. role stressors) and indicators of job strain (i.e. anxiety and depression).
The Job Demands-Resources model
A first assumption in the JD-R model (Bakker & Demerouti, 2007) is that even though every occupation may have its own set of risk factors related to job strain, these risk factors can either be categorised as job demands or job resources. Job demands represent aspects of the job that require prolonged physical and psychological effort and that are linked to physiological and psychological costs. Job resources represent characteristics of the job that (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001):
are functional in obtaining career related objectives
lessen job demands and related physical and mental costs
encourage personal development.
A second assumption in the JD-R model is that job strain develops when certain job demands are high and when certain job resources are limited (Demerouti et al., 2001). Previous studies conducted in a variety of organisations (e.g. Bakker, Demerouti, & Schaufeli, 2003; Bakker, Demerouti & Verbeke, 2004), have confirmed this hypothesis by showing that high job demands lead to employees' health problems (i.e. health impairment process), whereas the presence of job resources facilitate employees' motivation (i.e. motivational process). Two different underlying psychological processes are thus believed to play a crucial role in the development of job strain. In the first process, chronic job demands (e.g. work overload) may lead to long-term job strain. The second process is motivation-based in that job resources are viewed as having a strong motivational potential (Hackman & Oldman 1980), which lead to high work engagement, low cynicism and excellent performance. Richter and Hacker (1998) further sub-devised the job resources in two categories, namely external resources (i.e. organisational and social) and internal resources (i.e. cognitive features and action patterns).
Interactions between job demands and job resources
Within the framework of the JD-R model, although the focus has been on the main effects of job demands and job resources, theoretically, it could be argued that it is the interaction between job demands and job resources that is most crucial in the development of job strain and motivation (Bakker et al., 2005; Bakker, Demerouti, Taris, Schaufeli & Schreurs, 2003). As a result, the third assumption in the JD-R model is that job resources may buffer the influence of job demands on stress reactions. Conceptually, a buffer is a variable that alters (i.e. moderates) the direction or strength of the relationship between two other variables (see Baron & Kenny, 1986). Accordingly, under demanding work conditions, employees who are provided with sufficient job resources are said to be more capable of dealing with these job-related demands. As a result, they experience lower levels of exhaustion (Bakker et al., 2005).
Personal resources in the JD-R model
Although studies on the JD-R model have focused largely on work characteristics (Xanthopoulou, Bakker, Demerouti, & Schaufeli, 2007), the recent addition of personal resources into the model is a significant contribution. Personal resources, a type of resource that is commonly associated with resiliency, refers to people's self-evaluations that enable them to control and influence their environment (Hobfoll, Jonshon, Ennis, & Jackson, 2003). Simply stated, it has been argued that without the presence of these personal resources, the various job demands can easily create negativity leading to the development of signs associated with depression, job strain (Radey & Figley, 2007) and symptoms that are similar to post-traumatic stress disorder (Stamm, 2009).
A closer view of the research on personal resources in the organisational literature, however, yields conflicting evidence regarding the role of personal resources as moderators. On the one hand, some researchers have found that some personal resources, namely self-efficacy, organisational-based self-esteem (OBSE) and optimism, have the potential to buffer the relationship between job demands on the one hand and health-related and organisational outcomes on the other. For instance, Jex and Elacqua (1999) found that OBSE moderated the relationship between role ambiguity and two adverse behavioural outcomes, namely depression and physical strain. Likewise, other researchers found that self-efficacy moderated the relationship between job demands and health-related outcomes (Van Yperen & Snijders, 2000). Some other scholars have found that optimism moderates the relationship between work stressors and mental distress (Mäkikangas & Kinnunen, 2003).
However, other researchers have found that personal resources do not buffer the relationship between job demands and organisational and health-related outcomes. For example, Xanthopoulou and colleagues (2007) did not find that self-efficacy, OBSE and optimism moderated the relationship between job demands and exhaustion. They found instead, that personal resources functioned as mediators between job resources and exhaustion or engagement. More research is needed to better understand the moderating role of personal resources as it applies to the JD-R model. To further investigate the role of personal resources in the JD-R model, the present study uses insights from the literature on compassion fatigue, with an emphasis on the construct of compassion satisfaction (Stamm, 2005).
Compassion satisfaction
In line with the motivational role of the personal resources, as outlined in the JD-R model, compassion satisfaction is defined as the fulfillment professional caregivers - social workers, firefighters and clergy alike (Stamm, 2002) - feel from helping those who have experienced a traumatic event (Stamm, 2005). Compassion satisfaction thus highlights the positive aspects of helping others. Historically, this area of research arose from the one on compassion fatigue, which tends to concentrate on the negative aspects of helping others. Compassion fatigue, a term popularised by Figley (1995, 2002), refers to professional caregivers who experience symptoms similar to post-traumatic stress disorder as a consequence of listening to the traumatic events experienced by others (i.e. indirect exposure). Because not all professional caregivers experience compassion fatigue, it has been asserted that some of them must have a protective factor (i.e. compassion satisfaction) that helps shield them from being traumatised indirectly. Specifically, it is argued that compassion satisfaction protects professional caregivers from the negative aspects associated with helping others.
Although there are numerous publications on compassion fatigue and related constructs, such as secondary traumatic stress (Jenkins & Baird, 2002), secondary trauma (Figley, 1983) and vicarious traumatisation (McCann & Pearlman, 1990), there is surprisingly little published research on compassion satisfaction. Of the existing research, numerous studies have primarily sought to understand how the two constructs apply to different occupational groups (e.g. Van Hook & Rothenberg, 2009; Jacobson, 2006). For example, Conrad and Kellar-Guenther (2006) found that Colorado child protection workers showed moderate levels of compassion satisfaction and were at risk for compassion fatigue. Researchers have also sought to understand the pattern of relationships between compassion satisfaction and compassion fatigue. For instance, researchers have found that higher levels of compassion satisfaction were associated with lower levels of compassion fatigue (Ortlepp & Friedman, 2002; Sprang, Clark & Whitt-Woosley, 2007).
Other researchers have extended compassion satisfaction research by studying the relationship between compassion satisfaction and other psychosocial variables. For instance, Cicognani and colleagues (Cicognani, Pietrantoni, Palestini, & Prati, 2009) found that higher levels of compassion satisfaction were positively associated with higher self-efficacy beliefs, sense of community and constructive coping strategies. High compassion satisfaction has also been argued to result from seeing one's job as a calling in which individuals believe that they were meant to do a certain job despite the adversity they may encounter (Friedman, 2002). In this way, being a member of the Chaplaincy may be viewed as a calling rather than simply an occupation (see Zickar, Balzer, Aziz & Wryobeck, 2008).
Although there are some published studies on compassion satisfaction, the research is mostly limited to journals that emphasise its practical applications to the topics of counselling and therapy. There is a dearth of research that examines the organisational implications of compassion satisfaction. From a workplace perspective, the job demand of resolving (or solving) the stressors causing somebody else's distress can easily lead to signs related to job stress, depression (Radley & Figley, 2007) and symptoms similar to post-traumatic stress disorder (Stamm, 2009) for professional caregivers who experience low levels of compassion satisfaction. Compassion satisfaction is thus believed to be especially important in this context because it can potentially have positive ramifications on individual and organisational outcomes (Messervey & Suurd, in press), such as buffering the relationship between high job demands and experiences of job strain.
Military chaplains
Although job strain is said to develop irrespective of the type of job (Bakker et al., 2003), it seems as if every occupation has its own specific risk factors (Bakker & Demerouti, 2007). More specifically, employees in 'caring' occupations are considered to be highly susceptible to job strain, because they are regularly confronted with demanding patients, who often show little appreciation for the care they receive (Bakker, Kilmer, Siegrist, & Schaufeli, 2000). Moreover, caring professionals, such as clergy, may experience the emotional and/or spiritual distress of those with whom they work (Roberts, Flannelly, Weaver & Figley, 2003). Military chaplains are no exception to this rule.
Military chaplains face a myriad of challenges and responsibilities that most professional caregivers do not. One distinctive aspect of being a military chaplain is that they must serve the well-being of all instead of members of their own faith group. Thus, a Roman Catholic military chaplain may provide care and support to Muslim soldiers. Moreover, in addition to being chaplains, they are also military members, which means that they are part of the military rank structure (e.g. Major, Colonel) and receive specialised training (e.g. basic operational skills). Thus, whereas civilian chaplains do not typically give formal guidance to government officials, military chaplains may also be asked to give spiritual and moral guidance to senior military officers.
As a result of providing direct care after critical incidents, military chaplains can experience frequent, repetitive and cumulative exposure to trauma and high levels of extreme stress (Roberts, Flannelly, Weaver & Figley, 2003). In fact, front-line health and religious professionals were found more likely to suffer from secondary psychological trauma or compassion fatigue (Figley, 2002). This led to the belief that anxiety and depression are especially important to study in this context as these indicators of job strain (Griffin, Greiner, Stansfeld & Marmot, 2007) can potentially help flag individuals at risk of post-traumatic stress disorder. In investigating occupational stress and burnout, Marsh (2003) also found that there were differences in the sources and levels of vocational, psychological, interpersonal and physical strain experienced by health care and military chaplains. Empirical support for the buffering role of personal resources in this context is thus believed to be crucial both theoretically (i.e. enhance understanding of the factors that lead to job strain) and practically (i.e. job strain prevention).
The present study
To date, there is a need for a better understanding of the role of personal resources in the JD-R model. By definition, personal resources act as buffers of the effect of job demands on job strain (Bakker & Demerouti, 2007). The combination of high job demands and high personal resources represents the buffer effect and suggests that despite working under demanding conditions, high levels of personal resources may prevent the occurrence of job strain.
Not only is there a shortage of research that examines the role of personal resources, there are also discrepancies in the reported research findings. Whereas some researchers have found that personal resources moderate the relationship between job demands and employee well-being (Jex & Elacqua, 1999; Van Yperen & Snijders, 2000), other researchers have failed to find such effects (Xanthopoulou et al., 2007). Moreover, most personal resources as applied to the JD-R model have focused on three main moderators, namely OBSE, optimism and self-efficacy. The present study thus expands the literature by investigating a previously under-researched personal resource, namely compassion satisfaction (Stamm, 2005).
Central hypothesis
The central question of the present study is thus whether the specific personal resource of compassion satisfaction can buffer those specific job demands that are considered strain-inducing for military chaplains. Accordingly, the relationship between role stressors and job strain should be particularly strong when personal resources are low (see Figure 1 for a graphical representation). Compassion satisfaction will moderate the relationship between four job demands (i.e. role overload, ambiguity, insufficiency and conflict) and job strain indicators (i.e. anxiety and depression). That is, role stressors will be positively associated with job strain when compassion satisfaction is low as compared to when compassion satisfaction is high.
Research design
Research participants
One hundred and twenty-two chaplains (89.7% male and 10.3% female) working in a military environment completed a battery of scales as part of a Branch-wide organisational assessment, including role stressors, compassion satisfaction and job strain. Participation was voluntary and in accordance with the American Psychological Association guidelines. Participants had the option to complete, in the language of their choice, either an electronic version or a paper-based format (less than 5%) of the questionnaire. Participants were also informed that their responses would be treated confidentially. Most participants were Regular Force members (83.6%), whereas 16.4% were Primary Reserve members or civilians. Participants indicated a range of years of service, in which 31.9% served less than 5 years, 30.2% served 5-15 years, 29.4% served 16-25 years and 8.4% served over 26 years. All participants reported belonging to a particular faith group: Protestant (63.9%), Roman/Eastern Catholic (30.3%) and Jewish or Muslim (5.7%). The majority of participants (64.9%) identified themselves as being in the 36-50 age range (ranging from 26 to 51 years). Regarding language, 82.8% completed the survey in English and 17.2% completed the survey in French1.
Measuring instruments
Role Stressors: An adapted version of the OES-Form E2 (Osipow & Spokane, 1983), which measures employees' perceptions of stressors in their occupational environment stemming from social interactions at work, was used. Accordingly, Woycheshin's (2007) 3-item per factor version of the OES was used, which included a total of 15 Likert-type items that range from 1 ('rarely or never') to 5 ('most of the time') (see also Tremblay, 2009). Role overload assesses the stress associated with having too much work to carry out in the time given (e.g. 'At work I am expected to do many different tasks in too little time'; α = 0.84). Role insufficiency assesses whether individuals perceive their work as unchallenging and their future career prospects as discouraging (e.g. 'My talents are being used in my work' - reverse coded; α = 0.83).
Role ambiguity assesses the extent to which performance criteria are unclear (i.e. 'The priorities of my work are clear to me' - reverse scored; α = 0.58). Role conflict assesses the degree to which individuals feel that they encounter competing demands and loyalties in the workplace (e.g. 'My supervisors have conflicting ideas about what I should be doing'; α = 0.82). For the purposes of this study, given that only 30% of respondents reported being responsible for subordinates, the role responsibility for others subdimension was omitted from all subsequent analyses. Although, to date, a reliability of 0.70 or higher is recommended, on the basis of Nunally's argument (1967) that reliability levels ranging from 0.50 to 0.60 are legitimate, the internal consistencies of the four subdimensions in the present study were deemed acceptable, with Cronbach alphas ranging from 0.58 to 0.90.
Compassion Satisfaction: The ProQOL R-IV (Stamm, 2002; 2005) is a 30-item scale that is comprised of three subdimensions: compassion fatigue (also referred to as secondary trauma), compassion satisfaction and burnout. For the purposes of this study, only the compassion satisfaction subdimension was included in the analysis, which assesses the degree to which professional caregivers feel a sense of satisfaction in performing their work well (e.g. 'I get satisfaction from being able to help people' and 'I am proud of what I can do to help'). The compassion satisfaction subscale contains 10 items that are rated on a 6-point Likert-type scale that ranges from 0 ('never') to 5 ('very often'). Respondents were asked to indicate how frequently they experienced the characteristics described in each item in the 'last 30 days'. Responses were summed prior to interpretation. A Cronbach alpha of 0.88 for the compassion satisfaction subdimension has been previously reported (Stamm, 2009) and was equal to 0.90 for the present study.
Job Strain: The 10-item Kessler Psychological Distress Scale (K10; Kessler Andrews, Colpe, Hiripi, Mroczek, Normand, Walters, & Zaslavsky, 2002) was used to measure job strain (α = 0.89). In line with the common presentation of job strain results in terms of risk categories (i.e. low or no risk to high risk; see Kessler et al., 2002 and Tremblay, 2009), responses to the individual items were averaged together. This measure uses a 5-point Likert-type scale ranging from 1 ('none of the time') to 5 ('all of the time'). Sample items include: (In the last four weeks ...) 'Did you feel tired-out for no good reason?' (i.e. depression subdimension) and 'Did you feel restless or fidgety?' (i.e. anxiety subdimension). The scale was coded such that higher scores reflected higher job strain. The internal consistency of the job strain scale in the present study was equal to 0.90. To provide empirical support that the two job strain subdimensions can be treated as one factor, an exploratory factor analysis (EFA; principal component extraction and oblimin rotation) was conducted. The EFA revealed a 1-factor solution (eigenvalue greater than 1.0; Pett, Lackey, & Sullivan, 2003), suggesting that the subdimensions of depression and anxiety could be treated as one factor.
Descriptive statistics
Prior to analyses, all variables were examined for accuracy of data entry, missing values and fit between their distributions and assumptions for multivariate analyses (Tabachnick & Fidell, 2001). All variables were deemed normally distributed. However, at the univariate level, one respondent had a standardised score above three standard deviations on the job strain variable and was omitted from all subsequent analyses. Similarly, another respondent had a standardised score below three standard deviations on role ambiguity and was not included in analyses involving role ambiguity. Although two civilians participated in this study, they were also removed from the analyses in order to have a homogeneous military sample. Descriptive statistics and intercorrelations of all measured variables are presented in Table 1.
An exploratory factor analysis (EFA) including all independent variables was performed to demonstrate that the studied variables could be empirically discriminated. Using an oblique rotation, this EFA (maximum likelihood extraction) revealed five main factors (eigenvalues greater than 1; Pett, Lackey & Sullivan, 2003), with 10 items serving as indicators of 'compassion satisfaction' (29.9% of variance explained), 3 items serving as indicators of 'role overload' (13.7% of variance explained), 3 items serving as indicators of 'role insufficiency' (10.6% of variance explained), 3 items serving as indicators of 'role conflict' (6.3% of variance explained) and 3 items serving as indicators of 'role ambiguity' (6.0% of variance explained). All 22 items had loadings greater than 0.30 (Tabachnick & Fidell, 2001) and only 6 items loaded on more than one factor (i.e. crossloadings, three of which were the role ambiguity items). The Harman's Single-Factor Test for assessing common-method-variance (Podsakoff et al., 2003) was also performed using exploratory factor analysis (principal components extraction) and revealed a total of 7 factors (eigenvalues greater than 1; Pett, Lackey & Sullivan, 2003), four of which accounted for more than 5% (Podsakoff & Organ, 1986) of the unique variance explained (i.e. job strain, compassion satisfaction, role overload and role insufficiency). It was thus assumed that the present dataset was not subjected to common-method variance.
Test of the role stressors-compassion satisfaction interaction effects
Our central hypothesis was that role stressors and compassion satisfaction would be associated with higher levels of job strain when compassion satisfaction is low as compared to when compassion satisfaction is high. A total of four 4-step moderated hierarchical regressions were conducted to test the unique and combined effects of role stressors and compassion satisfaction on job strain. At Step 1, demographic variables (i.e. gender, rank, age, years of service and religion) were entered into the regression to control for their respective effects. The role stressors (i.e. role overload, insufficiency, ambiguity and conflict, respectively) were entered into the equation at Step 2. At Step 3, the moderator variable of compassion satisfaction was entered. Lastly, providing a test of the central hypothesis, the interaction terms between the role stressors and compassion satisfaction were entered at Step 4 (total of four interaction terms). After each step, the amount of additional explained variance was assessed. Prior to these analyses, the predictors and the moderator were centralised to reduce multicollinearity ( Aiken & West, 1991).
Role overload
After controlling for the effects of the demographic variables (i.e. Step 1), the results of Step 2 revealed a main effect of role overload, in that higher levels of role overload were related to greater job strain (β = 0.37; R2 change = 0.13, F[1, 105] = 15.32, p = 0.001). At Step 3, the addition of the moderator variable to the equation also revealed a main effect, in that compassion satisfaction predicted job strain over and above the unique contributions of the demographic variables and role overload (β = -0.32; R2 change = 0.09, F[1, 104] = 12.03, p < 0.01). More specifically, higher levels of compassion satisfaction were related to lower levels of job strain. As a test of the central hypothesis, the addition of the role overload X compassion satisfaction interaction term (i.e. Step 4), explained a statistically significant proportion of variance beyond that accounted for by the other predictors (i.e. control variables and main effects) in the model (β = -0.19; R2 change = 0.03, F[1, 103] = 4.57, p < 0.05).
Subsequently, simple slopes analyses were conducted to determine the nature and directionality of the interaction (Aiken & West, 1991). Results revealed that amongst those with high levels of compassion satisfaction, higher levels of role overload were still associated with greater job strain (β = 0.22, t [115] = 2.07, p = 0.04). More importantly and giving partial support to the central hypothesis, at low levels of compassion satisfaction, this relationship was further augmented wherein higher levels of role overload were even more strongly related to job strain (β = 0.56, t [114] = 4.50, p < 0.001). The moderation effect of compassion satisfaction on role overload and job strain is depicted in Figure 2.
Other role stressors
Moderated hierarchical regressions were also conducted to determine whether compassion satisfaction acts as a moderator in the relationship between the other three role stressors (i.e. role insufficiency, role ambiguity and role conflict) and job strain. Accordingly, at Step 4, the interaction terms of each respective regression analysis were expected to reach significance and account for unique variance in the model. Contrary to the central hypothesis, however, the relationship between the other role stressors and job strain was not buffered by compassion satisfaction. In particular, the role insufficiency X compassion satisfaction interaction term was not significant when entered into the last step of the equation (β = 0.03; R2 change = 0.001, F[1, 103] < 1, p = 0.78). Likewise, neither the role ambiguity X compassion satisfaction interaction term (β = 0.06; R2 change = 0.003, F[1, 102] < 1, p = 0.55) nor the role conflict X compassion satisfaction interaction term (β = -0.15; R2 change = 0.02, F[1, 103] = 3.13, p = 0.08) yielded significance.
In consideration of all the facts about the quality of present-day working life, it becomes particularly important to find personal stress resistance resources that may modify the well-documented stressor-strain relationship. In recent research, it has become clear that the tendency to perceive job demands as stressful depends in part upon the characteristics and/or resources of the working individual (Mäkikangas & Kinnunen, 2003). For instance, workers exposed to the same environmental stressors may express remarkably different psychological, physical and behavioral reactions resulting from different personal attributes (see Kahn & Byosiere, 1992).
Accordingly, the central aim of the present study was to test the buffering role of personal resources in the job stressors-strain relationship, as postulated by the JD-R model (Bakker & Demerouti, 2007), using a sample of military chaplains. Our findings provide partial support for the model's basic moderating assumption in that compassion satisfaction buffered the relationship between job demands and job strain. Consistent with the central hypothesis, it was found that role overload was associated with higher levels of job strain when compassion satisfaction was low as compared to when compassion satisfaction was high. Contrary to expectations, however, compassion satisfaction was not found to moderate the relationship between the other three role stressors (i.e. role conflict, role ambiguity and role insufficiency) and symptoms of anxiety and depression.
Theoretical contributions
The present study contributes to both the stress-buffering organisational literature as well as the compassion satisfaction literature by investigating whether compassion satisfaction can modify the impact of harmful work stressors on job strain. At the organisational level, it is important to determine what happens in terms of job strain when job demands are at an elevated level and personal resources are relatively low. By shedding light on this question, the present study has implications for the refinement of the JD-R model. Primarily, it further specifies the various functions of personal resources within the JD-R framework. It has been argued that personal resources may influence stress reactions by either acting as a mediator (Xanthopoulou et al., 2007) or by moderating the relationship between work stressors and employees' stress reactions (Mäkikangas & Kinnunen, 2003).
Although Xanthopoulou and colleagues (Xanthopoulou et al., 2007) have failed to support the moderating properties of personal resources, our study successfully showed that - in addition to such main effects - the interaction between job demands and compassion satisfaction explains a unique proportion of the variance in job strain. Such an effect is consistent with the few previous studies that found support for the moderating role of a limited number of personal resources (e.g. self-efficacy, OBSE and optimism, see Mäkikangas & Kinnunen, 2003; Pierce & Garner, 2004; Van Yperen & Snijders, 2000).
The present study also further specifies the particularities of the compassion satisfaction construct. To date, the primary focus of the compassion satisfaction literature has mainly been to identify occupational groups that have the potential to experience compassion satisfaction and to understand how compassion satisfaction is related to the constructs of compassion fatigue. To the best of our knowledge, apart from Stamm's argument (2002) that compassion satisfaction may play a critical role in reducing compassion fatigue and mitigating symptoms of burnout, this is the first published study that illustrates an empirical link between compassion satisfaction and job strain in an organisational setting. The present study thus extends the existing literature by illustrating that those working individuals who believe that they will not be able to accomplish expected workloads (i.e. high role overload; Osipow & Davis, 1998) are more likely to experience job strain when their personal level of compassion satisfaction is low and are less likely to experience job strain when their personal level of compassion satisfaction is high.
Practical implications and directions for future research
Although it has been argued that job resources largely predict work engagement (i.e. motivational process; Bakker, Hakanen, Demerouti & Xanthopoulou, 2007), previous studies in the context of the JD-R model that concerned the role of job resources in the prevention of job strain mainly emphasised their moderating potential in the model's health impairment process (Bakker, Demerouti & Euwema, 2005). In line with this approach, it could be argued that job resources are thus mainly negatively associated with job strain. However, in a study by Xanthopoulou et al. (2007), autonomy (conceptualised as a job resource) was not found to buffer the effect of workload on indicators of job strain. Interestingly, our findings suggest that it is personal resources that seem to play an active role in the prevention of job strain (i.e. health impairment process). In particular, although individuals may have no power over their workloads, those who experienced high levels of compassion satisfaction felt more capable to perform their tasks and as a result, were unlikely to become overly anxious and depressed. This finding is consistent with Frederickson's view (1998) relating to the importance of personal resources in the promotion of health and well-being. Although these results are promising, the relative importance of personal resources as compared to job resources in regards to the model's dual processes is certainly an interesting line of research.
That said, compassion satisfaction did not buffer the effect of the other three role stressors (i.e. role insufficiency, ambiguity and conflict) on anxiety and depression. Several reasons may account for these results. Firstly, the obtained findings could be explained, in part, by the complex nature of the military setting. For instance, whilst deployed on operational missions (Krueger, 2006), military personnel often have to perform in high-tempo situations (Eccles, 2008). This reality is no different for military chaplains and is highly consistent with the definition of role overload. According to Osipow and Davis (1998), role overload evokes an imbalance between job demands and resources, resulting in a fear of not being able to accomplish expected workloads. To that effect, at the descriptive level, the main source of stress reported by chaplains in the present sample was indeed role overload, followed by conflicting demands. It may result that the military chaplains who participated in this study felt highly prepared to face the realities of their jobs (i.e. role insufficiency) and were fully aware of priorities and expectations (i.e. role ambiguity). Secondly, it is possible that other personal resources may be at play in the stress-strain relationship. For example, some researchers have found that self-efficacy and locus of control buffers the relationship between some role stressors (e.g. role overload) and indicators of job strain (Matsui & Onglatco, 1992; Rahim, 1997).
Finally, it is possible that not all role stressors influence the stressor-strain relationship in the same way. Schuler (1980) posits that organisational stress comprised the following defining characteristics:
Opportunity stress (e.g. role insufficiency) is a condition where an individual has the potential to gain something that is considered desirable. Constraint stress (e.g. role conflict and role ambiguity) is a situation where personal desires may be thwarted. Demand stress (e.g. role overload) is a condition where an individual has the potential to lose something that is deemed important. It is thus possible that compassion satisfaction only buffers the relationship between demand stressors (e.g. role overload) and job strain but not the other types of organisational stressors (i.e. opportunity and constraint). More research further investigating these results is warranted.
Nonetheless, the results of the present study have practical importance because organisations may wish to reduce job strain by fostering compassion satisfaction. Clearly, there is an aspect of compassion satisfaction that is compelling (Stamm, 2002) to helping professionals. They often not only join the profession 'to help others' and 'to make a difference', but often report being glad they could help (Radey & Figley, 2007). Compassion satisfaction thus appears to be linked to one's professional quality of life, in which the act of feeling compassionate enables one to thrive and allows the individual to maintain career enthusiasm (Radey & Figley, 2007). Although the present study has a leading role in establishing how compassion satisfaction can buffer the association between role stressors and job strain by suggesting that employees who experience compassion satisfaction might be more resistant to adverse working conditions (see also Xanthopoulou, Bakker, Dollard, Demerouti, Schaufeli, Taris & Schreurs, 2007), more research is clearly needed to fully understand how to bolster compassion satisfaction in the workplace.
Limitations of the study
The contributions of this study should be interpreted in light of its limitations. The main limitation is its cross-sectional nature, which excludes any causal inferences regarding the relationships tested. Although the classical hypotheses that job demands predict job strain (i.e. health impairment process) and that resources (job and personal) predict motivation (i.e. motivational process) represent conventional pathways and have been confirmed by several studies (including longitudinal ones; Buunk, De Jonge, Ybema & De Wolff, 1998), recent studies also provide evidence for its reverse causal relationships. Future studies should further examine the longitudinal effects of job demands-resources interactions on job strain and should also aim to incorporate reversed causal relationships.
Furthermore, the present study was exclusively based on self-report measures that might lead to common method variance problems. That said, compassion satisfaction did not show significant correlations with some of the studied variables (mainly the role stressors) and the Harman's Single-Factor Test was not significant, suggesting that common method variance may not have been a problem. Regardless, although it can be argued that such constructs as personal resources and job strain are nearly impossible to measure in any other way other than by self-reports (Mäkikangas, Kinnunen & Feldt, 2004), it is crucial for the development of the field of organisational psychology to include more objective measures (e.g. observers' ratings, health indicators). For instance, differences in the strength of the referred relationships between self-reports and observers' ratings have been interpreted as indication that the two sources might not measure exactly the same qualities (Demerouti et al., 2001).
Another drawback is that the results of the present study concern a rather specific and homogenous group (i.e. military chaplains). Because the specific job demands may vary across organisations (Demerouti et al., 2001), further studies on the buffering hypothesis of the JD-R model in different occupational settings are needed in order to strengthen our findings. Based on the present results as well as on previous studies with the same scope (e.g. Xanthopoulou et al., 2007), we expect that the buffering hypothesis will generally be supported, but perhaps for different job demands, depending on the occupational setting. It is still important to further test the external validity of our findings for other working populations, even though our findings confirmed results of earlier studies and hypotheses that are firmly rooted in theory.
In addition, the moderator findings must also be considered in the light of statistical issues. Although there were significant interactions between personal resources and job demands on job strain (i.e. compassion satisfaction with role overload), these effects were quite small and explained less than 5% of the variance in the job strain indicators after controlling for the main effects. To that effect, however, both McClelland and Judd (1993) and Parkes (1994) have noted that moderator effects are difficult to detect and that even 1% contribution of the total variance should be taken into consideration. The moderator effects were especially difficult to detect herein, because of the strong main effects as well as our limited sample size (i.e. low statistical power). Due to this fact, these significant results should be considered particularly noteworthy, because they shed light on the combination of different working conditions - the empowerment role of personal resources in particular - that may lessen symptoms of job strain.
A final limitation of the present study is that it included a limited number of dependent variables, namely only the two indicators of job strain. As previously mentioned by Bakker, Demerouti and Euwema (2005), it would seem important to examine the applicability of the JD-R model for different sets of dependent variables in future research, such as organisational commitment, engagement and turnover intentions (see e.g. Bakker, Van Veldhoven & Xanthopoulou, 2010).
Despite the limitations of this study, the present findings still have important implications for future research and practice. Our findings highlight the fact that the empowerment of employees' personal resources, as outlined in the JD-R model, may not only be of value for employees to thrive (Xanthopoulou et al., 2007), but may also be particularly beneficial in terms of compassion satisfaction being viewed as a protective factor to adverse working conditions. However, the initial concern of organisations should still be to avoid overwhelming levels of job demands (role overload as one example) in order to promote employees' health and underlying motivations as these are the main predictors of job strain. If restriction of job demands is impossible, our results suggest that organisations should take appropriate steps to foster compassion satisfaction amongst their employees, in order to offset the negative effect of job demands on indicators of job strain.
From a practical standpoint, this study highlights that strain interventions should focus on both personal and work-related characteristics. Compassion satisfaction should be seen as a particularly powerful personal resource because it influences what choices individuals make and what instruments they will use to cope in different working scenarios. Specifically, for jobs to be health promoting, organisations could cultivate supportive features to promote feelings of compassion satisfaction amongst employees. In line with this approach, the Certified Compassion Fatigue Specialist Training (Gentry, Baggerly & Baranowsky, 2004) has recently shown a clinically significant decrease in participants' compassion fatigue and burnout symptoms and increase in their compassion satisfaction. As a complement to a supportive working environment (viewed as a job resource), such training thus appears to be an effective intervention tool for reducing strain symptoms amongst helping professionals. To conclude, the present study is of importance to the development of job interventions that aim at maximising employee motivation and reducing maladaptive exhaustion, contributing to the development of a flourishing and healthy work environment, which may lead to more happiness at work and in life in general.
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Correspondence to:
Maxime Tremblay
Postal address: National Defence Headquarters, 101 Colonel By Drive
Ottawa, Ontario, Canada, K1A 0K2
Email: firstname.lastname@example.com
Received: 11 Sept. 2009
Accepted: 01 Dec. 2010
Published: 23 May 2011
1. Independent T-tests revealed no significant differences on the basis of survey language on any of the studied variables.


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Manual for the Use of the Legislature of the State of New York
Department of State., 1949
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Police have located Israel Mireles's 2007 Ford Taurus in Vernon, Texas, about 50 miles northwest of Wichita Falls.
Police have located Israel Mireles's 2007 Ford Taurus in Vernon, Texas, about 50 miles northwest of Wichita Falls.
Detectives and KBI special agents left for Texas on Tuesday afternoon to assist with processing the vehicle, which is being investigated as part of the disappearance of Butler Community College student Emily Sander.
Police released two new photos as well. One was an updated picture of Mireles, taken about three weeks ago and the other was of a white bedspread with a floral design on it.
"We are interested in locating a bedspread similar to this," Deputy Chief Rick Kennedy, of the El Dorado Police Department, said.
"We are asking people to look for the bedspread along Highway 54 to Fort Scott and along Highway 69 to Baxter Springs."
Officials are currently doing a roadside search along the two highways, looking for more evidence in the case.
Clem Sander, Emily's grandfather, and her family are just keeping busy and waiting.
"There's nothing we can do,"?he said.
They have been receiving many calls from friends and family.
Clem Sander is just hoping for closure in the case.
"I'm pleased with the way the sheriffs and detectives and everyone has handled the case," Sander said.
He also was glad to hear they were searching along the highways, although he said he knew that was a difficult thing because he has traveled those highways before.
"It's great that they've narrowed it down to two highways,"?Sander said.
When asked if they had any idea what was found in the hotel room police had been searching at the El Dorado Motel where Mireles had been staying, he said he had not been told anything, although it has been reported the room had a lot of blood in it, a broken window and a cut telephone line.
"We're trying to remember her as the last time we saw her on Thanksgiving," Sander said.
Police ask for anyone who might see the bedspread to call 321-9120 or 1-800-KS-CRIME.
El Dorado Times


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The stake has been bought by the city of Bedburg, giving the project an element of community control.
It will be built on the site of the Garweiler open-cast mine near Bedburg, North Rhine-Westphalia, where RWE mines lignite. Construction work is expected to start in the coming weeks, RWE said.
The German utility will continue to hold a 51% stake in the project, which will be its largest onshore wind farm in Germany.
RWE, one of Germany's four largest energy companies, caused increasing consternation in the UK in recent months by selling stakes in several onshore and offshore wind farms.
The moves are part of a repositioning by the company to deal with problems that include drastically reduced earnings due to ongoing low wholesale electricity prices at a time when the company struggles with a massive EUR 30 billion in debts.


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Posts Tagged 'Russian Caravan'
Page 17. Mummersette's Musical Tea Caddy. Illustration from RAMSHACKLE BLOOMS.
Posted in Uncategorized, tagged Blue Lady Tea, Carousel, Carousel Horses, Earl Grey Tea, Gunpowder Tea, illustration, Laspang Souchong, Lucy Everitt, Merry Go Round, Mummersette, Orange Peko Tea, pen and ink, Ramshackle Blooms, Russian Caravan, Tea Caddy on October 21, 2015| Leave a Comment »


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Fun Educational Activities
Arthur the Aardvark
Meet Arthur, "the world's most famous aardvark", his best friend Buster, his puppy Pal, and the rest of the gang as you play games, color, read stories, learn about the show's characters, and more.
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Ancient History Encyclopedia (AHE)
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Ancient Civilizations Online
Grade 5 Up – History resources on ancient civilizations.
National Geographic's Ancient World News (AWN)
Grade 6 Up – World news on ancient civilizations.
Math Educational Activities
A+ Math
This site has plenty of activities and games to help beginning to intermediate math students improve their skills. Flash cards, concentration games, more.
AAA Math
Designed for grades K-8, this comprehensive math resource contains hundreds of pages of basic math skills and randomly created interactive practice activities.
This site is fully interactive and allows the user to sharpen basic math skills, play math-related games and explore new math concepts.
Math games for all ages. Games include Math Baseball, Power Football, Change Maker, Fresh Baked Fractions, Line Jumper, and Shape Surveyor.
In the mood for a fun collection of games that might just teach you something at the same time? Practice your math skills in games like Lemonade Larry and Batter's Up Baseball. Also includes age-specific games like checkers, connect the dots, matching, word and maze games.
Story Book Activities
Aesop's Fables
A nice collection of Aesop's Fables, some of which are animated using Flash. Original and modern versions of the tales are available, although some of the modern versions are not finished as of yet.
Andersen Fairy Tales
Read along as you hear the story of Princess Kayla told to you. Is she the Real Princess the Prince has been searching for so long? Only the Queen knows how to find out for sure! Features attractive graphics and animation.
BeanTime Stories
Join Tippity Witchet at her windmill house as she shares 4 very nicely illustrated stories with you. Also includes a number of preschool activities.
Grimm Fairy Tales
Read along as you listen to Rick Miller tell the tale of four animal friends in The Brementown Musicians. As you read, press the "Play" button on each page to activate the nice animations that accompany the story.
Hans Wilhelm's Storytime
Hans Wilhelm has written and illustrated over 100 books for children and adults. Visit his site to read one of his nicely illustrated children's stories.
Lil' Fingers Storybooks
Lil' Fingers Storybooks is a great collection of animated stories that parents can read with their toddlers. Each story includes child-friendly features and introduces subjects like counting, colors, shapes, facial expressions, and more. A fun assortment of games and activities is also included.
Storyline Online
The Screen Actors Guild Foundation records well-known actors reading children's books and makes graphically dynamic videos so that children around the world can be read to with just the click of a Storyline Online video book image.
Here's a great story site for preschool and elementary age children! Currently there are 7 stories available for preschool readers and 1 for older children, with more promised. Each has great graphics, animation and sound effects. Activities, both online and "take home" are included. A must-see!
Unite for Literacy
The online library contains more than 120 diverse books with 26 language narrations, making them perfect for emergent readers everywhere. It also has a very small collection of books that come with a video with American Sign Language.
Wacky Web Tales
Geared for grades 4 and above, this site first asks you for nouns, verbs, and other words which it then enters into a story. A wacky tale is the result!
Websites Disclaimer
The City of Santa Ana website contains links to websites operated by other parties. Such links are provided for your convenience only. The City of Santa Ana does not control these websites, and is not responsible for their contents or opinions.


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Grey's Anatomy: Boring Without MerDer Conflict?Steve Marsi at .
Has the seventh season of Grey's Anatomy disappointed you at all?
If you think so, the lack of focus on Meredith may be one of your issues. The miscarriage, the aftermath of the shooting, the house, a baby, the relationships with Lexie and Thatcher, a big decision regarding her medical specialty ... we've seen little exploration of any.
Season Seven has, in large part, centered around Cristina Yang and Calzona. Has the show's "core" couple been relegated to the back burner? Will that change?
Does a lack of MerDer conflict make for a dull Grey's Anatomy.
In his column today, TV Guide's Matt Roush says the reason MerDer hasn't been featured as prominently lately may have to do with them being a happy couple.
Meredith's reveal of her miscarriage was anti-climactic, but the greater issue here is a lack of serious conflict. Occasional flare-ups at work, yes, but rarely at home.Without conflict on a melodrama, there's not a lot. With the bulk of the shooting recovery arc over, perhaps Cristina will be back to normal. Then there's Calzona.
That recent conflict was built in to give Jessica Capshaw maternity leave, but may run its course soon as well. So will MerDer will return to the forefront shortly?
The upside, of course, is that the Post-It symbolizes forever. They are together for good. If they won't split up again, there's less conflict ... but it's a good thing.
Right? Can they still be interesting, albeit slightly boring? ARE they boring or is everything right with MerDer and Grey's? Leave a comment with your thoughts.
Steve Marsi is the Managing Editor of TV Fanatic. Follow him on Google+ or email him here.


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Thursday, November 22, 2007
Happy Thanksgiving!!!
Wednesday, November 21, 2007
PICTURES From Super Soap Weekend 2007
Hey Guys!
Tuesday, November 20, 2007
Y&R: The Rescue
On Friday, November 23, CBS will air a special episode of The Young and the Restless entitled "Out of the Ashes: The Rescue," showing highlights from the series' recent week of episodes about the Clear Springs Building Collapse.
VIDEO: AMC Talk Show at Super Soap Weekend
Here is a snippet from the All My Children talk show at Disney-MGM's Super Soap Weekend 2007 (Saturday, Nov. 10). This outtake features Cameron Mathison and Melissa Claire Egan joking around on the set.
VIDEO: Kassie DePaiva Sings at Super Soap Weekend 2007
Kassie DePaiva (Blair, One Life to Live) sings her hit single, Too Little, at Super Soap Weekend 2007. Watch my video below:
Only On A Soap store
Hey guys, we have a new sponsor. It's the Only On A Soap store. This store has clever designs on T-shirts, mugs, mousepads, magnets, etc.
SPOILERS for B&B, Days, Passions and Y&R!
* Eric expects one thing but gets another.
* Someone attempts murder at the conclusion of the Forrester Fashion show. Who is the shooter and who is the victim?
* EJ tells Sami it's time for their son to meet Stefano.
* Hope tells Marlena about Belle's affair.
* Nick and Chelsea find disturbing evidence against Ford.
* The identity of the mysterious woman from Sami and EJ's wedding is revealed.
Thursday - Belle is surprised by Chloe's return.
Friday - Steve and Bo warn Ford to stay away from their daughters.
* Pilar is shocked that Gwen might allow her own son to die.
* Luis is kidnapped.
* Alistair taunts Sheridan about Marty.
Tuesday, November 27
* Ethan, Theresa and Gwen await news of a donor for Jonathan.
* Alistair holds Luis and Pretty hostage.
* Paloma catches Noah and Fancy in bed together!
Wednesday, November 28
* Theresa allows Jane to be Jonathan's donor.
* Pretty seduces an unconscious Luis.
* Tabitha's magic destroys Noah and Paloma's relationship.
Thursday, November 29
* Luis comforts an emotional Pretty.
* Wounded Spike believes Sheridan was behind his attack.
* Valerie threatens Eve's children to keep her quiet.
* Phyllis learns her appeal has been granted, leading to a bittersweet reunion with Nick, as the Newman family remains in crisis.
* Lily invites Cane to Thanksgiving but when the preparations don't go as planned, Lily cancels dinner. Lily finds comfort from an unlikely source, but will she be able to pull together dinner in time?
* Kevin visits Jana in prison on Thanksgiving with the proposal of a lifetime.
VIDEO: Nathan Fillion - The Three Faces of Soap Acting
One Life to Live alumnus Nathan Fillion had some excellent advice for Ellen on The Three Faces of Soap Acting. It takes only 1 minute to watch, and it is worth every second (all 60 of 'em), trust me. (Thanks for the heads-up, Elly!)
Sunday, November 18, 2007
VIDEO: The Ladies of ABC Soaps Perform "Cell Block Tango"
The ladies of the ABC soaps perform their own version of Chicago's "Cell Block Tango." With Bobbie Eakes, Bree Williamson, Kristen Alderson, Tika Sumpter and Melissa Claire Egan. This performance was from Disney MGM's Super Soap Weekend Street Jam on Saturday, November 10.


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Item #0195
30 days. Easter Egg Radish Blend is a mix of red, white, rose pink, purple, and bi-color (red top, white base) radishes. At harvest time, you can have your own "Easter egg" hunt for the most colorful radish! As a spring radish, they are best grown in the cool periods of spring and fall. Eat fresh in salads or add a bit of crunch and color to sandwiches. Easy to grow from seed. A fun choice for kids.
This packet sows two 7-foot rows.
Seedling Image
Days to Emerge:
Seed Depth:
Seed Spacing:
Row Spacing:
When to sow outside: RECOMMENDED. 4 to 6 weeks before average last frost and when soil temperature is above 40°F. Germinates fastest at 60° - 65°F. Successive sowings every 5 -10 days until late spring. Sow again in late summer until first day of fall frost.
When to start inside: Not recommended.
Harvesting: Harvest when radish is no larger than 1 1/2" in diameter. If allowed to grow bigger, Easter Egg will get pithy and hot.
Artist: Marjorie Leggitt
Item #0195
4.00 grams
These cool season crispers are more than bright red slices on a salad. Try roasting or pickling them for a new flavor, or use a more unique variety,…More…
Root vegetables are frost-tolerant, healthful, and store well. What isn't to love? We have 10 great tips to successfully grow roots in your garden.…More…


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Non c'è due senza te
Interesting route put up by local mountain guide Renato Bernard and Petra Bernard in 2005. despite being entirely equipped with bolts, the route requires alpine experience due to the quality of the rock and the run-out gear.
From Passo Sella continue for a few kilometers to reach a long straight section and parking spaces on the right, immediately beneath the south face. From Canazei continue part the bar/restaurant Monti Pallidi to the hairpin bend and parking spaces immediately afterwards on the left.
10 minutes from the car park, head towards Via della Rampa. Pass the small buttress (single pitch climbs) and start up the grey slabs, close to the start of a short via ferrata (first bolt 2m off the ground).
Abseil down the route or walk down via the ledge Cengia dei Camosci.
13 quickdraws, one 70m rope
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Ebastine and Pseudoephedrine combination
Antihistamines are drugs which treat allergic rhinitis and other allergies. As an alternative to taking an antihistamine, people who suffer from allergies can instead avoid the substance which irritates them. Antihistamines are usually for short-term treatment. A decongestants, or nasal decongestant, is a type of pharmaceutical drug that is used to relieve nasal congestion in the upper respiratory tract. The active ingredient in most decongestants is either pseudoephedrine or phenylephrine. (source)
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STANFORD — The U.S. national soccer team Wednesday was greeted with banners in Portuguese inside Stanford Stadium, where it will spend the next two weeks in serious training for the 2014 World Cup in Brazil.
But with 30 players fighting for 23 precious roster spots no one will have time to enjoy the decorations as coach Jurgen Klinsmann and his assistants make the final cuts while preparing the Americans for the big Group G opener June 16 in Natal against Ghana.
"The next two weeks we have to prove we're all ready to go," Earthquakes star defender Clarence Goodson said.
Klinsmann has a backline with virtually no World Cup experience. Goodson, 31, made the 2010 team but didn't play in South Africa four years ago. Now, it seems, he is contending for a starting spot at center back.
"I worked hard to make the last World Cup, but this will be the biggest one ever," Goodson said. "I want to be part of that and step on the field and represent our country."
Since arriving in San Jose last summer after six years in Europe, Goodson has been one of America's best defenders. He not only transformed the Quakes' defense but helped the United States qualify for the World Cup finals.
"I need to continue to be a good leader and be calm on the ball, help organize the team and prove I fit in well with the whoever I play with next to me," he said.
Goodson hopes to bring the same intensity to the national team that he has to the Earthquakes.
"At the end of the day, if you don't give up goals you're in the game," he said, repeating a sentiment he regularly expresses with his Major League Soccer team.
"It is," he agreed. "But I am not content yet. I want to make the 23 and once I do I want to try to make an impact, whether it is starting or coming off the bench."
"This is the best team from experience and depth of players and the guys in their prime," he said. "It's maybe the deepest national team we've ever had. There could have been 40 guys he could have brought in."
Beasley, 31, has played for three U.S. coaches: Bruce Arena, Bob Bradley and now Klinsmann, who recruited the outside midfielder back to the team.
But the veteran who plays for Puebla of the Mexican League has no clue as to how the two-week camp at Stanford will go.
"I'm sure they know what they are going to do," Beasley said of Klinsmann and his staff. "I don't know what is going to happen, I don't how they are going to train. I don't know if the emphasis will be more on fitness, more on team, more on ballwork. I don't know."
Beasley's evaluation of the three national team coaches he has served:
"Bruce was more relaxed, more laid back approach. Bob was very organized, very straightforward. He knew what he wanted out of every single player. Klinsmann has a little bit of both. He has that German mentality. But at the same time, Klinsmann lets you express yourself on the field. He gives you the lineup and his tactics, and says, 'Go out and do it, show why you should be starting on the national team.' "
Klinsmann chose Stanford for its well-groomed football and soccer facilities, and also because of the mild Bay Area weather that endured unseasonably warm temperature for the camp's opening day.
Klinsmann didn't want to train in a locale that was too hot or humid as he plans to get the players as fit as possible heading into Brazil.


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This may become my default method of searching for books on my iPod Touch. There's now a mobile interface (designed specifically for iPhones and iPod Touches): http://mobileworldcat.org/
This may become my default method of searching for books on my iPod Touch. There's now a mobile interface (designed specifically for iPhones and iPod Touches): http://mobileworldcat.org/
Have you had a chance to use it yet?
It may well become my default way, too, but I must say I was spectacularly unimpressed by a couple searches I ran today. In fact, I was quite livid with the "relevancy" ranking used; not sure if it is using the same algorithms as in standard WorldCat.
But then I rarely use the default search there either. Even after I changed to a title search I would call the results a spectacular fail of ranking.
For now, call me completely unimpressed. With a little forcing it will probably work better for me than any other options, though, on my Touch. And I do use WorldCat.org quite a bit normally anyway.
Heh. I was so excited by the possibility of a readable interface that I didn't even care about the relevancy stuff. :-)
LOL. I do understand the excitement; I had the page bookmarked within minutes of seeing it mentioned in my reader.
But. That excitement quickly wears off when the readability issue is dwarfed by all the forced choices and inputting to make it work [in a difficult environment, for me anyway].
Maybe when we get copy and paste on the darn device it'll be easier to use. But for now, color me mostly unimpressed because in the end a search appliance is only as good as its input and output correlation for the effort involved. Readability counts but does not come first, imho.
Well, while I certainly look forward to improvements in the interface (suggesting searches based on the first few characters you type, more robust relevancy ranking, the ability to designate your own home library, etc), I think this is a fabulous start. I still can't make myself care too much that an interface that's so new it hasn't even been tested on other browsers or mobile devices yet doesn't have all it's ducks in a row. But that's just me. :-)
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The Office of Marketing and Communications is located in Hopkins Hall. During the academic year, our office hours are 8:30 a.m. to 5 p.m. Summer hours are 8 a.m. to 4:30 p.m.
ST. BONAVENTURE, N.Y. — St. Bonaventure football legend Jack Butler, class of 1951, was elected to the Pro Football Hall of Fame during Super Bowl Saturday festivities in Indianapolis.
"I dreamed about being a big, strong football player … but deep down, I don't really think I believed what I was dreaming," Butler said in his press conference after being elected. "I knew I was pretty good, but I never thought I was that good.
"Jack Butler from Pittsburgh, Pa., by way of St. Bonaventure University, and here I am. … It's really an honor and a privilege."
Butler is the fourth St. Bonaventure alum in one of the prominent professional halls of fame. Baseball legends Hughie Jennings and John McGraw, for whom the university's athletic fields are named, are in the Baseball Hall of Fame; and Bob Lanier, '70, is in the Basketball Hall of Fame.
In August, Butler was named one of two Seniors Committee finalists for the Hall of Fame, along with Dick Stanfel, but only Butler was honored. He joins Curtis Martin, Dermontti Dawson, Cortez Kennedy, Willie Roaf and Chris Doleman in the 2012 Hall of Fame class, which will be introduced at the Super Bowl Sunday and inducted in early August.
Butler was named to the NFL's all-decade team of the 1950s after a stellar career with the Pittsburgh Steelers
Butler, 83, who was given an honorary degree by his alma mater in 2009, was elected to St. Bonaventure's Athletics Hall of Fame in 1970. He was a star on the St. Bonaventure football team, playing alongside future NFL coach Ted Marchibroda. Among his NFL accomplishments:
• Butler appeared in four straight Pro Bowls (1956-1959).
• When a devastating knee injury forced him to retire in 1959, his 52 interceptions ranked second in NFL history.
• He was named one of the top 300 players in NFL history.
• In 2007, he was one of 33 players named to the Pittsburgh Steelers' Legends team, marking the team's 75th anniversary.
Application forms, procedures and additional information
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St. Bonaventure for yourself
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Music and dance are two very important aspects of the folklore of any region. In Rajasthan, songs play a dominant role in the life of the people. The lyrics are read in a prosaic style. They are not strictly songs and are referred to as duha, soratha etc. Songs, which are more poetic than musical or melodious are called folk poetry. The real folk-song is not something to be read. The words of folk-song become meaningful when they are saturated with the rhythm of music to which they have been spontaneously set through continuous use by the people. This make folk songs timeless and limitless. Folk songs, deal with domestic or family affairs, seasons, festivals, rituals and customs.
Gorbund is a famous folk song which describes the process of preparing a decorative string for a camel, Rajasthan's traditional mount. The song express the beauty in innocent labour. The composition is particularly moving when sung to the rhythm of Kaharwa. The enjoyment of this song is hundred percent when sung to this raga. The other folk songs are 'Indhani', 'Lawarji', 'Jallo', 'Hichaki', 'Olyun', 'Sapno', 'Kurjan' etc. The tunes of these song are melodious and fast that even the rendering of their first times over a stringed instrument makes the audience ecstatic.
Rajasthan has a number of communities whose hereditary profession is to sing for the entertainment of others. Among them are the Dholis (both Hindus and Muslims), Dhadhis, Mirasis, Mangamars, Fedalis, Kalawats and Qawwals, Tangas, Patars and Kanchari (Hindu and Muslim prostitutes), Nats, Rawals and Bhawais. These communities have contributed to the preservation and popularisation of Rajasthani folk songs.
The Ragas
The raga's most widely used in Rajasthani folk songs are Bilawal, Kafi, Desh, Khamaj and Peelu. Some in their pure forms and others in combinations. Many folk songs are tuned in Bilawal and Kafi. The folk songs of Rajasthan have maintained the elements of Indian classical music despite the fact that they are freely composed and sung, knowing no rigid rules. Classicism in music have been framing and improving its form with the help of folk-songs. The famous Mand style singing in Rajasthan is a typical example. This style is very important in folk-songs and it is well recognised in classical circles also. Mand is neither accepted as a full-fledged raga nor is it reckoned among the freely rendered folk songs. Mand goes very near the thumri or the ghazal. Mand is the exclusive contribution of Rajasthani folklore to the classical music of India.
The Tal
In Indian music Tal unites the listener with the singer in the rhythm and ecstasy of music. The various ragas and raginis are rendered in accordance with the tempo of the tal differentiated by means of matras ranging from six to sixteen. No classical music composition can be rendered without tal. In Hindustani classical music, the Tal is provided by the tabla, pakhawaj or mridang. Folk music also requires tal for its effective rendering and the instruments used for it are many including the dhol (drum), dholak, nagara, majira, chang and daf. Rajasthani folk-songs make use of six, seven or eight matras of tal on the dholak, tabla and nagara. The Kaharwa tal is generally played on the daf or the chang. The musical instruments used with folk song help to keep the tal which occupies in music, the same place as grammar does in language.
Bhajans and Banis
Bhajans and Banis are dRajasthani singers evotional folk songs which are very popular among the Harijans, Chamars, Bhanghis, Balais and Rahgars. Bhajans and Banis are sung to the accompaniment of the ektara, dholak and majiras, in night-long gatherings. Banis are often prolonged by means of an alap. It lends seriousness to the line and helps the audience grasp its meaning. The Bhajans composed by Mira Bai, the great devotee of Krishna are sung with special devotion in Rajasthan.


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Gionee Mobile Customer Care Number, Toll Free Helpline Number, Headquarters – here the user of Gionee Mobile (handset devices) can find 24 hours toll free customer number of Gionee Mobile and Gionee Mobile customer phone number with the important contact information like Gionee Mobile customer support email ID, corporate headquarters and registered branch offices or addresses, telephone number, fax number and official website.
The customers can use the Gionee Mobile India 24X7 customer support number and contact details for any information and questions related to Gionee Mobile service, products, accessories and other related services. The users can find all necessary information of Gionee Mobile listed below including contact numbers, customer service number and email ids or local or regional branch offices and service centers.
Gionee Mobile toll free number and phone number is accessible from Agra, Ahmedabad, Allahabad, Amritsar, Andhra Pradesh, Assam, Aurangabad, Bangalore, Bhubaneswar, Bihar, Chandigarh, Chennai, Chhattisgarh, Cochin, Coimbatore, Dehradun, Delhi, Ernakulum, Erode, Faridabad, Ghaziabad, Goa, Gorakhpur, Gujarat, Gurgaon, Gwalior, Himachal Pradesh, Hyderabad, Indore, Jaipur, Jammu, Jamshedpur, Jharkhand, Kanpur, Kerala, Kolkata, Lucknow, Ludhiana, Madurai, Maharashtra, Mangalore, Meerut, Mumbai, Mysore, Nagpur, Nasik, Navi Mumbai, New Delhi, Odisha, Patna, Pondicherry, Pune, Punjab, Raipur, Rajasthan, Rajkot, Ranchi, Salem, Sangili, Surat, Tamil Nadu, Thane, Trichy, Udaipur, Uttar Pradesh, Uttarakhand, Vadodara, Varanasi, Vellore, Vijayawada, Visakhapatnam, West Bengal, and more.
Gionee Mobile Customer Care Number – Contact Details
If you are Gionee Mobile users and you are looking customer service phone number of Gionee Mobile India. So, here you can ask questions, complaints, suggestions, share problems, feedback, reviews, comments etc. by using below listed contact details.
Gionee Mobile India Customer Care Telephone Numbers:
Gionee Mobile Toll Free Helpline Number: 1800-208-1166
Gionee Smartphones India Customer Care Phone Number: 1800-208-1166
Gionee Mobile Customer Care Email ID: email@example.com
Gionee Mobile Corporate Headquarters Office Address India: Syntech Technology Pvt. Ltd., E-9, Block No B-1, Ground Floor, Mohan Cooperative Industrial Estate, Mathura Road, New Delhi – 110044, India
Gionee Mobile Corporate Headquarters Office Telephone Number: N/A
Gionee Mobile Corporate Headquarters Office Fax Number: N/A
Gionee Mobile Corporate Headquarters Office Email Id: N/A
User-Friendly Links of Gionee Mobile:
Click here to Track Your Service Status
Click here to Track Your Device Warranty
Tollfreephonenumber800.com If you are unable to connect with the Gionee Mobile customer care representatives, kindly you can contact to the your local customer care support by following the above mentioned Gionee Mobile customer care, registered and head office address, telephone numbers, fax numbers, email ids and more. You can also contact to the Gionee Mobile service centers located in your region or can visit the customer service office directly, send an email, and write a letter. For further details we recommend you to visit the official website of Gionee Mobile India.


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July 11, 2013
LAWT News Service
Monday, July 1 marked the start of Vice Mayor Jacque Robinson's effort to succeed State Senator Carol Liu. Robinson filed papers to open campaign committee, Jacque Robinson for Senate 2016. She will run as a candidate for the Democratic Party.
Currently in her second term on the Pasadena City Council, Robinson has played an integral role in ushering the city through one of the worst economic recessions in recent times. Her recent work has included helping to pass a balanced city budget for just the second time in more than a decade, leading the fight for local hiring on several high profile city projects including the Rose Bowl Stadium renovation and continuing collaborative work as the founder of the Pasadena/Altadena Vision 20/20 Initiative aimed at decreasing violence and providing education and employment opportunities for high-risk, high-need youth, young adults, and their families.
Although the election remains more than 3 years away, Robinson says "I look forward to traveling across the San Gabriel Valley Foothill Cities to not just begin introducing myself to our neighbors outside of Pasadena but really listen to how residents and business owners feel California state government can work better for them. Representing Pasadena has been one of the greatest honors of my life and I look forward to bringing that same sense of pride and commitment to this election and service to the people of the 25th Senate District."
Robinson's Council Committee assignments include chair of the Public Safety and member of Economic Development and Legislative Policy. She has served on the League of California Cities Transportation Policy Committee and is a graduate of the former Senator Barack Obama's Hopefund-Yes We Can Training program, the Los Angeles African American Women's Public Policy Institute and active member of Delta Sigma Theta Sorority, Inc. She is also current chair of the Foothill Workforce Investment Policy Board and Commissioner to the Burbank Bob Hope Airport Authority. A public school graduate of John Muir High School in Pasadena, Robinson earned her B.A. from the University of California, Berkeley and M.A. in Public Administration from California State University, Northridge. Robinson also serves as policy director for a venerated Los Angeles Unified School District Board Member.
Robinson will run for re-election to the Pasadena City Council in March 2015.