This study examined the effects of psychoeducation and stress management techniques on Posttraumatic Stress Disorder (PTSD) symptoms in Libya. The 41 Libyan patients who volunteered to take part in the study were first assessed using the PTSD Checklist. They attended workshops on PTSD symptoms, stress management techniques, and communication skills on three successive days after which they were asked to answer the Coping Inventory for Stressful Situations two weeks after they completed the workshops. Among the 39% of the participants who were diagnosed with PTSD prior to the intervention, 15% met the diagnostic criteria for PTSD after the intervention. The preintervention scores were consistently higher than the postintervention scores, and there were significant differences in the PTSD Checklist total score and the re-experiencing, avoidance, and hyperarousal symptom scores. This study concluded that in mass-trauma events such as war and natural disasters, PTSD education can reduce the PTSD symptoms of those affected. Whether the benefits of psychoeducation on the participants are long term or short term is recommended for further study due to the limitations imposed by the willingness of the participants to participate, the amount of time they are willing to stay with the program, and the duration of the psychoeducation program itself.
The purpose in the study was to investigate the dynamics of family functioning between delinquent and nondelinquent participants. A total of 181 participants (77 delinquents; 104 nondelinquents) answered the Family Functioning Questionnaire (FFQ). Results of the study indicated that there were no significant differences between delinquents and nondelinquents; but there were significant differences between males and females across FFQ subscales in favor of males; also there were significant differences between delinquents and nondelinquents on the emotional fulfillment and behavioral control subscales in favor of delinquents.
The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.
This paper investigated the extent to which senior high school students who typified the profile of the Arab Digital Generation (ADG) engaged with technology while outside the school. Data was collected using a questionnaire that measured the extent of the students’ engagement with digital technologies and their perceived media literacy. The results showed that the students had a lower frequency of engagement with digital devices for advanced purposes. Moreover, the results on the ADG and their media use patterns reflect an age characterized the generational change of technological practices and the dynamic stream of technological innovation that has occurred during the digital revolution. Given technology’s established position in the lives of the ADG, knowledge on the extent of technology use and the potential social and psychological implications of plasticity can and should be harnessed to stimulate greater positive engagement of the students in a digital economy and by extension, the entirety of the UAE society.
This study was aimed at analyzing some psychosocial factors which influence the commitment of 479 employees from different firms in the United Arab Emirates (UAE). Using the Organizational Commitment Scale (OCS), it was found that, amongst the participants, the discipline factor was more dominant than was the concern factor; however, motivation to update and develop organizations in which they were working was found to be the least important commitment expressed. The results also showed no relationship between age and years of service on the one hand, and job commitment on the other; however, salary and educational level appeared to be significantly related with all OCS subscales except the discipline subscale. Results indicated also that those who were more satisfied in their jobs seemed to be more committed than those who were less satisfied, and females demonstrated more concern about their jobs than did male participants -who used discipline as a way of expressing their commitment to their organizations. Employees working in firms which were managed by nationals were found to have higher commitment in the dimensions of discipline and concern. Moreover, married employees were more disciplined than were single employees. It is hoped that this study might provide some insights into the theoretical constructs predicting the organizational commitment of employees -which have yet to be shown to have cross-cultural validity.
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