The discriminant validity of measures used to assess job satisfaction, positive affectivity and negative affectivity was empirically evaluated using data collected from a sample of 550 employees of a 327‐bed Veterans Administration Medical Center. Confirmatory factor analysis with LISREL as the estimation technique was used to test the hypothesized three‐factor configuration. Results of this test and other data supported the discriminant validity of the three constructs.

The job satisfaction model embedded in the Price-Mueller turnover model was revised and estimated. The revised model examined the effects of a series of environmental, job characteristics, and personality variables that were excluded from the Price-Mueller model. Two-wave longitudinal data were collected from 405 employees of a 327-bed Veterans Administration Medical Center. Four different models representing refinements of the proposed model were estimated using LISREL maximum likelihood methods. The exclusion of important job characteristics (role conflict, supervisory support, and task significance) by the Price-Mueller model was not found to have a significant impact on the explanatory power of the revised model. However, the exclusion of an environmental factor (opportunity) and a personality variable (positive affectivity) was found to be a serious omission. Overall, it was found that the degree to which employees like their job is influenced by a combination of characteristics of the environment (opportunity), the job (routinization and distributive justice), and personality variables (positive affectivity and work motivation). Fifty-seven percent (57%) of the variance in job satisfaction was explained by the revised model, as compared with 49% for the Price-Mueller model.

Using a three-page questionnaire administered to a sample of 302 senior-level executives, this study examined the perceptions of executives on the distinguishing characteristics of effective leaders and followers. Most of the characteristics associated with effective leaders were perceived to be different from those associated with effective followers. A significant number of the respondents agreed that (a) leadership and followership are interrelated roles; (b) leadership and followership skills have to be learned; (c) effective leaders and effective followers can influence work performance, quality of work output, satisfaction and morale, and cohesiveness of work groups; and (d) researchers have not devoted enough attention to the study of followership.

While digital rectal examination, prostate-specific antigen, and transrectal ultrasound have been identified as effective means of early detection of prostate cancer, African American men tend to underuse these services as compared to white men. Using a nonrandom sample of 108 African American men, the authors conducted an exploratory investigation of the effects of education, income, age, and health insurance coverage on actual and perceived knowledge of prostate cancer. The extent to which the use of prostate cancer screening services may be attributed to actual and perceived knowledge of prostate cancer was also explored. Respondents demonstrated a poor knowledge of prostate cancer and less than 40% reported having had prostate cancer screening as part of their annual physical examination. The results of the study also revealed that (a) there was a moderately strong correlation between actual and perceived knowledge of prostate cancer, (b) use of prostate cancer screening service was positively associated with actual and perceived knowledge of the disease, (c) actual knowledge of prostate cancer was negatively correlated with education, age, and income, and (d) actual and perceived knowledge of prostate cancer were both correlated with having health insurance coverage.

BackgroundSub-Saharan Africa (SSA) countries are faced with the challenge of educating a critical mass of occupational therapists (OTs) and physiotherapists (PTs) to meet the growing demand for health and rehabilitation services. The World Federation of Occupational Therapy (WFOT) and World Confederation of Physical Therapy (WCPT) have argued for the need of graduate-level training for OTs and PTs for decades. However, very few studies have been conducted to determine the availability of OT and PT training programs and practitioners in SSA countries.MethodsInitial data were collected and compiled from an extensive literature search conducted using MEDLINE and PubMed to examine the availability of OT and PT education and training programs in SSA countries. Additional data were collected, compiled, and collated from academic institutions, ministries of health, health professions associations, and licensing authorities in SSA countries. Secondary data were also collected from the websites of organizations such as the World Bank, World Health Organization (WHO), WFOT, and WCPT.ResultsThis investigation revealed that there are limited number of OT and PT training programs and that these training programs in Anglophone SSA countries are offered at or below the bachelor’s level. More than half of the countries do not have OT or PT training programs. The number of qualified OTs and PTs appears to be insufficient to meet the demand for rehabilitation services. Nigeria and South Africa are the only countries offering post-entry-level masters and doctoral-level training programs in physiotherapy and occupational therapy.ConclusionsHigher learning institutions in SSA countries need to collaborate and partner with other regional and foreign universities to elevate the educational training and increase the supply of PTs and OTs in the region.