The Common Core State Standards - 1059 Words

Common Core State Standards In education field, it is hard to know if all claims are credible and it is not so easy to assess good research. Curiosity and expertise will be helpful to to decide if you can trust the educational change that has been offered. Science can answer many questions, but not all of them. Strip it and Flip it. We need to clean the crowded verbs and focus on the real claim. What the claim offers and what conclusion it guarantees. I should get rid of all ambiguous or emotional sentences that persuaders use and write down this sentence. â€Å"if I do X, then there is a Y percent chance that Z will happen.† In our case, if I adopt the common core state standards(CCSS) and if implementation of CCSS will be successful, students†¦show more content†¦On the other side, since standards will be assessed, it is easy to believe that students will be prepared only for the test. One of the strong sides of the CCSS is to prepare students for the college education. So, as you can see, it is not so easy to make a good decision but still using the steps makes it easier than nothing. 2.Trace it. Who is the owner of the idea, and what other people think about it? It is easy to believe in something when an expert tells it. In education, credentials mean nothing. I need to research deeper than that. Until internet is searched and I can find the original paper, I do not believe everything. I would like to answer the following questions: Where did the CCSS idea came from? Who found it? Is it something that classical thing in a new box or is it something promising? Who are the experts? CCSS is initiated by the Council of Chief State School Officers(CCSSO) and the National Governors Association(NGO) and approved by American Federation of Teachers(AFT). It has been accepted by 46 states. Although background and belief is strong for the standards, some states are having difficulties to adopt it due to financial challenges and professional development. As it is seen, State Policy makers agreed to work together and decided to create rigorous, more challenging standards that can prepare students for the future. With these standards, students will be equipped with the skills they need to succeed in college. 3.

Factors that Influence Strategy Southeastern Jet Airways

U06A16028 SOUTHEASTERN JET AIRWAYS - TEAM: IND1-1 Simulation Summary Report Claude A. Paul ~ Charles Miller ~ Sarah Ndagire ~ Richard Redding ~ Aye Nandar Capella University Business Integration Skills MBA6028 Dr. Rebecca Snarski February 19, 2015 U06A16028 SOUTHEASTERN JET AIRWAYS - TEAM: IND1-1 Simulation Summary Report Factors that Influence Strategy Southeastern Jet Airways (SEJA) philosophy and vision is very simple: to be a client-focused company. Armed with this philosophy, the team developed a strategy to guide and take SEJA beyond the next level and well into the future. SEJA’s vision which is to ensure that the organization remains an affordable†¦show more content†¦Impact of Business Decisions on Financial Results To illustrate the direct impact of business decisions on financial results, SEJA ended period 8 with a net income of $203,381, stock price of $36.45, 66% quality rating, 91.8% reliability, and $1,241,434 cumulative net income. Passengers pay for only transportation service from point â€Å"A† to point â€Å"B† which allows the organization to concentrate on its core competencies. Some experts in the industry are reporting that SEJA, the fastest growing regional airline, have the capacity and â€Å"know-how† to be a direct threat to Spirit – a growth plan that is on the drawing board. SEJA is a low cost carrier (LLC) modeled on Spirit Airlines – a discount carrier that is known to charge fees for various things which range from carry-on baggage fees (ranging from $35 to $100) to paying $199 if you want a seat in the front of cabin (Spirit airline, 2014). The low quality scoring that SEJA receives could be due the fact that passengers are comparing us to Spirit Airlines. SEJA’s management have decided from at the outset to run a very conservative airline offering the basic services, while charging for inflight services where only the basics are offered. With a low cost strategy at là   Spirit and Wal-Mart, SEJA focuses on consumers that are sensitive to price where pricing is their primary focus. By emulating the Spirit business model,Show MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesEthnicity 48 †¢ Disability 48 †¢ Other Biographical Cha racteristics: Tenure, Religion, Sexual Orientation, and Gender Identity 50 Ability 52 Intellectual Abilities 52 †¢ Physical Abilities 55 †¢ The Role of Disabilities 56 Implementing Diversity Management Strategies 56 Attracting, Selecting, Developing, and Retaining Diverse Employees 56 †¢ Diversity in Groups 58 †¢ Effective Diversity Programs 58 Summary and Implications for Managers 60 S A L Self-Assessment Library What’s My Attitude Toward Older PeopleRead MoreFundamentals of Hrm263904 Words   |  1056 Pages30 Why Is HRM Important to an Organization? 30 DID YOU KNOW?: A Management Recap 31 The Strategic Nature 32 The HRM Functions 33 Staffing Function 34 Training and Development Function 35 Motivation Function 36 Maintenance Function 37 How External Influences Affect HRM 38 The Dynamic Environment of HRM 38 Laws and Regulation 38 Labor Unions 38 Management Thought 39 Structure of the HRM Department 40 Employment 40 Training and Development 41 Compensation and Benefits 42 Employee Relations 42 vi Read More_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesbe found at www.thomsonedu.com/statistics/peck xii ââ€"   Contents 15 Analysis of Variance 783 15.1 Single-Factor ANOVA and the F Test 784 15.2 Multiple Comparisons 800 15.3 The F Test for a Randomized Block Experiment 15-1 15.4 Two-Factor ANOVA 15-9 15.5 Interpreting and Communicating the Results of Statistical Analyses 15-22 Activity 15.1 Exploring Single-Factor ANOVA 808 Graphing Calculator Exploration 811 16 Nonparametric (Distribution-Free) Statistical Methods 16-1 16.1

Poets, Shelley wrote Essay Example For Students

Poets, Shelley wrote Essay Poets, Shelley wrote, are the unacknowledged legislators of the world. In this century, though, poets and artists are demanding political acknowledgement. Vaclav Havel was president of Czechoslovakia. Novelist Mario Vargas Llosa ran for president of Peru. Singer and actor Ruben Blades is vying for the presidency of Panama. And now President Clinton has appointed actor Jane Alexander to chair the National Endowment for the Arts. Its the first time an artist has been named to the top NEA post since the agency was created in 1965. The long-awaited choice, rumored since February, could be a symbolic gesture from the White House. It could mean a renewed respect for the arts in this country, and it could be a signal that Clinton will fill the 11 vacancies on the National Council for the Arts with respected leaders in the various arts disciplines, rather than with patrons and politicians, as was frequently the case under the Reagan and Bush Administrations. The NEA faces a potentially contentious debate over reauthorization in Congress this fall, and supporters of the embattled agency point out that its about time someone was appointed: The NEA has been without a permanent leader since President Bush ousted John E. Frohnmayer in 1992. While Alexander lacks administrative experience, her distinguished career as an actress has been marked by choices that attest to her integrity and commitment. She began her career in Boston before moving on to Arena Stage in Washington, D.C., where she made history in 1967 by co-starring with James Earl Jones in Howard Sacklers The Great White Hope. The play included a scene with a black man and a white woman in bed together, which at the time aroused heated controversy and frequent hostility from audiences. It was revolutionary, recalls then Arena artistic director Zelda Fichandler, who says playing the role required the kind of courage and conviction Alexander will need in her new post at the NEA. The Great White Hope moved on to Broadway, validating the regional theatres role as a fertile field for new work and winning Alexander a Tony award, and the play was subsequently made into a film. Alexander has been nominated for all the major acting prizesfour times for the Academy Award, five times for the Emmy Award and six times for the Tony. But perhaps her most significant laurel wreath now is the Helen Caldicott Award she won in 1984 for her performance in the anti-nuclear film Testament. Alexander has been an ardent political activist for causes ranging from nuclear disarmament to wildlife conservation and feminism. She has testified before a Senate subcommittee defending the NEA and freedom of expression in the arts. A history of political activism alone, however, is not enough for a job even the most savvy Beltway insiders wouldnt touch. Some have expressed concern about Alexanders lack of administrative experience and that she does not know the ins and outs of Washington. But colleagues who have worked with the actress contend that her passion and intelligence will carry her through. The challenge is indeed enormous: Since Sen. Alfonse DAmatos legendary outburst on the Senate floor in 1989, when he ripped up an exhibition catalogue to protest an indirect grant to photographer Andres Serrano, no one has been able to shift the debate away from puerile arguments about obscenity and filth toward an adult discussion of public policy. Even as Clinton was on the brink of announcing Alexanders appointment, a Virginia-based group called Christian Action Network was on Capitol Hill staging a protest of work it erroneously claimed was supported by the NEA the group mounted its own exhibition called A Graphic Picture is Worth a Thousand Voices. .u382d648b2f84b863ce65d1cdd17e9de4 , .u382d648b2f84b863ce65d1cdd17e9de4 .postImageUrl , .u382d648b2f84b863ce65d1cdd17e9de4 .centered-text-area { min-height: 80px; position: relative; } .u382d648b2f84b863ce65d1cdd17e9de4 , .u382d648b2f84b863ce65d1cdd17e9de4:hover , .u382d648b2f84b863ce65d1cdd17e9de4:visited , .u382d648b2f84b863ce65d1cdd17e9de4:active { border:0!important; } .u382d648b2f84b863ce65d1cdd17e9de4 .clearfix:after { content: ""; display: table; clear: both; } .u382d648b2f84b863ce65d1cdd17e9de4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u382d648b2f84b863ce65d1cdd17e9de4:active , .u382d648b2f84b863ce65d1cdd17e9de4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u382d648b2f84b863ce65d1cdd17e9de4 .centered-text-area { width: 100%; position: relative ; } .u382d648b2f84b863ce65d1cdd17e9de4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u382d648b2f84b863ce65d1cdd17e9de4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u382d648b2f84b863ce65d1cdd17e9de4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u382d648b2f84b863ce65d1cdd17e9de4:hover .ctaButton { background-color: #34495E!important; } .u382d648b2f84b863ce65d1cdd17e9de4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u382d648b2f84b863ce65d1cdd17e9de4 .u382d648b2f84b863ce65d1cdd17e9de4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u382d648b2f84b863ce65d1cdd17e9de4:after { content: ""; display: block; clear: both; } READ: Three Birds Alighting on a Field EssayThat same group lobbied to convince the House of Representatives to decrease the NEAs already paltry $174-million budget by $8.7 million. Overall, the new Administration has sent out mixed signals on the arts: Candidate Clinton spoke out in support of freedom of expression during the campaign, but in April his Justice Department filed a brief defending the constitutionality of the so-called decency language in the NEA legislation. Alexanders job is not going to be easy, judging from the records of the past two individuals who held the post. Frohnmayer tried to please everyone and ended up pleasing no one; he became an arts warrior, detractors are prone to point out, only when it was time to write his memoirs and sign up for the lecture circuit. Acting chairman Anne-Imelda Radice said from the outset that she wouldnt fund difficult art, and her last move as chair was the cynical rejection of three grants to organizations that produce gay and lesbian film festivals. Some wonder why Alexander fresh from a successful Broadway run in Wendy Wassersteins The Sisters Rosensweig would even want the job. She once said that people expected her to run for office after she played Eleanor Roosevelt in a television drama; perhaps its equally pertinent that her first role at Arena was the title character in Shaws Saint Joan. As leader of an embattled NEA, shell need Joans fervent passion, vision and strength. One hopes, of course, for a far different ending.

The Relationship between Self

Abstract Researchers have concentrated on studying the relationship between the factors that affect human behavior. The different human behavior and abilities have effect in the management of organizations and learning institutions. This study provides a differential approach in examining the factors that contribute to different human behavior and ability. Data pertaining to different individual measures were obtained for some 182 Organizational Behavior students.Advertising We will write a custom research paper sample on The Relationship between Self-Efficacy and Perceived Stress specifically for you for only $16.05 $11/page Learn More Measures on emotional intelligence, self-efficacy, and perceived stress were obtained using different instruments. A correlation analysis showed positive correlation between emotional intelligence and self-efficacy. A negative correlation was observed between perceived stress and emotional intelligence. A Similar correlat ion was observed between perceived stress and self-efficacy. The results illustrate the necessity of understanding emotions in managing perceived stress in different Introduction Individuals show different abilities to perform the tasks given to them in different settings like schools and places of work. Students in the learning institutions show different academic performances. Similarly, employees of an organization have different performance abilities for given tasks. Several factors may contribute to the different abilities of individuals. One such factor is self-efficacy. This may refer to the level of confidence that an individual have in his or her ability to perform a particular task and to execute a particular behavior successfully (Bandura, 1997 cited in Schyns and Moldzio, n.d). This is a flexible personal quality with its roots in the social cognitive theory (Gundlach, Martinko Douglas, 2003, 229). The emotional intelligence of an individual is another factor that may a ffect the performance of the individual in different tasks. Emotional intelligence is the individual’s ability to be aware of, and manage, his emotions and the emotions of the others with whom they interact (Jordan, Ashkanasy, Hartel, 2002, p.5; Cote et al, 2006).). The other factor that may affect performance is the perceived stress in an individual. Stress can be described as ‘the result of an imbalance between the physical or psychological demands encountered and the response capability of the individual, in case failure to meet the demands has important implications for the individual’ McGrath (1979 cited in Panda 2008). It is important to examine if the factors that affect the performance of an individual have a relationship with each other. The relationships that are observed are essential in the management of individuals with different abilities in diverse settings.Advertising Looking for research paper on psychology? Let's see if we can help you! Ge t your first paper with 15% OFF Learn More Some researches have been conducted to study a relationship between these factors. Rathi and Rastogi (2008) carried out a research to investigate the relationship between self- efficacy and emotional intelligence. Another research was carried out by Panda (2008) to investigate the relationship between emotional intelligence and perceived stress. This research is based on the two previous researches and is intended to study the relationship between self-efficacy and perceived stress. The results of the researches indicated that there was a positive relationship between self-efficacy and emotional intelligence (Rathi Rastogi, 2008; Rathi Rastogi, 2009). Besides, it was observed that self-efficacy in academic has a positive relationship with an individual’s future performance at workplace provided the individual had low perceived stress. It was also observed that there was a significant negative relationship between emotional intelligence and perceived stress (Panda, 2008). This study uses similar approaches applied by the previous researchers. However, it is conducted in a learning environment and the level of performance at work place will be replaced by academic performance. Hypotheses of the study The study has four different hypotheses. The first hypothesis is that self-efficacy is positively correlated with emotional intelligence. It is also initially assumed that emotional intelligence is negatively correlated with perceived stress. The other hypothesis is that self-efficacy is negatively correlated with perceived stress. The last hypothesis is that there is a significant gender difference in the measures of self-efficacy, emotional intelligence, and perceived stress. Method Subjects/participants The study involved 182 participants that were students studying Organizational Behavior at the two campuses of University of West Sydney: Campbelltown and Parramatta. There were 105 males, 76 females, as well as 1 participant who did not provide information on gender. Four of the participants also failed to provide information on their ages. The participants had a mean age of 21.3 years with a standard deviation of 4.14. Materials/apparatus The research employed several materials and instruments to obtain data from the students pertaining to the measures under investigation. One of the measures used in the research was WLEIS (Wong and Law Emotional Intelligence Scale). WLEIS has four measures that show different dimensions of emotional intelligence in an individual. These measures include Self-Emotion Appraisal (SEA), Others Emotion Appraisal (OEA), Use of Emotion (UOE), and Regulation of Emotion (ROE). SEA provides a measure of the ability of individuals to understand and express their emotions (Law, Wong Song, 2004).Advertising We will write a custom research paper sample on The Relationship between Self-Efficacy and Perceived Stress specifically for you for only $16.05 $11/page Learn More A high score for this measurement implies that the individuals are more sensitive and have a better understanding of their emotions. OEA provides a measure of the ability of an individual to recognize and value the emotions of other people (Law, Wong Song, 2004). Emotion can also be utilized towards developing constructive ideas to enhance performance at the workplace. UOE measures the abilities of individuals to direct their emotions towards good performance at work (Law, Wong Song, 2004). ROE provides a measure of an individual’s ability to regulate his or her emotions and overcome a psychological depression that may come their way. The other material used in the research is the Global Measure of Perceived Stress (GMPS) that provides a measure of perceived stress of an individual on a universal scale. The instrument used to obtain such data is Perceived Stress Scale (Cohen, Kamarck and Mermelstein, 1983). This contains ten items e ach providing a measure of the extent of stressful situations perceived in an individual’s life. The scores are provided on a Likert scale (ranging from 0 for never to 4 for very often). The study also used Occupational Self-efficacy Scale as it applies in the academic setting instead of the workplace. Procedure The participants were each provided with the different sets of questionnaires and required to fill the relevant information under the supervision of the course tutor. This was pat of the coursework and the participants were to receive no compensation for taking part in the study. Results In order to study the gender differences for the different measures under study, a test of difference of means between the two samples (males and females) was conducted for all the variables. Two-sample t-test is appropriate for this analysis (Lowry, 2011). The results are presented in the following table. Table 1. Sample t-test for difference of means based on gender. Variable Mal e Female Mean SD Mean SD Sign. SEA 22.27 3.63 22.12 3.37 ns OEA 20.31 3.81 20.93 3.94 ns UOE 20.26 4.45 20.20 4.55 ns ROE 19.92 4.91 19.42 4.81 ns GMPS 37.60 7.54 38.59 7.53 ns OCCSEFF 33.81 6.42 34.18 6.67 ns SEA : Self-Emotion AppraisalAdvertising Looking for research paper on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More OEA : Others Emotion Appraisal UOE : Use of Emotion ROE : Regulation of Emotion GMPS : Global Measure of Perceived Stress OCCSEFF : Occupational Self-efficacy scale The results in the above table indicate that there was no significant gender difference in the measures observed. For instance, the mean of the scores for males on Self-Emotion Appraisal scale is 22.27 with a standard deviation of 3.63. On the same scale, the mean score for females is 22.12 with a standard deviation of 3.37. On the GMPS scale, the meals have a mean score of 37.60 with a standard deviation of 7.54 whereas the females have a mean score of 38.59 with a standard deviation of 7.53. Similarly, on the Occupational Self-efficacy scale, the males have a mean score of 33.81 and standard deviation of 6.42 whereas the females have a mean score of 34.18 with a standard deviation of 6.7. A test of comparison of two means for each of the different cases indicates that there are no significant differences in means for a ll the cases. A correlation analysis was also performed to check the relationships between different variables corresponding to the above measures. The results are presented in the following table. Table 2. Coefficients of Correlation between different measures. Variables 1 2 3 4 5 6 7 8 1. Sex 1.00 2. Age -.06 1.00 3. SEA – .02 .05 1.00 4. OEA .08 .02 .32** 1.00 5. UOE -.01 .10 .40** .23** 1.00 6. ROE -.05 .08 .40** .22** .28** 1.00 7. GMPS .06 -.11 -.18 -.08 -.31** -.37** 1.00 8. OCCSEFF .03 .09 .37** .22** .54** .38** -.33** 1.00 The correlation analysis showed that there were significant correlations between some variables and no or insignificant relationships between other variables. The results indicate that there is a significant negative correlation between global measure of perceived stress and the occupational self-efficacy (-.33, p.01). This implies that individuals who have a perception that they are highly efficac ious are likely to experience less stress, and vice versa. The results also indicate that there is a significant positive correlation between occupational self-efficacy and the individuals’ use of emotions (.54, p.01). This implies that the higher the individuals’ perception of the abilities, the high their abilities to direct their emotions towards enhancing performance at work. Occupational self-efficacy has significant positive correlation with other measures like Regulation of Emotions (.38, p.01), appraisal of others’ emotions (.22, p.01), and Self-emotion appraisal (.37, p.01). Perceived stress has significant negative correlation with use of emotion (-31, p.01) and regulation of emotions (-37, p.01). This implies that individuals with low ability to regulate and use their emotions appropriately are like to experience stress. All the WLEIS measures on emotional intelligence have significant positive correlations with each other. For instance, self-emotion appraisal has a significant positive correlation both with use of emotion (.44, p.01) and with regulation of emotion (.44, p.01). On the other hand, Sex and Age had no significant relationship with any of the measures. There is no significant correlation between perceived stress and self-emotion appraisal (-.18, p.01). Similarly, there is no significant correlation between global perceived stress and the appraisal of other’s emotions (-.08, p.01). Discussion Juts like the previous study that had been conducted, the results provide evidence that there is a significant positive correlation between self-efficacy and emotional intelligence. Emotional intelligence was measured in four different dimensions and each dimension showed a positive correlation with self-efficacy. The results indicate that there is a significant negative correlation between emotional intelligence and perceived stress. The social-cognitive theory holds that self-efficacy has influence on the personal behav iors, affect, and motivational processes (Luszczynska et al, 2005, p.82). Perceived stress showed significant negative correlation with two aspects of emotional intelligence; use of emotions (-.31, p.01) and regulation of emotions (-.37, p.01). This supports the claim that was initially given for the study. This is similar to the results that had been obtained by Panda (2008), and conform to the theoretical principles in psychology. Previous researches have indicated correlations between different traits in human beings (Bono Judge, 2003, p.8). High level of emotional intelligence implies that an individual can exhibit psychological adaptation to different stressful situation thereby reducing stress (Panda, 2008). It is associated with high academic performance in some educational subjects (Petrides et al, 2004, p287). Similarly, the results support the hypothesis that self-efficacy is negatively correlated with perceived stress. An individual who has confidence in his or her abili ties is also able to develop an adaptation to the stress and depression experienced. On the other hand, the claim that there is a gender difference in the different measures was not supported by the results. For all the six measures that were used in this study, a comparison of means of the male scores and the female scores showed no significant differences. This differs with earlier reports Tappia (1999) and Dunn (2002) (both cited in Panda 2008) that females and males had some different personality traits. The results of this study are of significance in the fields of psychology and organizational management. It shows that a knowledge and proper cultivation emotional intelligence is the key to managing stress. Various organizations have applied the concept of emotional intelligence to develop employee motivation programmes (Cote et al, 2006). Developing an effective organizational culture requires a focus on the relations and emotions of the people in the organization (Alvesson, Sveningsson, 2008, p.35). Self-efficacy is important for human achievement in different area (Gundlach et al, 2003, p.230).The promotion of self-efficacy in an individual is essential in helping the individual manage stress and enhance his performance in academics and at workplaces. Managers with better understanding of the different components of organizational behavior like stress and emotions are better positioned to overcome the management challenges (French et al, 2011, p.11). The study had no limitations. The number of participants in the study was relatively large with a good proportion for each gender category. Perhaps the only limiting factor that may be considered in future researches is the age variation of the participants. The effects of age on these measures may be illustrated if a wide range is used in the study. Reference List Alvesson, M. Sveningsson, S. 2008, Changing organizational culture: cultural change work in progress, Routledge, London. Bono, J. and Judge, T. 2003, â€Å"Core Self-Evaluations: A Review of the Trait and its Role in Job Satisfaction and Job Performance.† European Journal of Personality, 17;5-18. Web. Cohen, S., Kamarck, T. Mermelstein, R. 1983, A global measure of perceived stress. Journal of Health and Social Behavior, vol. 24, no. 4, pp. 385-396. Cote, J. et al. 2006, Emotional intelligence, cognitive intelligence, and job performance. Administrative Science Quarterly, 51: 1–28. Web. French, R. et al. 2011, Organizational behavior, Second Edition, John Wiley and Sons, Queensland. Gundlach, M. et al. 2003, â€Å"Emotional intelligence, causal reasoning, and the self-efficacy development process†, International Journal of Organizational Analysis, vol.11, no. 3, pp. 229-246. Web. Jordan, P. et al. 2002, â€Å"Emotional intelligence as a moderator of emotional and behavioral reactions to job insecurity,† Academy of management review, 27(3), 361-372. Web. Law, K., Wong, C. and Song, L. 2004, â €Å"The Construct and Criterion Validity of Emotional Intelligence and Its Potential Utility for Management Studies,† Journal of Applied Psychology, 89(3), 483–496. Web. Lowry, R. 2011, Chapter11: t-Test for the Significance of the Difference between the Means of Two Independent Samples. Web. Luszczynska, A. et al. 2005, â€Å"General self-efficacy in various domains of human functioning: evidence from five countries†, International Journal of Psychology, vol. 40, no. 2, pp. 80-89. Web. Panda, Y. 2008, â€Å"Emotional intelligence and perceived stress,† ICFAI Journal of Organizational Behavior, 7(3), pp13-16. Petrides, K. et al. 2004, â€Å"The role of trait emotional intelligence in academic performance and deviant behavior at school,† Personality and Individual Differences, 36; 277–293. Web. Rathi, N. Rastogi, R. 2008, â€Å"Effect of emotional intelligence on occupational self-efficacy,† ICFAI Journal of Organizational Behavior, 7 (2), pp 46-56. Rathi, N. Rastogi, R. 2009, â€Å"Assessing the Relationship between Emotional Intelligence, Occupational Self-Efficacy, and Organizational Commitment†. Journal of the Indian Academy of Applied Psychology 35(Special Issue), 93-102. Web. Schyns, B. Moldzio, T. n.d., The value of occupational self-efficacy in selection and development. Web. This research paper on The Relationship between Self-Efficacy and Perceived Stress was written and submitted by user Jackson Huffman to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.