工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Proactive personality has been demonstrated to be positively correlated with individual’s job satisfaction in addition to big five traits. However, what is less clear are the intervening mechanisms underlying this relationship, the present study examined the mediating effects of self-efficacy and work engagement on the association between proactive personality and job satisfaction. Three hundred and fifty-two (194 females and 158 males) primary and middle school teachers completed the proactive personality scale, the teachers’ self-efficacy scale, the work engagement scale and the short-form Minnesota job satisfaction questionnaire. Results revealed that proactive personality was positively related to teachers’ job satisfaction. In addition, mediation analyses showed that the relation between proactive personality and teachers’ job satisfaction was simple mediated by self-efficacy and work engagement and sequentially mediated by self-efficacy–work engagement. These findings contribute to the complex nature of the relationship between proactive personality and job satisfaction. The possible explanations and limitations are briefly discussed.     

The long arm of job insecurity: Its impact on career-specific parenting behaviors and youths' career self-efficacy

Applying a multiple-mediator model, we examine the mediating effect of three types of career-specific parenting behaviors: lack of engagement, support, and interference, on the relationship between paternal job insecurity and youths' career self-efficacy. Data were collected from a sample of undergraduate students and their fathers. Results of the full sample analysis showed that paternal job insecurity was positively related to lack of engagement and negatively related to support. The relationship between paternal job insecurity and interference was not significant. Sub sample analysis showed that the relationship between paternal job insecurity and career self-efficacy was mediated by lack of engagement for sons and mediated by support for daughters.     

Consequences of job insecurity and the moderator role of occupational group

In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

Role ambiguity as a moderator of occupational self-efficacy and job satisfaction

Role ambiguity was examined as a moderator of occupational self-efficacy and job satisfaction on the basis of the data obtained from 280 employees of U.S. housing finance agencies in four states. The interaction effect was found to be small but significant. The practical implications of role ambiguity at different levels of occupational self-efficacy were discussed. The value of reducing role ambiguity is higher for those who have low self-efficacy. The theoretical implications of the findings support the inclusion of dispositional and situational interactions in research regarding job satisfaction.     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发，分析社会自我效能感与工作幸福感及工作绩效之间的关系，并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查，结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系；职场排斥与工作幸福感和工作绩效有显著负向关系；职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥，进而体验到更高的工作幸福感，并获得更好的工作表现。     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

The well-being of Romanian workers in Spain: antecedents and moderators

This study adds to our understanding of the negative effect that job insecurity (JI) has over the well-being of migrating workers. The moderating effect of acculturation and support for family was investigated while considering engagement, burnout and physical and psychological health as criteria, in a sample of 477 Romanian employees who work in Spain. Results show that acculturation buffers against the negative effects of JI on engagement, and it attenuates the relationship between JI and burnout or mental health complaints. Support for family has no intervening effect between JI and well-being outcomes. In a three-way JI × support for family × acculturation interaction, JI had a positive relationship with burnout, when migrating workers were married and experienced a low level of acculturation. The findings are of value because they emphasize the importance of acculturation for the occupational health of migrating workers.     

A comparison of individuals with unanswered callings to those with no calling at all

The purpose of this research was to compare the life-, job-, and health-related experiences of those who perceive an unanswered occupational calling to those who (1) are living a calling and (2) perceive no calling at all. Surveys containing measures of callings, work engagement, job involvement, career commitment, life and job satisfaction, turnover intentions, physical health and emotional well-being were administered to 378 American academics. As expected, academics with an answered occupational calling tended to report better job attitudes and domain-specific satisfaction and less withdrawal intentions than those who reported an unanswered occupational calling or no calling at all. Furthermore, those who did not have a calling to a particular vocation reported better life-, job-, and health-related outcomes than those experiencing an unanswered calling. Surprisingly, only those academics experiencing an unmet calling reported significantly poorer physical and psychological health as compared to the other two calling groups. These results are consistent with the self-determination theory, which predicts that those who are able to satisfy their basic psychological needs reap benefits in terms of psychological growth, optimal functioning, and wellbeing. The study contributes to the literature on callings by showing that having a calling is a benefit only if it is met, but can be a detriment when it is not as compared to having no calling at all.     

Core Self-Evaluations and Job and Life Satisfaction: The Mediating and Moderated Mediating Role of Job Insecurity

This study examined the mediating role of job insecurity in the relationship between core self-evaluations (CSE) and job satisfaction, while also investigating the moderating role of job insecurity in the mediated relationship between CSE and life satisfaction via job satisfaction. Survey data were collected from a sample of 346 full-time employees in Taiwan. We found that job insecurity partially mediated the CSE-job satisfaction relationship. Moreover, we found that job insecurity moderated not only the relationship between CSE and job satisfaction but also the mediated relationship between CSE and life satisfaction via job satisfaction. Specifically, both the CSE-job satisfaction relationship and the CSE-job satisfaction-life satisfaction relationship became stronger when job insecurity was low. Our results emphasize the importance of raising employees' CSE, which is beneficial not only for diminishing their perceptions of job insecurity, but also for boosting their job and life satisfaction. Practical implications and directions for future research are discussed.     

Higher-order Traits and Happiness in the Workplace: The Importance of Occupational Project Scale for the Evaluation of Characteristic Adaptations

This study attempts to explain the relationship between job satisfaction and the Big Two, Stability and Plasticity, which are the higher-order traits of Big Five. Occupational Project, a narrative construct, was considered a mediator variable in this relationship. Occupational Project consists of affective and cognitive evaluations of an individual's work life as a project in terms of the completed (past), the ongoing (present) and the prospective (future) parts. The survey method was applied to a sample of 253 participants. The results supported the proposed model, in which Occupational Project mediated the relationship between the Big Two and both job satisfaction and affect in workplace. Discussion is focused on applying Occupational Project as a practical tool for management. Consideration of an employee's Occupational Project could provide management with a means to question, understand, intervene with and redefine the narrative quality of his/her occupational project that influences job satisfaction.     

政治技能与自我效能感对职业适应能力的影响——自尊的中介作用

本研究采用问卷调查法, 以492名高校大学生为研究对象,探索政治技能和自我效能感对大学生职业适应能力的影响及自尊的中介作用。结果表明：（1）政治技能和自我效能感对个体的职业适应能力有积极影响。（2）自尊在政治技能和职业适应能力之间,自我效能感与职业适应能力之间起着双重中介作用。     

Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction,Work Engagement as Indices of Work-Related Well-Being

The purpose of this study was to investigate the role of emotional intelligence in relation to core self-evaluations (CSE) and work-related well-being. A sample of 356 employees who are all females completed measures of CSE, emotional intelligence, job satisfaction and work engagement. Results revealed that higher levels of CSE were correlated with higher levels of emotional intelligence, job satisfaction and work engagement. Higher levels of emotional intelligence were associated with greater job satisfaction and work engagement. Structural Equation Modeling (SEM) indicated that emotional intelligence partially mediated the association between CSE and work-related well-being. The results revealed the importance of emotional intelligence in order to improve occupational well-being of employees. This research makes a contribution to the potential mechanism of the relationship between CSE and work-related well-being.     

The effect of a career development programme based on the Hope-Action Theory: Hope to Work for refugees in British Columbia

The purpose of this study was to assess the proximal and distal outcomes of a career development training programme for refugees that was developed based on the Hope-Action Theory (HAT). Adopting an experimental design, proximal outcomes such as self-efficacy, hope-action competencies, job search clarity, and career adaptability were assessed three times; and distal outcomes including employment status, job-seeking activities, career growth, hopeful career state, work engagement, and job satisfaction were assessed once at nine months. We used a two-way mixed effects analysis of covariance and a serial mediation analysis. The programme was effective in developing hope-action competencies, general self-efficacy, and job search clarity. The experimental group participants exhibited higher hopeful career state and work engagement. A serial mediation model of the HAT-based intervention predicting job satisfaction was found. Limitations and future directions are discussed.     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

About the dark and bright sides of self-efficacy: workaholism and work engagement

Taking the Resources-Experiences-Demands Model (RED Model) by Salanova and colleagues as our starting point, we tested how work self-efficacy relates positively to negative (i.e., work overload and work-family conflict) and positive outcomes (i.e., job satisfaction and organizational commitment), through the mediating role of workaholism (health impairment process) and work engagement (motivational process). In a sample of 386 administrative staff from a Spanish University (65% women), Structural Equation Modeling provided full evidence for the research model. In addition, Multivariate Analyses of Variance showed that self-efficacy was only related positively to one of the two dimensions of workaholism, namely, working excessively. Finally, we discuss the theoretical and practical contributions in terms of the RED Model.     

Self-efficacy,Work, and Psychological Outcomes in a Public Service Context

The study examined the prediction of psychological outcomes (conceptualized as psychological well-being and engagement) by general self-efficacy (GSE) and work context (conceptualized as job demands and job resources). The role of GSE as a moderator between work context and psychological outcomes was also examined in a cross-sectional survey of a sample of public sector employees (N = 459: males = 151, females = 273, and age ranging between 25 and 55). Multiple regression analyses showed that job demands and resources and GSE significantly predict both psychological well-being (positive affect, negative affect and satisfaction with life) and engagement (vigour and dedication). GSE moderated the relationship between work context and psychological outcomes. Work contexts characterised by a preponderance of job resources appear to facilitate both satisfaction with life and dedication.     

Effects of parental job insecurity and parenting behaviors on youth’s self-efficacy and work attitudes

Drawing on the spillover mechanism, the relationships among parental job insecurity, authoritarian parenting behaviors, youth’s self-efficacy, and work attitudes were examined. Specifically, parental job insecurity was hypothesized to be positively associated with (1) authoritarian parenting behaviors, and (2) youth’s perception of parental job insecurity. In turn, we hypothesized that both authoritarian parenting behaviors and youth’s perceptions of parental job insecurity were negatively associated with youth’s self efficacy. Finally, self-efficacy was predicted to be positively associated with youth’s work attitudes. Data were collected from 178 management undergraduates and their parents. Structural equation modeling results suggested that paternal job insecurity was positively associated with authoritarian parenting behaviors while maternal job insecurity was negatively associated with authoritarian parenting behaviors. Additionally, while the relationship between mothers’ authoritarian parenting behaviors and youth’s self-efficacy was supported, the relationship between fathers’ authoritarian parenting behaviors and youth’s self-efficacy was not. Youth’s self efficacy was positively associated with their work attitudes. Implications of the findings are discussed.     

Mental Health,Occupational Trust,and Quality of Working Life: Does Belief in a Just World Matter?

We investigated the hypotheses that personal belief in a just world (BJW) would enhance evaluations of working life (e.g., job satisfaction, organizational commitment), increase occupational trust (e.g., entrepreneurial self-efficacy, occupational self-efficacy), and boost mental health (e.g., life satisfaction, self-esteem). To test these hypotheses, we conducted 3 studies with employees and unemployed individuals in different career situations (total N  = 593). Regression analyses revealed positive relationships between BJW and mental health, as well as occupational trust in all participant groups. These relationships persisted when controlling for objective success criteria and global personality traits. In addition, BJW was found to be associated with subjective quality of working life in employed individuals. We concluded that justice motive matters in the working context.