现代化进程中的昆山市居民幸福感调查研究

本文描述了昆山市居民的幸福感状况,并从人口学变量、心理方面、社会因素、人际关系和生活状况五个角度分析了其对居民幸福感的影响。使用《城镇居民主观幸福感来源量表》对昆山市居民进行幸福感调查研究,研究发现昆山市居民幸福感较高,在人口学变量方面,昆山市居民在性别、年龄、婚姻状况和职业类型等方面存在显著差异。     

初中教师工作满意度的调查研究

对天津市302名初中教师进行调查,以比较不同教师群体的工作满意度状况。结果发现,初中教师工作满意度在性别、年龄、任教年级和学校区域等方面存在显著差异;报酬、进修和工作压力等方面的满意度除人口学变量存在差异外,还在任教年级、学校类型和学校区域等方面存在显著差异。     

高级职业经理人的职业枯竭状况及其与工作压力的关系

本研究使用问卷法,对1555名高级职业经理人的职业枯竭状况进行了分析,考察了各种人口统计学变量之间的差异,并探讨了职业枯竭的各维度与工作压力的关系。结果发现:高级职业经理人的职业枯竭水平在性别、年龄、学历、婚姻状况、职位等人口统计学变量上存在着显著差异;各工作压力源中,除人际关系外,可分别预测职业枯竭的三个维度,其中对于耗竭维度的预测度最高。     

配偶情绪智力对员工工作投入的影响：员工生活幸福感的中介作用和性别的调节作用

本文关注配偶情绪智力对员工工作投入的跨领域的人际间影响。基于努力-恢复模型视角和情绪智力文献, 本文提出高情绪智力的配偶能够通过提升员工生活幸福感, 从而促进员工工作投入。此外, 通过整合社会性别角色理论, 本文进一步讨论了员工性别的调节作用。通过两个子研究, 本文发现：配偶情绪智力与员工生活幸福感之间呈现正相关关系; 员工生活幸福感与员工工作投入之间呈现正相关关系; 员工生活幸福感中介了配偶情绪智力对员工工作投入的影响; 并且, 员工性别调节了配偶情绪智力和员工生活幸福感之间的关系, 即当员工为男性时, 配偶情绪智力对该员工生活幸福感的正向影响更强; 此外, 员工性别还调节了员工生活幸福感在配偶情绪智力和员工工作投入之间起到的中介作用。本研究首次提出和检验了配偶情绪智力对员工工作投入的跨领域的人际间积极影响, 具有理论和实践上的重要意义。     

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     

工作疏离感研究述评

工作疏离感指的是工作情境不能满足员工的需要或与期望不符导致的员工与工作分隔的心理状态。首先分析了工作疏离感的概念内涵, 介绍了相应的测量工具, 然后着重分析了工作疏离感的影响因素, 包括人口学变量与个人特质、组织与工作特征、上级领导方式以及社会文化等, 并探讨了工作疏离感的影响效果。最后指出了以往研究的缺陷以及未来在中国组织情境下的研究方向, 比如以家文化为背景, 由工作疏离感扩展分析中国员工对组织的疏离感。     

青少年压力与主观幸福感的关系:一个有中介的调节模型

对461名青少年进行问卷调查,在控制人口学变量后,考察青少年压力、自我同情、焦虑和主观幸福感之间的关系。结果发现:(1)压力对主观幸福感有显著的负向预测作用;(2)自我同情调节了压力与主观幸福感之间的关系;(3)焦虑在自我同情对压力和主观幸福感关系的调节效应中起完全中介作用。     

管理者工作压力高阶因素结构分析

本研究通过对浙江省七家企业的中层管理者工作压力的调查 ,分析了管理者工作压力体验的因素构成 ,揭示了工作压力体验评价的三个维度 :心理、生理和情绪维度 ,并以此为基础确定了工作压力的评价量表。比较不同职能部门、不同知识水平的管理者的工作压力体验 ,发现工作压力体验与工作的生产介入程度有密切联系 ,生产介入程度越深 ,工作压力越大 ;另一方面 ,知识水平也影响着管理者的工作压力 ,学历较低 (如初中学历 )的管理者由于不能满足工作的技术发展要求 ,其工作压力体验显著高于学历较高的管理者。     

社会支持在企业员工工作压力和工作绩效间的中介作用

目的考察社会支持在企业员工工作压力与工作绩效间的中介作用。方法采用工作压力量表、工作绩效量表、社会支持量表对260名钢铁工人进行测查。并运用SPSS13.0和LISREL8.70进行方差分析、相关分析和中介效应检验。结果任务绩效维度上工龄的主效应显著;角色模糊维度上学历主效应显著。结论社会支持在企业员工工作压力与工作绩效间存在中介作用。     

工作家庭冲突的初步研究

工作家庭冲突是一种特殊类型的角色交互冲突 ,它对于了解人的胜任特征模型和提高人力管理的效率有重要的意义。本研究通过在银行、科研单位和高新技术企业进行的有关工作家庭冲突的调查结果表明 ,较之家庭—工作冲突 ,工作—家庭冲突能较好预测员工的工作压力 ,它通过工作压力间接地对工作满意感起作用 ,女性员工的工作态度更容易受到工作—家庭冲突的影响。     

Job demands and psychological well-being: Moderating role of occupational self-efficacy and job social support among mid-career academics

The study investigated the moderating role of occupational self-efficacy and job social support on the relationship between job demands and psychological well-being among mid-career academics. Participants were 203 academics at three public Nigerian universities (female = 37.93%; mean years of service = 8.58 years, SD = 2.20). The academics completed measures of job demands, occupational self-efficacy, job social support, and psychological well-being. Moderated regression analysis of the data suggested only occupational self-efficacy to moderate the relationship between work demands and psychological well-being. Findings underpin the buffering effects of work self-efficacy in employee psychological well-being with high job demands.     

Job crafting mediates how empowering leadership and employees’ core self-evaluations predict favourable and unfavourable outcomes

ABSTRACT

Based on job crafting theory and workplace resources theories, the present study develops a model of both antecedents and consequences of job crafting. We hypothesized subordinates’ perceptions of empowering leadership and core self-evaluations influence employee job crafting behaviours, which subsequently influence four outcomes: improving three employee well-being outcomes, (a) work-family enrichment, (b) flourishing, and (c) life satisfaction; and simultaneously reducing the organizational outcome of (d) deviant behaviours. Three-waves of data over nine months were collected from U.S. full-time employees (n = 276). Results showed empowering leadership and core self-evaluations positively related to expansive/approach forms of job crafting behaviours, which in turn related to the three different well-being outcomes. However, job crafting did not affect employee deviant behaviour. Instead, empowering leadership and core self-evaluations directly predicted less deviant behaviour. With the imputed data, we also found job crafting had a significant but weak relationship with deviant behaviour. These findings provide an integrated understanding of how and why employees engage in job crafting, and the important influence that job crafting has on employees’ subjective well-being. The present study advances leadership and job crafting theories, providing practical recommendations for promoting employee well-being and decreasing undesirable behaviours in the form of workplace deviance.     

工作倦怠和工作投入的整合

工作投入是近期组织心理学家引入的一个新概念,这是一种重视员工职业发展的积极心理学视角的工作追求,它与传统职业健康心理学工作倦怠的整合研究,越来越引起人们的关注。积极心理学研究取向推动了整合研究的实施;能量和认同量表为整合研究提供了测量工具;员工健康的积极和消极双过程模型是整合研究的主要模型;整合研究具有重要的理论和实践价值,更有利于提高员工的身心健康。今后的整合研究应当在研究方法上增加访谈研究、个案研究和追踪研究;在研究内容上多研究积极心理因素;在研究范围上加强跨文化的比较研究;在整合途径上进一步对现有的整合模型进行改进和创新。     

Type-A Behavior, Job Performance, and Well-Being in College Teachers

This study examined the relationship between Type-A behavior and job performance, and employee well-being among college teachers in Canada. Well-being was operationalized in terms of burnout, social support, work satisfaction, and turnover motivation. Data were collected by means of a structured questionnaire from 420 college teachers. Pearson correlation and moderated multiple regressions were used to analyze the data. Global Type-A behavior was not related to 3 measures of job performance: teaching hours, number of course preparations per semester and number of students. However, global Type-A behavior correlated positively with burnout and turnover motivation and negatively with perceived social support and work satisfaction. Two components of Type-A behavior (time pressure and hard driving/competitiveness) exhibited the same pattern of relationship with job performance and well-being variables as was found with the global measure of Type-A behavior. Moderated multiple regression did not support the role of gender as a moderator of Type-A behavior and job performance and well-being variables.     

Job insecurity and well-being: The moderating role of job dependence

Job insecurity has become more relevant during the last decades as more flexibility from the workforce and organizations is demanded in the labour market. It has frequently been suggested that job insecurity is a more severe stressor for those who are more dependent on their job. The present study investigates the association between job insecurity and employee well-being by focusing on how employees’ dependence on the job moderates this relationship. Two types of financial dependence (subjective financial dependence and relative contribution to the household income) were studied, along with an indicator of a more psychological dependence on work in general (work involvement). In addition to this, both quantitative and qualitative job insecurity were included. The proposed relations were tested in a sample of Swedish accountancy firm employees. The results of moderated hierarchical regression analyses showed that subjective financial dependence, household contribution, and work involvement moderated the relation between both job insecurity dimensions and job satisfaction. No moderations were found with mental well-being as an outcome. This implies that the extent to which someone depends on their job is important for how job insecurity relates to job satisfaction.     

Employee and Supervisor Ratings of Motivation: Main Effects and Discrepancies Associated with Job Satisfaction and Adjustment in a Factory Setting1

Research and theory on employee job satisfaction and well-being has increasingly concentrated on both intrinsic and extrinsic motivational factors. According to self-determination theory (Deci & Ryan, 1985). autonomy, relatedness, and competence are three intrinsic psychological needs that, if fulfilled in the workplace, will lead to greater satisfaction, performance, and general well-being. This study examines employee and supervisor perceptions of the employee's autonomy, competence, and relatedness in the workplace, as well as the degree and direction of discrepancies between employee and supervisor reports. Both employee and supervisor ratings of intrinsic motivational factors were significantly related to work satisfaction, psychological health, and self-esteem, after controlling for the extrinsic factors of pay and job status. Results of discrepancy analyses were somewhat supportive of overrating being associated with greater well-being and job satisfaction. Discussion of the results ties this study to relevant research from a self-determination perspective and to the growing literature on discrepancies and self-perception.     

A Reanalysis of Occupation and Suicide: Negative Perceptions of the Workplace Linked to Suicide Attempts

Suicide is the ultimate outcome of poor psychological well-being; however, there is a paucity of research examining the link between occupation and suicide, despite early academic interest and the known importance of work to our everyday lives. We propose that this body of research was abandoned prematurely, and we provide a reanalysis by integrating the Job Characteristics Model and the Conservation of Resources model with extant suicide research. Specifically, we hypothesize that work design characteristics (job autonomy, task variety, physical demands) and threats to personal resources (absence of viewing work-as-career, work-family conflict, family-work conflict, job dissatisfaction) are linked to suicide attempts via depression and suicidal ideation. Utilizing three measurement occasions and 2,855 participants from the AddHealth database, our findings indicate that job autonomy, task variety, work-family conflict, family-work conflict, and job dissatisfaction all indirectly contribute to employees' suicide attempts via depression and suicidal ideation. Thus, negative employee perceptions of the workplace environment have much more severe consequences than is typically examined. Based on these results, we provide recommendations for developing a theoretically derived nomological net around suicidal behavior in an organizational context, and offer strategies for managers and employees to construct a work environment that is conducive to employee well-being.     

Optimising Employee Mental Health: The Relationship Between Intrinsic Need Satisfaction,Job Crafting,and Employee Well-Being

Organisations are frequently confronted with the issue of how to enhance employee mental health. Based on self-determination theory, a model is proposed that examines the relationships between job crafting, the satisfaction of the intrinsic needs for autonomy, competence, and relatedness at work, and employee well-being—defined here as both subjective well-being and psychological well-being. A sample of 253 working adults completed a battery of questionnaires including the Job Crafting Questionnaire, the Intrinsic Need Satisfaction Scale, and the Mental Health Continuum. Using structural equation modelling methods, it was determined that job crafting predicted intrinsic need satisfaction, which, in turn, predicted employee well-being. The results suggest that job crafting may be an important underpinning upon which to base an employee well-being intervention.