职场变革情境下的工作与工余塑造:基于自我认同理论的双路径模型

工作非一成不变。即使组织借助工作设计设定了特定职位的工作内容和工作方式,员工也会出于维护积极自我形象、控制感和与人建立联结的核心需求而开展工作塑造——主动调整对工作的认识、工作任务和人际交往——从而获得自我价值感和意义感。尽管工作塑造的前因后效研究已较充分,但较少研究触及自我认同这一核心。鉴于此,本研究以自我认同理论为主线,探寻当个体面临重大外部挑战时,如何通过自我提升与自我防御两种机制应对环境变革,进而借助工作塑造及工余塑造完成自我认同的重构。通过4个研究探讨消除自我认同威胁作为自我防御机制,把握自我成长机会作为自我提升机制,揭示工作环境重大变革激发个体自我塑造行为的中介机制;基于压力应对的认知评价模型,探讨个体特征在初级评估阶段,组织情境特征在次级评价阶段的调节效应;开展现场干预研究,探讨结合自我建构进行工作塑造的效果。本项目将工作塑造和自我认同重新连结起来,构建了工作环境变革情境下个体自我塑造的双路径模型,以望对两个领域均有贡献。     

工作重塑：获得意义性工作与个人成长的新途径

工作重塑是组织行为学中新近出现的一个热点话题,是指员工通过自己对工作进行重新建构来形塑自己的工作认同以及工作角色,其核心目的就是员工对他们的工作进行再设计以获得较高的工作意义感、工作投入以及工作满意度等,进而快乐地工作。在系统梳理有关工作重塑的理论与实证研究文献的基础上,从工作重塑概念的解读、工作重塑的方式与方法、工作重塑的预测因素、工作重塑对个体与组织的影响以及工作重塑的培养策略等方面进行了综述,以便人们更深入地体会其丰富的理论内涵和实践价值;最后,该文指出未来工作重塑的研究应继续注重理论建构的丰富与完善、关注工作重塑的个体与群体差异性以及深化工作重塑与组织之间的关系研究。     

The influence of future time perspective on work engagement and job performance: the role of job crafting

This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.     

The consequences of job crafting: a three-wave study

This longitudinal study examined the consequences of job crafting on two important employee outcomes: psychological capital (PsyCap) as a work-related personal resource and work engagement as an indicator of employee well-being. The study also tested the reverse causation effects of PsyCap and work engagement on job crafting. It used a three-wave, three-month panel design to survey 940 employees from three European countries working in a broad range of economic sectors and occupations. The results of the cross-lagged longitudinal structural equation modelling demonstrated that job crafting predicted PsyCap and work engagement over time. No reverse causation effects were found. Overall, this study shows that when individuals proactively build a resourceful and challenging work environment for themselves, it can lead to diverse positive outcomes that are crucial to employee health and well-being. Employees should therefore be encouraged and be given the opportunity to craft their own jobs.     

Salesperson brand attachment: a job demands-resources theory perspective

Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations.     

The value of job crafting for work engagement,task performance,and career satisfaction: longitudinal and quasi-experimental evidence

We examine how job crafting (i.e. seeking resources, seeking challenges, decreasing demands) increases the person-job fit of employees. In Study 1, we studied job crafting’s effects over time. 111 employees filled out a questionnaire at two time points with 6 months in between. We found that seeking resources behavior at Time 1 positively affected work engagement, task performance, and career satisfaction at Time 2. Decreasing demands at Time 1 negatively affected work engagement, task performance, and career satisfaction at Time 2. In Study 2, we tested a job crafting intervention using a quasi-experimental design (i.e., intervention group, N = 60, and a control group, N = 59). The intervention was successful, as participants in the intervention group increased seeking resources and decreasing demands behaviors. Furthermore, seeking resources behavior was the main driver of increased participants’ work engagement, task performance, and career satisfaction.     

Linking Proactive Personality to Creative Performance: The Role of Job Crafting and High-Involvement Work Systems

This study proposed that job crafting serves as a mechanism reflecting how proactive personality affects creative performance, and this study explored whether these relationships are moderated by high-involvement work systems. Drawn from the conservation of resources theory to develop a cross-level moderated mediation model, a three-wave longitudinal study was conducted with 346 employees and their supervisors in 27 high technology firms in China. This study found that proactive personality was positively related to creative performance and that job crafting mediated the relationship between proactive personality and creative performance, and an indirect effect of proactive personality on creative performance through job crafting was significant when high-involvement work systems was low but not high. Thus, the research results indicate that when human resource management involves less participatory management, incentive rewards, extensive training and information sharing, proactive employees can draw from their personality to craft their job tasks, relations and cognitions, thereby improving creative performance. The theoretical and managerial implications, limitations, and future research directions are discussed.     

The ‘why’ and ‘why not’ of job search behaviour: their relation to searching,unemployment experience,and well‐being

Two studies (n = 273 and 254) used self‐determination theory (SDT) to examine unemployed people's motivation both to search and not to search for a job. The self‐regulation questionnaire format (Ryan & Connell, 1989) was used to assess participants' autonomous and controlled job‐search motivation (the ‘why’ of job search) as well as their amotivation for searching. Additionally, both autonomous and controlled motivation for not searching (the ‘why not’ of job search) was assessed. Results provide validity for these five motivational constructs and indicate, in line with SDT, that the constructs predicted reports of search behaviour, affective experiences, and well‐being. The addition of autonomous and controlled motivation for not searching contributed additional predictive power beyond the motivational constructs that focused only on searching. Copyright © 2004 John Wiley & Sons, Ltd.     

The ‘too muchness’ of excitement: Sexuality in light of excess,attachment and affect regulation

This paper brings together contemporary thinking about early attachment and affect regulation with our clinical and theoretical understanding of the problems of adult sexuality. In addition to recent theories of affect regulation and attachment, we incorporate Laplanche's idea of ‘excess’, which was an important transitional concept integrating real experience with fantasy in sexuality. We elaborate the idea of excess –‐ ‘too‐muchness’ –‐ to illuminate the early overwhelming of the psyche that affects the formation of sexuality. Linked to recent theoretical developments, this idea helps to grasp the relationship between sexual excitement and early affect regulation, showing how excitement becomes dangerous, thus impeding or distorting desire. The ‘too‐muchness’ of excitement recalls the experience of being a stimulated, overwhelmed, unsoothed child and influences later inability to tolerate sexual arousal and the excitement affect. A clinical case illustrates this connection between attachment trauma, anxiety about sexuality, as well as shameful experiences of gender identity as an area of trauma. We emphasize the importance of working through the terrors and desires of the mother–baby relationship as they emerge in the transference–countertransference in order to develop the ability to hold excitement and stimulation without experiencing the too‐much as the intolerable. This includes the working‐through of ruptures related to overstimulation as well as the delicate balance of attention to fantasy and intersubjective work in the transference.     

The effects of a job crafting intervention on the success of an organizational change effort in a blue-collar work environment

The current study in a blue-collar context investigates whether a job crafting intervention may facilitate employee adaptation to organizational change, while decreasing exhaustion and increasing positive attitudes towards change and safety behaviour. It was hypothesized that the intervention would increase job crafting behaviours (i.e., seeking resources, seeking challenges, and optimizing demands) resulting in decreased employee exhaustion, and improved change attitudes and employee safety behaviour (i.e., adherence to organization’s standard operating procedures). The quasi-experimental study revealed that, after the intervention (consisting of a workshop, four weeks of job crafting implementation, and an evaluative session), employees reported an increase in two of the three trained job crafting strategies (i.e., seeking challenges, optimizing demands). Moreover, those who participated in the intervention reported lower levels of exhaustion, improved cognitive and behavioural attitudes towards change, and increased safety behaviour. The intervention was found to improve the affective, cognitive, and behavioural components of a change attitude due to increases in seeking challenges. Results were similar after controlling for quality information and leadership behaviour during the change. It is concluded that a job crafting intervention and resulting job crafting behaviour can be an effective way to achieve successful adaptation to organizational change.     

Beyond ‘nothing to hide’: When identity is key to privacy threat under surveillance

Privacy is psychologically important, vital for democracy, and in the era of ubiquitous and mobile surveillance technology, facing increasingly complex threats and challenges. Yet surveillance is often justified under a trope that one has ‘nothing to hide’. We conducted focus groups (N = 42) on topics of surveillance and privacy and using discursive analysis, identify the ideological assumptions and the positions that people adopt to make sense of their participation in a surveillance society. We find a premise that surveillance is increasingly inescapable, but this was only objected to when people reported feeling misrepresented, or where they had an inability to withhold aspects of their identities. The (in)visibility of the surveillance technology also complicated how surveillance is constructed. Those interested in engaging the public in debates about surveillance may be better served by highlighting the identity consequences of surveillance, rather than constructing surveillance as a generalised privacy threat.     

When the job is a calling: The role of applying one's signature strengths at work

This study investigates the role of applying the individual signature strengths at work for positive experiences at work (i.e. job satisfaction, pleasure, engagement, and meaning) and calling. A sample of 111 employees from various occupations completed measures on character strengths, positive experiences at work, and calling. Co-workers (N?=?111) rated the applicability of character strengths at work. Correlations between the applicability of character strengths and positive experiences at work decreased with intraindividual centrality of strengths (ranked strengths from the highest to the lowest). The level of positive experiences and calling were higher when four to seven signature strengths were applied at work compared to less than four. Positive experiences partially mediated the effect of the number of applied signature strengths on calling. Implications for further research and practice will be discussed.     

Some Comments on Pareto Thinking,Test Validity,and Adverse Impact: When ‘and’ is optimal and ‘or’ is a trade‐off

De Corte, Lievens, and Sackett add to the literature on selection test validity and adverse impact (AI). Their Pareto‐based weighting scheme essentially asks organizations if they are willing to give up some validity to hopefully achieve some reduction in AI. We considered their approach and conclusions in relation to the regression weighting method we used, and we offer five points that reflect our observations as well as our shared goals. We hope our comments, like their work in this field, will invigorate the pursuit of new ways of examining, and one day resolving, the persistent concern regarding the AI associated with valid selection tests.     

A Lesson in ‘Psycholese,’ or How to ‘Get a Feel For’ Where Your ‘Helper’ Is ‘Coming From’

Oftentimes/frequently the consumers/clients/patients of community/private mental health agencies/facilities experience/encounter difficulty communicating with the mental health professionals/paraprofessionals. Presented is a glossary that should aid novice clients to better communicate with their helpers/therapists/counselors/ caregivers. On the other hand (at the same time), it might just confuse the clients further. This is clearly a risk with counseling.     

Job demands,job resources and innovative work behaviour: a European Union study

This study aims to investigate the relationship between several job design variables and innovative work behaviour (IWB). Guided by the Job Demands Resources model, the aim was to evaluate the relationship between work demands (time constraints), resources (autonomy and social support), and other work factors (task monotony, complexity, and dealing with unforeseen circumstances) with idea generation and idea implementation behaviours in a sample of 12,924 participants from the 27 European Union member states in 2010. We also wished to investigate if individual IWB, at the country level, is associated with country innovative performance (an aggregate of process/product and marketing/organizational innovation). We employed a multilevel generalized structural equation model to test our hypotheses. In our final model autonomy, manager encouragement and dealing with unforeseen problems showed the highest positive relationship with idea generation and idea implementation. Conversely, monotonous tasks and working at high speed were negatively related to IWB. Furthermore, we have found strong indications that country-level IWB positively relates to the odds of a country scoring higher on the aforementioned innovation indicators. Between-country unexplained variance in IWB was reduced from 17.1% in our initial model, to 1.9% in our final iteration. Limitations, implications and suggestions for future research are discussed.     

Line‐up Misidentifications: When Being ‘Prototypically Black’ is Perceived as Criminal

Eyewitness misidentifications are the leading factor contributing to wrongful convictions. Black men, more than any other racial group, are disproportionately affected by this, thus elevating the importance of identifying factors that contribute to the false recollection of unseen faces. In the current studies, we tested whether misplaced familiarity and subsequent misidentification of Black faces was underpinned by the degree to which target faces were considered ‘prototypical’ (i.e., representative) of the Black race category. First, results revealed that Black faces with stereotypical facial features were accurately categorized as ‘Black’ quicker than faces with nonstereotypical features (Experiment 1). Moreover, identification errors were higher for both face recognition (Experiment 2) and line‐up identification (Experiment3) for stereotypical‐featured than nonstereotypical‐featured faces. Overall, results suggest that stereotypical Black faces are representative of the category ‘Black’ and facilitated feelings of familiarity and the endorsement of memory errors that may underpin eyewitness misidentifications. Copyright © 2013 John Wiley & Sons, Ltd.