幼儿教师心理资本、职业压力与工作绩效:应对方式的中介作用

为探索幼儿教师心理资本、职业压力和应对方式对工作绩效的影响,选取成渝两地幼儿教师共328名,用教师心理资本问卷(TPCQ)、幼儿教师工作压力源问卷(KTOSQ)、简易应对方式量表(SSWC)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、每月收入、教师教龄和年龄影响后,幼儿教师心理资本对工作绩效有显著积极影响,职业压力对工作绩效有显著消极影响。(2)幼儿教师积极应对部分中介心理资本对工作绩效的影响,消极应对部分中介职业压力对工作绩效的影响。以上研究结果对保护和提升幼儿教师工作绩效具有重要价值。     

幼儿教师职业压力、心理资本和职业认同对职业幸福感的影响机制

为探索幼儿教师职业压力、心理资本和职业认同对职业幸福感的影响机制,随机选取川渝两地幼儿教师328名,用幼儿教师工作压力源问卷(KTOSQ)、幼儿教师职业认同问卷(KTPIQ)、教师心理资本问卷(TPCQ)和幼儿教师职业幸福感量表(KTOWBS)进行调查.结果表明:(1)幼儿教师职业压力是风险性因素,降低其职业幸福感.心理资本是保护性因素,提高其职业幸福感,且心理资本的保护作用主要表现为直接效应;(2)幼儿教师职业认同在职业压力和心理资本对职业幸福感的影响中起完全中介作用.以上研究结果对保护和提高幼儿教师职业幸福感具有重要理论价值和实践意义.     

幼儿教师胜任力和职业压力对职业幸福感的影响:职业认同和职业倦怠的作用

为探索幼儿教师胜任力、职业压力、职业认同以及职业倦怠对职业幸福感的影响机制,选取四川、重庆、西藏、贵州和北京五地幼儿教师326名,用幼儿教师职业幸福感量表、幼儿教师胜任力问卷、幼儿教师工作压力源问卷、幼儿教师职业认同问卷和教师职业倦怠量表进行调查。结果表明：（1）控制学校性质、每月收入、教师教龄和年龄影响后,幼儿教师职业认同是胜任力提升职业幸福感的中介。（2）幼儿教师职业倦怠和职业认同是职业压力降低职业幸福感的中介,具体包括职业倦怠和职业认同的单独中介效应以及职业倦怠--职业认同的链式中介效应三条路径。（3）幼儿教师胜任力缓解职业压力对职业倦怠的影响;职业压力放大胜任力对职业认同的影响。以上研究结果拓展了职业幸福感的JD-R模型,并对提升幼儿教师职业幸福感具有重要价值。     

幼儿教师职业承诺对工作绩效的影响:职业幸福感的中介作用

为探索幼儿教师职业承诺和职业幸福感对工作绩效的影响,选取川渝两地幼儿教师328名,用幼儿教师职业幸福感量表(KTOWBS)、教师职业承诺问卷(TOCQ)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、工作时间、每月收入、教师年龄以及教龄影响后,幼儿教师情感承诺和规范承诺分别对工作绩效有显著的积极影响,继续承诺则对工作绩效有显著的消极影响;(2)幼儿教师职业幸福感在情感承诺、规范承诺和继续承诺对工作绩效的影响中起部分中介作用。以上研究结果对保护和提高幼儿教师工作绩效具有重要理论价值和实践意义。     

胜任力和应对策略对教师职业压力的影响

采用中学教师胜任力问卷、教师职业压力应对问卷和职业压力量表对262名中学教师进行测查,并通过结构方程模型考察应对策略在胜任力和职业压力之间的中介作用。结果表明:(1)主科教师和理科教师的职业压力显著高于副科教师的职业压力;(2)应对策略是胜任力抑制职业压力的有效中介变量;(3)积极应对和消极应对的完全中介效应是不同的,前者小于后者。     

幼儿教师政府支持、组织支持和胜任力对职业幸福感的影响：职业认同的中介作用

为探索幼儿教师政府支持、组织支持、胜任力和职业认同对职业幸福感的影响,选取四川、重庆、西藏、贵州、江西、湖北和北京七地幼儿教师462名,用幼儿教师职业幸福感量表、幼儿教师胜任力问卷、幼儿教师职业认同问卷、政府支持问卷和组织支持感问卷进行调查。结果表明：（1）幼儿教师政府支持、组织支持和胜任力均是保护性因素,提升其职业幸福感。其中,组织支持影响最大。（2）幼儿教师职业认同在政府支持、组织支持和胜任力对职业幸福感的影响中起中介作用。上述研究结果发展了职业幸福感的JD-R模型,并对提升幼儿教师职业幸福感具有一定价值。     

压力性生活事件对青少年烟酒使用的影响：基本心理需要和应对方式的链式中介作用

采用压力性生活事件量表、基本心理需要量表、特质应对方式问卷和烟酒使用问卷对867名青少年进行调查,考察了基本心理需要和积极应对方式、消极应对方式在压力性生活事件与烟酒使用关系中的链式中介效应。结果表明：（1）基本心理需要是压力性生活事件与青少年烟酒使用之间的中介变量;（2）积极应对方式、消极应对方式是基本心理需要与青少年烟酒使用之间的中介变量。因此,基本心理需要和积极应对方式、消极应对方式在压力性生活事件与青少年烟酒使用之间起链式中介作用。研究结论对青少年烟酒使用的预防和干预具有重要价值。     

幼儿教师职业幸福感的特点及其与职业承诺的关系

为探索幼儿教师职业幸福感的特点及其与职业承诺的关系,随机选取川渝两地幼儿教师533名,用修编的幼儿教师职业幸福感量表（KTOWBS）和教师职业承诺问卷（TOCS）进行调查。结果表明：（1）除认知幸福感外,幼儿教师职业幸福感整体水平较高。其中,城市幼儿教师的心理幸福感和情绪幸福感显著高于农村,公办园幼儿教师的社会幸福感显著高于民办园;（2）月薪超过1000元的幼儿教师其社会幸福感显著高于月薪低于1000元者,月薪超过2000元者其心理幸福感、情绪幸福感和认知幸福感显著高于月薪低于2000元者,但心理幸福感随日工作时间增加而降低;（3）幼儿教师职业幸福感各因子与情感承诺、规范承诺和继续承诺存在不同关系。分层线性回归分析显示,社会幸福感、认知幸福感、情绪幸福感和心理幸福感对情感承诺的正向预测作用为17%,认知幸福感和社会幸福感对规范承诺的正向预测作用为7%,社会幸福感对继续承诺的正向预测作用为1%。     

小学教师心理资本与主观幸福感的关系：职业压力的中介作用

抽取北京市8所小学495名小学教师为被试,采用问卷调查的方法收集数据,对小学教师心理资本现状进行描述,并使用结构方程模型探讨小学教师心理资本与主观幸福感之间的关系,以及职业压力在二者关系间的中介作用。结果表明,小学教师心理资本水平普遍较高,男性教师的效能维度得分显著高于女性教师,低教龄教师的韧性维度得分显著低于高教龄教师;小学教师的心理资本与主观幸福感间存在显著正相关关系,心理资本与职业压力、职业压力与主观幸福感之间存在显著负相关关系;职业压力在心理资本与主观幸福感之间起部分中介作用。     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

Occupational Choice and Occupational Success in Slow-Learning School-Leavers

Educationally sub normal adolescents in special schools are compared with others of the same ability in the remedial groups of comprehensive schools, with regard to their choice of jobs and success in employment after leaving school. ESN pupils from special schools were found to be more realistic in their choice of occupation and to do better in their subsequent employment than those from comprehensive schools. Some possible reasons for this difference are proposed.     

Effects of Changing Proportions of the Sexes on Ratings of Occupational Prestige

Touhey (1974) has suggested that an influx of women into high-status, male-dominated professions will result in declining prestige and desirability for those professions. The present study attempts both a replication and an extension to examine results of changing sex ratios in low-status and female-dominated occupations. Replication of the previous finding and its predicted extension to high- status women's jobs occurred only with college sophomores; juniors and seniors generally did not respond to sex composition, although they did rate high-status men's jobs as even more prestigious with a larger proportion of women employed in the job. Results for the low-status jobs were less clear, possibly reflecting the distance of college students from such occupations. Unlike Touhey's, these results are not interpreted as predicting future occupational prestige, but only as reflecting current attitudes about women and men.     

An Analysis of the Effects of Occupational Variables on Child bearing Intentions

Recent studies have indicated that the relationship between family size and occupational variables (e.g., work status, occupation, total number of years worked, career decisions) may be influenced by a number of different variables. The present study uses Fishbein's Theory of Reasoned Action to analyze the effects of different occupational variables on the beliefs, attitudes, and subjective norms that underlie intentions to have a child (within the next 3 years). Consistent with the theory, occupational variables were significantly related to childbearing intentions only if they were related to attitudes toward having a child and subjective norms. Furthermore, these latter relationships were themselves dependent upon relations between the occupational variables and underlying beliefs, evaluations, and motivations to comply. As expected, different occupational variables influenced intentions in different ways. Thus, Fishbein's theory allows a means for identifying the loci of effects of occupational variables on childbearing intentions. Finally, the two components of the model were sufficient to predict childbearing intentions; in general, occupational variables did not contribute to prediction of childbearing intentions over and above childbearing attitudes and subjective norms.     

The Role of Occupational Characteristics and Occupational Imbalance in Explaining Well-being

One of the key factors for promoting well-being lies in balancing one’s daily life occupations and the nature of these occupations. Occupation refers to a group of everyday life goal-directed activities which may be associated to any life domain, not necessarily work, such as leisure, education, or self-care. Yet it is not clear what constitutes occupational imbalance, and its association to other factors has not been examined systematically. This study proposed and tested a theoretical model for specifying the structural relationships between occupational imbalance, occupational characteristics, personality and well-being. 288 working adults completed the following questionnaires: Inter-goal Relations Questionnaire (occupational imbalance), Personal Projects Analysis (occupational characteristics), the Big Five Inventory (personality traits) and the Satisfaction with Life Scale (well-being). Twenty-five models were tested using structural equation modeling. All the models fit the data well. Occupational characteristics, with the exception of stress, served as significant mediators between personality and well-being, yet occupational imbalance did not play a significant role across all models. Our findings provide substantial support for the importance of occupation to well-being, however occupational imbalance is still an elusive concept that requires further investigation theoretically and empirically.     

The Effects of Personal Need for Structure and Occupational Identity in the Role Stress Process

Abstract

The authors formed and tested a model of the antecedents, consequences, and possible moderators or mediators of the role ambiguity construct in a new occupational group of nurses (N = 1,240) in Finland. They hypothesized that (a) job characteristics (control and feedback) would be associated with role ambiguity and (b) this association, in turn, would be moderated by personal need for structure. The authors hypothesized that role ambiguity would affect occupational strain partially by the strength of occupational identity. They tested these models by using hierarchical regression analysis and structural equation modeling (LISREL 8; K. G. Jöreskog & D. Sörbom, 1993). Both hypotheses were supported.