Watching the paint dry at work: psychometric examination of the Dutch Boredom Scale

Boredom at work is a state of employee unwell-being that is characterized by relatively low arousal and high dissatisfaction. At present little is known about boredom at work. In order to facilitate future research, the current study introduces a brief self-report questionnaire that assesses boredom at work, the Dutch Boredom Scale (DUBS). We argue that (1) boredom at work can be distinguished empirically from related concepts such as work engagement and job burnout; (2) boredom at work results from having an unchallenging, “passive” job; and (3) the subsequent lack of challenge in the form of boredom may result in dissatisfaction with the job and with the organization. Using data from 6315 employees, factor analysis supported the factorial and discriminant validity of the DUBS vis-à-vis engagement and burnout. As expected, structural equation modeling revealed that demands and resources were negatively associated with boredom. Moreover, boredom at work was negatively related with job satisfaction and organizational commitment, and positively with turnover intention. These findings support the validity of the DUBS. Future research may focus on underemployment as an antecedent of boredom at work, and on the effects of boredom on job performance.     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

生产型企业的工作自主性:概念、测量与相关研究

工作自主性作为工作特征的关键指标,是指员工在工作方法、工作安排和工作标准上能自行控制与自行决定的程度;包括方法自主、安排自主和标准自主三方面,分别构成工作自主性量表的三个测量维度.诸多实证研究及相关研究综述表明,工作自主性对员工的工作态度和工作绩效等结果变量具有显著效应.同时,工作自主性对其他变量之间的关系具有调节作用.今后应多开展在中国情景中的验证性研究及干预性实验研究.     

工作需求控制支持压力模型及实证研究评析

工作需求控制支持(The job demand-control-support, JDCS)模型在工作压力研究领域是一个影响广泛的组织压力模型, 根据对于JDCS模型近30年的实证研究进行了综合和分析, 并从模型的适用性研究状况、模型的相关研究变量的探索、模型的发展三个方面进行了总结, 发现目前的JDCS模型的相关实证反映出其具有很好的解释力和适用性, 但是模型本身及根据模型开发的JCQ量表都需要后续研究的不断完善和发展。     

The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men

We used 1997 International Social Survey Programme data from 14 countries to examine the relationship of job attribute preferences to family responsibilities, employment, and paid work hours. Separate regression analyses for women and men examined whether family responsibilities (marriage, children, spousal employment, and housework responsibility) predicted job attribute preferences. Many family responsibilities were significant predictors of men's and women's extrinsic and intrinsic preferences. Family responsibilities also predicted women's flexibility preferences. We next examined whether job attribute preferences were associated with employment and weekly paid work hours when family responsibilities were controlled. Job attribute preferences showed several significant relationships to women's and men's employment and several significant relationships to women's paid work hours.     

Adolescents' Reactions to the Evacuation of the Sinai Settlements: A Longitudinal Study

This study investigated psychological reactions of adolescents to a severe stress situation—the evacuation of the Sinai settlements. The research focused on emotional reactions of anxiety and anger to this stress situation. Two central problems were investigated: (a) The intensity of the emotional responses of anxiety and anger of the adolescents to the stress situation, before and after the evacuation, and (b) the impact of three intervening variables on these emotional reactions—cognitive perception of the political situation, family functioning, and personality characteristics. Data for this study were collected in a regional high school in Israel from 418 pupils in 9th through 12th grades. Seventy-eight of the pupils lived in the Yamit area. Measurements were obtained at three points in time: 6 weeks and 1 week before the evacuation and 2 months after it. The results supported the predicted trend that adolescents in the Yamit group before the evacuation would score higher on state anxiety and state anger than would those in the comparison group. Two months after the evacuation there was a significant drop in those scores. The trait measures remained stable in both groups and no significant differences were found between the two groups on these scores. Concerning the impact of the three intervening variables on the intensity of the state emotional responses, the results did not support any of the hypotheses.     

工作满意度研究述评

工作满意度一般被定义为员工对工作的情感或态度.但仔细斟酌起来,相关定义还有待完善.鉴于此,该文对什么是工作满意度进行了分析,提出应当从系统论的观点对它进行考察;讨论了工作满意度的结构划分、测量方法;分析了工作满意度与工作绩效关系研究中存在的问题,并提出了解决之道;对未来工作满意度的研究作了展望.     

倦怠、应激和抑郁

倦怠是“在以人为服务对象的职业领域中,个体的一种情感耗竭、人格解体和个人成就感降低的症状”。在倦怠研究的文献中,存在着严重的倦怠、应激和抑郁的概念混淆现象。文章对工作倦怠、工作应激和抑郁的联系与区别进行了详细阐述,并指明了未来的研究方向,具有重要的理论意义。     

Workaholism in Organizations: Measurement Validation and Replication

Although workaholism in organizations has received considerable attention in the popular press, our understanding of it based on research is quite limited. This deficit is the result of absence of both suitable definitions and measures of the concept. This study reports the replication of earlier work undertaken by Spence and Robbins (1992) applying their measures to a managerial population (N = 530). Considerable support was found for the usefulness of their measures based on reliability and construct validity data.     

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。     

Work Centrality and Post-Award Work Behavior of Lottery Winners

Individuals who had won the lottery responded to a survey concerning whether they had continued to work after winning. They were also asked to indicate how important work was in their life using items and scales commonly used to measure work centrality. The authors predicted that whether lottery winners would continue to work would be related to their level of work centrality as well as to the amount of their winnings. Individuals who won large amounts in the lottery would be less likely to quit work if they had relatively greater degrees of work centrality. After controlling for a number of variables (i.e., age, gender, education, occupation, and job satisfaction), results indicated that work centrality and the amount won were significantly related to whether individuals continued to work and, as predicted, the interaction between the two was also significantly related to work continuance.     

中小学教师情绪工作策略及特性与工作满意度的关系研究

以情绪工作的资源守恒为理论基础, 通过问卷调查, 探讨了368名中小学教师情绪工作策略及其特性与工作满意度的关系。结果发现:①表面行为策略与工作满意度负相关显著, 主动深度行为策略和被动深度行为策略与工作满意度正相关显著。②情绪表达多样性和持久性与工作满意度负相关显著, 并与表面行为策略成正相关显著, 与被动深度行为策略负相关显著;③表面行为策略在情绪表达多样性对工作满意度的影响起部分中介作用, 被动深度行为策略在情绪表达多样性对工作满意度的影响中起完全中介作用。     

教师工作价值观与工作绩效的关系研究

目的 探讨教师工作价值观与工作绩效的关系。方法 采用教师工作价值观量表和工作绩效量表,对645名中小学教师进行了测量,运用SPSS17.0对数据进行统计分析。结果 教师工作价值观与工作绩效间存在显著的正相关,但相关水平较低;利他奉献、安全稳定及声望地位维度是任务绩效、工作奉献及总体绩效的预测指标,利他奉献、安全稳定及人际关系维度是人际促进绩效的预测指标。结论 教师工作价值观能在一定程度上预测其工作绩效。     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。     

Predicting well-being in managers: Test of a positive psychology model

Contemporary scholars in vocational, applied, and organizational psychology have emphasized that working must be understood as a relational act with important implications for worker well-being. Drawing upon emergent research extending the constructs of adult attachment security and authenticity to the workplace, this study tested a positive psychological model linking adult attachment orientations, and both experienced and expressed features of work authenticity, to the prediction of well-being within a sample of business managers. Findings indicated that, controlling for their gender and length of managerial experience, managers’ levels of adult attachment security and work authenticity accounted for significant and incremental variance in their reported levels of work stress and job satisfaction. In general, managers with high levels of adult attachment security and work authenticity reported lower work stress and higher job satisfaction. Implications of these findings for the counseling of distressed managers are briefly discussed.     

Uncovering the trail of positive affect in the job attitudes literature: A systematic review

A review of the organisational psychology literature suggests that researchers have examined at least four job attitude constructs: job satisfaction, work/task satisfaction, job involvement, and organisational commitment. Less, however, is known about why the four different job attitudes vary in magnitude as predictors of vital organisational outcomes. In this systematic review, I propose that positive affect is central in explaining the differential effects of these job attitudes on organisational outcomes. The review then explicates patterns of results underlying prior studies on these job attitudes and presents an overarching proposition: Accurate conceptualisation and measurement of the affective component underlying each job attitude will help illustrate how, and to what extent, each job attitude leads to desirable organisational outcomes. Finally, four key suggestions for further job attitudes research are presented: (a) enhancing conceptualisation and measurement of positive affect in job attitudes, (b) developing an overarching theory of positive affect, (c) focusing on discrete positive emotions, and (d) looking beyond existing current job attitude constructs. This work complements the current affective epoch of job attitudes research, uncovering the trail of positive affect as it has informed the job attitudes literature historically and suggesting its theoretical and practical developments for the future.     

The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.