Work Stress,Chinese Work Values,and Work Well-Being in the Greater China

ABSTRACT

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self- administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor–job satisfaction relationships.     

Work Values Among Lebanese Workers

Abstract

On the basis of a review of the existing literature, the authors tested 4 hypotheses to determine the applicability of work values in Arab societies to employees in Lebanese organizations. Only 1 hypothesis was supported: Organizational policies that ran counter to the worker's religious values had an adverse effect on job satisfaction. There was no support for the hypotheses (a) that workers' religiosity is inversely related to positive attitudes toward women's involvement at work, (b) that employee satisfaction is related to a mechanistic organizational design, or (c) that workers with an internal locus of control experience higher job satisfaction. The Lebanese workers, thus, did not appear to share some of the attributes claimed to exist in Arab societies.     

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。     

A Self‐Determination Approach to Understanding Individual Values as an Interaction Condition on Employees' Innovative Work Behavior in the High‐Tech Industry

Drawing on self‐determination theory (SDT; E.L. Deci & R.M. Ryan, 1985, 2000) and using corporate samples (N = 284; 63% Male; Mean Age = 34, SD = 6.09) from high‐tech firms in China, this empirical study explored the path model from satisfaction of the basic psychological needs for autonomy, competence, and relatedness, through autonomous motivation to employees' innovative work behavior (“IWB”; J. De Jong & D. Den Hartog, 2010). It also simultaneously examined the interactions between autonomous work motivation and individual values (collectivism, H.C. Triandis (1995); uncertainty avoidance, R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, & V. Gupta (2004); and power distance, J. Farh, R.D. Hackett, & J. Liang (2007)) in the conditioned path model. The regression results obtained from conditional PROCESS analysis (A.F. Hayes, 2013, 2018) suggest that basic psychological needs satisfaction is positively related to employees' IWB via autonomous motivation, but that these indirect effects were weaker when employees' power distance value orientation was high. Implications, limitations, and future research directions are discussed.     

Morning Passages from Home to Work Among Managers in Israel: Intergender Differences

This paper presents a study on morning passages from home to work. The sample consisted of 226 Israeli parents working in managerial positions (136 men and 90 women). Eighty percent of the participants were Israeli-born, and the rest immigrated to Israel at a young age. In the study, I examined gender differences in emphasis on domestic and work activities at 3 main transitional stages in the morning: home transitions (30 min before leaving for work), on the way to work, and at work (the first 30 min after arrival at work). The findings indicate that in the home-transition women focused more on domestic tasks than on work tasks, whereas men showed the opposite tendency. On the way to work, women tended to intensify their involvement in work activities, but remained strongly concerned with domestic activities. Men, however, focused primarily on work tasks during this transition. In the work transition, both men and women were more concerned with work tasks than domestic tasks. Therefore, even though men and women focused on different tasks in the initial transition, by the time they arrived at the workplace, they were immersed to the same extent in work activities. Furthermore, the participants' age, children's ages, and years of marriage correlated negatively with emphasis on domestic tasks during the home transition regardless of gender.     

国有企业与民营企业员工工作价值观的比较研究

采用修订后的工作价值观调查表对我国大陆6省市的257名国有企业员工和219名民营企业员工进行了调查。结果表明,国有企业员工的工作价值观在舒适与安全维度上显著高于民营企业员工;在能力与成长维度上显著低于民营企业员工;在地位与独立维度上二者差异不显著。     

Independently Licensed Counselors' Work Values

Prospective clinical mental health counseling students need to know if their work values align with those of independently licensed counselors before investing their time and accumulating debt. Analyzing the work values of 463 independently licensed counselors in the United States, we found 89% expressing social (altruistic) work values and 22% expressing intrinsic work values. Independently licensed counselors want to help clients become fully functioning and self-actualized by maintaining unconditional positive regard, being congruent, and providing empathy. Clarifying these work values and their interaction can help prospective and current clinical mental health counseling students determine their future job role.     

企业员工工作价值观与组织公民行为的关系研究

本研究旨在探讨企业员工工作价值观与组织公民行为的关系。用工作价值观调查表、中国组织公民行为量表对525名企业员工进行了问卷调查,结果发现：整体工作价值观与整体组织公民行为存在着显著性相关;工作价值观的能力警曼等璧翌组织公民行为的公司认同、个人主动性、保护公司资源因素有显著正向影响;工作价值观的地位因素对组织公民行为的公司认同、同事间的利他行为、个人主动性因素有显著正向影响。     

工作价值观结构研究的进展和趋势

传统的工作价值观研究得到了很多种因素模型,难以具有相互印证的结论,稳定性和可重复性较低。近期的研究更注重基本价值观和工作价值观的关系,对整合以往不同的研究做出了贡献,同时也开始采用层面理论等方法,提供了传统研究没有发现的更多的信息。工作价值观和基本价值观的整合、不同化特性下的研究、对原有因素结构的比较整合代表了工作价值观结构未来的研究趋势。     

Stress and Gender in Unemployed Female and Male Managers

The purpose of this pioneering study was to investigate the overall impact of unemployment on female managers compared to their male counterparts, an area which to date has received no specific attention. A questionnaire was designed based on a review of the relevant literature and content analysis of in‐depth interviews with 40 unemployed managers. This was distributed to the 80 government run Executive Job Clubs located throughout England, and was used to gain quantitative data exploring respondents' experiences of unemployment in terms of sources of stress, stress moderators, and stress outcomes. Completed questionnaires were received from 115 female and 169 male unemployed managers registered at 46 Executive Job Clubs (return rate 47%). Multiple regression techniques were used to develop individual and comparative models of unemployment for unemployed female and male managers. The findings indicated that unemployed female managers encountered substantially greater sources of stress than their male counterparts in all aspects of unemployment. Increased stressors and less effective stress moderators resulted in female managers experiencing significantly poorer mental well‐being and greater negative physical effects during unemployment than their male counterparts. Recommendations are made to key organisations.     

Comparative Analysis of Work Values Across Four Nations

Work values are important factors in career counseling and development. The purpose of this study was to test the measurement invariance of Terada's ( 2009 ) Vocational Values Inventory, as well as compare the means of 5 latent variables across 4 nations (Japan, South Korea, the United States, and Germany) using structural equation modeling. Results indicated that the assumptions of configural, metric, and intercept invariance were satisfied across the 4 nations. A comparison of the means of the 5 latent variables indicated that job security, an extrinsic work value, was perceived as the most important work value across the 4 nations.     

新生代工作价值观结构、测量及对绩效影响

采用质化和量化相结合的方法, 运用3批共893份问卷, 探析中国情境下新生代工作价值观的结构、内涵和测量工具, 并检验新生代工作价值观对绩效的影响。结果表明, 新生代工作价值观是一个包含功利导向、内在偏好、人际和谐、创新导向、长期发展的二阶五因子结构, 其量表具有良好的信度和效度, 且对角色内绩效和角色外绩效都呈显著的正向影响效应。文章有利于管理者更全面、深刻地理解新生代员工的工作价值观, 并为构建基于工作价值观的新生代管理体系提供必要的理论基础和技术支持。     

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.     

Values Voters: The Conditional Effect of Income on the Relationship Between Core Values and Political Attitudes and Behavior

The postmaterialism thesis contends that newer cultural and social justice issues will supplant traditional, class‐based economic concerns as societies become increasingly wealthy. Although macrolevel evidence broadly supports this prediction, individual‐level evidence for the theory in the United States has been sparse. Moreover, alternative theories predict that postmaterialism will not travel well to the American context because religious cleavages that divide the major parties will be most salient. We test the postmaterialism thesis at the individual level using unique data that enable us to evaluate citizens' value‐preference structures across income levels, as well as the conditional effect of income on the relationship between individuals' ranked value preferences and political attitudes and behavior. Consistent with the theory, greater income strengthens the association between egalitarianism and ideology, partisanship, evaluations of President Obama, and presidential vote choice, and weakens the relationship between moral traditionalism and these same variables. However, income does not moderate the association between economic security and individuals' identities, evaluations, or behavior. Additionally, value‐preference hierarchies are quite similar across income groups after controlling for partisanship and ideology. The results lend insight into the nature of value‐ and income‐based cleavages in American politics.     

Work Values and Organizational Citizenship Behaviors: Values That Work for Employees and Organizations

This study examines the question: Why would an employee engage in work that enhances organizational performance but is not necessarily recognized or rewarded by his or her employer? This study suggests that this question can be answered in part by the degree to which an employee endorses the Protestant work ethic (PWE). The relationship between the PWE and organizational citizenship behaviors (OCB) is analyzed using two separate survey data samples. Findings support a positive and significant relationship between OCB and two dimensions of the PWE, hard work and independence.     

Values and Antisocial Behavior Among Spanish Adolescents

A number of studies have indicated that delinquent adolescents have characteristic value systems. However, most of these studies have adopted a “known-groups” design—that is, they have compared institutionalized delinquents and non-institutionalized adolescents, assuming those adolescents to be non-delinquent. Designs of this type do not distinguish effectively between the statistical effects of delinquency and of institutionalization. In this study, the authors investigated relationships between values and self-reported antisocial behavior in three adolescent groups: 435 school-attending boys, 529 school-attending girls, and 95 delinquent boys in juvenile rehabilitation centers or prisons. The results indicate that antisocial behavior is associated with hedonistic values and a lack of interest in conventional values and social values. These relationships cannot be explained by the institutionalization effects.     

保护性价值观及其对决策行为的影响

保护性价值观(protected values, PVs)是这样的一种观念:它拒绝与其他任何价值相互交易,尤其拒绝与经济价值进行交易[1]。本文对国内外有关保护性价值观及其对决策行为的影响的研究成果进行了详尽考察和评述,在此基础上,进一步提出了管理领域保护性价值观研究的设想。     

Sex as a Status Variable in Work Settings: Female and Male Reports of Dominance Behavior

This study shows that sex is an important status variable in occupational settings. The basic hypothesis that males, because of a status prerogative, would be more likely than females to use nonverbal and verbal dominance behaviors, including intimate gestures, toward their opposite sex co-workers was confirmed. Subjects (88 female and 69 male samples from two institutions of higher learning) reported dominance behaviors (a) toward opposite sex co-workers; (b) from opposite sex co-workers; (c) toward opposite sex superiors; and (d) from opposite sex superiors. Analysis of the sexual dominance items revealed that sexual intimacy is expressable along the same continuum as traditional dominance gestures. The hypothesis that sex competes with other status variables was supported. If the sexual dominance patterns explored in this study prove widespread, institutions may wish to provide programs aimed at raising employee awareness of these interactions.     

价值观与行为的一致性争议

价值观与行为的一致性存在着争论, 相关的实证研究包括以下几种模式: 价值观直接预测行为; 生活方式、态度等中介变量的桥梁作用; 人格与情境等调节变量的影响作用。目标层次理论认为价值观与行为之间是由逐渐具体化的目标连接起来的; 建构水平理论认为心理距离影响价值观与行为的关系; 自我价值定向理论认为个人自我价值体系对行为具有定向作用; 新社会分析模型则认为价值观是人格的一个领域, 特质与价值观这两个平行的结构共同作用于行为。未来的研究方向可能表现为价值观词典的应用; 价值矛盾与行为决策关系的研究; 中国文化背景下的价值观与行为一致性的探索以及建立专门针对二者关系的理论模型等方面。     

Perceived and Actual Discrimination in the Salaries of Male and Female Managers1

This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non-overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discussed.