青年员工职业适应压力源探析

对浙江省某市20家企业146名青年员工的职业适应压力现状进行调查。结果显示:(1)职业适应问题确实给青年员工带来职业适应压力,其中适应突发事件压力和职业前途压力较大;(2)不同性别、学历、婚姻状况和企业类型的青年员工在职业适应压力的一些维度上差异显著;(3)逐步回归结果表明身体适应压力和人际适应压力对总压力体验有显著影响,身体适应压力、动态任务完成及创新压力对心理体验有显著影响,身体适应压力对情绪体验和生理体验有显著影响。     

Workaholism Among Japanese Blue-Collar Employees

A survey study was conducted in order to examine the hypothesis that workaholism may be a mode of adapting to a stressful work environment. A questionnaire was distributed to members of the Japan Federation of Automobile Workers' Unions in Japan. A total of 4,621 workers (4,083 men, 509 women, 29 unidentified) returned usable data (response rate = 71.9%). The results of a correlation analysis indicated that work overload-quantity and work overload-quality had significantly positive relations with Driven and little or no significant relations with Enjoyment of work. Blue-collar employees who work in highly structured and controlled environments were less likely to be workaholic than white-collar employees (in particular those in sales divisions). The results of ANOVA indicated that work overload had different effects on workaholism by age groups among blue-collar employees. It was found that work overload increased the degree of Driven and Enjoyment of work for those under 34 years old and it increased Driven and decreased Enjoyment of work for those over 35 years old.     

Capitalizing on the Benefits of Utilizing Part-Time Employees Through Job Autonomy

There are over 20 million part-time employees in the United States, however research on part-time employees is quite limited. Research has revealed inconsistencies when comparing part-time and full-time employees on various job outcomes (e.g., performance, commitment). As a test of Feldman's (1990) causal model of part-time work, this study provides evidence that autonomy mediates the relationship between job status (part-time vs. full-time) and such outcomes, which can help explain some of the inconsistencies in previous research. Managerial implications are discussed.     

企业员工行为中庸化的特征分析

本研究采用了问卷调查法,对苏州271名企业员工的行为中庸化的特征进行了研究。结果表明：（1）企业员工的行为,总体上是趋向于中庸的;（2）男性员工较女性员工在行为上更倾向于中庸;（3）教育水平高的员工较教育水平低的员工更倾向于中庸;（4）职务水平高的员工较职务水平低的员工更倾向于中庸;（5）企业性质不同、资本来源不同的企业员工,其行为中庸化水平不同。     

Workplace diversity in South Africa: Its qualities and management

This qualitative study explored diversity management strategies used by South African financial institutions. The sample included 72 employees (33.33% females; 39.08% Indigenous African language speakers). Of the participants, 44.45% were white, 28.57% were black, 22.22% were Indian, and 4.78% were from the Coloured population group. The participants completed focus-group interviews or individual interviews on their workplace diversity experiences and its management. Themes emerging from Atlas.ti and Tesch’s data analyses included the consensus view that effective diversity management proactively addressed cultural differences, stereotyping, prejudice, discrimination, misunderstandings, communication gaps, and conflict due to organisational hierarchical levels. Organisational competitiveness is enhanced through client focused services and an employee valuing work environment. However, some of the employees also viewed diversity initiatives as costly, time-consuming, and forced on employees.     

Resilience in elite sport and at work – A comparative analysis among German elite athletes and employees

ObjectiveThe first purpose was to examine and compare the different levels of resilience for elite athletes and employees. Second, we investigated the relationship between resilience and personality traits for both groups. Finally, we explored how resilience is linked to sporting success.DesignCross-sectional, self-report survey.MethodA total of 720 participants (mean age = 28.59, SD = 22.02, males = 51.7%, 256 elite athletes, 132 dual students, and 332 employees) were surveyed and completed scales about resilience, personality traits, and sporting success. Analysis of variance to identify mean level differences between groups and regression analysis to examine the effect of resilience on sporting success.Results and conclusionsThe group of athletes shows significantly higher levels of resilience than the groups of dual students and employees. We find positive relationships between resilience and all considered personality traits but find that the level of correlations varies. Resilience is rather a prerequisite for top-level sports participation than a predictor for sporting success.     

Comparing Effects of Intrinsic and Extrinsic Social Values Between Younger and Older Employees

Socioemotional selectivity theory proposes that older adults emphasize emotional goals and interpersonal closeness to a greater extent than do younger adults, suggesting that holding social work-related values (SWVs) may be beneficial to older employees. This project aimed at examining two dimensions of SWVs, intrinsic and extrinsic SWVs, and tested whether age and work situation would moderate their effects on self-rated job performance. A cross-sectional survey (Study 1, N = 357) and a 14-day experience sampling study (Study 2, N = 77) were conducted among Chinese managerial employees. Study 1 showed that the direct effect of intrinsic SWVs on self-rated job performance was stronger in older employees than in younger employees. Study 2 demonstrated that older employees who valued intrinsic SWVs while being in social situations performed much better than when they did not value intrinsic SWVs but being in social situations; however such positive effect was not shown in younger employees. Findings of this project reveal that the effect of SWVs varies across locus of effect (intrinsic versus extrinsic), age, and work situation. Among older employees, the positive effect of intrinsic SWVs is more crucial than that of extrinsic SWVs on self-rated job performance. Findings of this project imply that intrinsically rewarding incentives would be more effective in motivating older employees to reach peak performance.     

When life's good: Gendered marital satisfaction and work-pay satisfaction influences on organisational commitment of advancement-career-stage employees

We examined the influences of marital satisfaction and work-pay satisfaction on organisational commitment among advancement-career-stage employees while controlling for gender and a selection of socio-demographics. The sample consisted of 350 workers (females = 237; mean age = 32.44, SD = 9.99 years) from a large privately owned educational service provider. The employees completed measures of marital satisfaction, work-pay satisfaction, and organisational commitment. The data were analysed to predict the influence of marital satisfaction, and work-pay satisfaction on organisational commitment, while controlling for gender and socio-demographics. The results suggest that although happily married people with work-pay satisfaction had higher organisational commitment, those with marital satisfaction and older age were less committed to their employer organisations. We conclude that marital satisfaction interfered with advancement-career-stage employees’ loyalty to the organisation.     

Adolescents and conceptions of social relations in the workplace

This study examined the relationship between social class and adolescents' conceptions of social relations in the workplace. Forty female adolescent, non-managerial employees who work part-time at McDonald's restaurants were interviewed. Two groups were formed: one middle-class group (n = 20) and another working-class group (n = 20). Results indicated that middle-class respondents were more apt to seek positive, affective ties with managers whereas working-class respondents were more apt to be critical of or to maintain emotional distance from managers. In addition, middle-class respondents more often viewed managers as allies whereas working-class respondents more often emphasized resistance to managers or endurance in coping with work-place grievances. No significant differences were found in relations with co-workers.     

Justice and Organizational Citizenship Behavior Intentions: Fair Rewards Versus Fair Treatment

Abstract

In a sample of 114 employees from various industries, organizations, and positions, the likelihood of organizational citizenship behaviors (OCB) increased when employee perceptions of fair treatment by supervisors became more positive. Perceptions of fair rewards and fair formal procedures were not predictors of OCB intentions. After the authors controlled for established patterns of OCB and demographic characteristics, interactional justice perceptions were significantly related to the intention of performing specific organizationally beneficial activities.     

Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance

Companies utilizing contingent workers face a dilemma between the need to employ a flexible (i.e., low fixed-cost) work force and the need to employ a work force providing performance above and beyond the call of duty. One potential solution to this dilemma is to determine ways to promote the commitment and high performance of temporary employees. To that end, we conducted a study examining factors influencing organizational citizenship behavior (OCB) performance in temporary employees. Our results support or partially support hypotheses proposing that 1) job attitudes held by the temporary employee about the client organization were related to OCB performance in the client organization, 2) job attitudes held by the temporary employee about the staffing agency were related to OCB performance in the client organization, and 3) the employee's motivation for taking an assignment is related to OCB performance. Implications for enhancing OCB performance in temporary employees are discussed.     

A型人格与“80后”大学生员工职业锚的关系研究

个性与人们职业选择和职业发展存在着密切关系,选择与人格相匹配的职业锚,不仅有助于个体合理规划自身的职业生涯,而且组织也可以人员优化组合,从而提高组织绩效。本文以A型人格作为人格测量指标,选取“80后”大学生员工为研究对象,通过问卷调查深入探讨了A型人格与职业锚之间的关系,结果发现：A型人格与“80后”大学生员工自主型、创业型、技术型与挑战型的职业锚存在正相关,与挑战型和自主型职业锚有因果关系,其中时间紧迫感（CH）维度对挑战型职业锚有预测作用,竞争不耐烦（TH）维度对自主型职业锚有预测作用。具有A型人格的“80后”大学生员工非常适合创业和自主型的工作。B型较适合选择管理型与安全型的职业锚以发展自身的职业道路。本文对相关数据进行分析并提出建议和对策,帮助“80后”大学生员工设计符合自身个性的职业生涯规划。     

职业生涯晚期工作重塑与工作中成功老龄化

随着人口快速老龄化, 劳动人口中老年人的比重持续扩大。工作中成功老龄化(successful aging at work)积极看待工作中的老龄化过程, 指出老年员工不仅能很好地适应自身与工作变化, 还能为组织持续创造价值、发挥“余热”, 进而有助于缓解劳动力老龄化和年轻劳动力短缺所带来的难题。工作重塑(job crafting)作为员工的一种主动性行为, 与个体和环境因素的交互作用, 能有效帮助老年员工实现可持续的人-环境匹配和资源有效管理, 适应年龄与工作环境的变化, 在职业生涯晚期带来积极的工作结果, 最终实现工作中成功老龄化。工作中成功老龄化、老年员工工作重塑的概念和测量皆须进一步研究, 进而深入开展老年员工工作重塑对工作中成功老龄化的作用机制及干预方法实证研究。     

The relation of career adaptability to satisfaction and turnover intentions

The objective of this study is to investigate the linkage between career adaptability (CA), turnover intentions (TI), and career satisfaction (CS). It also examines the factor structure and psychometric properties of the Career Adapt-Abilities Scale (CAAS) for low-ranking employees. The findings provide further support for the incremental validity of the CAAS. CA positively predicted CS and negatively predicted TI of low-ranking employees. CS is negatively related to TI, and it mediated the association between CA and TI. CA does not mediate the relation between CS and TI. Overall, a deeper understanding of the linkage between CA and TI can help us to find ways to assist employees to navigate the increasingly complex career path, thereby preventing TI.     

女性员工如何进行性别身份印象管理?

女性员工性别身份印象管理是指女性员工为了扭转他人对自己女性身份的偏见和消极印象,而影响他人看法的过程。性别身份印象管理策略包括社会再范畴化策略和积极区分策略,前者旨在减少与女性身份的联系,后者意在强调女性身份的积极意义。两类策略会对女性获得的评价、职业发展和个人福祉产生不同的效果;工作场所偏好、性别刻板印象强弱等因素调节了这两类策略的效果。未来研究应继续从性别身份印象管理、组织干预和中国文化背景等方面探讨如何减少性别歧视对女性员工的影响。     

Trans employees,transitioning, and job satisfaction

While trans employees have become more widely recognized in society, our understanding of their work experiences remains underdeveloped. In the current study, we investigate whether transitioning is associated with job satisfaction in England, Wales and Scotland. Using longitudinal data collected before and after sex reassignment surgery associations between job satisfaction and mental health/life satisfaction are examined for trans men and women. The estimations suggest that employees experience higher job satisfaction, mental health and life satisfaction after sex reassignment surgery than before. In addition, the estimations suggest that after sex reassignment surgery, the associations between job satisfaction and mental health/life satisfaction are stronger than before. Moreover, the estimations suggest that employees not only experience higher job satisfaction after sex reassignment surgery, but also during transitioning. The results suggest that, firms should not treat transitioning employees in a biased way, since their transition might entail positive personal and workplace advancements.     

Black Jack: Do company benefits and feelings have an impact on my happiness?

The aim of this study was to determine whether casino employees’ benefits and their feelings about the company influence their experienced happiness. A total of 1 502 casino employees were surveyed (females = 57%; males = 43%). They completed a company benefits, feelings and happiness questionnaire within the work context. Data were analysed to predict what company benefits and whether feelings about the company impact on the casino employees’ happiness; and also to test the mediation effects of company benefits on their happiness experienced through feelings about the company. In addition, structural relations between happiness and feelings about the company, and happiness and company benefits were tested. Findings from the regression analyses and structural equation modelling suggest that feelings about the company and company benefits such as staff meals and pension funds do predict personal happiness and positive feelings about the company where they are employed. Moreover, feelings about the company mediated the effect of stay-in facilities, staff meals and a bonus on happiness. Positive feelings about their company seem to explain employee happiness, particularly with the availability of company benefits such as stay-in facilities, staff meals and a bonus scheme.     

Physical and emotional stresses of technology on employees in the workplace

This article presents how today's technology permeates the planning, organizing, staffing, leading, and controlling functions of human resources management. Certain industries or occupations are more reliant on technology and thus impose more physical and emotional stressors on employees. The effects of physical stressors and the physical manifestations of emotional stressors can expose employers to additional liability. The authors make 8 propositions in this study and provide supporting research with additional information. How employers can be proactive by encouraging task‐focused coping with stress is also discussed.     

Job Stress and Employee Well-Being Among Airline Personnel in an Asian Developing Country

This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship.