工作狂领导对团队绩效的双刃剑作用机制

随着行业竞争压力的加剧, 工作狂领导在职场中愈发普遍。然而对于工作狂领导在组织中的有效性, 无论是在实践界还是在学术界都尚存争议。鉴于此, 本研究基于社会信息加工理论, 分析工作狂领导对团队绩效的双刃剑作用机制。通过对某物业管理服务公司进行多时点、多来源的问卷调查, 研究结果表明：一方面, 工作狂领导会提升团队工作卷入, 促进团队绩效; 另一方面, 工作狂领导也会引发团队消极情绪, 损害团队绩效表现; 团队工作重要性能有效缓解工作狂领导对团队绩效的消极作用, 同时促进其积极作用。以上研究发现有助于辨证理解工作狂领导有效性, 为组织培育管理人才提供有益借鉴。     

不同任务情境中虚拟团队绩效过程模式

运用模拟实验,通过操纵任务类型和任务依存性,考察了不同任务情境中虚拟团队的各种绩效过程模式及其演化过程。研究发现：（1）三种绩效过程模式对团队任务绩效具有不同的作用,在整个过程中,团队成员都能够设置比较客观的目标;而方法模式只在第一和第三阶段表现出显著作用;信任模式在第一和第二阶段的显著作用,表现出后期受到学习效应的干扰。（2）在概念性任务中,任务依存性对团队任务绩效作用显著,而在行为性任务中,其作用不显著,而且,任务依存性对不同任务类型中的绩效过程模式具有不同的作用。     

工作越轨行为的结构与组织公民行为的关系：一项实证检验

新近出现的绩效结构理论认为员工绩效包括角色内行为、组织公民行为和工作越轨行为三种类型。然而在后两种行为的关系上,当前研究者还未达成一致意见。文章综合采用三种方式证实了组织公民行为和工作越轨行为是两种完全不同的行为类型,而不是一种行为的两种性质不同的表现,从而为三维绩效模型的合理性提供了间接支持。在此基础上,研究还证实了工作越轨行为中两种成分（组织越轨和人际越轨）的不同。文章最后对研究结果进行了讨论,并指出了未来研究方向。     

教师情绪智力和工作绩效的关系：工作家庭促进和主动行为的中介作用

采用整群抽样法对630名中小学教师进行调查,考察教师情绪智力与工作绩效之间的关系,以及工作家庭促进和主动行为在其中的中介作用。结果发现：（1）教师情绪智力、工作促进家庭、家庭促进工作和主动行为与工作绩效呈显著正相关;（2）教师情绪智力对工作绩效具有直接的正向预测作用,同时还通过家庭促进工作和主动行为的多重中介作用对工作绩效产生影响;（3）高低情绪智力对工作绩效的影响机制不同,低情绪智力通过家庭促进工作的部分中介作用影响教师工作绩效,高情绪智力通过家庭促进工作和主动行为的完全多重中介作用影响教师工作绩效;（4）工作家庭促进中工作促进家庭维度在教师情绪智力影响工作绩效中没有显著中介作用。     

溢出-交叉视角下工作狂对配偶孤独感的影响

基于溢出-交叉的视角,采用工作狂量表、工作家庭冲突量表、孤独感量表对国内242个双职工家庭进行调查,探索工作狂对配偶孤独感的影响及其中介机制。结果表明,工作狂正向影响工作家庭冲突,继而正向影响配偶的孤独感,但是丈夫工作狂对妻子孤独感的直接影响不显著,而妻子工作狂对丈夫孤独感存在显著的直接影响,即丈夫工作家庭冲突完全中介丈夫工作狂对妻子孤独感的影响,而妻子工作家庭冲突部分中介妻子工作狂对丈夫孤独感的影响。此外,孤独感在双职工夫妻之间存在显著的相互交叉影响。     

绩效归因过程及其对低工作绩效评估的影响

采用阈上启动方法和投射方法,以72名学校领导者为被试,对绩效归因过程及领导者有关下属低工作绩效归因和评估进行了探讨。研究表明：（1）绩效归因是双重过程：包括绩效外显归因和内隐归因;（2）外显因素影响领导者对下属低工作绩效行为的归因和评估,其中,领导者对下属低工作绩效行为的归因起中介作用;（3）绩效归因对低工作绩效评估的影响是双重过程：绩效外显归因和绩效内隐归因均影响了低工作绩效评估。     

工作场所社交媒体使用对员工工作绩效的影响：基于人际关系视角

基于社会交换理论和分心冲突理论,本研究探讨了社交媒体使用对员工工作绩效影响的作用机制。通过“领导者-下属”配对的问卷调查法对147名员工进行调查,采用Bootstrap检验对模型中的多重中介效应进行检验。结果发现：（1）社交相关的社交媒体使用与员工工作绩效各维度间显著正相关;（2）社交相关的社交媒体使用对工作绩效不同维度的影响存在显著差异,通过增加人际信任对工作奉献和任务绩效产生影响,通过缓解关系冲突对人际促进和任务绩效产生影响。     

本土化人格特质与工作绩效的关系：线性与非线性

采用跨文化（中国人）个性测量表（Cross-Cultural [Chinese] Personality Assessment Inventory, 简称CPAI-2）对182名服务企业员工进行本土化人格特质测查,并同时获得其直接上级主管对他/她工作绩效的评定。目的是探讨本土化人格特质与工作绩效之间的关系模式（线性或非线性）。结果表明：和谐性与工作绩效具有正向的线性关系;面子与工作绩效具有倒U曲线关系;人情与工作绩效具有正U曲线关系;其他本土化人格特质与工作绩效的关系均不显著。     

职业呼唤对工作绩效的影响：情绪调节和职业弹性的多重中介作用

为了考察职业呼唤、情绪调节、职业弹性与工作绩效之间的关系,采用问卷对479名企业员工进行调查。结果发现：（1）职业呼唤正向预测工作绩效,情绪调节和职业弹性在职业呼唤和工作绩效之间中介作用显著;（2）情绪调节、职业弹性依次在职业呼唤和工作绩效之间起链式中介作用。研究深化了人们关于职业呼唤关于工作绩效的作用机制的认识。     

工作狂的研究述评

工作狂是指那些在强烈的内部动机的驱动下,长期投入大量时间和精力到工作上的个体,其形成和发展可以用成瘾模型、强化理论、特质理论和家庭系统理论来解释。工作狂的测量工具主要有工作成瘾风险测验、工作狂问卷和工作狂行为量表。该领域的研究者对于人格变量、人口统计学变量和组织因素等工作狂前因变量及健康、人际关系等工作狂的结果变量的探讨比较深入,但在概念界定、理论整合、测量工具、取样和变量探索等方面还有待进一步研究     

Work engagement and workaholism: comparing the self-employed and salaried employees

This study among a Dutch convenience sample of self-employed individuals (n = 262) and salaried employees (n = 1900) tested to what extent workaholism and work engagement relate to self-reported work performance. After controlling for measurement inequivalence, results of structural equation modeling showed that the self-employed score higher on engagement and working excessively then employees, but not on working compulsively. In addition, work engagement related positively to task performance and innovativeness for both groups. However, engagement only related to contextual performance (performance beyond role requirements) for employees. Workaholism had positive and negative relationships with self-reported performance. Working excessively related positively to innovativeness for both groups, and to contextual performance for the self-employed. Working compulsively suppressed this positive relationship between excessive working and innovativeness in both groups, and between excessive working and contextual performance for the self-employed. In contrast to our expectations, working compulsively related positively to contextual performance for employees.     

Déterminants et conséquences du workaholisme chez des salariés français

The first purpose of the present research was to test the indirect effects of perfectionism (i.e., self-oriented perfectionism and socially prescribed perfectionism) on workaholism (i.e., working excessively and working compulsively) through controlled motivation. The second aim was to examine the links between the two dimensions of workaholism, perceived stress, burnout, and work-family conflict. Two hundred seventy-three French employees completed a questionnaire assessing these different dimensions. Correlation analyses were conducted and provided preliminary support for our hypotheses. We then tested a mediational model through path analysis. Results revealed that both forms of perfectionism were positively linked to controlled motivation that in turn, was associated with high levels of workaholism. They also showed that working excessively and working compulsively positively related to perceived stress, burnout, and work-family conflict. These results are in line with our hypotheses. Theoretical and practical implications of this research are discussed.     

La relation entre l’usage professionnel des technologies numériques et l’addiction au travail médiatisée par les demandes psychologiques au travail : quelles différences entre les hommes et les femmes ?

Considered as an additional job demand, the use of technologies for work-related reasons could increase psychological demands at work, favoring the appearance of workaholism. Our study examines the impact of the frequency of this use on psychological demands at work and workaholism in a sample of 223 people at work from various professional backgrounds, by verifying whether there are differences between men and women. The results showed that the use of technologies (desktop computer, laptop, tablet, smartphone/mobile phone) for work-related reasons increases psychological demands felt at work, consequently favoring the appearance of the two components of workaholism (working excessively and working compulsively) in men and women. In addition, the results show us gender differences: the strength of the relationship between the use of technologies for work-related reasons and working excessively, partially mediated by psychological demands at work, was slightly higher among men than in women; strength of the relationship between the use of technologies for work-related reasons and working compulsively, partially mediated by psychological demands at work, was found just among men, whereas a full mediation was found among women. This research highlights the importance of investigating the mechanisms that may explain how the use of technologies for work-related reasons could enhance the risk of work addiction, by considering gender differences.     

Demographic and occupational correlates of workaholism

Drawing on a convenience sample of 9,160 Dutch employees, the present study examined whether commonly held ideas about the associations between demographic, professional, and occupational characteristics and workaholism would be observed. For example, it is sometimes assumed that managers are more likely to display workaholic tendencies than others. Analysis of variance was used to relate workaholism scores (measured as the combination of working excessively and working compulsively) to participant age, sex, employment status (self-employed or not), profession, and occupational sector. Relatively high average scores on workaholism were obtained by workers in the agriculture, construction, communication, consultancy, and commerce/trade sectors, as well as managers and higher professionals. Low scores were found for those in the public administration and services industry sectors, and for nurses, social workers, and paramedics. The other characteristics were not or only weakly related to workaholism.     

Profiles of middle school teacher stress and coping: Concurrent and prospective correlates

This study examined the stress and coping patterns of middle school teachers. A final teacher sample of 102 and student sample of 1450 agreed to participate in the study. We conducted a latent profile analysis of the teachers' self-reported levels of stress and coping at the beginning of the school year and used the resulting profiles to predict teacher practices and student outcomes over time. Nearly all teachers were characterized by high stress and high coping (66%) or high stress and low coping (28%). Based on concurrent ratings and observations, the High Stress/Low Coping profile had higher burnout and lower self-efficacy, higher rates of observed reprimands, and higher student-reported depression in comparison to the other classes. The most adaptive profile, Low Stress/High Coping (6% of sample), had lower burnout, greater parent involvement and higher student prosocial skills in comparison to the other groups. Profiles also predicted the maintenance of most of these effects and the increase of some effects over the school year. Examining stress and coping in combination can inform efforts to improve teacher well-being and have a positive influence on student learning environments.     

Effects of workaholism on volunteer firefighters’ performance: a moderated mediation model including supervisor recognition and emotional exhaustion

ABSTRACT

Background and Objectives: Although workaholism has been associated with job performance, the mechanisms that explain this relationship remain unclear. In this study, we investigated the conditional indirect effects of workaholism on performance via emotional exhaustion, across low and high levels of supervisor recognition.

Methods: We conducted an empirical cross-sectional study using a sample of 1028 volunteer firefighters who completed a self-report questionnaire assessing workaholism, emotional exhaustion, work performance, and supervisor recognition.

Results: Tests of latent interactions were performed using the latent moderated structural equation modeling approach. Consistent with our predictions, results revealed that the negative indirect effects of workaholism on performance, through emotional exhaustion, were stronger when supervisor recognition was low.

Conclusions: Theorical contributions and perspectives, as well as implications for practice are discussed.     

From teachers’ implicit theories of intelligence to job stress: The mediating role of teachers’ causal attribution of students’ academic achievement

To better understand the cognitive antecedents of teachers’ stress in the school setting, the effects of teachers’ beliefs regarding intelligence and their causal attributions of students’ academic performance on teachers’ job stress were examined in the current study. We recruited 271 teachers who voluntarily filled out an anonymous questionnaire. Findings demonstrated that teachers who endorsed the entity theory of intelligence tended to attribute students’ poor performance to students’ inability but not lack of effort. Results showed a positive relationship between teachers’ fixed view of intelligence and job stress, and this relationship was mediated by teachers’ attributing students’ poor performance to students’ lack of ability, even after controlling for teacher efficacy. We suggest to promote the psychological health of teachers by incorporating intelligence mindset and attribution training programs in preservice teacher education, professional development, and cognitive behavioral stress intervention for in-service teachers.     

Improving Teacher Job Satisfaction: The Roles of Social Capital,Teacher Efficacy,and Support

In this study, we examine how social capital, teacher efficacy, and organizational support increase teacher job satisfaction. Research suggests that teachers worldwide are exceedingly dissatisfied with their jobs and have significantly higher levels of turnover than their counterparts in other professions. We investigate this phenomenon using a sample of 122 elementary school teachers. We found that teachers’ centrality position, or each teacher’s relationship with every other teacher, in their school’s trust network and the density of a teacher’s academic advice ego-network predicted the development of teacher job satisfaction. Additionally, we found that teacher efficacy mediated the relationship between teacher’s trust and academic advice relationships and job satisfaction, and perceived organizational support strengthened the relationship between teacher efficacy and job satisfaction. The article concludes by offering implications of the findings for both administrators and teachers as well as for the social capital, teaching efficacy, and teacher job satisfaction literatures.     

Workaholism: definition, measurement, and preliminary results

Questionnaires were developed to assess the concept of workaholism, defined in terms of high scores on measures of work involvement and driveness and low scores on a measure of enjoyment of work, and to contrast this profile with work enthusiasm, defined as high work involvement and enjoyment and low driveness. Additional scales were devised to test several predictions about the correlates of workaholism. A test battery including these scales was given in a mail survey to a national sample of male (n = 134) and female (n = 157) social workers with academic positions. The psychometric properties of the scales are described. Cluster analyses for each sex revealed groups who corresponded to the workaholic and work enthusiast profiles as well as several other profiles. As predicted, workaholics were higher than work enthusiasts (among other groups) on measures of perfectionism, nondelegation of responsibility, and job stress. They were also higher on a measure of health complaints. Investigations are being initiated to determine the association of workaholism and other score profiles with objectively diagnosed cardiac disorders and with measures of occupational performance.     

Workaholism: Definition,Measurement, and Preliminary Results

Questionnaires were developed to assess the concept of workaholism, defined in terms of high scores on measures of work involvement and driveness and low scores on a measure of enjoyment of work, and to contrast this profile with work enthusiasm, defined as high work involvement and enjoyment and low driveness. Additional scales were devised to test several predictions about the correlates of workaholism. A test battery including these scales was given in a mail survey to a national sample of male (n = 134) and female (n = 157) social workers with academic positions. The psychometric properties of the scales are described. Cluster analyses for each sex revealed groups who corresponded to the workaholic and work enthusiast profiles as well as several other profiles. As predicted, workaholics were higher than work enthusiasts (among other groups) on measures of perfectionism, nondelegation of responsibility, and job stress. They were also higher on a measure of health complaints. Investigations are being initiated to determine the association of workaholism and other score profiles with objectively diagnosed cardiac disorders and with measures of occupational performance.