Job security and work performance in Chinese employees: The mediating role of organisational identification

This research focuses on investigating whether organisational identification mediates the effects of job security on in‐role behaviour and extra‐role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor‐subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in‐role behaviour and fully mediated the effect of job security on extra‐role behaviour. A multi‐group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in‐role behaviour and extra‐role behaviour through organisational identification. Limitations and implications of these findings are discussed.     

The effect of behavioral skills training on shot performance in field hockey

Behavior analysis procedures have been used to improve sports performance and enhance player safety across a wide variety of sports. The current study evaluated the effects of behavioral skills training on three common field hockey shots, a slap shot, drive, and sweep for young field hockey players. The procedures were evaluated in a multiple baseline across behaviors for three players. Results showed increases in each type of shot once intervention was implemented.     

Variable effects of a behavioral treatment package on the performance of inline roller speed skaters

We investigated the effects of a treatment package on the performance of correct relay tags with 4 inline speed skaters. The treatment package included verbal praise following correct tags, visual feedback of performance data, and instruction for improving performance. Initial gains in the frequency of correct tags were not maintained at 6-month follow-up when baselines were reestablished. Performance on the second intervention phase for the 3 original subjects was variable and differed from the initial phase, whereas the original findings were replicated in the 4th subject. Possible reasons for this variability and implications for future research and behavioral sport interventions are considered.     

Restricting the field of view: perceptual and performance effects

Visual perception involves both the high acuity of foveal vision and the wide scope of overlapping peripheral information. The role of peripheral vision in competent performance of the adult visuomotor activities of walking, reaching, and forming a cognitive map of a room was examined using goggles which limited the scope of the normal field of view to 9 degrees, 14 degrees, 22 degrees, or 60 degrees. Each restriction of peripheral field information resulted in some perceptual and performance decrements, with the 9 degrees and 14 degrees restriction producing the most disturbance. In addition, bodily discomfort, dizziness, unsteadiness and disorientation, were reported as the subjects moved around with restricted fields of view.     

Assessing good qualitative research in the work psychology field: A response to the commentaries

This article is a response to three commentaries (Halbesleben, 2011; Hickson, 2011 & Locke, 2011) on ‘Assessing “good” qualitative research in the work psychology field: A narrative analysis’ (Cassell & Symon, 2011).     

Minicomputer-administered tasks in the study of effects of sustained work on human performance

Six tasks administered on a MINC-11 minicomputer were used in studying the effects of long, continuous work periods and fatigue on physical and cognitive task performance. Submaximal physiological workload measurement was done during one of these tasks for a subject walking on a treadmill. The MINC-11 system is described, as are the six tasks programs. Four of these tasks measured various types of reaction times, another involved complex information processing, and one appraised moods, physical symptoms, fatigue, and the physiological status of subjects.     

Self-compassion at work: A self-regulation perspective on its beneficial effects for work performance and wellbeing

The work environment is fraught with complex demands, hardships, and challenges, highlighting the need to approach work with self-compassion each day. We propose that work self-compassion—a mindset of kindness, gentleness, and care toward oneself as an employee—may generate the resources and motivation needed for self-regulation at work. Drawing from integrated self-control theory (ISCT) and theory on self-compassion, we suggest that on days when employees hold a work self-compassionate mindset, they will exhibit greater work performance and wellbeing via enhanced resource capacity and motivation. In an experimental experience sampling study, we found that a work self-compassionate mindset reduced depletion and increased work self-esteem and thereby heightened daily work engagement and daily resilience. Consequently, employees made greater goal progress at work and experienced higher meaning in life. In a supplemental study, we show that state self-compassion at work is associated with unique variance in work outcomes beyond compassion received from coworkers. We discuss theoretical and practical implications for self-compassion in organizational contexts.     

A meta-analysis of the effects of electronic performance monitoring on work outcomes

Electronic performance monitoring (EPM), or the use of technological means to observe, record, and analyze information that directly or indirectly relates to employee job performance, is a now-ubiquitous work practice. We conducted a comprehensive meta-analysis of the effects of EPM on workers (K = 94 independent samples, N = 23,461). Results provide no evidence that EPM improves worker performance. Moreover, findings indicate that the presence of EPM is associated with increased worker stress, regardless of the characteristics of monitoring. Findings also demonstrate that organizations that monitor more transparently and less invasively can expect more positive attitudes from workers. Overall, results highlight that even as advances in technology make possible a variety of ways to monitor workers, organizations must continue to consider the psychological component of work.     

Longitudinal effects of preschool behavioral styles on early adolescent school performance

Early behavioral problems and temperament as well as student-teacher relationships each have been shown to be important predictors of school performance. This longitudinal study investigated the relations between children's preschool behaviors and their early adolescent student-teacher relationships and academic achievement. It was hypothesized that preschool behaviors would predict school performance in early adolescents. Results showed that children who were more prone to anxiety as preschoolers tended to have the highest grades as young adolescents. Additionally, children with poor student-teacher relationships, as characterized by dependent and conflictual relationships, had lower grades in school. Thus, in considering the importance of a “child×environment” model for school performance, it appears that it is both the child variable of anxiety and the perhaps environmental variable of student-teacher relationships that are related to school performance.     

Perfectionism and workaholism in employees: The role of work motivation

Even though it has been over 20 years since Spence and Robbins (1992) first showed perfectionism and workaholism to be closely related, the relationship between perfectionism and workaholism is still under-researched. In particular, it has remained unclear why perfectionism is linked to workaholism. Using data from 131 employees, this study—examining self-oriented and socially prescribed perfectionism—investigated whether intrinsic–extrinsic work motivation could explain the positive relationship between perfectionism and workaholism. Whereas socially prescribed perfectionism was unrelated to workaholism, self-oriented perfectionism showed a positive correlation with workaholism. Furthermore autonomous (integrated and identified regulation) and controlled (introjected and external regulation) work motivation showed positive correlations. However, when all predictors were entered in a regression analysis, only self-oriented perfectionism, identified regulation, and introjected regulation positively predicted workaholism. In addition, a mediation analysis showed that identified and introjected regulation fully mediated the effect of self-oriented perfectionism on workaholism. The findings suggest that high levels of work motivation explain why many self-oriented perfectionists are workaholic.     

The effects of interpersonal trust on work group performance.

This study explored 2 questions: Does the level of trust within a group affect group performance? If so, how does this relationship operate? An experimental method was used to examine 2 roles through which interpersonal trust could affect group performance: a main effect and a moderating effect. The data do not support the main effect that has dominated the literature on interpersonal trust. The data do support the moderating role: Trust seems to influence how motivation is converted into work group processes and performance. On the basis of these findings, it is suggested that trust may be best understood as a construct that influences group performance indirectly by channeling group members' energy toward reaching alternative goals.     

Conceptual representation of verbs in bilinguals: semantic field effects and a second-language performance paradox

It is well known that bilinguals perform better in their first language (L1) than in their second lanaguage (L2) in a wide range of linguistic tasks. In recent studies, however, the authors have found that bilingual participants can demonstrate faster response times to L1 stimuli than to L2 stimuli in one classification task and the reverse in a different classification task. In the current study, they investigated the reasons for this "L2-better-than-L1" effect. English-French bilinguals performed one word relatedness and two categorization tasks with verbs of motion (e.g., run) and psychological verbs (e.g., admire) in both languages. In the word relatedness task, participants judged how closely related pairs of verbs from both categories were. In a speeded semantic categorization task, participants classified the verbs according to their semantic category (psychological or motion). In an arbitrary classification task, participants had to learn how verbs had been assigned to two arbitrary categories. Participants performed better in L1 in the semantic classification task but paradoxically better in L2 in the arbitrary classification task. To account for these effects, the authors used the ratings from the word relatedness task to plot three-dimensional "semantic fields" for the verbs. Cross-language field differences were found to be significantly related to the paradoxical performance and to fluency levels. The results have implications for understanding of how bilinguals represent verbs in the mental lexicon.     

Job stress and job performance among employees in Hong Kong: The role of Chinese work values and organizational commitment

This study investigates the direct and moderating effects of Chinese work values and organizational commitment on the stress‐job performance relationship. Chinese work values are the work‐related Confucian values of Chinese societies, and include collectivism, hardworking, endurance, and harmonious social relationships (guanxi). A three‐component (affective, continuance, and normative) conception of commitment (Meyer & Allen, 1991) is used. A self‐administered questionnaire survey collected data from two samples of Hong Kong employees during 2001. These samples included 386 (197 males, 179 females, 10 unidentified) and 145 (51 males, 94 females) respondents. The purpose of recruiting two samples was to replicate the stress‐performance relationship in a Chinese setting to enhance generalization of the results. The results consistently revealed that sources of pressure and self‐rated job performance were negatively related. Furthermore, organizational commitment and Chinese work values were positively related to job performance. A series of hierarchical regressions, while controlling for age, tenure, and job level, revealed that Chinese work values and organizational commitment were significant stress moderators. Chinese work values were found to be significant moderators of the stress‐performance relationship in both samples. However, those values only safeguarded performance when work stress was low or moderately high. When work stress was very high, employees with high levels of Chinese work values reported lower job performance. Organizational commitment, in contrast, protected employees from the negative effects of stressors and moderated the stress‐performance relationship in a positive direction, but for the first sample only. The implications of the study are that it is essential to nourish work values among employees and cultivate employees' commitment to their organizations. However, in very high stress situations, it is more appropriate to alter the work environment to reduce stressors at work, in order to enhance job performance. Cette étude visait à examiner les effets directs et modérateurs des valeurs de travail chinoises et de L'engagement organisationnel sur les relations entre le stress et la performance. Dans la présente étude, les valeurs de travail chinoises impliquent les valeurs confucéennes reliées au travail, lesquelles sont communément acceptées dans les sociétés chinoises. Elles comprennent le collectivisme, L'ardeur au travail, L'endurance et les relations sociales harmonieuses (guanxi). Une conception tripartite de L'engagement (Myers et Allen, 1991) fut utilisée. Celle‐ci inclut L'affectivité, la continuité et L'engagement normatif. Les données furent recueillies auprès de deux échantillons d'employés de Hong Kong, durant un intervalle de 7 mois, en 2001. Pour chaque échantillon, 386 (197 hommes et 179 femmes) et 145 (51 hommes et 94 femmes, 10 non identifiés) répondants, respectivement, ont complété un questionnaire d'enquête autorapporté. Le but de recruter deux échantillons était d'examiner les relations stress‐performance dans deux milieux chinois afin d'augmenter la générabilité des résultats. Les résultats révèlent que les sources de pression et la performance rapportée sont négativement associées. De plus, L'engagement organisationnel et les valeurs de travail chinoises sont positivement liés à la performance. Une série de régressions hiérarchiques, en exerçant un contrôle sur L'âge, le poste et le niveau d'emploi, révèlent que les valeurs de travail chinoises et L'engagement organisationnel sont des modérateurs significatifs du stress. Les valeurs de travail chinoises sont des modérateurs significatifs des relations entre le stress et la performance pour les deux échantillons. Cependant, elles favorisent la performance seulement lorsque le stress au travail est faible ou modérément élevé. Quand le stress au travail est très élevé, les employés dont les valeurs de travail chinoises sont fortes rapportent des niveaux plus faibles de performance. Concernant L'engagement organisationnel, celui‐ci protège les employés des effets négatifs des stresseurs et il modère la relation stress‐performance dans une direction positive, pour le premier échantillon seulement. Sur le plan des implications, cette étude soulève qu'il est essentiel de nourrir les valeurs de travail chez les employés et de cultiver L'engagement dans leurs organisations. Cependant, dans des situations hautement stressantes, il serait davantage approprié de modifier L'environnement de travail pour réduire les stresseurs, afin d'améliorer la performance des employés. Este estudio se propone investigar los efectos directos y moderadores de los valores chinos hacia el trabajo y el compromiso con la organización sobre las relaciones entre estrés y rendimiento en el trabajo. En este estudio, los valores chinos hacia el trabajo se refieren a los valores de Confucio relativos al trabajo, aquéllos sobre los que existe acuerdo entre las sociedades chinas, que incluyen el colectivismo, la dedicación al trabajo, la resistencia y las relaciones sociales armoniosas (guanxi). Se empleó una concepción de compromiso formada por tres componentes (Meyer & Allen, 1991), que incluye el compromiso afectivo, continuo y normativo. Se recogieron datos de dos muestras de empleados de Hong Kong con 7 meses de intervalo entre una y otra durante el 2001, de 386 (197 hombres, 179 mujeres, 10 no identificados) y 145 (51 hombres, 94 mujeres) respectivamente, mediante el empleo de un cuestionario auto‐administrado. La razón por la que se reclutó dos muestras fue llevar al cabo una réplica de las relaciones entre estrés y rendimiento en un contexto chino, para mejorar la generalidad de los resultados. Es más, se encontró una relación positiva entre compromiso con la organización y rendimiento en el trabajo. Los resultados de una serie de regresiones jerárquicas, después de controlar la edad, definitividad y jerarquía, revelaron que los valores chinos hacia el trabajo y el compromiso con la organización moderaban de manera significativa las relaciones entre estrés y rendimiento. Se encontró que los valores chinos hacia el trabajo moderaban de manera significativa las relaciones entre estrés y rendimiento en ambas muestras. No obstante, los valores chinos hacia el trabajo salvaguardan el rendimiento sólo cuando el estrés es bajo o moderadamente alto. Cuando el estrés en el trabajo es muy alto, los empleados con niveles altos de valores chinos manifiestan bajo rendimiento. Respecto al compromiso con la organización, éste protege a los empleados de los efectos negativos de los estresores y modera la relación entre estrés y rendimiento en una dirección positiva, pero sólo para la primera muestra. Las implicaciones de este estudio son: es esencial fomentar los valores hacia el trabajo entre los empleados y cultivar su compromiso para con sus organizaciones. Sin embargo, bajo situaciones de estrés extremo, será más apropiado alterar el ambiente laboral para reducir los estresores, y así mejorar el rendimiento en el trabajo.     

作业中断对任务绩效的影响及心理疲劳的调节作用

作业中断会对中断后行为绩效产生影响,探讨不同疲劳状态下中断对作业绩效影响的认知机制将有助于完善和发展中断的认知理论。本研究采用事件相关电位(ERP),通过在不同心理疲劳状态下执行数学题任务中断、暂停中断和不中断的空间2-back任务,结合行为数据和ERPs结果,分析作业中断对任务绩效的影响以及心理疲劳在其中的调节作用。实验结果发现,中断后诱发的P200和P300振幅显著提高,作业中断使得主任务的注意力资源下降,任务中断的无关信息干扰了主任务工作记忆,而疲劳状态则进一步加剧了中断对注意资源、工作记忆及行为绩效的负面效应。本研究在揭示作业中断认知过程及疲劳对其影响机理的同时,也支持了中断的目标记忆模型。     

职业弹性对工作绩效和职业满意度影响的实证研究

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上,本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查,结果表明职业弹性会影响个体的工作绩效和职业满意度,管理者的职业弹性越高,其工作绩效越高、职业满意度也越高。     

The Family Responsibility Index: a behavioral measure of marital work allocation

An instrument was developed to measure behaviorally the division of family-role responsibilities between spouses. Currently available marital role inventories, attitudinal scales and sex role surveys represent inadequate or inappropriate methods for measuring actual performance. The Family Responsibility Index (FRI) was designed to assess a spouse's degree of behavioral participation in 54 specific tasks divided among 10 areas of typical family responsibilities. A balance of traditionally masculine and traditionally feminine tasks was approximated. Sixty-one dual career family couples completed the instrument in two separate administrations. Results showed moderately high reliability of report between spouses and acceptable concurrent validity.     

Menstrual cycle effects on task performance examined in the context of stress research

The study examined the effects of degree of paramenstrual distress, signal frequency, task load and time on task on psychomotor performance across the menstrual cycle. Simple reaction time, choice reaction time and pursuit tracking were the tasks employed, and performance was assessed using the metrics of mean level, variability, and errors of omission and commission. The results showed performance as a function of menstrual cycle phase and paramenstrual distress to be highly task and metric specific, a finding typical of stressor variables: pursuit tracking was affected by phase, with mean performance at its worst premenstrually; choice reaction time was dependent on a complex interaction of experimental variables and measurement metrics; simple reaction time showed no significant effects. Patterns of attention allocation in a time-sharing situation combining both pursuit tracking and choice reaction time components were also investigated. Trends here indicated relatively better performance both menstrually and intermenstrually as components increased in signal/response frequency, with a corresponding deterioration premenstrually. Overall performance capacity appeared to be greatest at menstruation, and the degree of attentional selectivity was least. High distress women performed better on low frequency components, whereas asymptomatic women did better at higher signal rates.     

The rabbit as a subject in behavioral research

Domestic rabbits were exposed to a wide variety of variables employed in behavioral research. It was found that: (1) Although food could be used as a reinforcer, the long periods of severe deprivation required to reduce body weight made its use impractical. (2) Water was an efficient reinforcer in that it maintained high rates of behavior after 22 hr of deprivation. (3) Except that rates of responding were higher, fixed-ratio and variable-interval schedules of reinforcement produced patterns of behavior similar to those demonstrated by rats and pigeons. (4) Although the duration of the post-reinforcement pause was a function of the duration of the interval under fixed-interval schedules, scalloping, as defined as a gradually increasing rate of responding between reinforcement, was not evident. (5) When provided with the means to both turn on and turn off intracranial stimulation, the duration of the stimulation and the frequency with which it was turned on and off was a function of the intensity of the stimulation. (6) Electric shock could suppress behavior and maintain escape responding, but would maintain avoidance responding only in a few subjects.