Considering situational and dispositional approaches to rational self-interest: an extension and response to de Dreu (2006)

The authors respond to C. K. W. De Dreu's (2006) critique of their article (B. M. Meglino & M. A. Korsgaard, 2004) published in the special section on Theoretical Models and Conceptual Analyses of the Journal of Applied Psychology. They maintain that De Dreu misinterprets their definitions and the psychological processes they addressed and thus raises a number of issues that are not relevant to their model. Meglino and Korsgaard's model focuses on the distinction between rational self-interest and other orientation, whereas the approach taken by De Dreu focuses on the distinction between rational self-interest and collective rationality. In this response, the authors clarify this distinction, address discrepancies between these two approaches, consider the effect of goals and rationality on other orientated behavior, and suggest directions for future research.     

The effects of intrinsic and extrinsic sources of motivation on well-being depend on time of day: The moderating effects of workday accumulation

Using self-determination theory and research on temporal aspects of work (e.g., time of day), this study investigates dynamic effects of task-specific motivation on well-being throughout the workday. We argue that the effects of task-specific intrinsic and extrinsic motivations on well-being outcomes (psychological vitality, job satisfaction) depend on the time of day in which the task is encountered, referred to here as workday accumulation. Our results showed that time of day interacted with intrinsic sources of motivation to predict job satisfaction, such that the relation was strong and positive early in the day and weak and positive later in the day. Time of day did not moderate the relationship of intrinsic task motivation with vitality, which was consistently positive throughout the day. The effects of extrinsic reasons for task pursuit on satisfaction and vitality were moderated by time of day, with extrinsic motivation having positive effects early in the day, but negative effects later in the day.     

Physical symptoms and the interplay of work and family roles

The paradigm underlying research on the relationship between work and physical-health symptoms in men has focused on workplace stressors and has ignored men's family roles. Research on women, work, and health suggests several necessary additions to this paradigm, including (a) a focus on job rewards and job concerns and (b) attention to the impact of family roles on the relationship between job rewards and concerns and physical health. We included these variables in a study of a disproportionate random sample of 403 employed 25- to 55-year-old women. Major findings are that (a) work rewards (e.g., helping others at work) are related to reports of low levels of physical symptoms; (b) work concerns (e.g., overload) are associated with reports of high levels of physical symptoms; (c) particular work rewards, which may be different for women than for men, mitigate the negative health effects of work concerns; (d) among employed mothers, satisfaction with salary is negatively related to physical-health symptoms; and (e) women in positive marriages or partnerships were more likely to reap physical-health benefits from the rewards of helping others at work and from supervisor support.     

服务型领导对员工工作结果的影响： 亲社会动机的中介效应和互动公平的调节效应

通过对201名员工及其领导的配对问卷调查,探讨服务型领导对员工工作结果的作用机制。研究发现：（1）服务型领导与下属的工作满意度、帮助行为正相关;（2）亲社会动机在服务型领导与工作满意度及帮助行为关系中起部分中介作用;（3）互动公平调节了服务型领导与亲社会动机之间的关系,即互动公平越高,服务型领导与亲社会动机之间的关系就越强;（4）互动公平调节了亲社会动机对服务型领导-帮助行为和工作满意度的中介作用。     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

PERSONALITY AND COGNITIVE ABILITY AS PREDICTORS OF JOB SEARCH AMONG EMPLOYED MANAGERS

Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.     

Effets du soutien organisationnel perçu et des caractéristiques de l’emploi sur l’anxiété au travail et l’épuisement professionnel : le rôle médiateur de la satisfaction des besoins psychologiques

Based on organizational support theory, job characteristics model, and self-determination theory, we examined the mechanisms that underlie the relations between organizational factors and ill-being. Specifically, the main purpose of the present study was to demonstrate the mediating role of the psychological needs for autonomy (i.e., the need for individuals to feel volitional and responsible for their own behavior), competence (i.e., the need for individuals to interact effectively with their environment), and relatedness (i.e., the need for individuals to feel connected and accepted by others), in the relationships of perceived organizational support (i.e., the degree to which employees believe that their organization values their contributions and cares about their well-being) and three motivational job characteristics (i.e., task identity, task significance, and work scheduling autonomy) to job anxiety and burnout. This is the first research, to the best of our knowledge, to test for the joint effects of perceived organizational support and motivational job characteristics on job anxiety and burnout through psychological need satisfaction. Four hundred and fifty-seven employees (216 men and 241 women) from different sectors (i.e., industry, trade, crafts) took part in the study. Fifty-seven participants worked in companies with less than 10 employees, 105 in companies with 11–49 employees, 138 in companies with 50–249 employees, 33 in companies with 250–499 employees, and 124 in companies with more than 500 employees. The hypothesized model was tested with structural equation modeling analyses. Results provided support for our hypotheses and revealed that all hypothesized paths were significant. Specifically, our results showed that perceived organizational support and job characteristics were positively related to psychological need satisfaction. In addition, satisfaction of these psychological needs was negatively associated with job anxiety and burnout. Therefore, feelings of autonomy, competence, and relatedness play a central role in the development or reduction of well- and ill-being at work. These results are consistent with previous research in the work context, which has shown that social factors (e.g., autonomy-supportive behaviors) have significant effects on workplace mental health through their influence on psychological need satisfaction. Practical and research implications as well as suggestions for future research are discussed.     

Work Organization, Work Characteristics, and Their Psychological Effects on Nurses in the Netherlands

The aim of the current study was to examine relationships between organizational characteristics, work characteristics, and psychological work reactions in nursing work. We used several theoretical frameworks to select our research variables. In line with the contingency and sociotechnical system approaches, we selected complexity, uncertainty, and decision authority to represent the organizational characteristics. As to the work characteristics, we selected the variables of the Demand–Control–Support model (autonomy, social support, workload), role conflict, and role ambiguity. In order to measure the psychological work reactions, burnout, psychosomatic health complaints, job satisfaction, and intrinsic work motivation were assessed in questionnaires distributed to 1,855 nurses working in general hospitals in the Netherlands. Using correlation and hierarchical multiple regression analysis, the main results showed that high decision authority predicted high social support andhigh autonomy. High decision authority predicted high job satisfaction and high intrinsic work motivation. Finally, high complexity was indirectly predictive for high burnout. Workload operated as a mediator variable in this relationship.     

Toward an integrative theory of training motivation: a meta-analytic path analysis of 20 years of research

This article meta-analytically summarizes the literature on training motivation, its antecedents, and its relationships with training outcomes such as declarative knowledge, skill acquisition, and transfer. Significant predictors of training motivation and outcomes included individual characteristics (e.g., locus of control, conscientiousness, anxiety, age, cognitive ability, self-efficacy, valence, job involvement) and situational characteristics (e.g., climate). Moreover, training motivation explained incremental variance in training outcomes beyond the effects of cognitive ability. Meta-analytic path analyses further showed that the effects of personality, climate, and age on training outcomes were only partially mediated by self-efficacy, valence, and job involvement. These findings are discussed in terms of their practical significance and their implications for an integrative theory of training motivation.     

Job Seeking Among Retirees Seeking Bridge Employment

Using a sample of recent retirees, the study described here sought to test the general propositions of the Wanberg, Watt, and Rumsey (1996) model by (a) including specific variables that are likely to be relevant to older adults seeking work after retirement (bridge employment) and (b) integrating more recent variable groups (e.g., situational constraints) suggested by recent research (e.g., Wanberg, Kanfer, & Rotundo (1999) and Kanfer, Wanberg, & Kantrowitz (2001) . Generally, the results support the efficacy of the Wanberg et al. model to predict job seeking among this group. Biographical variables such as older worker job search constraints, self-evaluations (e.g., job seeking self-efficacy), and motive/social variables (e.g., social support) were related to job seeking. Some of these, however, were not in the expected direction. Similarities and differences between "regular" job seeking and bridge employment job seeking are discussed.     

The Moderating Role of Social Support Between Role Stressors and Job Attitudes Among Roman Catholic Priests1

This study examined the relations role stressors and job attitudinal variables, as well as the potential moderating effects of social support in a sample of 190 Roman Catholic priests. The priesthood is an important occupation to study because the work priests do can be considered a vocation instead of a job. Role stressors were negatively correlated with job attitudes (e.g., job satisfaction, turnover intention). Consistent with a buffering hypothesis, several sources of social support (parishioners, staff, fellow priests) consistently moderated this relationship, in that the relationship attenuated as social support increased. The implications of these results are discussed with respect to the role of the priest, as well as with other types of work‐based vocations.     

Self-interest and fairness in coalition formation: A social utility approach to understanding partner selection and payoff allocations in groups

In this chapter we present a social utility approach to coalition formation. The central tenet of our approach is that outcome allocations and partner selection in multiparty situations are affected by self-interest and fairness. Inspired by the social utility model we argue that the relative weight assigned to both components is affected by structural aspects of the situation and individual characteristics of the negotiators. We first investigate how coalition bargainers substantiate their coalition demands. We show that bargainers are self-serving in their choice of allocation rules, indicating that perceptions of fairness can be coloured by self-interest. Second, we investigate how the alignment of self-interest and fairness fosters the formation of coalitions that maximise the payoffs of its members. Finally, we present a series of experiments that expands the notion of being fair to those who are excluded from a coalition. We show that bargainers are reluctant to benefit themselves when this harms the outcomes of others and that this is dependent on personal factors (e.g., social value orientations), situational factors (e.g., the valence of outcomes), and whether bargainers negotiate in an interindividual or in an intergroup setting.     

Job satisfaction as mediator: An assessment of job satisfaction's position within the nomological network

Job satisfaction's position within the nomological network and the mechanism outlined by theories of social exchange suggest that job satisfaction functions as a mediator of the relationship between various antecedent variables and volitional workplace behaviours. We extend social exchange theory to include perceptions of the total job situation and develop a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal. The fit of a fully mediated model is good and all four classes of antecedents (dispositions, workplace events, job characteristics, job opportunities) contributed uniquely to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent‐consequence relationships, although two important exceptions are evident. A direct link from pro‐social disposition to OCBs, and a direct link and one from anti‐social disposition to counterproductivity, suggest that job satisfaction does not fully moderate the relationships between dispositions and contextual behaviours.     

The Relationship Between Orientations to Happiness and Job Satisfaction One Year Later in a Representative Sample of Employees in Switzerland

There are three different routes to happiness: the pleasant life, the good or engaged life, and the meaningful life. These three orientations are positively related with life satisfaction, but the relation with job satisfaction is still not clear. This study examines the relationship between the three orientations to happiness (OTH) and job satisfaction in a 1-year longitudinal study with a representative sample (N = 752, 387 men) of working adults living in Switzerland. This study is part of a larger survey that includes several self-report measures. Regression analyses showed that engagement was positively related with job satisfaction 1 year later. Moreover, when controlling for sociodemographic variables (i.e., age and gender), work-related variables (i.e., household income, managerial responsibility, and financial responsibility), and the five factors of personality (i.e., neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) the interaction of the three OTH (i.e., pleasure × engagement × meaning), still predicted job satisfaction significantly. Individuals who endorse the three OTH presented the highest job satisfaction 1 year later. Therefore, although engagement is more important for job satisfaction than pleasure or meaning, the best predictor of job satisfaction is the interaction of the three OTH. Thus, people who are high in the three OTH simultaneously enjoy the highest job satisfaction. Future studies should examine whether this relationship is causal.     

Anxiety, Demoralization, and the Gender Difference in Job Satisfaction

The tendency for women in Canada and the United States to report being more satisfied than men with their jobs is considered paradoxical because women, on average, receive fewer job-related resources than men. Theory and research suggest that the magnitude of the gender difference that underlies that paradox may increase as levels of negative affect increase. Using data from people living and working in Toronto, Canada, this study evaluates hypotheses about the joint association of gender and two forms of negative affect, anxiety and demoralization, with job satisfaction. Data collected in telephone interviews are analyzed using ordinal probit regression. As job satisfaction decreases with increasing negative affect, the size of the gender difference in job satisfaction increases. When job characteristics indicative of job quality are controlled, the interaction between gender and demoralization is reduced to a non-significant level, but the interaction between gender and anxiety changes little, and remains significant. The results are interpreted as indicating that as negative affect increases, women are more likely to reference standards that counterbalance decreases in their satisfaction (e.g., standards linked to “communion” with co-workers), and men are more likely to reference standards that further decrease their satisfaction (e.g., standards linked to relative advantage). The persistence of the interaction between gender and anxiety after job characteristics are controlled suggests that anxiety-provoking experiences outside of the workplace may contribute to the gender difference in job satisfaction. The associations among quality of work, demoralization, and job satisfaction are stronger among men than women, explaining the interaction of gender with demoralization.     

嵌入于社会情境的工作重塑

工作重塑实质上是一种情境性的主动性行为。基于已有研究成果, 首先系统归纳工作重塑与社会情境因素之间关系的4种研究视角, 即社会情境是工作重塑的目标、社会情境因素是工作重塑的组成部分、社会情境因素影响工作重塑、社会情境因素为工作重塑设立边界条件。此外, 梳理并讨论社会情境因素影响工作重塑的内在机制以及社会情境因素与个体特征的交互对于工作重塑的影响、工作重塑在特定情境中的有效性两方面的研究。在此基础上, 结合其他相关变量的研究现状对嵌入于社会情境的工作重塑的未来研究进行展望, 包括探索工作重塑对他人的影响、探索团队工作重塑驱动个体工作重塑的多重路径、探索社会情境影响工作重塑的内在机制、探索社会情境与个体特征的交互如何影响工作重塑, 以及探讨基于中国社会情境的工作重塑的有效性。     

小学教师集体效能及其对自我效能功能的调节

通过对28所小学1299名教师的问卷调查,作者主要探讨了教师集体效能在解释学校间教师心理特征各方面差异时的重要性,及其对自我效能预测功能的调节作用。多层分析结果表明,（1）教师自我效能对教师心理特征各方面的表现有显著的预测作用,这一预测作用存在学校间的差异;（2）教师集体效能高的学校,教师的工作满意度、内在动机、工作投入、同事关系满意度平均较高,离职倾向较低;（3）教师集体效能对自我效能与工作满意度等心理特征各方面的关系有显著调节作用,集体效能高的学校,自我效能对教师心理特征诸方面表现的预测力较强     

Different Media for Organizational Communication: Perceptions of Quality and Satisfaction

We examined the satisfaction in and perceived quality of information about one’s job, business unit, and company, as well as perceived quality of urgent news (i.e., news about changes in business and generally considered legally sensitive material), communicated via different media. Results from 598 fulltime employees revealed that rich media (e.g., face-to-face) was most related to satisfaction in information about one’s job and business unit and in perceived quality of information from the supervisor; lean media (e.g., company newsletter) was most related to satisfaction in and quality of information from top management, while moderate media (e.g., e-mail) was only significantly related to perceived quality of urgent news. Trust in top management was positively related to satisfaction in and quality of information shared by management. Lean media most strongly related to quality of urgent news, over and above rich communication.The authors would like to thank Monica Moloney for her support on this project.     

The Use of Multitrait–Multimethod Data for Detecting Nonlinear Relationships: The Case of Psychological Climate and Job Satisfaction

Previous monomethod research has found mixed support for nonlinear effects between certain job characteristics (e.g., job autonomy, job complexity) and outcome variables (e.g., job performance). We hypothesized that these weak nonlinear findings may be due to the prevalence of monomethod research that can lead to a lack of complete measurement and/or introduce common methods variance, either of which may mask the true shape of relationships. Using hierarchical regression analyses and a multitrait–multimethod (MTMM) research design, we found strikingly different results between monomethod and MTMM data when considering the relationships between three psychological climate variables and job satisfaction. While the monomethod results mirrored earlier inconclusive findings, the MTMM data indicated that nonlinear equations explained significantly more of the relationship between all three climate dimensions and job satisfaction. These results suggest that the use of MTMM data allows one to more effectively test for nonlinear effects. Furthermore, these nonlinear results suggest that the format of employee questionnaires should probably change from asking how much an employee has of certain constructs to asking does the employee want more or less of these constructs.     

Integrating person and situation perspectives on work satisfaction: A social-cognitive view

Social cognitive career theory (Lent, Brown, & Hackett, 1994) was originally designed to help explain interest development, choice, and performance in career and educational domains. These three aspects of career/academic development were presented in distinct but overlapping segmental models. This article presents a fourth social cognitive model aimed at understanding satisfaction experienced in vocational and educational pursuits. The model posits paths whereby core social cognitive variables (e.g., self-efficacy, goals) function jointly with personality/affective trait and contextual variables that have been linked to job satisfaction. We consider the model’s implications for forging an understanding of satisfaction that bridges the often disparate perspectives of organizational and vocational psychology.