组织中的工作伦理研究概况

工作伦理是指员工在组织中对职权行为和人际互动的价值判断,包括个体的态度和价值观以及反映这些态度和价值的外在行为。文章从工作伦理的概念形成、结构与测量、相关实证研究、跨文化比较研究等5个方面,对目前组织中工作伦理的研究现状进行了介绍和评价。文章最后指出了工作伦理的未来研究趋势     

Socialization and development of the work ethic among adolescents and young adults

Work ethic is part of a broader field of attitudes, identified as cultural conservatism. The results of this longitudinal study—three repeated measurements with 620 adolescents and one of their parents as participants—show that parents' social economic status and educational level are associated with their cultural conservatism, and with the educational level and cultural conservatism of their children. During adolescence, parents effectively transfer their own cultural (non-)conservatism to their children. These socialization factors of adolescent cultural conservatism and adolescent educational level are important determinants of their work ethic. Lower educational level and higher cultural conservatisms of adolescents predict a stronger work ethic. Work ethic is a stable type of attitude, with work ethic at a younger age strongly predicting work ethic at a later age.     

Differences in self-reported work ethic across three career stages

Miller and Woehr’s Multidimensional Work Ethic Profile (as described in Miller, Woehr, & Hudspeth, 2002) was used to examine differences in work ethic across career stages. Participants in the trial stage scored significantly higher on the hard work and delay of gratification dimensions, but participants in the stabilization and maintenance stages scored higher on the morality, wasted time, and leisure dimensions. No significant differences were found for centrality or self-reliance. The results provide evidence of the importance of studying work ethic across the lifespan and of the multidimensional nature of the work ethic construct.     

Evidence of construct validity for work values

Despite the importance of work values in the process of career adjustment (Dawis, 2002), little empirical research has focused on articulating the domains represented within the construct of work values and the examination of evidence of validity for the construct has been limited. Furthermore, the larger number of work values measures has made it difficult to determine the key domains that constitute the construct. The current study sought to examine multiple measures of work values to understand domains represented within the construct of work values and to establish evidence of validity for these domains. Principal Components Analysis utilizing scores on the Minnesota Importance Questionnaire (Rounds, Henley, Dawis, Lofquist, & Weiss, 1981), the revised edition of Super's Work Values Inventory (SWVI-R; Zytowski, 2006), and Manhardt's Work Values Inventory (Manhardt, 1972) found that six components best explained the data. These components reflected the importance of: the working environment, having challenging work, opportunities for status and income, autonomy, organizational support, and relationships. Implications for research and practice are discussed.     

Meta-analysis of work–family conflict mean differences: Does national context matter?

Work–family conflict continues to be a topic of considerable interest to researchers and practitioners across the globe. In the current study, meta-analysis is used to compare cross-national mean differences in work-to-family conflict and family-to-work conflict across cultural, institutional, and economic aspects of context. No significant differences in work-to-family conflict were detected. Reports of family-to-work conflict were higher in more collectivistic versus more individualistic cultures, in countries with a higher versus a lower economic gender gap, and in countries other than the U.S. versus the U.S.     

Callings in career: A typological approach to essential and optional components

A sense of calling in career is supposed to have positive implications for individuals and organizations but current theoretical development is plagued with incongruent conceptualizations of what does or does not constitute a calling. The present study used cluster analysis to identify essential and optional components of a presence of calling among 407 German undergraduate students from different majors. Three types of calling merged: “negative career self-centered”, “pro-social religious”, and “positive varied work orientation”. All types could be described as vocational identity achieved (high commitment/high self-exploration), high in career confidence and career engagement. Not defining characteristics were centrality of work or religion, endorsement of specific work values, or positivity of core self-evaluations. The results suggest that callings entail intense self-exploration and might be beneficial because they correspond with identity achievement and promote career confidence and engagement while not necessarily having pro-social orientations. Suggestions for future research, theory and practice are suggested.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

Mobbing–prevention and management in organizations

Abstract

So far, only a few companies have dealt with the issue of “mobbing”. This article describes some of the variables required for a successful implementation of an anti-mobbing programme, as well as measures of prevention and intervention. A successful anti-mobbing programme depends on the pressure the problem exerts on the company, the competition with other company programmes, the negative image of mobbing, and the slow diffusion of social issues in companies. Various prevention measures are outlined and suggested in connection with the causes of mobbing: changes in work design, changes in leadership behaviour, the protection of the individual social position, and the moral standard of employees. Depending on the stage of conflict escalation, different intervention measures apply. The concepts of appointing contact people for mobbing victims and the setting up of neutral clearing posts are discussed.     

The Structure of Max Weber's Ethic of Responsibility

Max Weber's distinction in Politics as a Vocation between the ethic of conviction and the ethic of responsibility is best understood as a distinction between mutually exclusive ethical worldviews. Interpretations that correlate the two ethics with Weber's distinction between value-rational social action and instrumental-rational social action are misleading since Weber assumes that both types of rational social action are present in both ethics. The ethic of conviction recognizes a given hierarchy of values as the context for moral endeavor. The ethic of responsibility acknowledges value obligations, but assumes the absence of any given hierarchy of values and the inevitability of value conflict as the context for moral endeavor. When interpreted in the context of his multilayered understanding of value conflict, Weber's ethic of responsibility emerges as a coherent ethical perspective.     

Integrating work and basic values into the Spherical Model of Interests

Two prominent models of values, one in work and the other in life, were examined as they each related to the dimensions underlying the Spherical Model of Interests (Tracey & Rounds, 1996) as measured by the Personal Globe Inventory (PGI; Tracey, 2002). The technique of external property vector fitting was utilized to plot the value constructs onto two- and three-dimensional interest structures in a sample of 206 college students. Results, when compared across both theoretical and empirical definitions of interest space, indicated that all work values and fewer basic values related to two dimensions, but that only the work value of Achievement and the life value of Power related to the Prestige dimension. Implications for research and for assessment that involves integrating the results of values and interest inventories are discussed.     

No time for compromises: Age as a moderator of the relation between needs–supply fit and job satisfaction

In the light of the current demographic change, organizations need to be aware of factors influencing job satisfaction of older workers in order to maintain high motivation and commitment. The present study addresses this issue by examining the moderating effect of age on the relationship between needs–supply fit and job satisfaction. Based on the general assumption that older workers are more sensitive to circumstances that threaten their well-being (Carstensen, 2006 Carstensen, L. L. 2006. The influence of a sense of time on human development. Science, 312: 1913–1915. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar]), we hypothesize that older as compared to younger workers should react more negatively to a misfit between their needs and available job supplies. Hence, older as compared to younger workers should report lower levels of job satisfaction when experiencing a misfit between needs and supplies. This hypothesis was tested in a sample of 471 employed workers from different occupational areas. Results confirmed our hypothesis for four out of five domains of needs–supply fit: Significant three-way interactions between needs, supply, and age were observed. The present result that older as compared to younger workers react more strongly to needs–supply misfits additionally underlines the benefits of considering age-related changes in work values and needs in age-sensitive human resource practices.     

Socioanalytic theory and work behavior: Roles of work values and political skill in job performance and promotability assessment

Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance and promotability assessments. Social competency was assessed as political skill at work. The results provided strong and consistent support for the hypotheses, thus providing a more direct test of socioanalytic theory and extending it to demonstrate effects beyond overall job performance ratings on contextual performance and promotability assessments. Contributions and implications of these results, strengths and limitations, directions for future research, and practical implications are discussed.     

Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses

Using the socialization and attraction-selection-attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person-organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time.     

Factors contributing to the quality of the transition out of elite sports in Swiss,Danish, and Polish athletes

ObjectivesThe aim of this study was (a) to compare athletic retirement of former Swiss, Danish, and Polish athletes; and (b) to explore the influence of factors on the quality of the transition. Based on existing transitional models, we developed a working model to investigate the predictive power of commonly assumed resources and barriers related to the transition (Park, Lavallee, & Tod, 2013).Design and methodsFormer international elite athletes from Switzerland (n = 231), Denmark (n = 86), and Poland (n = 84) from 35 different sports completed an online questionnaire in their native language. Mean/proportional differences across countries were explored using ANOVAs and chi-square tests. For each sample, a multiple regression analysis was performed with 26 predictors on the transition quality, which was a component score of seven variables.Results and conclusionsMore differences were found among individual characteristics (e.g., educational level, athletic identity, confidence in skills), whereas athletes reported a similar pattern concerning retirement planning and voluntariness to end their career regardless of the context. The adaptation process following the career end was easiest for Swiss athletes and most difficult for Polish athletes. Results of the multiple regressions revealed both common resources (e.g., voluntariness) and barriers (e.g., athletic identity), but also factors that worked as resources in one context, but as barriers in another (e.g., high sportcareer income). We propose to avoid generalizations about resources and barriers influencing the transition, but to apply a culturally sensitive approach when studying athletic retirement in different contexts.     

Basic value orientations and moral foundations: Convergent or discriminant constructs?

This study examined the structural and genetic links between value orientations, based on the theory of basic values, and moral concerns, based on moral foundations theory. We hypothesized both structural and genetic convergence of Conservation (versus openness to change) with Binding foundations and of Self-transcendence (versus self-enhancement) with Individualizing foundations. We analyzed self- and informant ratings from 924 participants with extended multitrait-multirater modeling and ran twin model analyses on self-ratings from 555 twin pairs. For Conservation and Binding foundations, we found partial convergence across different rater perspectives and a substantial genetic overlap, but also distinct genetic factors. Self-transcendence and Individualizing foundations were found to be structurally divergent, but genetically linked. We discuss the conceptual and measurement-related implications of the findings.     

The role of career values for work engagement during the transition to working life

The present longitudinal study examined the role of career values for work engagement across the transition from university education to working life. Finnish young adults reported on their career values (intrinsic, rewards, and security values) at the age of 23; and the degree of person–organization fit (value congruence, and congruence between one's education and the job), subjective income and economic stress two years later at the age of 25. Work engagement was assessed at both measurement points. Structural equation modeling results showed, first, that intrinsic but not rewards or security career values were related to work engagement. Second, value congruence and having a job which was related to young adults' educational field were positively associated with work engagement. Our findings suggest that along with person–organization fit, intrinsic career values are a significant factor in shaping and facilitating successful transitions from education to work.