From Job to Job

Between the ages of 25 and 64, American adults work for an average of eight employers. Occupational change is less frequent; major changes in career direction are rare.     

工作压力的要求-控制模型

工作要求和工作控制共同决定工作压力。大量的研究很好地支持了该模型,但对Karasek所假设的关于工作要求和工作控制之间的交互作用的验证结论也存在一些矛盾的方面。作者分析了工作要求-控制模型和其它工作压力模型之间的差异,对该模型以及正反两方面的研究证据作了详细地述评,并提出了今后相关研究的思路。     

Explaining Counterproductive Work Behaviors Among Police Officers: The Indirect Effects of Job Demands Are Mediated by Job Burnout and Moderated by Job Control and Social Support

The present study applied two theoretical frameworks (the demands–control–support model and the conservation of resources model) to investigate associations between job demands, job burnout, and counterproductive work behaviors (CWB) in the context of social support and job control. Data were collected among 625 police officers. Moderated mediation analysis showed that high job demands were indirectly related to high CWB, with job burnout acting as the mediator. These indirect effects were moderated by work-related resources (social support and job control). Job demands were associated with higher job burnout when social support was low. High job burnout was related to more frequent CWB when support was low and control was high. Finally, the job demands–CWB association was significant when support was low and control was high.     

职业倦怠的工作要求-资源模型

工作要求 -资源 (JD R)模型从工作要求和工作资源两个维度出发 ,研究了工作条件对职业倦怠各个维度的影响。大量的研究支持了该模型 ,但是由于对该模型的研究还存在一些不足之处 ,尤其是对工作要求与工作资源之间的交互作用的验证性结论有一些矛盾的方面。因此 ,有必要对这一模型进行更多的实证研究 ,并有针对性地提出干预倦怠的有效策略     

Job Insecurity and Well-Being: Moderation by Employability

The present study investigates the relationship between job insecurity and well-being (psychological distress and life satisfaction), and the potential role of employability in this relationship. With regard to job insecurity, we hypothesize that job insecurity may be related to poor well-being. Regarding employability, two avenues are taken. First, we argue that employability may be beneficial in much the same way that job security is. Second, we suggest that employability may mitigate likely unfavourable consequences of job insecurity for employees’ well-being. Hypotheses are tested with a sample of 639 Belgian employees from six organizations. The results suggest that job insecurity is related to poor well-being, while no such association is found for employability. Furthermore, employability moderates the relationship between job insecurity and life satisfaction, as expected. Specifically, the model accounts for 8% of the explained variance. However, this pattern of results is not replicated for psychological distress.     

Relationship Between Job Satisfaction and Job Performance: Job Ambivalence as a Moderator

Based on research regarding the role of attitudinal ambivalence in the validity of attitudes in predicting behavior, we propose job ambivalence as a promising concept for job satisfaction research. In particular, we argue that job ambivalence (i.e., coexistence of positive and negative evaluations of one's job) may moderate the relationship between job satisfaction and job performance. Results of a study conducted with managers of an IT company show, as predicted, that job satisfaction is a better predictor of job performance (i.e., higher satisfaction related to higher performance) when individuals experience low job ambivalence, as compared to when individuals experience high job ambivalence. Implications for future research are discussed.     

工作满意度、情感承诺和工作投入对工作技能评价结果的影响

通过对从事人力资源管理工作的公务员、软件工程师、网络编辑和报纸广告销售人员四个职业的272名任职者调查数据的层次回归分析,文章发现控制了职业和人口统计学变量的影响之后,工作满意度、情感承诺和工作投入三个工作态度变量对工作技能的重要性和水平评价有显著影响。进一步对比发现,工作满意度对于技能的重要性和水平评价的影响效应较大。该研究对多个职业的分析结果拓展了人们对工作分析结果影响因素的认识,并对未来工作分析研究和实践有重要的启示作用     

Job Satisfactions and Job Activities of School Counselors

This study examined the relationships among the job satisfactions and job activities of 168 school counselors. An intercorrelational matrix was developed using personal data, 8 job-satisfaction dimensions, and 6 job-activity areas. Establishing and maintaining staff relationships and providing guidance services to individual students were the activities most related to the job-satisfaction dimensions. Promoting the general program was not significantly related with any job satisfaction. Some differences between men and women counselors were found in both job satisfactions and activities. The student-counselor ratio was relevant to the activities of the counselors but not related to their job satisfactions.     

Follow-up on welfare benefits received by Job Club clients

A follow-up was made of the welfare payments received by AFDC clients who had received job-finding counseling. At the 6th-month follow-up, welfare payments had been reduced by about one-half for the Job Club clients vs 15% for the control group.     

Relationship of Job Performance to Job Perceptions of Salespersons

Abstract

Comparative perceptions of salespersons and sales managers with respect to dimensions of the formers' job were examined. It was shown that the two groups have similar perceptions regarding several dimensions, but that these perceptions relate only somewhat to subordinates' job performance and not at all to supervisors' performance.     

Job Flexibility and Job Insecurity: The Dutch Case

Since the 1970s the flexible workforce in the Netherlands has been an important factor of labour force growth. This growth was much stimulated because nonworking women entered the labour market via part-time jobs, temporary jobs, temporary employment agency jobs, and part-time jobs with a weekly changing number of additional working hours. The question raised in this article is whether job flexibility gives rise to feelings of job insecurity. It appears that flexiworkers experience more job insecurity than workers with permanent contracts. For this reason most workers prefer a permanent contract in the future. But there is also a considerable portion of the flexiworkers that actually prefers the concept of flexiwork, both now and in the future. Next, we consider how the Dutch government and work organizations prepare themselves for this new flexiworking situation. How do they keep the demand for flexibility in balance with the need for commitment of workers, so as to ensure quality delivery of products and services? Recent legislation, for example, stimulates flexibility but also protects against job insecurity. Buffers are built into the new flexiwork arrangements so that flexiworkers are protected against hasty dismissal in times of economic recession.     

Perceived Job Characteristics and Job Satisfaction among Men and Women

This study analyzes relationships between intrinsic and extrinsic job characteristics and overall job satisfaction among men and women. Zeroorder correlation and multiple regression analyses ascertain the relationships between eight perceived job characteristics and job satisfaction among a national probability sample of 1,533 workers. The results reveal similar patterns of relationships between perceived job characteristics and job satisfaction for men and women indicating that they require similar job characteristics to be satisfied with their jobs.     

Job Search Activity Patterns of Successful and Unsuccessful Job Seekers

In this article, the author summarizes a study examining the number and pattern of job-search resources used by successful and unsuccessful job seekers.     

Job Level and National Culture as Joint Roots of Job Satisfaction

Pour examiner les variations de la satisfaction au travail dans une perspective transculturelle et interfonctions, des donées d'enquête d'une compagnie internationale auprès de 129,087 répondants de 39 pays ont été analysées. Des analyses à plusieurs niveaux ont montré que la satisfaction au travail est positivement liée au statut et au niveau de l'emploi exercé dans les pays individualistes sans que soit le cas dans les pays collectivistes. De plus, la relation positive entre la satisfaction au travail et le niveau de l'emploi exercé ne se marque que pour les emplois offrant l'opportunité d'exercer ses compétences dans les pays individualistes. Le niveau de l'emploi est même négativement liéà la satisfaction au travail pour des emplois offrant peu d'opportunité d'exercer ses compétences dans les pays collectivistes.
To examine cross-cultural and cross-occupational variations in job satisfaction, data from a multinational company survey with 129,087 respondents from 39 countries was analysed. Multilevel analyses showed that job level is positively related to job satisfaction in individualistic countries but not in collectivistic countries. Moreover, the positive relationship between job level and job satisfaction holds only for jobs with much opportunity to use one's skills and abilities, especially in individualistic countries. Job level is even negatively related to job satisfaction in jobs with little opportunity to use one's skills and abilities in collectivistic countries.     

Using an Abbreviated Job Club Program in a Job Service Setting

A preliminary study was conducted to examine the possible utility of an abbreviated version of a group support program for job placement with clients of the Job Service. Such procedures may be helpful both in achieving job placement for clients and in assisting clients in meeting personal needs related to the stress of job seeking. Suggestions for further empirical validation of results are included.     

Job Hunters' Perspectives on Their Needs During the Job Search Process

Respondents rated self-assessment and decision making as most important during the job hunting process; however, there were differences between overall ratings and those for specific groups of respondents.