知识员工团队工作自主性与效能的关系研究

团队日益成为新经济时代背景下知识员工工作的主要方式。追求工作自主性同时也被认为是知识员工的核心特征之一。对杭州地区13家企业的35个工作团队的调查发现,工作自主性是一个二阶单因素结构,包含三个子维度:方法、进度和标准的自主性。回归分析显示:领导者信任在知识员工团队工作自主性与团队激励间起正向调节作用;反馈在团队激励与团队工作绩效及满意感间起负向调节作用。     

THE BELIEF STRUCTURE OF MANAGERS RELATIVE TO WORK CONCEPTS MEASURED BY A FACTOR ANALYTIC MODEL1

Studies in the early seventies suggested that the traditional work ethic position was changing and that the American worker was expressing new needs for interesting and challenging work. Current management practices in many companies are attempting to meet these new needs of workers for interesting jobs through a movement called human resource development. This suggests the need for research into the beliefs that inform this movement. The following study based on a sample of 366 managers shows that they have an orientation to work based on humanistic beliefs rather than the traditional work ethic position. Thus the new management style exemplified in the HRD movement may not simply be a push for increased performance, but may also be supported by a set of beliefs regarding the nature of work that is consistent with this style. This new orientation, however, does not include any positive beliefs relative to worker participation in decision-making. The latter is rejected very strongly by all the managers surveyed.     

Professions, Trades, and the Obligation to Inform

ABSTRACT The concept of a 'professional', as distinguished from that of a 'tradesman', encompasses both white collar workers and those who produce excellent work in any occupation. These divergent meanings have a common philosophical source in the way workers justify their work. A worker becomes a professonal by professing reasons for doing his work in a certain way. A worker is a tradesman if the value of his work in trade is the sole justification for the way it is done. Workers can be both professionals and tradesmen, unless what the consumer will buy and what is proper are different, placing 'reason value'and 'trade value'into conflict. Value conflicts are most likely in occupations involving a high level of theoretical knowledge, where the consumer has trouble judging what is proper. Thus, we say that professional persons work in white collar occupations, but that is misleading, for 'professional'is a way of handling value conflicts, not a kind of work. In value conflicts the worker has an obligation to inform the consumer—to profess reasons—about what is proper work.     

Differentiating the Effects of Informational and Interpersonal Justice in Co‐Worker Interactions for Task Accomplishment

To extend the research on interactions‐based justice and integrate it with the research on trustworthiness, the present article examines the role of informational and interpersonal justice in co‐worker interactions for task accomplishment. Based on social exchange theory and fairness heuristic theory, the two justice dimensions would trigger different types of responses based on the principle of reciprocity and how they manage different types of uncertainties in a work relationship. As a result, they lead to different outcomes in the context of two co‐workers having a disagreement about work. It was hypothesised that informational justice is related to acceptance of the co‐worker's view primarily through perception of ability‐based trustworthiness, whereas interpersonal justice is related to satisfaction with the co‐worker primarily through perception of benevolence‐based trustworthiness. A survey of employees and a simulation study showed that the effect of informational justice on acceptance of the co‐worker's view is mediated more by ability‐based trustworthiness than by benevolence‐based trustworthiness, whereas the reverse is true for the mediation of the effect of interpersonal justice on satisfaction with the co‐worker. Theoretical implications are discussed concerning the differentiation of the two highly correlated justice dimensions, together with practical implications regarding their relative usefulness.     

Innovative behaviour and job involvement at the price of conflict and less satisfactory relations with co‐workers

Although innovative behaviour is widely claimed to contribute to long term organizational effectiveness, the price that an individual worker may have to pay for taking an innovative approach has generally not been examined. The present study hypothesizes that a worker's innovative behaviour interacts with his or her job involvement in producing conflict and less satisfactory relations with resisting co‐workers who want to prevent innovative change. Moreover, conflict with co‐workers is hypothesized to mediate the interactive effect of innovative behaviour and job involvement on satisfaction with co‐worker relations. These hypotheses were supported in a survey study among 76 secondary school teachers based on supervisor ratings of the teachers' innovative behaviour and teachers' self‐report data of job involvement, conflict with co‐workers and satisfaction with co‐worker relations.     

Job Satisfaction of Child Welfare Workers in an Urban Setting: Status and Predictors

Large urban areas present many challenges to those children and adults who reside in those settings. The social service workers in urban areas have clients with complex, multiple needs. Reliable and consistent workers are essential to successfully working with these families. In the current study, the job satisfaction of 29 social service workers in an urban child welfare agency was assessed using the Job Satisfaction Scale (JSS). The JSS measures satisfaction in 7 areas of one's job (i.e., work, supervision, coworkers, pay and promotion, work environment, training, and position). Data indicated that the staff were relatively satisfied, that satisfaction did not vary by staff position (family worker vs. social worker/supervisor), and that neither demographic factors nor prior experiences were predictors of job satisfaction. Implications for agency management and the provision of social services to urban families are discussed.     

Stressed organizations and organizational stressors: A systemic analysis of workplace injury

The experiences of five injured workers from one workplace which had been identified as having a very poor workers' compensation claims experience were analyzed using a systemic theory framework. It was predicted that the fundamental stress-producing conflict between safety and profit that exists in industry between workers and their employers is exacerbated when a worker is injured; furthermore, the degree of stress experienced by both the injured worker and the employer is related to the impact of the injury on the organization and on the productivity of the workplace. The increased stress in both the injured worker and the employer results in increased rigidity in responding to the change or threat in the organization caused by workplace injury. A systemic approach to rehabilitation was recommended in which the employer as well as the injured worker were viewed as clients who required varying levels of support and intervention in managing workplace injury.     

Worker estimation of ability requirements of their jobs

A modified version of the Minnesota Job Requirements Questionnaire (MJRQ), representing the GATB aptitudes, was used by workers in 11 selected jobs to rate the ability requirements of their jobs. Worker MJRQ ratings were compared with supervisor MJRQ ratings. Modified Occupational Ability Patterns (OAPs) derived from worker ratings were compared with OAPs based on supervisor ratings, OAPs from expert ratings in the DOT, and OAPs from the empirical GATB approach. Reliability of worker MJRQ ratings was comparable to that of supervisor ratings. Comparisons of mean ratings and variability of ratings of workers in a job category with workers in other jobs, and with supervisors rating the same job, showed construct validity for worker MJRQ ratings, as did intercorrelations of the worker ratings. OAPs derived from worker MJRQ ratings compared favorably with OAPs derived from supervisor MJRQ ratings, from the DOT, and from the GATB. Differences among workers on variables such as satisfaction, age and tenure did not significantly affect their MJRQ ratings. Implications of the worker MJRQ ratings are discussed.     

Developing a Scale to Measure the Creative Environment Perceptions: A Questionnaire for Investigating Garden Variety Creativity

A scale is presented to measure worker creative environment perceptions. The scale has good measurement properties, is brief enough for easy administration, and can be used on a wide range of garden variety creativity workers. Structural equation modeling testing of the underlying factor structure showed 3 significantly interrelated latent variables—creativity support, work characteristics, and creativity blocks. This finding indicated that managers should improve all aspects of their organizations' creative environment in order to maximize worker creative output.     

Creating a Recovery Filled Weekend: The Moderating Effect of Occupation Type on the Relationship between Non-work Creative Activity and State of Feeling Recovered at Work

The activities workers engage in during their personal time are likely to influence whether workers return to work feeling reenergized, refreshed, and fully rested. Two longitudinal studies were conducted to examine the importance of nonwork creative activity during the weekend on workers’ state of feeling recovered at work on Monday. Job titles were coded using the Occupation Information Network (O*NET) to gain an objective indicator of each worker’s occupational requirements for creativity. As expected, the occupational requirements for creativity moderated the relationship between nonwork creative activity during the weekend and state of feeling recovered at work on Monday. Specifically, workers with low occupational requirements for creativity (e.g., cashier, security guard, nuclear equipment technician) are likely to benefit from nonwork creative activities, whereas workers with high occupational requirements for creativity (e.g., interior designer, architect) are not likely to benefit from nonwork creative activities. These results have important implications regarding the development of organizational efforts to educate workers about the benefits of nonwork creative activities.     

Effects of Work Group Size and Task Size on Observers' Job Characteristics Ratings

The effects of number of workers (work-group size) and number of tasks (task size) on perceptions of job enrichment were investigated using a simulated assembly-line job. Forty subjects observed workers performing a job in four combinations of work-group size and task size, rating the respective jobs on dimensions taken from the Job Characteristics Model (Hackman & Oldham, 1975). The results indicated that jobs performed by smaller work groups were perceived as significantly more enriched on four of the five dimensions and had greater potential for worker motivation. Significant main effects were also found for task size on three of the five dimensions such that jobs with larger tasks were seen as more enriched and as having greater motivating potential for the workers. A significant interaction was noted for only one job dimension. An ecological perspective of the data (manning theory) supported these results and suggests theoretically useful interpretations of the data.     

Job specialization,work values,and worker dissatisfaction

The recent work literature includes three contradictory propositions relating job specialization and worker dissatisfaction. The first proposition predicts an unconditional relationship between these variables; the second proposition predicts that this relationship will be higher among workers committed to middle-class work values; the third proposition predicts that the relationship will be higher among “alienated” workers. This paper reports the findings of a study of 3193 British industrial workers which suggest that, when individually measured and analyzed, task attributes relate in different ways and in varying degrees to worker dissatisfaction. The implication for the above propositions is that they may be complementary rather than competing; the validity of each may depend upon how job specialization is measured.     

Making e‐working work

It is estimated that by 2010 there will be 20 million full‐ and part‐time telecommuters working in the United States. The purpose of this article is to assist employment counselors in their work with organizations in implementing e‐worker programs as well as in their counseling of e‐workers. The authors define e‐worker, summarize the growth of e‐worker programs, outline benefits and drawbacks to teleworking, discuss critical elements of a successful teleworker program, and elaborate on potential strategies for becoming a successful e‐worker.     

IDENTIFYING WORK PREFERENCES AMONG INDIVIDUALS WITH SEVERE MULTIPLE DISABILITIES PRIOR TO BEGINNING SUPPORTED WORK

We evaluated a prework assessment for predicting work-task preferences among workers with severe multiple disabilities prior to beginning supported work. The assessment involved comparing worker selections from pairs of work tasks drawn from their future job duties. Results of workers' choices once they began their jobs in a publishing company indicated that the assessment predicted tasks that the workers preferred to work on during their job routines. Results are discussed regarding other possible means of determining preferred types of supported work.     

Policy impact on information technology programming in the social services

Policy is the product of a group struggle between contending factions who constantly strive to weight policy creation and decision making in their favor. Within social service settings, resource policies promoted by management compete with service policies of social workers. Management familiarity with information technology (IT) rewards operational advantage in resource application at the expense of social work personnel. Within the Israeli Ministry of Labour and Social Affairs this has enhanced the position of the manager. Social workers failed to incorporate IT within the natural systems approach resulting in a state of disempowerment vis à vis IT itself. The social worker will be able to avail himself of IT only consequent to redefinition of social services organization policy based on social work concepts such as social change, involvement, informal organization and empowerment. His current interest is the knowledge base of social work. He has written widely on social work and the personal social services, with particular reference to dependency, empowerment and new technology.     

Factors Influencing the Inflation of Task Performance Ratings for Workers With Disabilities and Contextual Performance Ratings for Their Coworkers

Contrary to many myths regarding their potential performance, workers with disabilities generally receive performance ratings similar to their nondisabled coworkers. However, their ratings possibly may be inflated above their actual performance levels. In a laboratory experiment, we constrained the performance of a worker with a disability to an extremely low level and assessed the effects of helping behavior, presence and type of disability in the worker, and the perceived attributions of controllability of the disability on task performance ratings for the workers with disabilities and on contextual performance ratings for their coworkers. We found that the perception that a worker is not responsible for the onset of a disability and that having any disability, regardless of type, artificially inflates task performance ratings. We also found inflated contextual performance ratings for coworkers who work with persons who are perceived as being responsible for the onset of their own disability.     

La résilience et le bien-être psychologique au travail au service de la thèse du travailleur heureux-productif

Based on broaden-and-build theory, this study proposes to expand the happy-productive worker thesis by exploring an emergent operationalization of happiness. To do so, the mediating effect of the dimensions of psychological well-being at work (i.e., relation to oneself, to others and to work) on the relation between resilience and task performance has been tested. A total of 280 Quebec workers filled out validated measures. Obtained by structural equation modelling analyses, the results indicate that the rapport with oneself of psychological well-being at work acts as the only mediator between resilience and task performance. These findings underscore the importance of encouraging the development of interventions that build on the resilience and positive experience of workers to optimize their work performance.     

Work-family spillover of daily positive affect onto performance: The moderating role of domain identity salience

IntroductionA number of linking mechanisms between work and family domains have been studied, but one key mechanism has received little attention: the cross-domain influence of positive affect on performance.ObjectiveThis study examines the work-family spillover of positive affect at work onto performance in the family and, inversely, of positive affect in the family onto performance at work. Drawing upon the work-family enrichment theory (Greenhaus & Powell, 2006), we hypothesized that work and family identity salience moderate the work-to-family and family-to-work relationships between originating domain positive affect and receiving domain performance.MethodA sample of 124 Canadian workers completed a pre-diary survey and daily surveys during 10 consecutive days.ResultsMultilevel analyses showed an effect of daily positive affect in the family on daily performance at work, but no significant effect of daily positive affect at work on daily performance in the family. Furthermore, family identity salience facilitated the work-to-family and family-to-work spillover, whereas work identity salience had no significant moderating effect.ConclusionThe results extend the happy-productive worker thesis to the work-family interface by highlighting that positive affect contextualized in the family is related to performance at work.     

Theme-focused family therapy: the inner emotional world of the family

This paper is an account of a method of family work developed for social workers in social services departments which allows them to work with the emotional impact on children and adults of traumatic events in family life. Theme-focused family therapy has been designed to meet the needs of the families and also to enable social workers and their supervisors to develop both psychodynamic and systemic perspectives m their work with families. It is a staged approach, moving from individual work to a structured family interview through to a series of theme-focused family sessions. It is phased in this way both to facilitate the development of a therapeutic attachment between social worker and family and to take account of the crises that can interrupt planned work in social services departments. Theme-focused family therapy is carried out in partnership with families, and gives children a voice and a leading role in the therapeutic process. The approach is illustrated with a case example.