癌症患者人格类型及其与应对策略、社会支持的关系

该研究旨在调查和分析癌症患者人格类型及其与应对策略、社会支持的关系。采用艾森克人格问卷简式量表、社会支持评定量表、医用应对问卷等测查工具对205名癌症病人进行调查。结果显示:1.癌症患者可以聚类为两类人格:温和健康型和身心障碍型;2.身心碍型患者的屈服应对显著高于温和健康型患者;3.身心障碍型患者的客观社会支持和主观社会支持都显著低于温和健康型患者。研究表明,癌症患者可分为温和健康型和身心障碍型两种人格类型。身心障碍型患者采用更多的屈服应对,同时获得的社会支持也更少。     

青少年学生生活满意度的结构和量表编制

本研究在文献分析的基础上,结合国外已有的生活满意度量表,通过访谈、开放式问卷等方法,构建了我国青少年学生生活满意度的理论维度,并据此编制了青少年学生生活满意度量表。对量表进行探索性因素分析和验证性因素分析后表明：生活满意度是一个多层次、多维度的结构,包括2个层次和6个维度。     

教师职业认同与情感承诺的关系：工作满意度的中介作用

基于社会认同理论,采用教师职业认同量表、工作满意度量表和情感承诺问卷对234名中学教师进行调查,考察教师职业认同与情感承诺的关系,以及工作满意度在这一关系中的中介作用。结果表明：（1）职业认同、工作满意度和情感承诺均呈显著正相关;（2）职业认同可以正向显著地直接预测情感承诺,同时又通过工作满意度的中介作用对情感承诺产生间接的预测作用。     

浅析癌症患者的心理因素及对策

癌症是威胁人类生命安全的常见、主要病种之一,关于癌症的致病因素,人们普遍偏重于物理、化学因素,病毒,慢性感染、药物影响、遗传敏感性、激素的滥用和老年因素,而忽视了心理因素在癌症的发生中的作用。关于癌症的治疗,人们普遍偏重于手术、化学药物、放射线等破坏性治疗法,而忽视了心理治疗在癌症中的治疗作用。关于癌症患者的护理,护士普遍偏重于发药、打针,而忽视了心理护理对癌症患者的影响。本文试就对癌症发病与精神心理因素的关系、癌症病人的心理状态、癌症病人的心理治疗等问题进行探讨。     

自我提升幽默与生活满意度的关系：情绪幸福和社会支持的链式中介模型

基于幽默的释放理论、积极情绪的扩建功能理论和集体文化下生活满意度的预测指标提出自我提升幽默通过情绪幸福和社会支持两个链式中介变量提升生活满意度的假设模型。采用幽默风格问卷中的自我提升幽默维度、主观幸福感量表中的积极情绪和消极情绪维度、多维领悟社会支持量表和生活满意度量表对884名大学生进行调查。构建结构方程模型,联合显著性检验和Bootstrap检验表明了多重中介效应显著,总中介效果量为63.6%,其中通过情绪幸福这一中介路径的中介效果量最大,达47.3%。未来研究可探讨在个体主义文化背景下的不同链式中介效应。     

心理授权对农村小学校长工作工作满意度的影响：职业认同的中介作用与情绪智力的调节作用

基于授权认知模型、社会认同理论等理论考察了心理授权对农村小学校长工作满意度的影响以及职业认同的中介效应和情绪智力的调节效应。采用心理授权量表、职业认同量表、情绪智力量表与工作满意度量表对随机抽取的269名农村小学校长进行调查。结果显示：（1）心理授权、职业认同、情绪智力与工作满意度这四个变量均两两正相关;（2）心理授权、职业认同会正向预测农村小学校长工作满意度,心理授权会正向预测职业认同;（3）职业认同在心理授权与工作满意度之间起中介作用;（4）情绪智力调节了职业认同对农村小学校长工作满意度的影响。因此,心理授权对农村小学校长工作满意度的影响是一个有调节的中介效应。     

试述癌症患者的社会支持

社会支持是一个具有复杂内涵的概念,对于癌症患者,应从接受和给予两个方面双向理解社会支持的概念,根据患者的情况提供个性化的社会支持,构建癌症患者四个层面的社会支持系统,并采取多样化的方法对癌症患者的社会支持系统进行研究,从而促使癌症患者能根据自身情况建立并有效利用社会支持系统.     

胜任力对农村小学校长工作满意度的影响:领导效能与职业认同的中介作用

本研究基于综合激励理论考察了领导效能和职业认同在胜任力与农村小学校长工作满意度关系中的链式中介效应,使用胜任力量表、领导效能量表、职业认同量表和工作满意度量表对随机抽取的269名农村小学校长进行调查。研究显示：（1）胜任力、领导效能、职业认同与工作满意度这四个变量均两两显著正相关;（2）胜任力、领导效能、职业认同均显著正向预测农村小学校长工作满意度,胜任力、领导效能会正向预测职业认同,胜任力会正向预测领导效能;（3）领导效能中介了胜任力与农村小学校长工作满意度之间的关系;（4）职业认同中介了领导效能与农村小学校长工作满意度之间的关系。因此,领导效能和职业认同在胜任力与农村小学校长工作满意度之间起链式中介作用。     

癌症疼痛与心身症状,应对方式

疼痛,是癌症最可怕的结果之一,癌症疼痛十分普遍,据报告约７５％的晚期癌症病人经历疼痛［１］。疼痛能引起生理和心理困扰,从而对癌症病人的生活质量产生消极影响［２］。本研究试图探讨伴有疼痛的癌症病人与无疼痛的癌症病人在心身症状、应对方式上的差异,并进一步...     

心理授权对农村小学校长工作满意度的影响:职业认同的中介作用与情绪智力的调节作用

基于授权认知模型、社会认同理论等理论考察了心理授权对农村小学校长工作满意度的影响以及职业认同的中介效应和情绪智力的调节效应。采用心理授权量表、职业认同量表、情绪智力量表与工作满意度量表对随机抽取的269名农村小学校长进行调查。结果显示:(1)心理授权、职业认同、情绪智力与工作满意度这四个变量均两两正相关;(2)心理授权、职业认同会正向预测农村小学校长工作满意度,心理授权会正向预测职业认同;(3)职业认同在心理授权与工作满意度之间起中介作用;(4)情绪智力调节了职业认同对农村小学校长工作满意度的影响。因此,心理授权对农村小学校长工作满意度的影响是一个有调节的中介效应。     

Determinants of satisfaction with specific job facets: A test of Locke's model

Survey results supported Locke's (1969, 1976) contention that facet job satisfaction is a function of three basic determinants: 1) facet amount; 2) wanted amount; and 3) facet importance. We found several three-way interactions that were generally consistent with Locke's model. Specifically, facet satisfaction was highest when employees wanted a large amount of the facet in question, were currently receiving a large amount, and felt that the facet was personally important. Conversely, satisfaction was lowest when employees wanted a large amount of the facet, were currently receiving only a small amount, and felt that the facet was personally important. When job facets were viewed as unimportant to employees, however, the amount of facet desired and currently possessed had little impact on satisfaction. Implications, limitations, and directions for research are discussed.Bob Rice passed away recently. He will be sorely missed.     

Équivalence échelle composite – échelle globale dans la mesure de la satisfaction au travail

We measured work satisfaction within the same sample (n=12) using two different methods : the one-item-scale global measure and the facet-scales composite measure. Results showed that the global scale is not equivalent to summated facet scales. This results can be explained by the fact that composite measures don’t take into account the proper weight of each facet in the computation of general work satisfaction. Considering limits presented by mixed measures in order to show up this weights, we advocate the development of a work satisfaction composite measure that integrates the measure of the importance allocated to each facet of work in the computation of general work satisfaction.     

A Comparison Between Bottom–Up, Top–Down, and Bidirectional Models of Relationships Between Global and Life Facet Satisfaction

ABSTRACT We compared "bottom-up,""top-down," and "bidirectional" models of relationships between global and life facet satisfactions in a sample of university professors A bottom-up model proposed that specific life facet satisfactions determine satisfaction with life in general A top-down model proposed that global life satisfaction determines satisfaction in specific life domains A bidirectional model proposed reciprocal influences between global and life facet satisfaction We used LISREL-VI to contrast these models and, overall, the bidirectional model received strongest support However, direction of relations between global and life facet satisfaction varied across life domains We suggest that differences in domain scope, criticality, and centrality may determine the direction of the relationship between overall and life facet satisfaction     

Facet measures and global job satisfaction

This research was an attempt to find evidence for Scarpello and Campbell's (1983) conclusion that a single-item global measure is more content valid than a composite facet measure for assessing overall job satisfaction. The first study investigated responses from employees in three separate plants who completed a facet measure, a single-item global measure, along with items and facets chosen by an employee committee. Results indicated that the employee-chosen facets accounted for some incremental variance in the prediction of the single-item measure. A second study investigated the relationship between a single-item and a facet measure of benefit package satisfaction when the entire benefit package domain was included in the facet measure. The magnitude of the relationship suggested that the single-item measure of global benefit package satisfaction involved consideration of more than merely satisfaction with each element in the package. Limitations and alternative explanations for the findings are discussed.The helpful comments of Mark E. Tubbs and John W. Jones on an earlier version of this article are greatly appreciated.     

Using discrepancies to predict the perceived quality of work life

Two job satisfaction surveys tested the hypothesis that discrepancy models provide stronger predictions of satisfaction than do more parsimonious models relying solely on a single component of discrepancy scores. Questionnaire data from samples of 180 working college students and 125 human service workers focused on specific facets of the job, such as: pay, promotion opportunity, and hours of work. Wanted amount of specific job facets was the standard of comparison considered in both surveys. The questionnaires provided measures of facet satisfaction, facet amount, wanted amount, the perceived discrepancy between facet amount and wanted amount as well as the calculated discrepancy between facet amount and wanted amount. Results from 60 tests of differences between correlations provided mixed support. Discrepancy scores were consistently stronger predictors of satisfaction than were wanted amount scores; 24 of 30 tests provided significant support and only 2 of 30 tests provided significant differences in the direction opposite to the hypothesis. Discrepancy scores were not, however, consistently stronger predictors of satisfaction than were facet amount scores; only 8 of 30 tests provided significant support and 8 of 30 test provided significant differences in the direction opposite to the hypothesis. Discussion focused on the importance of addressing these findings in efforts to improve discrepancy theories of satisfaction.M. Joseph Sirgy (the editor of this special issue) and two anonymous reviewers provided helpful comments on an earlier draft of this paper.Bob Rice passed away recently. He will be sorely missed.     

The impact of state affect on job satisfaction

Affective events theory proposes affective experiences at work to cause job satisfaction. Using multiple measurements obtained in a diary study, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state job satisfaction (N = 91). Trait measures were also collected. Results confirmed our hypothesis. First, aggregated state job satisfaction is strongly correlated with trait job satisfaction. Second, the relationship between state affect and state job satisfaction is not spurious: State affect impacts on state job satisfaction even if trait affect and trait job satisfaction are controlled. Third, the effect of state affect on job satisfaction measured by the faces scale is stronger than the effect of state affect on job satisfaction measured by facet scales. It is concluded that not all scales to measure job satisfaction are equally appropriate to investigate affect at work.     

EVENT AND AGENT: TOWARD A STRUCTURAL THEORY OF JOB SATISFACTION

This study evaluates a theory of job satisfaction based on two facets: event and agent. These two facets were derived from a study by Schneider and Locke (1971). In the present study, event and agent were conceptualized as two domain facets of a content universe of job satisfaction. On the basis of the above definition, a radex structure was hypothesized. 104 employees from 8 different industrial organizations in Israel were interviewed. They rated (a) their job satisfaction with respect to 11 job factors, and (b) their conception of influence upon these job factors. The intercorrelation matrix of job satisfaction was treated by a Guttman Smallest Space Analysis. The empirical space was interpreted for each facet individually, and then jointly. It is apparent that when job satisfaction is defined by two domain facets, the radex structure is confirmed.     

Positive and Negative Affectivity and Facet Satisfaction: A Meta-analysis

Although several studies have investigated the dispositional approach to global job satisfaction, less direct attention has been given to the relationship between dispositions and facet satisfaction. The current meta-analysis examined the relationships of trait positive affectivity (PA) and trait negative affectivity (NA) with satisfaction toward the following five job facets: work itself, supervision, co-workers, pay and promotion. In general, results suggested the presence of a dispositional component to facet satisfaction. Moderator analyses examined whether the strength of these relationships depended on the particular scales used to assess dispositions.     

JOB SATISFACTION: ARE ALL THE PARTS THERE?

Empirical data indicate that global measures of job satisfaction are not equivalent to the sum of the facet satisfactions. The purposes of this study were to explore the usefulness of single-item global measures of job satisfaction for job satisfaction research and also to explore whether global assessments of job satisfaction include consideration of variables typically not measured by job satisfaction instruments. Subjects are 185 employees working within two research and development units of two multinational corporations. The short-form Minnesota Satisfaction Questionnaire was used to obtain the sum of the facet satisfactions. Two single-item global questions of overall satisfaction were also used. One required a yes-no response and the second, a 1–5 rating response. Information about perceived determinants of job satisfaction, overall satisfaction with the job, satisfaction with occupational choice, career progress, and overall satisfaction with non-job related events was obtained through semi-structured interviews. Results indicate that defining overall job satisfaction as the sum of the evaluations of the discrete elements of which the job is composed, may lead to neglect of major determinants of job satisfaction. The "whole" appears to be more complex than the sum of the presently measured parts. Results also suggest that the 1–5 global rating of overall job satisfaction may be a more inclusive measure of overall job satisfaction than summation of many facet responses.     

Athlete identity and athlete satisfaction: The nonconformity of exclusivity

The goal of this study was to determine if there was a relationship between athletic identity, a relatively stable individual difference, and athlete satisfaction. A second goal was to evaluate the structure of athletic identity to examine potential differences between facets. Analyzing data from 175 NCAA student athletes, results indicated that use of overall athletic identity hid meaningful relationships between this self-identity concept and level of athlete satisfaction. When examined at the facet level, results indicated that athletic social identity and negative affectivity were positively related to athlete satisfaction while the exclusivity facet of athletic identity was negatively related to athlete satisfaction.