The effects of physical work, mental work, and quantity on children's time perception

An experiment was conducted to examine the effects of work and quantity cues on children's time perception. Ninety-seven children in kindergarten and Grades 2, 4, and 6 lifted and transferred pipes under eight different conditions, after which they reproduced the perceived time taken to move the pipes. The conditions varied by quantity (two/four pipes), by mental work (no-matching/matching), and by physical work (light/heavy pipes). Significant main effects were found for quantity, physical work, and mental work, and for the quantity x age and mental work x physical work interactions. These results can help to disentangle possible confounds among these variables in the classic Piagetian experiments about their effects on time judgment and perception.     

Work stress, Chinese work values, and work well-being in the Greater China

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor-job satisfaction relationships.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

Relations of work identity,family identity,situational demands,and sex with employee work hours

This study examined relations of multiple indicators of work identity and family identity with the number of weekly hours worked by 193 married business professionals. We found that men generally worked long hours regardless of the situational demands to work long hours and the strength of their work and family identities. Women's work hours, on the other hand, were associated with their work and family identities when weak situational demands permitted discretion over their work hours. We suggest that these sex differences can be explained by the ways in which women and men construe their work and family identities.     

Volunteer work as a valuable leisure‐time activity: A day‐level study on volunteer work,non‐work experiences,and well‐being at work

In this 2‐week diary study, with 105 employees providing data on a total of 476 days, we examined relationships between the amount of time spent on volunteer work activities during leisure time, psychological non‐work experiences in the evening (i.e. recovery experiences of psychological detachment from work and mastery as well as need satisfaction), and work outcomes during the following working day (i.e. positive and negative affect, and active listening). Results confirmed the hypothesized positive relationships between the amount of time spent on volunteer work activities and psychological detachment from work, mastery experiences, and need satisfaction in the evening. Psychological detachment from work in the evening was positively related to active listening during the following working day. Need satisfaction in the evening was negatively related to negative affect and positively related to active listening during the following working day. The amount of time spent on volunteer work activities was negatively related to negative affect during the following working day. This relationship was mediated by need satisfaction in the evening.     

Personality,faith, development,and work attitudes

Drawing upon the developmental work of Loevinger and Fowler, the author speculates upon the existence of work attitudes that accompany each stage and explains how the attitudes influence people's orientations toward work and family.     

Values,preferences, needs,work ethics,and orientations to work: Toward a conceptual and empirical integration

There have been comparatively few attempts on either the conceptual or empirical level to integrate values, preferences, needs, work ethics, and orientations to work. A rationale outlining the way these concepts can be related to each other, is presented. It is maintained that these concepts are categories of relations between humans and work. These categories are qualitatively similar and differ principally in the level of generality of the characteristics of work considered. Complete-link cluster analysis is suggested as a method of analysis compatible with the proffered rationale. Two studies are presented with data gathered during the development of two versions of Work Aspect Preference Scale (WAPS). The samples for the two studies both comprised senior high school students, controlled for sex and age, who were administered the WAPS. Study 1 had a sample of 532 while Study 2 had a sample size of 482. Both sets of data were cluster analyzed. Results indicated a very substantial amount of agreement between the two samples, particularly at the more general levels of clustering. The bipartite and tripartite groupings of vocational needs suggested by L. H. Lofquist and R. V. Dawis (Journal of Vocational Behavior, 1978, 12, 12–19) were confirmed as were the findings of J. Mortimer (Sociology of Work and Occupations, 1975, 2, 29–53). Other clusters were also identified with findings from previous research. It is concluded that the investigation of preferences at different levels of generality and the interrelation between these levels shows great promise for both the researcher and the counselor and therefore merits more research effort.     

Pastoral work,metacommunication and myth

The writer discusses two phenomena the pastoral counselor encounters in work with families and individuals: family survival myths and individual survival myths or fatal statements. Family survival myths are inefficient defense mechanisms, directed at the support of the parental relationship and the maintenance of the family balance. Fatal statements are expressions inherited from the family of origin. They function as myths and are intended to help one survive. From his perspective the pastor can, through a process of metacommunication, open the possibility to discuss the myth and so help people to free themselves from an unhealthy and life inhibiting bondage.     

“To work,or not to work,that is the question” – Recent trends and avenues for research on presenteeism

ABSTRACT

This position paper brings together recent and emerging developments in the field of presenteeism. A critical synthesis of the evidence is needed due to persisting conceptual and methodological challenges as well as the increased volume of research in the field. This paper integrates emerging evidence and critical thinking into three areas: (1) concept, (2) measurement and methodological issues, and (3) the context of presenteeism. First, due to the variety of existing definitions, competing understandings, as well as the notion of positive presenteeism, it is important to reconsider the notion of presenteeism. Second, it is important to reflect on the measurement of the act of presenteeism and the productivity loss associated with that. Third, following the call to investigate presenteeism in specific contexts, it is important to explain the social, occupational, cross-cultural aspects, as well as the contemporary workplace changes. Based on this critical synthesis, we conclude by identifying recommendations for future research on presenteeism.     

Selection,optimization, and compensation strategies: Interactive effects on daily work engagement

The theory of selective optimization with compensation (SOC) proposes that the “orchestrated” use of three distinct action regulation strategies (selection, optimization, and compensation) leads to positive employee outcomes. Previous research examined overall scores and additive models (i.e., main effects) of SOC strategies instead of interaction models in which SOC strategies mutually enhance each other's effects. Thus, a central assumption of SOC theory remains untested. In addition, most research on SOC strategies has been cross-sectional, assuming that employees' use of SOC strategies is stable over time. We conducted a quantitative diary study across nine work days (N = 77; 514 daily entries) to investigate interactive effects of daily SOC strategies on daily work engagement. Results showed that optimization and compensation, but not selection, had positive main effects on work engagement. Moreover, a significant three-way interaction effect indicated that the relationship between selection and work engagement was positive only when both optimization and compensation were high, whereas the relationship was negative when optimization was low and compensation was high. We discuss implications for future research and practice regarding the use of SOC strategies at work.