Combined Effects of Positive and Negative Affectivity and Job Satisfaction on Job Performance and Turnover Intentions

Capturing data from employee–supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.     

心理资本与工作绩效的关系:基于本土心理资本理论的视角

采用问卷调查法,以445名企业员工和MBA学员为调查对象,考察了本土心理资本与适应性绩效的关系。结果表明:(1)本土心理资本对任务绩效和周边绩效均有显著的预测作用;其中事务型心理资本对任务绩效的预测作用较强;而人际型心理资本对周边绩效的预测作用较强。(2)本土心理资本对适应性绩效有显著的正向预测作用;其中事务型心理资本主要影响了压力与应急管理、创新问题解决、岗位持续学习等维度,而人际型心理资本则主要影响了人际与文化适应和岗位持续学习等维度。(3)适应性绩效在事务型和人际型心理资本与周边绩效间起部分中介作用,在事务型心理资本与任务绩效间也起部分中介作用。(4)在控制事务型心理资本的前提下,人际型心理资本对适应性绩效和周边绩效仍有显著的预测作用,显示人际型心理资本的构念具备实证效度。     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

Type-A Behavior, Job Performance, and Well-Being in College Teachers

This study examined the relationship between Type-A behavior and job performance, and employee well-being among college teachers in Canada. Well-being was operationalized in terms of burnout, social support, work satisfaction, and turnover motivation. Data were collected by means of a structured questionnaire from 420 college teachers. Pearson correlation and moderated multiple regressions were used to analyze the data. Global Type-A behavior was not related to 3 measures of job performance: teaching hours, number of course preparations per semester and number of students. However, global Type-A behavior correlated positively with burnout and turnover motivation and negatively with perceived social support and work satisfaction. Two components of Type-A behavior (time pressure and hard driving/competitiveness) exhibited the same pattern of relationship with job performance and well-being variables as was found with the global measure of Type-A behavior. Moderated multiple regression did not support the role of gender as a moderator of Type-A behavior and job performance and well-being variables.     

教师工作满意感与工作绩效:职业倦怠的中介效用

本研究通过考察398名幼儿园和小学教师的工作满意感、职业倦怠和工作绩效状况,采用纵向研究方法,借助于结构方程模型建构,以揭示其工作满意感、职业倦怠与工作绩效三者之间的关系。结果表明,(1)工作满意感对工作绩效存在显著的影响;(2)工作满意感通过职业倦怠中情感耗竭维度的中介作用影响教师的工作绩效;(3)职业倦怠中人格解体维度和成就感低落维度对工作绩效没有显著影响。     

Job Insecurity in Recent Business School Graduates: Antecedents and Consequences

This research examined the relationship of perceived threats to job security, job satisfaction, and psychological mood among recent business school graduates. Most job insecurity research has considered longer-tenured organizational employees. Two hundred and seventeen respondents completed anonymous questionnaires. LISREL analysis provided considerable support for the research model. Perceived threats to job security had direct effects on job insecurity and job satisfaction and indirect effects on psychological mood through job insecurity and job satisfaction.     

Job demands and psychological well-being: Moderating role of occupational self-efficacy and job social support among mid-career academics

The study investigated the moderating role of occupational self-efficacy and job social support on the relationship between job demands and psychological well-being among mid-career academics. Participants were 203 academics at three public Nigerian universities (female = 37.93%; mean years of service = 8.58 years, SD = 2.20). The academics completed measures of job demands, occupational self-efficacy, job social support, and psychological well-being. Moderated regression analysis of the data suggested only occupational self-efficacy to moderate the relationship between work demands and psychological well-being. Findings underpin the buffering effects of work self-efficacy in employee psychological well-being with high job demands.     

Aptitude and Trait Predictors of Manned and Unmanned Aircraft Pilot Job Performance

Sixty-seven United States Navy maintainers (55 men and 12 women) representing both the aviation and surface communities participated in an experiment examining the efficacy of a simulation to assist technicians in rapidly understanding a system's state. Participants were assigned to one of three groups based on the technicians' experience and one of two experimental conditions: simulation (SIM) or technical manual (TM). The experimental task consisted of a series of eight questions regarding the condition of the S-3 aircraft's nose wheel steering (NWS) system given a set of initial aircraft conditions. To aid in performance of the experimental task, participants assigned to the TM condition were given a paper copy of the S-3 aircraft's organizational maintenance manual for the NWS system, and participants assigned to the SIM condition were given a laptop computer running a computer-based interactive model of the S-3 NWS system. Results showed that regardless of level of expertise, participants assigned to the SIM condition answered questions significantly faster than participants assigned to the TM condition. Further, technicians experienced in nonaviation maintenance assigned to the SIM condition answered questions significantly more accurately than experienced nonaviation technicians assigned to the TM condition.     

幼儿教师职业承诺对工作绩效的影响:职业幸福感的中介作用

为探索幼儿教师职业承诺和职业幸福感对工作绩效的影响,选取川渝两地幼儿教师328名,用幼儿教师职业幸福感量表(KTOWBS)、教师职业承诺问卷(TOCQ)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、工作时间、每月收入、教师年龄以及教龄影响后,幼儿教师情感承诺和规范承诺分别对工作绩效有显著的积极影响,继续承诺则对工作绩效有显著的消极影响;(2)幼儿教师职业幸福感在情感承诺、规范承诺和继续承诺对工作绩效的影响中起部分中介作用。以上研究结果对保护和提高幼儿教师工作绩效具有重要理论价值和实践意义。     

社会自我效能感与工作幸福感和工作绩效的关系：职场排斥的中介作用

从资源保存理论出发,分析社会自我效能感与工作幸福感及工作绩效之间的关系,并检验职场排斥的中介作用。对188名员工及其上司进行问卷调查,结果显示员工的社会自我效能感与其感受到的职场排斥有显著负向关系;职场排斥与工作幸福感和工作绩效有显著负向关系;职场排斥在社会自我效能感与工作幸福感和工作绩效之间发挥中介作用。这表明高社会自我效能感的员工能够削弱受到的职场排斥,进而体验到更高的工作幸福感,并获得更好的工作表现。     

Stress and Student Job Design: Satisfaction, Well-Being, and Performance in University Students

It is imperative that the university environment be supportive and capable of nurturing optimal learning and performance in students. Using job design and work stress theories, the study assessed relationships between psychosocial work characteristics, well-being and satisfaction, and performance in a random sample survey of Australian university students (N = 176). Methodological improvements were a time lag between survey and performance measures, an objective measure of performance, and LISREL structural equation modeling. Results showed high levels of psychological distress and low levels of satisfaction, both linked to high demands combined with low control. In accord with the happy-productive student hypothesis, satisfaction mediated the impact of the work environment on performance. Reengineering the design of the student work environment may therefore improve performance outcomes (student grades) through enhancing satisfaction.     

领悟社会支持与中小学教师工作绩效：有调节的中介模型

基于社会支持的缓冲器模型和自我调节理论,本研究探讨了领悟社会支持对中小学教师工作绩效的作用机理。通过对510名中小学教师的调查与分析,结果表明：领悟社会支持与中小学教师工作绩效呈显著正相关;心理授权在领悟社会支持与工作绩效间起中介作用;未来工作自我清晰度调节了心理授权在领悟社会支持与工作绩效之间的中介作用。较之低未来工作自我清晰度的教师,中介效应在高未来工作自我清晰度教师中更显著。     

Metacognitive Ability and Test Performance Among College Students

We studied college students' metacognitive ability to see whether or to what extent it would be correlated with actual test grades. We hypothesized that higher metacognitive ability would correlate with higher exam marks and that lower metacognitive ability would correlate with lower exam marks. College students (N = 109) were asked to guess the grade they expected to receive at the completion of a regular classroom exam. We found a significant negative correlation between the actual grade received, a measure of cognitive ability, and the difference between the actual grade and the expected grade, a measure of metacognitive ability.     

管理者责任心和工作绩效关系的研究

本研究旨在探讨管理者责任心和工作绩效间的关系。通过对236名管理者施测自编的管理者责任心问卷和修订的工作绩效问卷,结果发现：(1)服务取向和可依赖性对人际促进的预测效果较好;(2)服务取向、个人品德和有计划性对任务绩效的预测效果较好;（3）个人品德、有计划性和成就取向对工作奉献的预测效果较好;(4)管理者责任心对关系绩效的预测高于对任务绩效的预测。     

Resiliency,Self-Regulation,and Reemployment After Job Loss

This study investigated self-regulation and resiliency in one's search for reemployment. Although trait-based approaches are central to many resiliency conceptualizations, recent research has found that self-regulation (affective, behavioral, and cognitive) contributes to predicting resiliency-related outcomes. We hypothesized that self-regulation would incrementally predict reemployment process outcomes, specifically the job search outcomes of psychological well-being, job search self-efficacy, and job search clarity. Results indicated that, over and above resiliency traits, behavioral and cognitive self-regulation incrementally predicted well-being and job search clarity, and cognitive self-regulation incrementally predicted job search self-efficacy. Implications for theory and continued research on resiliency in reemployment are discussed.     

幼儿教师心理资本、职业压力与工作绩效:应对方式的中介作用

为探索幼儿教师心理资本、职业压力和应对方式对工作绩效的影响,选取成渝两地幼儿教师共328名,用教师心理资本问卷(TPCQ)、幼儿教师工作压力源问卷(KTOSQ)、简易应对方式量表(SSWC)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、每月收入、教师教龄和年龄影响后,幼儿教师心理资本对工作绩效有显著积极影响,职业压力对工作绩效有显著消极影响。(2)幼儿教师积极应对部分中介心理资本对工作绩效的影响,消极应对部分中介职业压力对工作绩效的影响。以上研究结果对保护和提升幼儿教师工作绩效具有重要价值。     

Measuring State and Trait Aggression: A Short,Cautionary Tale

Ample evidence exists suggesting that exposure to television and film violence (Paik & Comstock, 1994) and playing with violent video games (Sherry, 2001) contribute to increases in aggressive behavior; however, the magnitude of the effect ranges from small to moderate. In this study, we argue that in some cases, use of trait, rather than state, aggression can serve to attenuate effects. We report the results of a study in which a trait aggression scale is reworded slightly to create a state measure. The state and trait scales are then compared in high- and low-aggression priming conditions. Results suggest that though both scales are reliable and both have construct validity, the reworded state aggression scale responds more to the high prime than to the low prime. More important, it also responds more than the original trait scale does. Therefore, minor variations in studies of media's effect on aggression, such as variations in scale wording, can serve to attenuate effects.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

心理资本对员工的工作绩效、组织承诺及组织公民行为的影响

通过对198对直接领导和员工的实证研究,探讨了心理资本及希望、乐观和坚韧性三种积极心理状态与员工的工作绩效、组织承诺和组织公民行为之间的关系。结果表明：在控制了性别和年龄两个人口统计学变量的效应后,员工的希望、乐观和坚韧性三种积极心理状态,都对他们的工作绩效、组织承诺和组织公民行为有积极影响;员工的希望、乐观和坚韧性三者合并而成的心理资本,对他们的工作绩效、组织承诺和组织公民行为有积极影响     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议