Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

The Work–Home Interface: Linking Work‐Related Wellbeing and Volunteer Work

An abundance of research shows the benefits of participation in volunteer work for individuals, employers and the society as a whole. However, relatively little is known about the precursors of volunteer work. In this study, we aim to fill this gap by investigating to what extent work‐related well‐being can function as a driver of volunteer work. Moreover, building on the Conservations of Resources Theory (Hobfoll, 1989 , 2011 ), we propose that the relationship between work‐related well‐being (burnout and engagement) and volunteer work is mediated by the work–home interface (work–home enrichment and work–home conflict). This hypothesis was tested in a large Swiss sample (N = 1947). Consistent with our expectations, structural equation analyses revealed an indirect relationship between (i) work engagement and volunteer work via work–home enrichment and (ii) between burnout and volunteer work via work–home conflict. In conclusion, it seems that well‐being at work indeed functions as a precursor for volunteer work because of the consequences it has for the work–family interface. Copyright © 2016 John Wiley & Sons, Ltd.     

An Investigation of the Variables That Influence Female Counselors' Work–Family Conflict

This study investigated the relationship between female counselors' work–family conflict and their demographic, occupational, and family characteristics. Female counselors' engagement in work and family and the conflict that results were assessed in 2 directions: work interfering with family (WIF) and family interfering with work (FIW). Autonomy and hours spent at work significantly contributed to counselors' WIF scores. Autonomy; age of the youngest child; care of elderly, ill, or special needs family members; and support contributed to counselors' FIW scores.     

Emotional labor and burnout among female teachers: Work–family conflict as mediator

With the increasing number of women in the workforce, there is a need to understand how the interrelationship between emotions and the demands of work and family influence their well‐being. This study examined how emotional labor [surface acting (SA) and deep acting] and work–family conflict contribute to explaining variance in burnout (emotional exhaustion and depersonalization). In a sample of 102 married, female Malay teachers, with at least one child living at home, results showed that SA was positively associated with emotional exhaustion and depersonalization. The results also showed that work–family conflict mediated the relationship between emotional labor and burnout. However, no moderation effect of work–family on the SA–burnout relationship was found. The results are discussed with respect to the general literature on the stress–strain relation and work–family conflict.     

A Resource Pathway to Action Against Discrimination: How Burnout and Work–Family Balance Form Obstacles to Action

Why is it difficult for targets to act out against individual experiences of discrimination? Whereas prior research focuses on normative concerns or failure to perceive discrimination as determinants of (lack of) action, we hypothesize that perceiving frequent discrimination at work undermines the potential to act out against discrimination because it depletes one's resources. We study a sample that is underrepresented in research on discrimination, yet forms a large percentage of the working population: parents experiencing disadvantage in a working context. We measured self‐reported disadvantage because of parenthood, action against disadvantage, levels of burnout and work‐home self‐efficacy. Results reveal that perceptions of discrimination are related to lower levels of action. Importantly, lack of resources could explain this effect: we found simultaneous (and separate) mediation of the exhaustion (but not distancing) burnout subscale as well as separate mediation of work–home self‐efficacy. The implications of these results and the importance of studying potential resources in relation to action against discrimination are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

个人成长主动性的概念、测量及影响

个人成长主动性是个体有意识地提升和完善自己的倾向, 包括认知倾向和行为倾向两个方面, 由对改变的准备、计划性、利用资源和主动的行为四个维度构成。研究表明, 人格、家庭功能影响到个体的个人成长主动性。同时, 个人成长主动性对个体的心理健康和职业认同等具有显著的影响。然而, 纵观已有个人成长主动性的研究, 有关个人成长主动性的结构、研究样本、文化差异、影响因素等方面还有待深入探讨。     

Predictors of Growth in the Aftermath of Traumatic Events: The Role of Personal Growth Initiative

The current study examined the role of personal growth initiative (PGI) in predicting posttraumatic growth and posttraumatic stress, and the extent to which rumination styles explain these relations among 286 college students. As predicted, results showed that the cognitive component of PGI negatively predicted posttraumatic stress. Also, there was a significant positive indirect effect of behavioral PGI on posttraumatic growth through deliberate rumination. However, contrary to our hypothesis, there were also significant positive indirect effects of behavioral PGI on posttraumatic stress through intrusive and deliberate rumination. The current study creates new insights on the application of PGI in trauma research.     

Motherhood and Counselor Education: Experiences With Work–Life Balance

Female professors with children continue to experience institutional and cultural barriers in academia. This article situates the experiences of counselor educator mothers in the context of current trends in academia and research related to mothers in the workforce.     

The role of work–family role integration in a job demands–resources model among Chinese secondary school teachers

The current study examines an integrative demands–resources model of the work–family interface in a sample of 259 Chinese secondary school teachers. Participants completed questionnaires relating to job demands, job resources, work‐to‐family conflict, work‐to‐family enrichment, work–family role integration (WFRI) and burnout scale. Results show that: (i) job demands were strongly and positively associated with work‐to‐family conflict, which further led to an increase in burnout; job resources were strongly and positively associated with work‐to‐family enrichment, and consequently to a decrease in burnout. Job demands also had a significant direct impact on burnout; (ii) a newly proposed construct, WFRI, was found to partially mediate the relationship between job demands and work‐to‐family conflict, as well as between job resources and work‐to‐family enrichment. Theoretical and practical implications are discussed, and future research directions are provided.     

父母自主支持与青少年未来规划:基本心理需要与个人成长主动性的中介作用

基于自我决定理论,采用问卷法对广州市2所初中（初一和初二）和2所高中（高一和高二）共562名学生进行调查,考察了父母自主支持与青少年未来规划的关系,以及基本心理需要和个人成长主动性在其中的链式中介作用。结果发现：（1）父母自主支持显著正向预测青少年未来教育规划,但对未来职业规划的预测作用不显著;（2）基本心理需要和个人成长主动性在父母自主支持和青少年未来教育、职业规划之间均起着显著的链式中介作用;（3）纳入基本心理需要和个人成长主动性的中介作用后,父母自主支持对未来职业规划具有显著的负向残余效应,但对未来教育规划的残余效应不显著,这表明父母自主支持对青少年未来规划的影响可能存在坏的一面。因此,基本心理需要和个人成长主动性是影响父母自主支持与青少年未来规划之间关系的重要内因。     

The Effect of Internal Locus of Control on Career Adaptability: The Mediating Role of Career Decision‐Making Self‐Efficacy and Occupational Engagement

This study examined the mediating roles of career decision‐making self‐efficacy (a domain‐specific motivational variable) and occupational engagement (a behavioral variable) on the relationship between internal locus of control (a general motivational variable) and career adaptability among college students in South Korea (N = 310). The findings extend past research on career adaptability by identifying a relationship among the variables.     

正念与大学生智慧推理的关系：个人成长主动性的部分中介作用

为了考察正念、个人成长主动性(PGI)与智慧推理之间的关系,采用五因素正念量表、个人成长主动性量表与智慧推理量表对242名18-27岁成年早期的大学生进行调查,探讨正念对智慧推理的影响,并检验个人成长主动性的中介效应模型。结果发现：（1）正念对智慧推理水平具有显著的正向影响;（2）个人成长主动性在正念对智慧推理的影响中发挥部分中介作用。     

Family boundary characteristics,work–family conflict and life satisfaction: A moderated mediation model

Although work–family border and boundary theory suggest individuals' boundary characteristics influence their work–family relationship, it is largely unknown how boundary flexibility and permeability mutually influence work–family conflict and subsequent employee outcomes. Moreover, the existing work–family conflict research has been mainly conducted in the United States and other Western countries. To address these gaps in the work–family literature, the present study examines a moderated mediation model regarding how family boundary characteristics may influence individuals' work–family conflict and life satisfaction with a sample of 278 Chinese full‐time employees. Results showed that employees' family flexibility negatively related to their perceived work interference with family (WIF) and family interference with work (FIW), and both these two relationships were augmented by individuals' family permeability. In addition, WIF mediated the relationship between family flexibility and life satisfaction; the indirect effect of family flexibility on life satisfaction via WIF was stronger for individuals with higher family permeability. The theoretical and managerial implications of these findings are discussed.