道“阻”且“长”:通勤压力对工作的溢出效应

通勤压力作为一种新型压力源,近年来逐渐成为组织管理领域的前沿话题。通勤压力是指个体在通勤过程中所遭遇的压力事件以及所产生的紧张反应,它对员工的工作态度、工作状态以及工作行为均会产生一定的负面影响,影响强度取决于员工的个人特征、家庭压力以及所处的工作情境。资源保存理论和控制理论是解释通勤压力消极影响的主要理论。未来研究可进一步完善测量工具,考察不同通勤模式的差异化影响效应,丰富边界机制等。     

破解“通勤悖论”:通勤时间如何影响幸福感

本文从社会过渡带和心理过渡带两个方面对"通勤悖论"进行解析,构建了通勤时间影响幸福感的理论模型。通过对广州市白领的追踪调查和多项式回归分析,结果发现:(1)婚姻状态(社会过渡带)具有调节作用,未婚员工通勤时间负向影响生活满意度,已婚员工通勤时间对生活满意度和快乐度有曲线影响;(2)恢复体验(心理过渡带)具有交互效应,心理解脱调节了未婚员工通勤时间与通勤效用的关系,放松体验调节了未婚员工通勤时间与快乐度的关系;(3)已婚员工通勤时间与通勤效用和快乐度的关系受放松体验调节,与生活满意度的关系受心理解脱调节;(4)通勤时间对生活满意度和快乐度的影响,以及婚姻状态和恢复体验的交互效应,以通勤效用为中介;(5)员工在"通勤时间陷阱"(1.75~2.75小时)的效用均衡。结论有助于分析"通勤悖论"的深层原因,对城市管理、企业管理和个人都具有积极启示。     

真实型领导对员工创新行为的影响：工作投入的中介效应

采用问卷法对302名企业员工和64名企业管理者进行调查,探讨真实型领导影响员工创新行为的内在作用机制,检验员工工作投入的中介效应。跨层次分析结果显示:(1)真实型领导对员工的工作投入和创新行为均有显著的正向预测作用;(2)员工工作投入正向预测其创新行为;(3)员工工作投入在真实型领导对员工创新行为的影响中发挥部分中介效应。     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

伦理型领导对员工反生产行为的影响机制:多层次视角

伦理型领导是近年来国外内理论研究与管理实践关注的焦点之一。然而,以往有关伦理型领导与员工反生产行为关系的研究并不多见,更缺乏探讨不同层次伦理型领导对员工反生产行为的作用机制。立足于中国特有的文化背景和社会现实,从多层次视角研究伦理型领导对员工反生产行为的影响机制,具体包括三个内容:(1)高层伦理型领导对群体反生产行为的影响机制,重点检验伦理文化的中介作用和组织结构的调节作用;(2)中国文化背景下高层伦理型领导影响员工反生产行为的"瀑布效应",以及权力距离导向的调节作用;(3)基层伦理型领导对员工反生产行为的影响机制,重点检验领导信任和领导认同的中介作用,以及传统性和道德同一性的调节作用。探讨不同层次伦理型领导对员工反生产行为的作用机制,不仅可以丰富和发展伦理型领导与反生产行为的理论体系,对组织如何培养和指导伦理型领导工作也可以提供有效的策略和方法。     

工作激情研究：理论及实证

根据研究范围具体化程度的不同, 工作激情的概念可以从3个层面进行理解：由一般激情引申而来的工作激情、组织领域的工作激情和特定工作情境中企业家的工作激情。3个层面的概念均认为工作激情是一个包含情感、认知和意愿三因素的构念。工作激情相关模型主要包括激情的二元模型、员工工作激情概念模型、企业家激情体验概念模型和企业家激情感染模型, 这些模型各具特点并互为补充。工作激情相关实证研究主要包括工作激情的来源研究、工作激情对个体行为和心理结果的影响研究以及工作激情与行为和心理结果间的作用机制研究。现有实证研究数量非常匮乏, 应用模型单一, 研究内容分散。本研究提出工作激情研究整合模型, 为工作激情的系统研究提供思路。     

真实型领导对员工工作投入影响的多重中介效应模型

为了考察真实型领导影响员工工作投入的内在作用机制,采用真实型领导行为量表、职业认同量表、情感承诺量表、组织支持感量表和工作投入量表对308名企业员工进行施测,结果发现：（1）真实型领导通过职业认同、情感承诺和组织支持感的间接作用对员工的工作投入产生影响;（2）职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。     

工作重塑研究的新动向——基于调节定向的视角

以往学术界更多关注工作重塑的影响结果和作用机制, 缺乏对其内在动机及相关新构念的探讨。近年来, 基于调节定向理论的工作重塑研究逐渐增加。在已有研究的基础上, 首先基于特质及情境性调节定向的视角, 分别对其与工作重塑具体维度的关系进行探讨; 然后, 揭示领导的调节定向如何影响员工的工作重塑行为; 最后, 梳理工作重塑领域涌现的新构念(促进/防御定向型工作重塑、趋近/回避型工作重塑), 及其理论融合的基础。未来研究应重点关注调节定向和工作重塑的相互作用、促进/防御定向型工作重塑的前因变量及作用机制, 以及调节定向与“角色观”工作重塑的关系等问题。     

为了更好地工作：工作恢复的内涵及实现机制

工作恢复是保障员工持续有效应对工作要求,支撑员工“更好地工作”的资源补充机制,也是近年来职业健康心理学研究中的一个热点主题。本文在澄清工作恢复概念的界定和梳理工作恢复影响因素的基础上,着重围绕工作恢复的实现机制进行了分析和探讨。最后,围绕工作恢复相关研究的现状及未来方向进行了总结和展望。     

为了更好地工作：工作恢复的内涵及实现机制

工作恢复是保障员工持续有效应对工作要求,支撑员工“更好地工作”的资源补充机制,也是近年来职业健康心理学研究中的一个热点主题。本文在澄清工作恢复概念的界定和梳理工作恢复影响因素的基础上,着重围绕工作恢复的实现机制进行了分析和探讨。最后,围绕工作恢复相关研究的现状及未来方向进行了总结和展望。     

加班一定会带来疲倦吗？加班时长对工作恢复水平的影响机制研究

基于资源保存理论,采用日记研究法探讨了加班对工作恢复的影响以及闲暇时间控制和掌握体验在其中的作用。结果表明：（1）加班时长显著负向影响工作恢复水平;（2）加班时长通过闲暇时间控制影响工作恢复水平;（3）掌握体验不仅调节了加班时长和闲暇时间控制之间的关系,还进一步调节了加班时长通过闲暇时间控制影响工作恢复水平的间接关系,在高水平的掌握体验下,加班时长通过闲暇时间控制影响工作恢复水平的间接效应不再显著。这意味着加班未必一定抑制工作恢复,获得积极体验从而促进资源的生成可能才是恢复的关键,这为企业和个人提供了有效进行工作恢复的指导。     

时间领导对员工助人行为的影响:工作激情和主动型人格的作用

基于情感事件理论和人-境互动视角,应用bootstrap法根据260份有效问卷的数据执行路径分析,探讨时间领导对员工助人行为的影响机制。结果发现:时间领导正向预测助人行为;时间领导影响助人行为部分是通过和谐式激情与强迫式激情的并行多重中介作用来实现的,且和谐式激情的个别中介效应较大;由于主动型人格的调节作用,时间领导影响助人行为的直接效应和总效应在员工主动型人格较低时更强。     

情感事件视角下空气污染触发的消极情绪对工作场所环保行为的动态影响机制

摘要 鉴于当今空气污染问题日益严峻,如何激发员工的环保行为成为了各界关注的话题。本研究基于情感事件理论,从主动的视角来探讨人们在空气污染情境中产生消极情绪后的积极应对行为。运用经验取样法,对68名在职员工进行了为期14天的跟踪调查。研究发现：（1）个体每日因空气污染引发的消极情绪与每日的环保行为正相关;（2）风险感知和环保激情在个体因空气污染引发的消极情绪与环保行为之间存在链式中介作用;（3）调节焦点调节了个体每日因空气污染引发的消极情绪对每日的环保行为的影响,防御焦点弱化二者间的关系,而促进焦点的调节作用不显著。以上成果丰富了人们对空气污染触发的消极情绪动态影响机制的认识,为后续研究提供了良好的研究视角和基础,为企业可持续发展的经营管理提供了的实践启示。     

The moderating effect of passion on the relation between activity engagement and positive affect

The present diary study investigates the moderating effect of passion on the relation between activity engagement and daily positive affect. In line with past research (Vallerand et al. 2003, Journal of Personality and Social Psychology, 85, 756) it is suggested that people with an obsessive passion have more difficulties putting their passion aside to invest themselves in other activities, to a point where they fail to experience positive affect during these activities. A sample of 154 college students reported their daily activity engagement and positive affect over a 2-week period. HLM analyses show that the more people have an obsessive passion the more they experience accentuated decreases in positive affect during days when they do not engage in their passion compared to days when they do. In contrast, harmonious passion predicts daily positive affect on days when people engage in their activity. These results are discussed in light of previous research on passion and positive affect.

Millennials' changing mobility preferences: A telecommuting case in Istanbul

Daily mobility behaviors, especially in cities with high traffic density, are among the most fundamental drivers of quality of life. Obligatory commuting necessitates individuals sacrificing their time, money, and geographic freedom to ensure their mobility. The personal cost of fatigue, stress, and environmental cost of carbon emissions is likewise substantial. The COVID-19 pandemic led to a widespread shift to telecommuting. The pandemic has permitted an unprecedented opportunity to study Millennials' attitudes towards commuting and telecommuting. A semi-structured interview method was used with Millennial (now the largest percentage of the workforce) white-collar (disproportionately able to do their work remotely) workers living in the megacity of Istanbul to understand how telecommuting has altered consumer commuting habits, values, preferences, and well-being. The results of this study show that Millennial white-collar workers in Istanbul see compulsory commuting as a waste of time, a stress factor, and an unwanted task. The shift towards telecommuting lowered the Millennials' tolerance for traffic and long commutes and reveals willingness for immobility at peak hours and appreciation of spatial independence as a lifestyle that increases quality of life. The need for understanding transport decisions has never been more pressing with the growth of megacities and the climate change crisis. This research has important implications for white-collar employees and their employers, as well as academics and public policy makers, who seek to understand mobility preferences and lifestyles of different generations and the environmental implications in a dynamic environment.     

这不是我想象中的工作！不合规任务对新员工工作投入的影响

本研究基于情绪的认知评价理论,探讨了不合规任务对新员工工作投入的动态影响机制。通过收集分析71名新员工连续5个工作日的追踪数据发现,不合规任务会诱发新员工的不愉快情绪,进而影响其工作投入,工作成长观能够有效缓冲这一负面影响。以上结论拓宽了不合规任务的影响后果,并为如何干预不合规任务给新员工带来的消极影响提供了启示。     

Make it to work (and back home) safely: the effect of psychological work stressors on employee behaviour while commuting by car

Despite empirical data suggesting that commuting accidents are a major problem worldwide, research on employee behaviour while commuting by car is scant. In particular, our understanding of the antecedents of unsafe commuting behaviour is limited mainly to demographic variables and work-related physical stressors. Our study addressed this lacuna by investigating the association between work-related psychological stressors and unsafe commuting behaviour. In addition, we developed and validated a scale for measuring commuting norms and considered the permissiveness of these norms as a mediator in the stressor-commuting behaviour association. The results, based on data collected from 216 employees in a large manufacturing plant at 2 points in time, indicated that abusive supervision and work–family conflict were both positively related to unsafe commuting behaviour, and that the permissiveness of commuting norms partially mediated these relationships. The potential role of work organizations in educating employees about commuting behaviour and driving safety is discussed.     

After the break-up: How divorcing affects individuals at work

Divorce is one of life's most stressful events. By pairing two studies, using mixed-methods, and drawing on conservation of resources theory, we contribute new and previously unavailable information about three questions. How and to what extent does going through a divorce affect individuals at work? What factors differentiate a lower versus higher impact on work? Do work outcomes improve after a divorce has been completed? In Study 1, individuals currently in the process of divorcing report more negative mood at work, lower job performance, and lower health in comparison to employees recently divorced, divorced over 5 years ago, or never divorced. Qualitative findings illustrate vivid reports of intrusive negative affect and reduced focus at work. At the same time, nearly 39% of individuals reported that divorcing had a positive impact on their job, work, or career. Qualitative findings reveal that for some, divorcing frees up time and energy and amplifies motivation for work. Study 2 is a longitudinal survey study of individuals in the process of a divorce. Findings indicate that levels of divorce-related grief, quality of the dissolving marriage, the presence of children, and anticipated post-divorce financial stability differentiate between those with better and worse work outcomes. Individuals improve on work-related cognitive and physical engagement, job performance, and health after their divorces are completed. Our results extend empirical knowledge and theory with new insights about work outcomes associated with divorcing as well as the recovery of work outcomes over time.