CEO变革型领导行为对中层管理者工作绩效和工作满意度的影响：组织支持知觉和价值观的作用

本文以社会交换的理论和价值观领导理论为基础,探讨了CEO变革型领导行为及其价值观对中层管理者工作绩效和工作满意度的跨层次影响以及影响的中介作用机制。研究结果表明,CEO变革型领导行为有助于提升中层管理者的工作绩效和工作满意度,而组织支持知觉则在其中起着部分中介的作用。同时,CEO价值观对CEO变革型领导行为与组织支持知觉之间的关系具有调节的作用。本文的研究成果有利于进一步完善变革型领导理论,对企业实践也有一定的启示意义。     

残疾人领悟社会支持对其生活满意度的影响——自尊的中介作用及沟通的调节作用

采用问卷法调查了600名残疾人,考察了自尊在残疾人领悟社会支持与其生活满意度之间关系的中介作用以及该过程是否受到沟通的调节。结果发现：（1）自尊在残疾人领悟社会支持与其生活满意度之间起着完全中介作用;（2）自尊的中介作用受沟通的调节,沟通调节了领悟社会支持——自尊——生活满意度这一中介过程的后半路径。因此,残疾人领悟社会支持对其生活满意度的影响是有调节的中介效应。研究对提高残疾人生活满意度并指导相关理论研究具有参考价值。     

The vocational well-being of workers with childhood onset of disability: Life satisfaction and perceived workplace discrimination

Workers with disabilities are understudied, and workers with childhood onset of disability have been excluded from many of the studies on disability and work that do exist. This research compares the effects of childhood and adult onset of disability in a nationally representative sample of workers with disabilities. Educational disruptions due to disability status in childhood are negatively associated with life satisfaction and positively associated with perceived discrimination. Although age is associated with increased life satisfaction and decreased perceptions of discrimination for workers with adult disability onset, age is unrelated to these outcomes for workers with childhood disability onset. Receiving workplace accommodations is positively associated with satisfaction and negatively associated with discrimination for both groups, however, these relationships are stronger in magnitude for the childhood disability onset group. Organizational environments, both in education and in the workplace, play a critical role in the vocational well-being of workers with childhood disability onset.     

Influences on employee perceptions of organizational work–life support: Signals and resources

This study examined predictors of employee perceptions of organizational work–life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work–life support through two mechanisms: signaling that the organization cares about their work–life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work–life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work–life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work–life support and yield implications for managerial practice.     

Prototypical supervisors shape lay‐off victims’ experiences of top management justice and organizational support

Job loss is a pervasive experience affecting millions of workers around the globe annually. To investigate lay‐offs from the perspective of those who are affected, we conducted a lagged study examining lay‐off victims’ experiences of supervisory justice, top management justice, and organizational support. We test the hypotheses that the relationships between supervisory justice and lay‐off victims’ subsequent experiences of top management justice as well as organizational support are moderated by supervisors’ prototypicality of their team. Results from our study conducted during lay‐off process indicated that supervisory justice had a positive lagged impact on lay‐off victims’ unfolding experiences of both (1) top management justice and (2) organizational support for supervisors who were viewed as highly (but not lowly) prototypical of the team that both supervisors and subordinates were part of. Our study identifies a theoretically grounded moderator that may account for the presence (or absence) of cross‐foci effects found in previous multifoci justice studies. Moreover, our results shed light on the development of justice perceptions by demonstrating the impact of lower‐level supervisors in translating subordinates’ perceptions of justice of the supervisor to that of the top management. Findings suggest that supervisors have an important role to play in managing (for better or worse) the potentially harmful consequences associated with organizational redundancies.

Practitioner points

• Prototypical supervisors are ‘gatekeepers’ who are able to influence their subordinates’ relationship with the organization and its management.
• Involving supervisors in critical events such as lay‐offs may be important to effectively manage employees’ concerns.
• It may not be well advised to overly centralize responsibility for communicating information regarding lay‐offs under human resource departments.

     

Perceived social support from significant others,family and friends and several socio‐demographic characteristics

The first aim was to explore the relationship between socio‐demographic characteristics and perceived support from significant others, family and friends. Zimet, Dahlem, Zimet, and Farley's Multidimensional Scale of Perceived Social Support (MSPSS) (Journal of Personality Assessment, 52, 1988, 30–41) was administered to 418 males and 623 females between 18 and 77 years of age. The results indicate that family support is higher in males, and the support of friends decreases with age as does the support of significant others. Significant interactions also emerged between gender and age and between gender and marital status. No differences were found for educational level. The second aim was to discover which persons are identified as ‘special persons’ on the items of the ‘Significant others’ sub‐scale of the MSPSS. Copyright © 2002 John Wiley & Sons, Ltd.     

Stress inoculation for reduction of burnout: A conservation of resources approach

We evaluated the efficacy of two programs designed to reduce stress among nurses by increasing their coping resources. The interventions were based on principles of Stress Inoculation Training and Conservation of Reources stress theory. A dual resource intervention targeted the enhancement of both social support and mastery resources. A single resource intervention targeted the enhancement of only mastery resources. Both interventions were contrasted to a no intervention control condition. Participants in the dual resource intervention experienced significant enhancements in social support and mastery compared to the no intervention control. The social support enhancement persisted through a five-week follow-up. Participants in the dual resource intervention with low initial levels of social support or mastery experienced significant reductions in psychological distress. Participants in the single resource intervention experienced a slight enhancement in mastery compared to the no intervention control. Implications for stress theory and the design of stress reduction programs are discussed.     

In pursuit of job satisfaction and happiness: Testing the interactive contribution of emotion‐regulation ability and workplace social support

The present study focuses on the interplay of emotion‐regulation ability and perceived workplace social support as predictors of job satisfaction and happiness in a Spanish multi‐occupational sample. A total of 494 working adults (39.4% females) took part in this study. Emotion‐regulation ability and perceived support from colleagues and supervisors were positively associated. In addition, emotion‐regulation ability and perceived support from colleagues and supervisors showed positive associations with job satisfaction and happiness. Furthermore, considering results from moderation analyses, when low levels of perceived workplace social support were reported, the relationship between emotion regulation and both job satisfaction and happiness was stronger than in cases of higher perceived workplace support. In line with previous studies, these findings suggest that training in emotion regulation abilities may take into consideration the potential moderating role of job characteristics such as support from colleagues and supervisors. Finally, theoretical and practical implications of the joint study of these factors in line with the Job Demands‐Resources model and the Emotional Intelligence framework are discussed.     

Friends and family: A cross-cultural investigation of social support and subjective well-being among college students

Despite the growing number of cross-cultural studies focusing on well-being, little is known about social support outside of western civilization, particularly among people in Middle Eastern cultures. The current study examined the relationships between perceived social support and components of subjective well-being (i.e. positive and negative affect, satisfaction with life) among college students in Iran, Jordan, and the United States. Perceived support from family significantly predicted each aspect of well-being within each country. However, perceived support from friends did not predict any component of well-being in Iran; yet, in Jordan and the US, friend support predicted higher levels of positive mood. These results will be examined in terms of roles and relationship norms in these countries.     

Contributions of positive behavior support amid lingering questions over its relationship with behavior analysis: A review of Positive behavior supports for adults with disabilities in employment,community, and residential settings by Storey and Post

Positive Behavior Supports for Adults with Disabilities in Employment, Community, and Residential Settings by Keith Storey and Michal Post (2019) presents valuable information for support providers and clinicians working with adults in inclusive settings who display challenging behavior. Numerous examples of challenging behavior encountered in such settings are provided along with a multitude of interventions for addressing the behavior in ways that comport with the values of positive behavior support (PBS). This review highlights contributions of the Storey and Post book and considers the content in regard to the controversial relationship between PBS and applied behavior analysis (ABA). The authors specify ABA as the foundation of PBS, but questions linger about the exact PBS–ABA relationship that will likely affect the book's ultimate contribution. Concern over the relationship is illustrated in regard to qualifications of behavioral professionals whom the authors often refer to as being necessary to help support providers develop and implement PBS interventions.     

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.     

Family and work predictors of parenting role stress among two‐earner families of children with disabilities

Family resources (i.e. household income and spouse support), parenting challenges (i.e. number of children, difficulty finding reliable child care, and child characteristics), work rewards (i.e. work interest) and work demands (i.e. hours and work overload) were tested as predictors of parenting role stress among mothers and fathers in two‐earner families of five‐year old children with disabilities. The two‐level hierarchical model was adapted to assess mothers and fathers as nested within married couples. Both common and unique predictors of maternal and paternal parenting role stress were found. Having fewer children in the family predicted less stress for both parents. Household income and an interaction between child behaviour problems and work interest were significant predictors of maternal parenting role stress. In contrast, greater difficulty in finding reliable child care predicted higher levels of parenting role stress for fathers but not mothers. The policy and research implications of these findings are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Sense of community and life satisfaction: investigation in three different territorial contexts

The aim of this study was to investigate relations between sense of community, life satisfaction, self-esteem, perceived social support and satisfaction with community services in three territorial communities of different sizes. Further, the relations between sense of community and socio-demographic variables (gender, age, marital status, education, children, working in one's own community, owning one's home and group participation) were also studied. The Italian version of the Sense of Community Scale, Rosenberg's Self-esteem Scale, the Satisfaction with Life Scale, the Multidimensional Scale of Perceived Social Support, a scale on Satisfaction with Community Services and a questionnaire were administered to 336 subjects; selection was made in the three communities from 20–60 year-old individuals. Results confirm that sense of community and life satisfaction are higher in the town than in the larger communities; also, sense of community relates to life satisfaction only in the town and the small city. © 1998 John Wiley & Sons, Ltd.     

The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes

Introduction/objectiveThe objective of this study was to investigate the relationship between perceived organizational support and work engagement. On the one hand, we examined an underlying mechanism of this relationship, i.e. self-efficacy. On the other hand, we studied the outcomes of this relationship in terms of employees’ job satisfaction, psychological strains and performance.MethodAn online questionnaire was administrated to employees of two private companies. Employees’ performance was then evaluated by their direct supervisors. In total, 265 employees and 112 supervisors participated in the study.ResultsOur results indicated that self-efficacy partially mediates the relationship between perceived organizational support and work engagement. Furthermore, work engagement increased job satisfaction, reduced psychological strains and enhanced extra-role performance.ConclusionThis study contributes to the development of both work engagement literature and organizational support theory. The implications and limitations of this research are discussed in detail.     

Protégé-mentor agreement about the provision of psychosocial support: The mentoring relationship, personality, and workload

Protégé-mentor agreement (PMA) about the provision of psychosocial support was examined in relation to job satisfaction, organizational commitment, and work self-esteem. One-hundred and sixty-six junior administrative and information technology (IT) staff at an Australian university and their matched mentors completed a questionnaire that assessed three antecedents to PMA: (1) structural and experience aspects of the mentorship (type and length of relationship, frequency of meetings, previous experience with mentoring, and gender-mix); (2) protégé and mentor personality (agreeableness, openness, extroversion, neuroticism, and conscientiousness); and (3) protégé and mentor workload. Structural Equation Modeling using Partial Least Squares revealed that PMA was predicted by structural and experience aspects of the mentorship (type of mentorship, frequency of meetings, and experience of the mentor), protégé personality (agreeableness, openness, extroversion, and conscientiousness), mentor personality (agreeableness, openness, and extroversion), and mentor workload. Protégé-mentor agreement was positively related to job satisfaction and organizational commitment for protégés and mentors.     

Don't cheat,be happy. Self‐control,self‐beliefs,and satisfaction with life in academic honesty: A cross‐sectional study in Poland

Academic dishonesty is dishonest behavior at school or university which is supposed to result in a passed exam or in a positive grade. Academic dishonesty is a global problem, present at every stage of education. Since the consequences of this phenomenon may be serious, such as a low level of knowledge despite receiving a diploma from a school or university or carrying dishonest behaviors over into other domains of functioning, research into this phenomenon also seems to be of high significance. Cheating, plagiarism, and falsification are the forms of academic of dishonesty. The aim of this study was to establish how academic dishonesty is related to self‐control, self‐beliefs, and satisfaction with life. The sample consisted of 631 participants, to whom we administered the Academic Honesty Scale, the Brief Self‐Control Scale, the Social Success Index, the Normalcy Feeling Scale, the Social Comparison Scale, and the Satisfaction With Life Scale. We found that academic dishonesty was linked with some of the variables. The results indicated that academic dishonesty and self‐control were negatively related to academic cheating and that social comparison was positively related to plagiarism and falsification. It also turned out that women scored lower than men on academic dishonesty. Research findings on academic dishonesty have a number of important implications for education, particularly for psychologists, teachers, and sociologists.     

Participation in school environment of children and youth with disabilities: a person-oriented approach

This study investigated patterns of interrelated positive subject and environmental factors related to participation in school activities of pupils with different kinds of disabilities. Questionnaires concerning participation were collected from 472 pupils with disabilities and their teachers, parents and special education consultants. A person-oriented approach with the aim to identify patterns of variables related to a high degree of participation of pupils with disabilities was used. Cluster-groups were formed based on scores for individual subjects on factors identified as important for participation. Groups with a high degree of participation were characterized by high scores in autonomy and perceived interaction with peers and teachers and an internal locus of control. Type and degree of disability did not predict cluster group membership. A conclusion is that the outcome participation is better predicted by patterns of interrelated positive subject and environmental factors than by type of disability or any other single factor.     

The role of positive psychology constructs in predicting life satisfaction in adolescents with and without cognitive disabilities: An exploratory study

Positive psychology has begun to foster change in the study of adolescence by directing increased attention to the importance of building on adolescents’ strengths and abilities as a means to promote positive outcomes. The purpose of this study was to explore the associations between hope, optimism, locus of control, self-determination, and life satisfaction in adolescents with and without cognitive disabilities using structural equation modeling. The results demonstrated comparability in the measurement of each of these constructs in adolescents with and without disabilities. Hope, optimism, locus of control, and self-determination were strongly correlated, and hope and optimism predicted life satisfaction in adolescents with and without cognitive disabilities. The implications of the findings for future research are discussed.