社会自我效能感与工作倦怠的关系：社会交换视角下有调节的中介模型

本研究基于工作要求-资源模型和领导-成员交换理论,采用两时点追踪问卷调查方法收集了313份数据,探讨了员工的社会自我效能感与工作倦怠之间的关系及其内在机制。分析结果表明：社会自我效能感对工作倦怠有显著的负向预测作用;领导-成员交换关系在社会自我效能感和工作倦怠之间有着显著的中介作用;领导-成员交换社会比较调节了社会自我效能感通过领导-成员交换关系预测工作倦怠的间接效应。     

Does Approach Crafting Always Benefit? The Moderating Role of Job Insecurity

Abstract

By integrating job demands-resources theory with social information processing theory, we examined how and when seeking challenges and seeking resources influence employees’ turnover intention and helping behavior. We propose that seeking challenges and seeking resources increase employees’ psychological capital. We furthermore suggest that the effects of seeking challenges and seeking resources on psychological capital are moderated by job insecurity, such that employees with high job insecurity will gain more psychological capital through seeking challenges and less psychological capital through seeking resources. Results from a multiwave, multisource study using a sample of 245 supervisor-subordinate dyads provided support for our hypotheses. Implications for theory and practice are discussed.     

Can a Supportive Workplace Impact Employee Resilience in a High Pressure Performance Environment? An Investigation of the Chinese Banking Industry

Resilience is one of the positive emotions that will enhance employees’ ability to cope in adverse conditions, such as work intensification, organisational change, and work stress. Despite growing research interest in the employee resilience area, there is limited knowledge of the process through which critical social support at workplaces, such as supportive leadership and co-worker support, affects employees’ ability to cope in challenging situations. This study, underpinned by the theory of conservation of resources and social cognitive theory, examines the role of supportive leadership and co-worker support in employee resilience, and how this may be moderated by work pressures in the context of the Chinese banking industry. Using a sample of 2,025 Chinese banking workers, we tested four hypotheses. Our findings demonstrate that supportive leadership and co-worker support are positively associated with employee resilience. High work pressure moderates the relationship between both supportive leadership and co-worker support and employee resilience, such that the relationship between these conditions is stronger when perceived performance pressure is high. Our study raises important implications for both the theoretical development of employee resilience and for management practices with respect to fostering employee resilience in organisations.     

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。     

Breaking through the loss cycle of burnout: The role of motivation

We aimed to study burnout as a process that develops over time. On the basis of the Conservation of Resources theory ( Hobfoll, 2002 ), we tested whether burnout induces a loss cycle, depleting resources, and enhancing demands. In addition, we investigated whether intrinsic job motivation and externally regulated job motivation attenuated or aggravated this loss cycle. Using a sample of 352 employees who answered online questionnaires in 2005 and 2007, we found that baseline burnout predicted future burnout that results from an increase in job demands (e.g., work overload) and a decrease in job resources (e.g., social support, information). Furthermore, external regulation aggravated the positive relationship between baseline burnout and demand accumulation. Intrinsic motivation attenuated the positive relationship between baseline burnout and resource loss. We conclude that intrinsic motivation is an important factor enabling employees to break through the negative cycle of burnout.     

不同社交媒体使用目的对员工工作绩效的影响机制

基于工作要求-资源理论, 本研究探讨了两种社交媒体使用目的对员工工作绩效影响的内部作用机制, 进而分析两种社交媒体使用目的对员工工作绩效的影响效果。通过369份“领导者-下属”匹配数据, 研究发现：(1)基于工作、社交的社交媒体使用均促进员工工作绩效; (2)基于工作、社交的社交媒体使用均通过工作投入影响工作绩效, 基于社交的社交媒体使用还通过关系冲突影响工作绩效; (3)社交媒体的工作使用和社交使用对员工工作绩效的影响存在相互替代关系。本研究结果不仅从理论上拓展了社交媒体使用的研究视角, 为后续研究提供新的理论框架, 同时通过比较分析为组织管理社交媒体使用提供了新思路。     

Effects of occupational stress, job characteristics, coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Effects of occupational stress,job characteristics,coping, and attributional style on the mental health and job satisfaction of university employees

Well-being at work has been shown to be influenced by job characteristics and individual differences in coping styles. This study investigated the relationships between job demands, control, social support, efforts, rewards, coping, and attributional style in predicting anxiety, depression, and job satisfaction in a sample of 307 university employees from the UK. Results were compared to those from a sample of 120 members of the general population. Workplace demands, intrinsic and extrinsic effort, and negative coping and attributional behaviors were associated with high levels of depression and anxiety and low job satisfaction in university employees. Rewards, social support, job control, and positive coping and attributional behaviors were associated with lower levels of depression and anxiety and high job satisfaction. The study adds to the growing research on university samples by showing that a transactional approach should be adopted. This has implications for interventions and suggests that rather than just trying to change job characteristics one should identify at-risk individuals in this population and help them adopt appropriate positive coping styles.     

Social exchange relationships and exchange ideologies of employees and supervisors: A three-way interaction toward employee creativity

This study aims to better understand the effects of social exchange relationships between employees and their organizations (perceived organizational support [POS]), and their leaders (leader–member exchange [LMX]) on their creativity. To this end, we investigated how exchange ideologies of employees and supervisors affect the relationship between POS/LMX and employee creativity using a three-way interaction test. Building on the social exchange theory, the results from our sample of 254 leader–employee dyads indicated that the relationship between POS/LMX and employee creativity is significantly more positive for an employee with strong exchange ideology than for an employee with weak exchange ideology. Moreover, POS and LMX had the strongest positive relationships with creativity when both employees and supervisors had higher levels of exchange ideology. The implications of our results and future research directions are discussed.     

JOB SATISFACTION AS A COMPONENT OF HAPPINESS AMONG MALES AND FEMALES

Using a sample made up of four independently drawn U. S. national surveys, partial correlation was conducted separately by occupational categories for white male ( n = 1,161) and female ( n = 491) full-time employees to estimate the relationship between job satisfaction and global happiness when the effects of satisfaction experienced in seven other domains of life and age, education, income, and occupational prestige were removed. For most occupations and both sex groups few of the job satisfaction-global happiness partial correlations were significant, thus extending previous evidence that job satisfaction may not be uniquely important to the overall happiness of most employees.     

Proactive personality and job performance: a social capital perspective

This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated by network building and initiative taking on the part of the employee.     

Self-esteem,race, and job satisfaction

The present study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. The sample consisted of 523 (45% black) employees of a large, urban school system. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE persons. The relationships between two social reference variables (the perceived satisfaction of other employees and improved standard of living) and job satisfaction were, as predicted, stronger for low SE whites than for high SE whites. Among blacks, however, the social reference variables were strongly related to job satisfaction regardless of level of SE.     

Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship?

This study adds to the understanding of the relationship between qualitative job insecurity and employee in-role performance, by analysing the association longitudinally. While social exchange theory predicts that the relationship should be negative and bidirectional, the job preservation motivation model indicates a self-correcting mechanism, where job insecurity leads to increased performance, which, in turn, could decrease job insecurity. We developed competing hypotheses and examined them using structural equation modelling in a heterogeneous sample of 337 employees. For employees with a higher professional level, results pointed towards a reciprocal causal relationship between qualitative job insecurity and in-role performance, indicating a loss cycle. For employees with a lower professional level, results showed a small positive direct causal relationship between qualitative job insecurity and in-role performance, while the negative direct path from in-role performance to qualitative job insecurity did not reach statistical significance. This is the first study to test the diverging theoretical predictions of social exchange theory and the job preservation motivation model, with regard to the relationship between qualitative job insecurity and in-role performance. Being longitudinal, our study only allows us to hint at possible causal relationships between the involved variables, the chronological order being necessary, but not sufficient to prove causality.     

情绪劳动策略对主动破坏行为的影响

如何开展员工情绪劳动管理,避免负面行为结果,是服务行业面对的重要问题。以788名呼叫中心员工为研究对象,本文获得的结果表明:1)表层动作显著促进主动破坏行为,而深层动作的影响不显著。2)政策强度感知显著调节表层动作与主动破坏行为间关系;当政策强度感知较低时,表层动作对主动破坏行为的正向影响更为显著。3)情感社会分享显著调节深层动作与主动破坏行为间关系;当情感社会分享水平较高时,深层动作对主动破坏行为的负向影响更为显著。本研究从资源保存视角提出工作场所开展情绪劳动管理的有效策略。     

A Qualitative and Quantitative Review of Antecedents of Counterproductive Behavior in Organizations

This paper presents a qualitative and quantitative review of the antecedents of counterproductive behaviors (CPB). The qualitative review organizes antecedents identified in past research into four broad categories: personal, organizational, work, and contextual factors. The quantitative review includes metaanalyses of 40 published studies with a combined sample size of 42,359. The results indicate that employees who are young or dissatisfied engage in more CPBs. In addition, absenteeism is more prevalent among employees who are young, female, have lower income, have lower job satisfaction, and who perceive a stronger absence norm, or a stronger ability to be on time.     

How do job characteristics contribute to burnout? Exploring the distinct mediating roles of perceived autonomy,competence, and relatedness

This study aimed to better understand the psychological mechanisms, referred to in the job demands–resources model as the energetic and motivational processes, that can explain relationships between job demands (role overload and ambiguity), job resources (job control and social support), and burnout (emotional exhaustion, depersonalization, and personal accomplishment). Drawing on self-determination theory, we examined whether psychological resources (perceived autonomy, competence, and relatedness) act as specific mediators between particular job demands and burnout as well as between job resources and burnout. Participants were 356 school board employees. Results of the structural equation analyses provide support for our hypothesized model, which proposes that certain job demands and resources are involved in both the energetic and motivational processes—given their relationships with psychological resources—and that they distinctively predict burnout components. Implications for burnout research and management practices are discussed.     

PERSONALITY, INTEGRITY, AND WHITE COLLAR CRIME: A CONSTRUCT VALIDITY STUDY

This study examined the construct validity of personality scales, a personality-based integrity test, and homogenous biodata scales as reflected in their ability to discriminate white collar criminals from other white collar employees. The sample included 365 prison inmates incarcerated in 23 federal correctional institutions for white collar offenses, and 344 individuals employed in upper-level positions of authority. A cross-validated linear discriminant function ( DF ) based on 16 variables selected in the developmental sample produced a large difference (1.83 standard deviation units) between the two sample groups. The pattern of score differences revealed the offenders as having greater tendencies toward irresponsibility, lack of dependability, and disregard of rules and social norms. This study indicates that there are large and measurable psychological differences between white collar offenders and nonoffenders, and that the major construct underlying these differences is "social conscientiousness." The best measure of this difference was a personality-based integrity test.     

领导—部属交换对员工家庭贬损的影响研究：一个有调节的中介模型

关于领导-部属交换理论的研究主要集中在职场范围内,少有研究关注领导-部属交换对员工家庭生活的影响。本研究以工作家庭增益理论（Work-Family Enrichment Theory）、领导权变理论（Contingency Theory）为基础,构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及员工配偶为样本对研究假设进行了实证性检验,研究结果表明:（1）领导-部属交换对员工家庭贬损具有负向的影响;（2）领导-部属交换对员工资源获取具有正向的影响;（3）员工资源获取对员工家庭贬损具有负向影响;（4）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用;（5）下属的负向情感特质越强,领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。     

Interpersonal competence across domains: relevance to personality pathology

Interpersonal problems are significant markers of personality disorders (PDs). There is little research examining the specific interpersonal problems which lead to social impairment in PD. This study used canonical correlation analyses to examine the relationship between interpersonal competence and PDs, first as categorized by DSM-IV diagnoses, then as categorized by empirically-derived factors, in a sample at risk for recurrence of major depression. The most significant sources of shared variance were social inhibition and self-disclosure competence. The empirically-derived PD categories accounted for more variance in interpersonal competence than the DSM-IV diagnostic categories. Social skills training in initiation and self-disclosure may be useful for treating individuals with PD who experience interpersonal problems. Empirically-derived categories of PD symptoms may capture interpersonal problems experienced by individuals with PD which DSM-IV categories do not.