排序方式: 共有65条查询结果,搜索用时 0 毫秒
41.
Saija Mauno Anne Mäkikangas Ulla Kinnunen 《European Journal of Work and Organizational Psychology》2016,25(6):914-927
We used a longitudinal design and a person-centred methodology to test the strain and learning hypotheses of the job demands–control model among Finnish employees (n = 926), who were followed-up at three time points covering a period of 2 years (2008–2010). First, we identified longitudinal subgroups in demands and control across three measurement points. Second, we examined how these subgroups differed in strain (job exhaustion) and motivation-related outcomes (vigour at work, work–family enrichment). Growth mixture modelling revealed four subgroups: “stable high strain”, “stable low strain”, “increasing control”, and “decreasing control”. The stable high- and low-strain subgroups also differed in the outcomes studied (exhaustion, work–family enrichment) as suggested by the demands–control model. The findings also suggest that job control is subject to changes over time and that these changes are likely to be associated with changes in employee outcomes. Malleability of job control should be kept in mind in job stress interventions, likewise the fact that some employees suffer from chronic job stress. 相似文献
42.
The Construct Validity of the Utrecht Work Engagement Scale: Multisample and Longitudinal Evidence 总被引:2,自引:0,他引:2
Piia Seppälä Saija Mauno Taru Feldt Jari Hakanen Ulla Kinnunen Asko Tolvanen Wilmar Schaufeli 《Journal of Happiness Studies》2009,10(4):459-481
This study investigated the factor structure and factorial group and time invariance of the 17-item and 9-item versions of
the Utrecht Work Engagement Scale (UWES; Schaufeli et al. (2002b) Journal of Happiness Studies 3:71–92). Furthermore, the
study explored the rank-order stability of work engagement. The data were drawn from five different studies (N = 9,404), including a three-year longitudinal study (n = 2,555), utilizing five divergent occupational samples. Confirmatory factor analysis supported the hypothesized correlated
three-factor structure—vigor, dedication, absorption—of both UWES scales. However, while the structure of the UWES-17 did
not remain the same across the samples and time, the structure of the UWES-9 remained relatively unchanged. Thus, the UWES-9
has good construct validity and use of the 9-item version can be recommended in future research. Moreover, as hypothesized,
Structural Equation Modeling showed high rank-order stabilities for the work engagement factors (between 0.82 and 0.86). Accordingly,
work engagement seems to be a highly stable indicator of occupational well-being. 相似文献
43.
Ulla Kinnunen Taru Feldt Saija Mauno Johanna Rantanen 《Journal of Occupational & Organizational Psychology》2010,83(1):119-137
This study assessed longitudinal individual and crossover relationships between work‐family conflict and well‐being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual‐earner couples. The results revealed only longitudinal individual effects over a 1‐year period. First, high family‐to‐work conflict (WFC) at Time 1 was related to a high level of work‐to‐family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work‐family conflict led to poor well‐being outcomes or increased perceived work‐family conflict later on. Longitudinal crossover effects from one partner to another were not observed within a 1‐year perspective. 相似文献
44.
Katriina Hyvönen Taru Feldt Asko Tolvanen Ulla Kinnunen 《Journal of Vocational Behavior》2010,76(3):406-418
The relation of the core components of the Effort–Reward Imbalance model (ERI; Siegrist, 1996) to goal pursuit was investigated. Goal pursuit was studied through categories of goal contents – competency, progression, well-being, job change, job security, organization, finance, or no work goal – based on the personal work goals of managers (Hyvönen, Feldt, Salmela-Aro, Kinnunen, & Mäkikangas, 2009). The study focused on the contribution of the ERI components (effort, reward, effort–reward imbalance, OVC) to goal contents, as well as on the mediating and moderating effects of goal contents between the ERI components and occupational well-being (burnout, work engagement) among young Finnish managers (N = 747, age range 23–35 years). First, multinomial regressions showed that effort, reward, and effort–reward imbalance contributed to the membership of the goal categories. Secondly, hierarchical GLM (General Linear Model) indicated that the goal categories mediated the relationship between the ERI components and occupational well-being. Effort, reward, and effort–reward imbalance had an indirect effect through goal categories on burnout and work engagement, but overcommitment only on burnout. In addition, the goal categories moderated the relationship between reward and work engagement. Taken together, psychosocial work environment contributes to the contents of personal work goals, which also function as mediators, particularly between the work environment and occupational well-being. 相似文献
45.
Martens U Leuthold H Schweinberger SR 《Cognitive, affective & behavioral neuroscience》2010,10(4):505-522
In the present study, behavioral and electrophysiological markers of information processing—the lateralized readiness potential,
the N170, and the P300—were recorded in order to assess the functional and temporal organization of facial identity and expression
processing. A two-choice go/no-go task was used in which facial expression (happy vs. angry) determined response hand and
response execution depended on facial familiarity (familiar vs. unfamiliar). The duration of facial identity and expression
processing was manipulated in separate experiments. Together, the present findings in measures of overt and covert response
activation indicate that facial identity is analyzed in parallel with, and typically somewhat faster than, facial expression.
These data support a parallel model of face perception that assumes partial output from facial identity and expression processes
to motor activation processes. 相似文献
46.
Based on an ongoing longitudinal study involving 145 women and 152 men, this study analyzed the continuity in and accumulation of problems of social functioning from age 27 (year 1986) to age 36 (year 1995), and studied sex differences in these processes. The accumulation of problems of social functioning (e.g., poor financial standing, poor intimate relationships, and drinking problems) was more common in men than in women at both ages. Sex differences, however, narrowed because problems increased only among women during the follow-up period. Continuity, both in accumulated problems and in good social functioning, was stronger than continuity in single problems, as assumed on the basis of the theory of problem gravitation. The proportion of individuals with either accumulated problems or with good social functioning did not, however, increase relative to individuals with single problems, as the theory of problem gravitation has suggested. Continuity in problems of social functioning was partly mediated by career instability among both sexes. There was also a tendency for the quality of partner to moderate the relation between problems of social functioning between the two ages; in particular, a problematic partner was likely to add to women's problems. 相似文献
47.
48.
Nele De Cuyper Saija Mauno Ulla Kinnunen Anne Mäkikangas 《Journal of Vocational Behavior》2011,78(2):253-263
We hypothesize that the relationship between perceived employability (PE) and turnover intention is stronger when job resources (job control, social support from the supervisor and colleagues) are low. Results from a prospective study one year apart were similar in samples of Finnish university (N = 1314) and hospital workers (N = 308). The interaction between PE and job control related significantly to turnover intention at Time 2 in both samples, and in the hospital sample also when controlling for turnover intention at Time 1: PE related positively to turnover intention when job control was low. Furthermore, PE at Time 1 was not significantly related and job resources at Time 1 were negatively related to turnover intention at Time 2. For social support from colleagues in particular, this relationship held when controlling for Time 1 turnover intention. Thus, PE does not present a risk of turnover intention, unless job control is low. 相似文献
49.
Many studies have revealed the top-down modulation (spatial attention, attentional load, etc.) on unconscious processing. However, there is little research about how category-selective attention could modulate the unconscious processing. In the present study, using functional magnetic resonance imaging (fMRI), the results showed that category-selective attention modulated unconscious face/tool processing in the middle occipital gyrus (MOG). Interestingly, MOG effects were of opposed direction for face and tool processes. During unconscious face processing, activation in MOG decreased under the face-selective attention compared with tool-selective attention. This result was in line with the predictive coding theory. During unconscious tool processing, however, activation in MOG increased under the tool-selective attention compared with face-selective attention. The different effects might be ascribed to an interaction between top-down category-selective processes and bottom-up processes in the partial awareness level as proposed by Kouider, De Gardelle, Sackur, and Dupoux (2010). Specifically, we suppose an “excessive activation” hypothesis. 相似文献
50.
Ulla Kinnunen Taru Feldt Marjo Siltaloppi Sabine Sonnentag 《European Journal of Work and Organizational Psychology》2013,22(6):805-832
The aim of the present study was to extend the original Job Demands–Resources (JD-R) model by taking into account recovery as an important mediation mechanism between work characteristics and well-being/ill-health. Specifically, we examined whether recovery experiences—strategies promoting recovery—might have a mediating role in the JD-R model among 527 employees from a variety of different jobs. The results showed that psychological detachment fully mediated the effects of job demands on fatigue at work and mastery partially mediated the effects of job resources on work engagement. Altogether, the results suggest that recovery merits consideration as a mediating mechanism in the JD-R model. 相似文献