Offline: The possible effects of Internet-related behavior on work values,expectations, & behavior among Ultra-Orthodox millennials

ABSTRACT

This work examines differences in the work-related values, expectations, and behaviors between millennials who are significant users of technology and social media, and those who are not. We delineate the development of millennial behavior using a unique group of millennials, those in the Ultra-Orthodox Jewish (known as “Haredi”) community in Israel. Due to religious and community norms, many Haredi millennials were shielded from digital technology, and particularly the Internet and the various technologies associated with it, such as text messaging and social media. Those who were raised and remained in Haredi communities did not encounter the Internet with any regularity as children. Many as adults are still unfamiliar with social media. Thus, this community presents a unique natural experiment, comparing Haredi millennials who are immersed in social media with those who are not.     

Perceived stressors and stress responses among hospital-based nursing trainees

Perceived sources and levels of stress were assessed with a rating scale describing the experience of stressors and stress responses and an unstructured self-report about the reasons of such ratings in 60 nursing students in their first and final year of hospital training. The results, which show a significantly higher report of stress in the latter group, also point to identifiable sources of stressors in hospital-based nursing training procedures. Several recommendations to alleviate these conditions are discussed.     

Organizational stress and stress management programs

There is a growing awareness of how stress adversely affects organizational efficiency. The implementation of stress management programs to counteract this problem has been slow. This study examined such programs in companies who claimed that they were active and successful in stress management for their employees. The successful features of these organizational stress management programs are identified, discussed, and a model for organizations is presented.     

自我表现还是自我防卫？职场负面八卦对八卦目标行为策略的影响机制

基于社会认知自我调节理论,本研究探讨了职场负面八卦对八卦目标行为的影响机制。对214份员工和领导配对问卷的分析结果表明：羞愧在关于自身的职场负面八卦和印象管理、职场排斥之间起中介作用;关于同事的职场负面八卦对羞愧的中介效应起到调节作用,关于同事的职场负面八卦越弱,关于自身的职场负面八卦通过羞愧对印象管理及职场排斥的预测更加明显。     

职场排斥对员工家庭的溢出效应：归属需求和工作家庭区隔偏好的作用

以往研究证实了职场排斥会对员工组织内诸多方面产生危害, 然而关于职场排斥向组织外部特别是家庭领域的溢出效应还知之甚少。本研究基于资源保存理论构建了一个有调节的中介效应模型, 探讨职场排斥对员工家庭贬损和家庭满意度的溢出效应和具体机制, 研究结果表明：(1)职场排斥对员工家庭贬损有显著正向作用, 对家庭满意度有显著负向作用; (2)工作压力中介了职场排斥与家庭贬损和家庭满意度的关系; (3)员工归属需求调节了职场排斥对工作压力的影响, 同时调节了工作压力在职场排斥与家庭贬损、家庭满意度之间的中介效应; (4)员工工作家庭区隔偏好调节了工作压力对家庭贬损和家庭满意度的作用, 并且调节了职场排斥通过工作压力对家庭贬损和家庭满意度的中介效应。     

Dynamiques représentationnelles et identitaires au cours de la socialisation professionnelle de jeunes recrues LGBT

This article examines the ways in which representational and identity transformations work during the socialization in the workplace of young LGBT hires, linked to discrimination perceived in their workplace environment as well as their impact on professional goals. Working within the theoretical framework of active socialization, the study is based on the IMIS method and proposes a detailed analysis of two cases recently entering the transportation workplace. The results show that, depending on how severe the perceived discrimination is in the workplace, previous experiences of homophobia encountered in other environments and already built self-image are reactivated in different ways, leading to a more or less important reconstruction of professional and identity representations, as well as the future goals of the individual. These elements are discussed from the point of view of interactions between environments and possible interventions by valuing diversity and accompanying the integration of young hires into organizations.     

受害者视角下职场不文明行为对组织公民行为影响的双路径机制

本文基于资源保存理论,探讨职场不文明行为对组织公民行为的影响机制及作用边界。通过问卷调查315份员工和领导的配对样本数据,结果表明：职场不文明行为负向预测组织公民行为,情绪耗竭、组织自尊中介了职场不文明行为与组织公民行为间的关系;心理韧性调节了情绪耗竭、组织自尊在二者间的中介作用。     

Is Workplace Harassment Hazardous to Your Health?

We examined cross-sectional and lagged effects of sexual harassment (SH) and generalized workplace harassment (GWH) on incidence of self-reported illness, injury, or assault in a sample of over 1,500 university employees. SH and GWH, but not other job stressors, were related to increased odds of illness, injury, or assault. This was true when SH, GWH, and illness, injury, or assault were measured at the same time point, as well as when SH and GWH were measured in year prior to illness, injury, or assault.The data presented here are part of an ongoing longitudinal study of workplace harassment conducted at the Department of Psychiatry of the University of Illinois at Chicago. This research was supported by the National Institute on Alcohol Abuse and Alcoholism (grants AA09989 and AA13332). Portions of this paper were presented at the annual meeting of the Society for Industrial and Organizational Psychology, April 2004, Chicago, Illinois. The data were collected by the Survey Research Laboratory at the University of Illinois at Chicago.     

工作场所排斥与员工心理健康、工作满意度的关系：性别的调节作用

为考察工作场所排斥问卷（WOS）在国内的适用性,以及不同性别员工在遭受工作场所排斥后的心理健康和工作满意度状况,采用中文版WOS对437名员工进行调查,结果表明：（1） 9题版WOS为单维结构,信效度良好;（2）性别在工作场所排斥与心理健康、工作满意度的关系中起调节作用。由此,修订后的中文版WOS可以作为评定工作场所排斥的工具使用;女性受工作场所排斥的负面影响更大。     

Thinking Outside the Clocks: The Effect of Layered‐Task Time on the Creative Climate of Meetings

The turbulence of the new economy puts demands on organizations to respond rapidly, flexibly and creatively to changing environments. Meetings are one of the organizational sites in which organizational actors “do” creativity; interaction in groups can be an important site for generating creative ideas and brainstorming. Additionally, Blount (2004) demonstrated the importance of organizational temporalities for group performance. We draw on both of these literatures and examine how temporal structures influence the climate for creativity, or the extent to which creativity is fostered, within groups. Specifically, we develop a hypothesis linking organization‐ and job‐level temporal structures to the extent to which managers structure meetings with a climate supportive of creativity. Our results demonstrate that a nuanced relationship exists between temporal structures and creative climate such that certain temporal structures appear to either enhance or decrease the creative climate of meetings. We end with a discussion of the implications of the findings for management.