应激研究发展的若干思考与展望

参照Seyle对生理应激反应的阶段划分,可将心理反应分为三个阶段;琐事研究把应激源的研究推向了极致,应从只关注被动应付,转向应激研究的积极方面,加强对复原力的关注;应对方式是个体用于处理应激事件的策略与方法,本质上是一种工具,而不是个体的特质。     

员工工作压力感问卷的初步编制

通过访谈和文献阅读,编制中国员工工作压力感问卷,为企业提供简便的了解员工压力的工具。在两家企业中的293名员工中进行问卷调查,同时要求被试完成工作压力调查问卷、职业紧张量表和自我效能测验。结果表明,有16个项目符合测量学要求;问卷的内部一致性信度α系数为0.8260;问卷有较好的效标关联效度,员工工作压力感得分与工作压力调查问卷和职业紧张量表得分呈显著正相关,与自我效能分数呈显著负相关;探索性因素分析显示问卷包含三个主要因子。     

The interacting roles of testosterone and challenges to status in human male aggression

This paper reviews the literature on sex and cultural differences in physical aggression and argues that only through understanding the interactions among evolutionary predispositions, hormonal influences, and social/situational factors can we possibly make sense of the patterns of human aggression that we see around us. Specifically, it is proposed that the process of natural selection has shaped hormonal responses in males that are sensitive to situations involving challenges to status and/or competition with other males, and that these hormonal changes are essential ingredients of the aggressiveness that occurs in these situations. Models of aggression that focus only on situational and cognitive/emotional triggers of aggressive behavior and attempt to understand human aggression without any reference to biology are destined to be incomplete at best.     

职业女性工作家庭冲突的压力源研究

本研究在已有研究的基础上 ,对浙江省杭州市职业女性进行了一次工作 -家庭冲突的调查研究。总结了现阶段职业女性工作 -家庭冲突的现状 ,探讨了角色压力源与工作 -家庭冲突的关系 ,分析了影响职业女性工作 -家庭冲突程度的因素。     

组织支持对工作压力的中介效应研究——基于知识型员工样本的实证分析

采用中介变量分析的一般范式,以知识型员工为研究样本,实证检验了组织支持在工作压力源与压力反应之间的中介效应。研究表明:组织支持在良性压力源(如任务要求、能力要求)与积极压力反应(如组织承诺、工作满意度、工作参与感)之间发挥显著的中介作用;在负性压力源(如人际冲突、组织结构问题、时间冲突)与积极和消极压力反应(如消极工作情绪)之间都发挥显著的缓冲作用。管理者在知识型员工压力管理过程中,应高度重视组织支持的中介缓冲作用。     

Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support

This study examined the direct relationship between two social stressors (interpersonal conflict and organizational politics) and supervisor-rated job performance among employees in three Chinese societies in Greater China. The potential moderating effects of social support on the relation between social stressors and job performance were also investigated. Further, the potential mediating role of strain between stressors and job performance was tested. Data were collected from 1032 employees in Beijing, Hong Kong, and Taipei. The results showed that both types of social stressors were positively correlated with strain, and negatively related with job performance. There was evidence supporting that social support was a significant moderator of the social stressor–performance relationship. Further, results were consistent with the hypothesis that strain could be a mediator between social stressors and job performance.     

这不是我的工作！不合规任务及其对员工的影响

不合规任务, 作为一种新型职场压力源, 近几年逐渐成为组织管理研究领域的一个前沿话题。不合规任务是指不符合人们预期工作范围、不应由自己完成或不必要执行的任务, 包括不合理任务和不必要任务。不合规任务对员工情绪、认知、动机、工作态度、工作行为、身心健康, 以及工作-家庭关系均有一定的负面影响, 影响性质和强度取决于员工的个体特征和所处的情境特征。压力-自我冒犯理论、公平理论、工作要求-资源模型、工作特征模型、情感事件理论和自我决定理论是解释不合规任务影响的主要理论。未来研究可拓展不合规任务的概念和层次、探索和整合作用机制、探讨不合规任务的权变效应、考察不合规任务的影响因素以及开展文化情境和文化导向的研究。     

Linking challenge and hindrance stress to safety performance: The moderating effect of core self-evaluation

The buffering effect of core self-evaluation (CSE) in stress research has received academic attention. However, most research in this area focused on its moderating effect on well-being. In the present study, we take a closer look at the moderating role of CSE in the relationship between challenge/hindrance stress and safety performance. Results indicated that challenge and hindrance stress were both negatively related to safety performance. More importantly, CSE acted as a buffer in the negative relationships between challenge stress and safety compliance and between hindrance stress and safety participation. Contrary to our prediction, the negative relationship between hindrance stress and safety participation was stronger for people higher on CSE. Based on our findings, we discuss the theoretical implications for personality and safety research.     

Validity of the trait emotional intelligence questionnaire in sports and its links with performance satisfaction

ObjectiveThis research project consisted of two studies aimed at validating the trait emotional intelligence questionnaire (TEIQue) in a sports sample.DesignStudy 1 used a confirmatory factor analysis (CFA) to investigate if the original 4-factor structure of the TEIQue could be replicated in a sample of athletes. In addition, we explored the relationship between trait emotional intelligence (trait EI) and the demographic variables age, sex, type of sport (individual vs. team), expertise, and years of training. Study 2 used a path analysis approach to explore if trait EI is related to performance satisfaction through stress appraisal and coping behaviors.MethodIn Study 1, 973 athletes completed the TEIQue and a demographic questionnaire. In Study 2, 291 athletes completed the TEIQue. Moreover, with a recent competition in mind, they completed the Coping Inventory for Competitive Sports, as well as items on perceived intensity of stress, perceived controllability of stress, challenge and threat appraisals, coping effectiveness, and performance satisfaction.ResultsStudy 1 showed with a CFA that the original 4-factor structure of the TEIQue could be replicated in a sports sample. Of the demographic variables, only age showed a significant positive relationship with trait EI. Study 2 showed that trait EI was related to performance satisfaction through stress appraisal and coping variables.ConclusionsThis research showed that the TEIQue can be used with athletes and that trait EI is useful for understanding certain aspects of sports performance satisfaction.     

Identity centrality moderates the relationship between acceptance of group‐based stressors and well‐being

Two two‐wave studies were used to examine the proposition that identity centrality enhances the effectiveness of stressor acceptance in the face of group‐based stressors. Study 1 was conducted in newly commencing psychology students (N = 154). Stressor intensity, psychology student identity centrality, and attempted stressor acceptance were measured at two‐time points over 6‐weeks. Study 2 was conducted in a group of early to late career veterinarians (N = 92) and extended Study 1 by assessing stressor frequency as an indicator of the level of demand. Veterinarian identity centrality and stressor acceptance were measured twice over 12‐months. Both studies provided support for the predicted three‐way interaction. Only when Time 1 stressors and identity centrality were both high was stressor acceptance related to a reduction in perceived stressor intensity (Study 1) or burnout symptoms (Study 2) at Time 2. These findings suggest that identity centrality enhances the effectiveness of stressor acceptance for supporting wellbeing and resilience.