工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

教师自主支持与初中生的学习投入:家庭社会阶层与学生自主动机的影响

采用学习氛围量表、主观社会阶层量表、学业调节问卷和修订的课堂投入问卷对1211名初中生进行调查,根据主观社会阶层得分在3分以下、6分以上的标准,筛选出491名典型低阶层(374人)与高阶层(117人)被试,考察教师自主支持与初中生学习投入的关系,以及学生自主动机在其中的中介作用和家庭社会阶层的调节作用.结果表明:(1)教师自主支持与初中生的学习投入之间存在显著正相关;(2)自主动机在教师自主支持与初中生的学习投入之间起部分中介作用;(3)家庭社会阶层在教师自主支持影响初中生自主动机进而影响其学习投入的过程中起到有中介的调节作用.     

家长投入对中小学生学业投入的影响:有中介的调节模型

以北京市12所中小学的4160名学生为调查对象,采用层次回归方法考察了家长投入对子女学业投入的影响以及家长自主支持/控制的教养风格和子女的学业心理需要满足在其中的作用。结果发现:(1)中小学生的家长投入程度随学段升高而降低;(2)家长注重在家辅导方面的投入,在参与社区及学校活动等方面的投入较为欠缺;(3)家长投入对子女的学业投入具有显著的正向预测作用;(4)家长自主支持/控制的教养风格在家长投入与子女学业投入的关系中起调节作用,且该调节效应部分地通过子女的学业心理需要满足这一中介变量产生作用。     

Daily self-management and employee work engagement

The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement.     

The Dumbledore Hypothesis of Cognitive Aging

ABSTRACT— Cognitive aging is often characterized as a process in which two competing forces determine individual development: a genetically driven senescence process that engenders declines in mental mechanics; and an accumulation of life experience that augments cultural, pragmatic, and knowledge-based competence. The considerable variability in the level and rate of change in complex intellectual activities (e.g., language understanding) is often accounted for in terms of individual differences in abilities associated with these forces. I argue that choice in how effort is allocated may be an essential determinant of cognitive change over the life span—both directly, in the form of attentional engagement, and indirectly, as it sculpts neural substrates that give rise to component abilities.     

工作倦怠和工作投入的整合

工作投入是近期组织心理学家引入的一个新概念,这是一种重视员工职业发展的积极心理学视角的工作追求,它与传统职业健康心理学工作倦怠的整合研究,越来越引起人们的关注。积极心理学研究取向推动了整合研究的实施;能量和认同量表为整合研究提供了测量工具;员工健康的积极和消极双过程模型是整合研究的主要模型;整合研究具有重要的理论和实践价值,更有利于提高员工的身心健康。今后的整合研究应当在研究方法上增加访谈研究、个案研究和追踪研究;在研究内容上多研究积极心理因素;在研究范围上加强跨文化的比较研究;在整合途径上进一步对现有的整合模型进行改进和创新。     

Career-specific parental behaviors in adolescents’ development

Parents are major partners in helping adolescents prepare for a career choice. Although several studies have examined links between general aspects of the parent-adolescent relationship and adolescents’ career development, little research has addressed the mechanisms involved. This study aimed to validate a three-dimensional instrument for the assessment of parental career-related behaviors and to examine their associations with career exploration and decision-making difficulties. After testing the dimensional structure of the instrument, we examined the relationship between parents’ behaviors and adolescents’ career development by using data from 359 German adolescents who reported the amount of perceived parental career-related behaviors and their career exploration and decision-making difficulties. The results of structural equation modeling confirmed the hypothesized dimensional structure (support, interference, lack of engagement). While parental support associated positively with career exploration, interference and lack of engagement associated with decision-making difficulties. Furthermore, interference and lack of engagement moderated the relationship between support and exploration. Support moderated the association between interference and decision-making difficulties.     

Achievement strategies during university studies predict early career burnout and engagement

To examine whether individuals’ achievement strategies measured during university studies would have an impact on work burnout and work engagement measured 10, 14 and 17 years later, 292 university students completed the SAQ strategy questionnaire three times while at university, and the work burnout inventory three times and work engagement inventory twice during their early career. The results showed that optimism increased during university, while task-avoidance did not change. Moreover, high and increasing optimism during university predicted a high level of work engagement and low level of burnout 10, 14 and 17 years later. By contrast, a high level of task-avoidance during university predicted a low level of work engagement and high level of burnout during the early career.     

Young managers’ drive to thrive: A personal work goal approach to burnout and work engagement

This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being.