任务需求对语义水平负相容效应的影响

结合掩蔽启动范式和Go-Nogo范式, 证明了语义水平负相容效应的存在, 考察了任务需求对语义水平负相容效应的影响。实验以汉字“左”和“右”作为掩蔽启动项, 在两个Block的Go试次中分别以双箭头和汉字为目标项, 要求被试做辨别反应, 在Nogo试次中不呈现目标项, 无需反应。行为结果发现, 只有当启动项与任务需求相关时才出现负相容效应。ERP结果发现, 只有在任务需求相关时Go任务中一致条件下的P3潜伏期更长; Nogo任务中, 相关条件下两种汉字启动项诱发的N2平均波幅差异显著, 相关和无关两种条件下P3波幅差异显著。说明语义水平负相容效应受自上而下任务需求影响, 这种影响是通过自上而下认知控制加工的调节实现的。     

工作要求-资源、心理资本对工作家庭关系的影响

本研究选取253名已婚全职员工为研究对象,采用自陈式问卷调查的方法,考察了工作要求、工作资源、心理资本对工作家庭关系的影响。结果发现：（1）工作要求与工作家庭双向冲突均呈显著正相关;（2）工作资源与工作家庭双向冲突均呈显著负相关,与工作家庭双向促进均呈显著正相关;（3）心理资本在工作资源与工作家庭关系间起中介作用。     

Adjusting to job demands: The role of work self-determination and job control in predicting burnout

This study examined the dynamic interplay among job demands, job control, and work self-determination in order to predict burnout dimensions. A three-way interaction effect was found between job demands, job control and work self-determination in predicting each dimension of burnout (emotional exhaustion, depersonalization, and personal accomplishment). Overall, results showed that job control moderates the unhealthy effects of job demands in predicting emotional exhaustion and depersonalization only for employees with high levels of work self-determination. In addition, job control increases the relation between job demands and the sense of personal accomplishment only for employees with high levels of work self-determination. These results are discussed in light of the Job Demand-Control model.     

小康社会与公民道德断想

应当把社会伦理关系的变革和主体道德人格的完善列为全面建设小康社会的基本的价值目标 ,不仅要切实理顺经济伦理关系 ,而且必须逐步建立起与社会主义市场经济体制相适应的、公正的政治伦理关系和文化伦理关系。小康社会的道德要求包括经济交往中的效率与公平、政治生活中的正义与民主、文化领域中的服务与奉献。小康社会的人格理想将以追求人性的自我完善和人格的自主、自觉、自由为基本特点。小康社会也将使人们的行为方式发生这样或那样的变化。     

Job demands and job resources as predictors of absence duration and frequency

This study among 214 nutrition production employees uses the Job Demands-Resources (JD-R) model to predict future company registered absenteeism. According to this model, job demands are primarily responsible for health impairment, whereas job resources lead primarily to increased motivation and attachment to work and the organization. Consistent with hypotheses derived from the JD-R model and the absenteeism literature, results of structural equation modeling analyses show that job demands are unique predictors of burnout (i.e., exhaustion and cynicism) and indirectly of absence duration, whereas job resources are unique predictors of organizational commitment, and indirectly of absence spells. These findings have implications for individual and organizational interventions aimed at reducing absenteeism.     

When are workload and workplace learning opportunities related in a curvilinear manner? The moderating role of autonomy

Building on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees' experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this relationship. We predicted that – at moderate levels of autonomy – workload was positively associated with learning opportunities at low levels of workload, but negatively at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. Furthermore, we examined whether learning opportunities increase particularly as a function of higher matched levels of workload and autonomy and whether mismatch between workload and autonomy is particularly detrimental to the learning process. We found support for these ideas in two large and heterogeneous samples of working adults using moderated and polynomial regression analyses and subsequent response surface methodology. These results integrate conflicting prior findings and extend Karasek's (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities.     

Day-level transformational leadership and followers’ daily level of stress: a moderated mediation model of team cooperation,role conflict,and type of communication

This study contributes to the literature on leadership by linking day-level transformational leadership behaviour with employees’ daily level of stress. A first-stage moderated mediation framework consisting of team cooperation, role conflict, and type of daily communication is introduced to specify how and when leaders’ transformational behaviour is related to followers’ daily stress. Two hundred five participants took part in a diary study over five consecutive working days and provided information on their leaders’ transformational behaviour, team cooperation, role conflict, type of communication with supervisors, as well as information on their daily level of stress. Results show that transformational leader behaviour is significantly related to followers’ level of stress on a day-to-day basis. This relationship is mediated by team cooperation, but not by role conflict. The type of communication moderates this mediation framework. If only indirect means of communication are used, the negative indirect relation between transformational leader behaviour via team cooperation on daily stress is strengthened. The results are discussed in the context of leadership literature, and the implications for future research as well as practice are presented.     

Does it matter in the long run? Longitudinal effects and interactions in the differentiated job demands–resources model

The distinction of challenge and hindrance stressors in the job demands–resources (JD–R) model has increasingly attracted the interest of occupational health researchers. Drawing on the differentiated JD–R framework, we tested causal, reciprocal, and interaction effects of challenge demands, hindrance demands, and job resources on emotional exhaustion, depersonalization, and work engagement. Cross-lagged structural equation modelling was used to analyse cohort data of N = 400 German physicians across three waves comprising 9 years of observation. Overall, support for our hypotheses was limited. Higher job resources were associated with reduced depersonalization in the first time lag of 2 years. No cross-lagged effects were found for the second time lag of 7 years. Out of 12 hypothesized interaction effects, only 1 significant interaction was observed, where job resources attenuated the positive association between challenge demands and depersonalization between the first and second waves. Results provide only modest support for differential effects of challenge and hindrance demands in the JD–R model. Potential shortcomings and implications for future research are discussed.     

Work-related well-being in a call centre environment: The moderating role of age and tenure

The study investigated age and tenure effects on the relationship between job demands and resources, and job-related burnout and work engagement. Study participants were a convenience sample of 382 call centre agents in the information technology industry in South Africa (females = 54%; black African = 47%; single = 47%). The call centre agents completed the Job Demands-Resource scale, the Burnout scale, the Utrecht Work Engagement Scale, and the Work-related Sense of Coherence scale. Multiple hierarchical regression analyses and moderation analyses revealed that age and tenure moderated the relationship between overload, insecurity, and burnout. Tenure moderated the relationship between organisational support and work engagement. Interventions to foster job resources for work engagement and healthy work participation should take into account the work-related sense of coherence of call centre agents as well as their age and tenure.     

职业胜任力在工作要求-资源模型中的调节和中介作用

采用JD-R模型探讨了职业胜任力在工作要求-资源模型中的作用。结果表明:(1)职业胜任力弱化了工作要求和情感衰竭之间的正向关系;(2)职业胜任力正向影响工作投入;(3)职业胜任力在工作资源与工作投入之间起中介作用。本研究启示可通过提升员工的职业胜任力,促进员工的工作投入并缓解职业倦怠。