Narratives,Ontological Security,and Unconscious Phantasy: Germany and the European Myth During the so-called Migration Crisis

This article synthesizes scholarship on narratives and Kleinian defense mechanisms against anxiety to develop a framework that enables a nuanced understanding of ontological security-seeking dynamics in times of crisis. Using the case study of the German narrative of the European Union during the so-called migration crisis of 2015, this article engages with the broader question of how unconscious phantasy influences and guides decision-making processes on a collective level as well as the question of how exactly narratives help subjects to manage anxiety to maintain a sense of ontological security. We show that, in the case of Germany, the EU offers a highly affective political myth that has guided both the decision-making of the government during the crisis and the construction of German self-identity narratives by attempting to introject the good part-object of “Europeanness.” Crucially, German self-identity narratives and narratives on the EU were not only inextricably linked but the EU also became an idealized (Kleinian) part-object. During the so-called migration crisis, this fostered processes of projective identification whereby decisions subverting European values and humanitarian narratives as well as general “badness” were externalized and projected onto other member states, most notably the Visegrád states.     

工作要求-资源模型与工作倦怠的相互影响

采用间隔六个月的三波纵向设计,对国内263名企业员工的工作倦怠、工作要求、工作资源进行测量,探讨中国文化背景下企业员工工作环境的动态变化和倦怠体验的相互影响及其作用机制。研究结果表明,控制基线水平后,工作要求增量正向影响工作倦怠增量,工作资源增量负向影响工作倦怠增量;而工作倦怠增量进一步对员工所处的微工作环境产生一定的负面影响,导致工作要求进一步增加,工作资源进一步降低,因此易形成“工作环境恶化→工作倦怠加剧→工作环境进一步恶化”的恶性因果关系回路。     

职业院校教师情感承诺与职业倦怠的关系：情感承诺的中介作用和职称的调节作用

通过整群取样法对全国14个省市36所职业院校共1237名专职或兼职专业教师进行测查,探讨心理契约履行对教师职业倦怠的影响作用机制,即情感承诺在其中的中介作用,以及职称对上述关系的调节效应。结果表明：（1）情感承诺在心理契约履行对职业倦怠的影响关系中起了部分中介作用;（2）教师职称对心理契约履行对职业倦怠的影响作用具有调节效果;使用总效应调节模型对情感承诺在心理契约履行对教师职业倦怠的中介效应及教师职称的调节作用进行综合性分析,发现教师职称主要在第一阶段,即心理契约履行对情感承诺的影响作用上调节效果显著。当教师的职称较低时,上述关系及效应也越强。     

Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes

Three longitudinal studies investigated the usefulness of distinguishing among employees’ affective commitments to the organization, the supervisor, and the work group. Study 1, with 199 employees from various organizations, found that affective commitments to these entities were factorially distinct and related differentially to their theorized antecedents. Study 2, with a diversified sample of 316 employees, showed that organizational commitment (a) had an indirect effect on turnover through intent to quit, (b) partially mediated the effect of commitment to the supervisor on intent to quit, and (c) completely mediated the effect of commitment to the work group on intent to quit. Study 3, with matched data collected from 194 nurses and their immediate supervisors, determined that (a) commitment to the supervisor had a direct effect on job performance and (b) organizational commitment had an indirect effect on job performance through commitment to the supervisor. However, Study 3 failed to show any effect of commitment to the work group on performance. These findings are interpreted in light of the relative salience of commitment foci with regard to the outcome under study.     

Linking career mobility with corporate loyalty: How does job change relate to organizational commitment?

Today's organizations are undergoing constant and substantial change due to many internal and external forces. These changes are impacting on the inter- and intra-organizational career mobility of managers and employees. This research assessed the relationship between career mobility history and a recent internal or external job change on organizational commitment using (Allen & Meyer, 1990) three-dimensional model. Professional-level employees participated in three survey administrations over an 18-month timeframe. External career mobility history (i.e., number of external job moves over one's career) was negatively related to normative commitment, but not to affective and continuance commitment. Affective and continuance commitment were significantly lower for external movers prior to a move when compared to nonmovers over the same period. In contrast, only continuance commitment was significantly lower for internal movers prior to a move when compared to nonmovers over the same period. Affective commitment increased significantly after the move for both internal and external movers. Implications for research with respect to career mobility and organizational commitment are discussed.     

Employability: A psycho-social construct, its dimensions, and applications

We examine the idea that an individual’s employability subsumes a host of person-centered constructs needed to deal effectively with the career-related changes occurring in today’s economy. We argue that employability represents a form of work specific (pro)active adaptability that consists of three dimensions—career identity, personal adaptability, and social and human capital. Reciprocal relationships among these dimensions are also discussed. The impact of employability on organizational behavior is illustrated through applications to the research literatures on job loss and job search.     

Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action-state orientation and trait procrastination) in the intention-behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action-state orientation and trait procrastination were not supported.     

The effects of college major and job field congruence on job satisfaction

This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor’s degree majors and job field congruence on job satisfaction. Data on workers’ job experiences in 2001 were matched to those workers’ college experiences across 30 institutions and background characteristics up to 25 years earlier. With statistical controls for demographic, socioeconomic, and academic characteristics, a final sample of 2515 college graduates was used to test hypotheses centered on the possibility that a causal order relates education and job satisfaction. Specifically, college degree majors, measures of both actual and perceived congruence, as well as income were examined in relation to three dimensions of job satisfaction. Results support hypotheses that income and congruence both mediate the effects of majors on job satisfaction, and identify that two different measures of congruence are causally related to intrinsic dimensions of job satisfaction.     

Exploring links between polychronicity and well-being from the perspective of person–job fit: Does it matter if you prefer to do only one thing at a time?

This research examined polychronicity, which refers to an individual’s preference for working on many things simultaneously as opposed to one at a time. It was hypothesized that supplies–values fit on this temporal variable is related to well-being. Specifically, it was predicted that deficient and excess polychronicity supplies are associated with poorer well-being, and that well-being is uniformly high along the continuum of polychronicity fit. It was also hypothesized that fit effects are stronger for individuals who place high importance on how their time is allocated than for individuals who place low importance on that dimension. Participants in Study 1, a laboratory experiment, were students (N = 266); participants in Study 2, conducted in a field setting, were employees of Canadian organizations (N = 746). No fit effects were observed in Study 1. Consistent with the hypotheses, however, fit on the dimension of polychronicity was related to job satisfaction, self-efficacy, and psychological strain in Study 2. The role of value importance as a moderator of the relation between supplies–values fit and well-being was not supported.