Le rôle modérateur des orientations vers les objectifs dans la relation entre l’envergure de poste et l’engagement organisationnel

This paper examines the moderating role of goal orientations (learning, performance and avoidance orientation) in the relationship between job scope (i.e., a composite measure capturing task variety, autonomy, feedback and significance) and organizational commitment. Based on a sample of 314 participants, the analyses indicate that job scope is positively related to commitment and that performance orientation and avoidance orientation act as negative moderators of job scope. Specifically, job scope was more strongly related to commitment at low levels of these traits. We discuss the importance of considering the role of employee personality in the study of the effect of work context on commitment.     

Specific relationships between job demands, job resources and psychological outcomes and the mediating role of negative work-home interference

This study among 115 US and 260 Dutch nurses and nurse assistants tested a theoretically derived model of specific relationships between work characteristics and two theoretically distinct outcomes (i.e., emotional exhaustion and job satisfaction). Furthermore, the mediating role of negative work-home interference (NWI) in this context was examined. It was hypothesized that emotional exhaustion is related to job demands (i.e., psychological and emotional demands), and that job satisfaction is primarily associated with job resources (i.e., job control). Workplace social support was proposed to relate to both outcomes. In addition, we expected NWI to partially mediate the hypothesized relationships. Finally, we expected this pattern to be similar across the two samples. Structural equation modeling (LISREL) indicated (1) that our postulated model largely fitted to the data in both samples (same pattern), and (2) that NWI partially mediated the relationship between psychological job demands and emotional exhaustion in the Dutch sample. It can be concluded that the results supported our proposed pattern of specific relationships and, to a lesser extent, the partial mediating role of NWI. Practical implications and methodological limitations were discussed.     

A comparison of types of support for lower-skill workers: Evidence for the importance of family supportive supervisors

The work–family literature to date does not offer a clear picture in terms of the relative importance of different types of supports for balancing work and family demands. Grounded in conservation or resources theory, we develop an integrative model relating multiple forms of social support, both formal (i.e., work–life benefit use) and informal (supervisor work–family support and family support) to work-interference-with-family and family-interference-with-work and task and contextual performance. We chose to focus our study on lower-skill workers because, despite being a relatively large segment of the workforce, these workers are relatively understudied in the work–family literature. Results revealed that supervisor support is a key form of support in this sample. Supervisor support had negative same domain (work-interference-with-family) and cross domain (family-interference-with-work) effects with work–family conflict, as well as positive relationships with task and contextual performance. Family support was negatively related to family-interference-with-work; whereas use of work–life benefits was not significantly related to either form of work–family conflict or any of the performance variables. The implications of our results for conservation of resources theory and practical implications to employers of lower-skill workers are discussed.     

Socioanalytic theory and work behavior: Roles of work values and political skill in job performance and promotability assessment

Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance and promotability assessments. Social competency was assessed as political skill at work. The results provided strong and consistent support for the hypotheses, thus providing a more direct test of socioanalytic theory and extending it to demonstrate effects beyond overall job performance ratings on contextual performance and promotability assessments. Contributions and implications of these results, strengths and limitations, directions for future research, and practical implications are discussed.     

Individual differences in the neural basis of causal inferencing

This study used fMRI to examine individual differences in the neural basis of causal inferencing. Participants with varying language skill levels, as indexed by scores on the vocabulary portion of the Nelson-Denny Reading Test, read four types of two-sentence passages in which causal relatedness (moderate and distant) and presence or absence of explicit clause connectives were orthogonally varied to manipulate coherence and cohesion during inference generation. Skilled readers showed better neural efficiency (less activation) during all context sentences and during all inference conditions. Increased activation in less-skilled readers was most extensively distributed in the right hemisphere (RH) homologues of left hemisphere (LH) language areas, especially in the most difficult passage types. Skilled readers also showed greater sensitivity to coherence (greater activation and synchronization in moderately related than distantly related passages) whereas less-skilled readers showed sensitivity to cohesion (greater activation and synchronization when clause connectives were present than when they were not). These finding support the hypothesis that skilled reading comprehension requires recruitment of the RH on an “as needed” basis. We describe the dynamic spillover hypothesis, a new theoretical framework that outlines the conditions under which RH language contributions are most likely evoked.     

The development of temporal coordination in children

The ability to learn temporal patterns in sequenced actions was investigated in elementary-school age children. Temporal learning depends upon a process of integrating timing patterns with action sequences. Children ages 6-13 and young adults performed a serial response time task in which a response and a timing sequence were presented repeatedly in a phase-matched manner, allowing for integrative learning. The degree of integrative learning was measured as the slowing in performance that resulted when phase-shifting the sequences. Learning was similar for the children and adults on average but increased with age for the children. Executive function measured by Wisconsin Card Sorting Test (WCST) performance as well as a measure of response speed also improved with age. Finally, WCST performance and response speed predicted temporal learning. Taken together, the results indicate that temporal learning continues to develop in pre-adolescents and that maturing executive function or processing speed may play an important role in acquiring temporal patterns in sequenced actions and the development of this ability.     

Trans employees,transitioning, and job satisfaction

While trans employees have become more widely recognized in society, our understanding of their work experiences remains underdeveloped. In the current study, we investigate whether transitioning is associated with job satisfaction in England, Wales and Scotland. Using longitudinal data collected before and after sex reassignment surgery associations between job satisfaction and mental health/life satisfaction are examined for trans men and women. The estimations suggest that employees experience higher job satisfaction, mental health and life satisfaction after sex reassignment surgery than before. In addition, the estimations suggest that after sex reassignment surgery, the associations between job satisfaction and mental health/life satisfaction are stronger than before. Moreover, the estimations suggest that employees not only experience higher job satisfaction after sex reassignment surgery, but also during transitioning. The results suggest that, firms should not treat transitioning employees in a biased way, since their transition might entail positive personal and workplace advancements.     

中小学教师工作家庭冲突与职业倦怠的关系:自我决定动机的中介作用

以348名中小学教师为被试, 运用《教师工作家庭冲突问卷》、《教师自我决定动机问卷》与《教师职业倦怠问卷》, 探讨了自我决定动机在中小学教师工作家庭冲突与职业倦怠关系中的中介作用。研究发现: (1) 中小学教师自我报告的工作干扰家庭水平高于家庭干扰工作水平;(2)家庭干扰工作、工作干扰家庭与自我决定动机、职业倦怠之间均存在显著的相关关系;(3)自我决定动机在中小学教师工作家庭冲突对职业倦怠的影响过程中所起的中介效应显著, 具体为在家庭干扰工作与职业倦怠的关系中起部分中介作用, 在工作干扰家庭与职业倦怠的关系中起完全中介作用。     

VIRTUE AS MASTERY IN EARLY CONFUCIANISM

This essay explores the interrelation of skills and virtues. I first trace one line of analysis from Aristotle to Alasdair MacIntyre, which argues that there is a categorical difference between skills and virtues, in their ends and intrinsic character. This familiar distinction is fine in certain respects but still importantly misleading. Virtue in general, and also some particular virtues such as ritual propriety and practical wisdom, are not just exercised in practical contexts, but are in fact partially constituted by the mastery of certain skills. This has implications for moral psychology, specifically how we might understand the acquisition of virtue, as well as its very nature. To try to make this claim plausible I analyze two case studies from early Confucianism: treatment of ritual propriety as a cardinal virtue, and Mencius's less carefully integrated treatment of excellence at moral discernment. I conclude by revisiting the question of the relations between skill and virtue, and exploring a few of the difficulties implied by my account of early Confucian ethics.