Individual versus organizational predictors of job satisfaction and turnover among professionals

In a constructive replication and extension of previous research, the relative importance of individual (personality and professional attitudes) versus organizational (professional reward system and tenure) variables in predicting job satisfaction and turnover was investigated for the case of professionals. Support among a sample of computer specialists was found for the notion that, among professionals, individual variables are more important than organizational factors in predicting satisfaction with the work itself; but individual variables often played a major role in satisfaction with contextual aspects of the job as well. Organizational factors were found to be significantly predictive of satisfaction with all aspects of the job, but were the only significant predictors of turnover. Thus the importance of organizational factors over individual factors for professionals was supported more clearly for the behavioral outcome, turnover, than for attitudinal outcomes.     

D’un restaurant traditionnel à la mise en œuvre d’un restaurant « libéré » : impacts sur les métiers et le collectif de travail

The restaurant sector questions through the tensions and difficulties it encounters in order to retain employees. In order to cope with this, some managers are mobilizing managerial innovation. This action research exposes the effects on the trades and the work group of a reorganization of a traditional restaurant into a “freedom-form” company. Based on co-construction between researchers, employees and owners, and the use of qualitative methods (interviews, observations), the research presents the levers for more innovation and “happiness at work”. The study shows that the predispositions of the company and the attachment of employees to it were the essential motivating engine for imagining a new work organization.     

论《管子》的激励思想及对现代人力资源管理的启示

激励是人力资源管理中的一个重要问题。在齐文化的代表作《管子》中就记录了春秋时期著名政治家、思想家管仲在治国实践中所倡导的各种激励思想和方法,具体体现为:以满足个体需要为出发点的激励思想;领导者率先垂范的激励思想;赏罚分明的激励思想。这些激励思想对于现代人力资源管理具有重要的借鉴意义。     

印象管理者的反应时：快还是慢

本研究回顾了自我报告测量中印象管理反应的三种模式,采用印象粉饰量表为新的效标对“采用图式模型”进行验证,发现印象粉饰的程度越高,被试对积极词的反应时与对消极词的反应时相差愈大。     

Family Management of Pediatric Cancer: Links with Parenting Satisfaction and Psychological Distress

Research has long acknowledged the disruptions posed by pediatric cancer diagnosis and treatment to family life. Nonetheless, the mechanisms through which the family response influences parents’ mental health in this adverse context are not fully understood. The main goal of the present study was to examine the direct and indirect links, via parenting satisfaction, between family condition management and psychological distress of parents of children with cancer. Participants were 201 parents (86.6% mothers) of children/adolescents diagnosed with cancer who completed self‐report questionnaires assessing family condition management (family life difficulty and parental mutuality), parenting satisfaction, and psychological distress (anxiety and depression). Structural equation modeling was used to test the proposed mediation model. The results showed that parenting satisfaction mediated the association between both the family condition management dimensions (family life difficulty and parental mutuality) and depression. Specifically, greater family life difficulties and lower parental mutuality were associated with lower parenting satisfaction, which, in turn, was associated with higher levels of depression. Additionally, greater family life difficulties and lower parental mutuality were directly linked to higher levels of anxiety. Multigroup analyses suggested that the model was valid across patient age groups (children vs. adolescents) and treatment status (on vs. off‐treatment). These findings reinforce the need for family‐ and parent‐based interventions in the pediatric oncology field. Interventions that target families’ difficulties and promote their resources are likely to foster parenting satisfaction and psychological adjustment.     

基于人机互动的任务中断管理研究述评

科技的发展增加了人机互动中任务中断现象的发生,任务中断管理（Task Interruption Management, TIM）成为工作取得成功日益重要的部分。任务中断管理研究主要采用中断消极影响减少和中断价值评估两种范式,基于记忆的理论、多重资源管理理论和中断管理模型为任务中断管理提供了理论基础,在此基础上研究者发展出基于用户和基于环境的中断管理方法。未来研究需从关注中断的积极影响、内部中断、人的因素尤其是情感性和社会性因素入手加强任务中断管理研究。     

When Misery Avoids Company: Selective Social Comparisons to Photographic Online Profiles

Social networking site usage may affect subjective well‐being. Two experiments examined how selective exposure to profiles of other users facilitated mood management via self‐enhancing social comparisons. In Study 1, when given detailed impression management cues, such as photographs and status updates, users in a negative mood sought upward rather than downward social comparisons. Study 2 found that relatively low levels of group identification with the social networking site community led to upward social comparisons by users in a negative mood. High group identifiers spent more time viewing upward comparisons, regardless of mood. Regarding exposure effects, upward social comparisons to profiles improved subsequent mood when the comparison involved career success. High group identifiers experienced greater positive mood following upward social comparisons.     

Meta-analytic evidence of the effectiveness of stress management at work

To increase employees’ psychological health and to achieve a competitive advantage, organizations are increasingly introducing flexible work arrangements (FWAs) and stress management training (SMT). This paper provides meta-analytic evidence of the effects of two forms of FWA (flexitime and telecommuting) and three forms of SMT (cognitive-behavioural skills training, relaxation techniques and multiple SMT) on employees’ psychological health, job satisfaction, job performance and absenteeism. Applying the conservation of resource theory, we conjecture that both FWAs and SMT improve all four employee-related outcomes. Quantitative meta-analyses based on 43 primary studies and 22,882 employees show that both FWAs and SMT are positively associated with psychological health and job satisfaction. However, due to a lack of primary studies we were mostly unable to analyse the effects on performance and absenteeism. Although we found a large heterogeneity in the hypothesized relationships, additional moderator analyses of study quality, age, gender, duration and intention of intervention yielded no significant effects. We discuss limitations and implications for practice and for future research.     

The undesired self: Deadly connotations

Two studies were conducted to examine the hypothesis derived from a juxtaposition of the undesired self and terror management theories that making aspects of the undesired self salient produces effects comparable to those obtained in response to making mortality salient. In Study 1, participants reminded of either death or aspects of their undesired self were more supportive of President George W. Bush and his policies in Iraq, relative to participants in exam salient or desired self salient control conditions. In Study 2, participants reminded of death or aspects of their undesired self showed greater accessibility of implicit death thoughts, relative to participants in pain salient or desired self salient control conditions. Implications of these findings for future theory and research are considered.