Attendance pressure during organizational change

The present study examines the relationships between aspects of the concept attendance pressure and sickness absenteeism. The study was carried out in a large public company in Norway during a major reorganization. It was hypothesized that employees with sickness absenteeism during this period would experience a high degree of attendance pressure in the form of reactions from managers, fellow workers, and job insecurity. Two surveys were carried out with the same sample (N=401). Attendance pressure in the form of censure pressure explained significant parts of the variance in sickness absenteeism. Employees with sickness absenteeism during the reorganization were a vulnerable group with low job satisfaction, significant health problems and low personal work ethics. Implications for preventive work on organizational level are discussed.Financed by the Research Council of Norway.     

The relationship between personality and affect over the lifespan

This study compared the trait and emotion perspectives of personality development by examining relationships between extraversion, neuroticism, positive and negative affect across the lifespan. A total of 533 volunteers: 228 children and early adolescents (8 to 15 years), 163 late adolescents and young adults (16 to 29 years) and 142 adults (30 to 68 years) completed Eysenck's Personality Questionnaire (EPQ) and the Positive and Negative Affect Schedule (PANAS). Extraversion correlated significantly with positive affect and neuroticism with negative affect in each age group. As predicted by the emotion perspective, correlations were significantly stronger for adults than children and early adolescents. In addition, extraversion-positive affect and neuroticism-negative affect factors explained less variance for children and early adolescents compared to those of adults.     

Office paper recycling: A function of container proximity

We investigated the effects of proximity of containers on pounds of office paper recycled and not recycled by 25 employees. During a memo and central container condition, one container for recyclable paper was provided; in a memo and local container condition, desktop recycling bins, announced by memo, were successively introduced across administrative, office, and instructional settings using a multiple baseline design. Only 28% of paper was recycled in the central container condition, but when recycling containers were placed in close proximity to participants, 85% to 94% of all recyclable paper was recycled. Follow-up assessments, conducted 1, 2, 3, and 7 months after all settings received local recycling containers, showed that 84% to 98% of paper was recycled. Providing desktop recycling containers was a cost-effective procedure with long-term maintenance and program survival.     

Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)

This invited commentary critically examines the article “The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model” by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into HR practices. The commentary emphasizes the importance of considering organizational interests, training leaders for effective dialog, and providing career development opportunities. By addressing these areas, HR practices can better align individual aspirations with organizational goals and enhance employee engagement and long-term employability.     

希望思维在临床与实践领域的应用、特点与启示

摘 要 自Snyder提出以来,希望思维的认知理论已经发展了20余年,它在世界各地的不同领域都得到了广泛认可,将其应用于临床领域则成为近年来的热点。大量研究表明系统的训练可以促使希望思维产生和提高,从而帮助个体改善生理疾病和心理疾病,矫正不良行为。与此同时,希望思维能够用于帮助个体更好地应对压力情景,促进积极心理健康,帮助其更好的成长。总的来说,希望思维的临床应用具有适用范围广泛、干预方法相对简单易行、可以作为独立的希望干预系统和也能与传统心理治疗相融合四个特点。未来对希望思维在临床领域的应用与研究一方面要注重对新的本土化的干预策略的开发,另一方面要注重对其内部作用机制的研究和应用。     

工作-家庭中心性与延迟退休态度的关系研究

延迟退休态度是影响新退休政策推行的重要社会心理因素。本研究采用《延迟退休态度问卷》等工具,抽取450名临近退休员工,考察工作-家庭中心性与延迟退休态度的关系以及工作投入、组织支持感在其二者关系上的作用机制。研究发现：（1）临近退休员工对延迟退休的态度较为消极。（2）低组织支持感条件下,工作投入在工作-家庭中心性与延迟退休态度之间起到完全中介作用。低组织支持感不利于缓解家庭中心性员工对延迟退休的消极态度。（3）高价值认同条件下,家庭中心性与工作投入、延迟退休态度的正向关系弱化。给予员工高价值认同可以提升对延迟退休的积极态度。高关心利益也可缓解家庭中心性员工对延迟退休的消极态度。     

领导情绪智力对团队绩效和员工态度的影响——公平氛围和权力距离的作用

本研究共收集了74个工作团队的数据, 探讨了领导情绪智力对团队层面绩效(任务绩效、利他行为)和态度(满意度、团队承诺)的影响、公平氛围的中介作用以及团队权力距离的调节作用。研究结果表明：领导的情绪智力对团队绩效和态度均有显著的正向影响; 程序公平氛围中介了领导情绪智力对团队任务绩效和利他行为的影响, 交互公平氛围中介了领导情绪智力对团队任务绩效、满意度和团队承诺的影响; 团队权力距离调节了领导情绪智力和交互公平氛围的关系, 该调节关系通过交互公平氛围的中介作用影响团队任务绩效、满意度和团队承诺。     

真实型领导对教师知识分享行为的影响:组织支持感的中介和调节作用*

为了探讨真实型领导、组织支持感和教师知识分享行为的关系,对330个有效教师样本进行研究。结果发现:(1)真实型领导对教师的知识分享行为具有显著的预测作用(β=0.494,p<0.001)。(2)组织支持感在两者之间具有部分中介作用,间接效应占总效应的44.8%。(3)组织支持感在真实型领导的下属导向、领导特质、诚实不欺和正直无私与知识分享行为的关系中起调节作用,但在循规蹈矩与知识分享行为的关系中的调节作用不显著。     

互动视角的组织社会化动态跟踪研究

以3项不同时间尺度的跟踪研究, 探索新员工组织社会化的动态与交互过程。首先, 通过在入职最初3个月每月为期1周的即时调研, 探索新员工与主管的沟通特征与机制; 然后通过为期3个月、时间间隔为1周, 针对新员工与其主管的配对短期跟踪调研, 探索社会化过程中学习与认同的动态特征与内部变化机制, 以及互动作用的动态变化特征; 最后通过为期1年、时间间隔为3个月的长期跟踪调研, 考察新员工主动参与组织社会化、领导者主动提供社会化支持的影响因素, 以及组织社会化的结果。     

真实型领导：概念、测量、形成与作用

频发的道德丑闻和管理渎职现象使真实型领导受到了前所未有的关注。基于近十年来国、内外重要理论文章和67项实证文章, 本文对真实型领导研究进行了系统梳理与评析。总体来看, 研究者主要从特质/行为视角和过程视角界定真实型领导。真实型领导的测量已有标准化工具, 并在测量主体和方式上呈现多样化趋势。真实型领导受个体因素和情境因素影响, 也会通过积极组织行为学、社会学习、社会认定和社会交换机制对个体、团队和组织产生积极影响。未来研究应深入讨论真实型领导的概念、结构和测量问题, 对其影响因素、影响效果和作用机制做进一步探索, 并适时进行跨文化和本土化考察。