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81.
The impact of a modified dialectical behavior therapy and problem-solving model is examined on the work environment of a patient
with an obsessive-compulsive personality disorder (OCPD). A case study is presented examining the impact this client's OCPD
behavior in the work environment and on his subordinates. Discussed are interventions that were useful in treating a motivated
patient employing cognitive-behavioral models of treatment for this disorder. The case study focuses on the work setting and
the issues tied to the work environment wherein subordinates are required to work under a supervisor with OCPD. Lessons learned,
issues and import for further study are offered. 相似文献
82.
Purpose We adopted the conservation of resources model (COR, Hobfoll Am Psychol 44:513–524, 1989; Hobfoll in Stress, culture, and community: the psychology and philosophy of stress, Plenum, New York, 1998) to examine the associations among emotional labor, work family interference, and quality of work life.
Design/Methodology/Approach Cross-sectional, self-reported data were obtained from 442 Hong Kong Chinese service employees.
Findings Correlation and hierarchical regression analyses showed that surface acting was a salient correlate of work-to-family interference,
even when organizational display rules and employees’ demographic information were controlled. Furthermore, quality of work
life had partially mediated the relationship between surface acting and work-to-family interference. However, deep acting
and expression of naturally felt emotion did not relate to work-to-family interference. Finally, we found that family-to-work
interference was a salient correlate of the use of surface acting in workplace.
Implication This study provided useful information of how adopting different emotional labor strategies related to work family interference.
Based on our results, the use of deep acting should be promoted in workplace because it related positively to quality of work
life and it did not amplify the work-to-family interference.
Originality/value While past studies often explored the role of emotional labor as the precursor of work family interference, our study is among
the first attempt to examine family-to-work interference as the antecedent of emotional labor. Additionally, we had also confirmed
the role of quality of work life as an important mediator between emotional labor-work-to-family interference. 相似文献
83.
Rein De Cooman Sara De Gieter Roland Pepermans Sabrina Hermans Cindy Du Bois Ralf Caers Marc Jegers 《Journal of Vocational Behavior》2009,74(1):102-107
Using the socialization and attraction-selection-attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person-organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time. 相似文献
84.
Katariina Salmela-Aro Asko Tolvanen Jari-Erik Nurmi 《Journal of Vocational Behavior》2009,75(2):162-172
To examine whether individuals’ achievement strategies measured during university studies would have an impact on work burnout and work engagement measured 10, 14 and 17 years later, 292 university students completed the SAQ strategy questionnaire three times while at university, and the work burnout inventory three times and work engagement inventory twice during their early career. The results showed that optimism increased during university, while task-avoidance did not change. Moreover, high and increasing optimism during university predicted a high level of work engagement and low level of burnout 10, 14 and 17 years later. By contrast, a high level of task-avoidance during university predicted a low level of work engagement and high level of burnout during the early career. 相似文献
85.
This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being. 相似文献
86.
The aim of the present study was to investigate Type A behavior as well as perceived work situation, and associations with burnout and work engagement. The associations in focus were investigated through hierarchical regressions in a sample (N= 329) of Swedish Information Communication Technology consultants. The findings indicated that both work situation and Type A behavior was correlated with work engagement and burnout; however, no interactions between Type A behavior and work situation were elicited. The main conclusion was that the achievement striving aspect of Type A behavior appears as "non-toxic" and is related only to work engagement. However, the irritability/impatience aspect appears to be responsible for burnout complaints among Type A individuals, possibly through negative effects of the mood itself than through perceived stress at work. 相似文献
87.
Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life. 相似文献
88.
The ability of welfare-to-work clients to leave the welfare rolls and stay in the labor force is often limited by the work barriers they face. Using a sample of 1,404 female welfare-to-work clients we first examined the structure of work barriers and then tested their contribution to current work status in the context of a structural equation model that incorporated other central pathways to employment. Whereas work barriers included diverse factors ranging from lack of transportation to low quality jobs, they were shown to constitute a uni-dimensional construct. Furthermore, work barriers had a net adverse effect on employment outcomes, controlling for job search self-efficacy and employment intention. We conclude with discussion of implications for the development of welfare-to-work programs and interventions that target low-income women. 相似文献
89.
90.
Work involvement (psychological identification with work in general) has generally been considered as a stable, dispositional characteristic, although some studies of unemployment have contradicted this view. Using longitudinal data from a Swedish representative sample (n= 888), this study examines employment status change (e.g. from work to unemployment) and work values development in a 15-month time period. Furthermore, the relationship between employment status change and well-being is explored, with a special focus on the roles played by work values and gender differences. Results indicated that work values are fairly stable over 15 months. As expected, the long-term unemployed (mostly active job seekers) had higher measures of work involvement after 15 months. Further, no gender difference was found with regard to work involvement but females were more likely to agree that there is an entitlement to work. Becoming unemployed was associated with negative health effects, but only among unemployed men. 相似文献