« Conciliation vie privée vie professionnelle » : plusieurs termes pour une même réalité ? Proposition de modélisation à travers l’usage français

The aim of this paper is to define the vocabulary used about interactions between people's work and their private lives. Several terms exist and are used as synonyms despite of their slightly different meanings are different: balance, conflict, interaction, enrichment; personal life, family life… Based on an analysis of 45 French articles in psychology, management and human resources, we notice that the terms used are rarely defined. In a thematic analysis of these articles, we suggest a model which defines all words usually used.     

人口统计学特征对公共服务动机有什么影响?来自元分析的证据

采用元分析方法探讨人口统计学特征与公共服务动机之间的关系。经筛选, 共纳入138篇492个独立样本(N = 1078442)。结果发现, 性别、年龄、教育程度、组织任期、工作任期、职位等级和收入与公共服务动机之间均呈显著的正相关关系, 且与公共服务动机不同维度之间的关系均存在差异, 婚姻状况与公共服务动机间不存在显著的相关关系。此外, 公共服务动机测量工具、测量时间点和文化背景对部分人口统计学特征与公共服务动机之间的关系有调节作用。研究结果为人口统计学特征如何影响公共服务动机提供了较为精确的估计, 对于发展公共服务动机理论, 激励员工工作积极性, 提高公共部门服务水平都有重要意义。     

中国幼儿数数过程信息加工活动研究

探讨中国幼儿数数发展特点。实验1探讨3－5岁幼儿数数的终结点分布状况,结果表明,最大的密集终结点是“19”。实验2进一步考察幼儿在其数数范围内与范围外的起点进行数数的成绩,结果表明,数数范围为11－19的幼儿就开始有部分人可以在其数数范围外的起点进行数数,此表明他们开始应用了数列规则。据此可以认为,中国幼儿的数数活动同样包括联结学习与数列规则学习两种信息加工活动,但中国幼儿数列规则的学习活动在“11－19”数数过程开始。     

The Impact of the Big Five Personality Traits on Reports of Child Behavior Problems by Different Informants

The present study compared ratings of a standardized sample of child behavior problems across informants and examined the effects of informant personality traits on child behavior ratings by mothers, teachers, and group-care workers. Participants were 55 clinic-referred children, aged 6–12 years. All informants watched and rated the same 17-min videotaped behavior sample of a familiar target child. Independent trained observers rated the same videotapes to provide criterion ratings. Informants personality traits were assessed using the NEO Five Factor Personality Inventory. Results showed that mothers reported fewer behavior problems than did the professionals, that the informants who were familiar with the child reported more behavior problems than did the independent observers, and that higher levels of informant neuroticism were related to higher ratings of child behavior problems in the case of the professionals, but not in the case of the mothers. In addition, group-care workers who were less extraverted and open were likely to report more child behavior problems than group-care workers with normal levels of extraversion and openness. Finally, no relations were found between agreeableness or conscientiousness and ratings of child behavior. Findings suggest that professionals who work with children are not immune to distortions based on their own personality.     

小学一～三年级儿童加减法策略选择的发展特点研究

随机选取90名小学一～三年级的儿童为被试,采用实验法和访谈法对儿童解决加减法算术题的策略发展特点进行了探讨。结果发现:1儿童能运用多种策略解决加减法算术题,在解决两个数的算术题时用到了13种策略,在解决三个数的算术题时用到了8种策略。2儿童在解决同一道题时大多能同时运用两种或两种以上的策略。3随着年龄的增长,儿童使用策略的总目呈简约化发展的趋势。4在解决两个数的算术题时,不同年级的儿童在使用出声策略、拆十策略、手势策略、逆算策略、数数策略的次数上差异显著,随着年级的增长其使用频率逐渐降低。5儿童在解决三个数的算术题时,各年级儿童使用出声策略、手势策略、对位策略差异显著,随着年级的增长其使用频率逐渐增高。     

The Relative Influence of Client Characteristics on the Process and Outcomes of Premarital Counseling: A Survey of Providers

To explore the influence of client characteristics in premarital counseling, a five factor model is presented that includes the social context, family-of-origin influences, individual characteristics, couple interactional processes, and motivation for attending premarital counseling. The findings demonstrate that providers believe that many client characteristics influence the degree to which couples benefit from premarital counseling. Providers rated the influence of the client characteristic factors in the following order (from most to least influential): couple interactional processes, family-of-origin influences, individual characteristics, motivation for premarital counseling, and the social context. Recommendations for future theory development, practice, and research are discussed.The findings presented in this article were part of the authors doctoral dissertation at the University of Florida.     

Clinical Guidelines for Working With Stepfamilies: What Family,Couple, Individual,and Child Therapists Need to Know

This article draws on four decades of research and clinical practice to delineate guidelines for evidence‐informed, clinically sound work with stepfamilies for couple, family, individual adult, and child therapists. Few clinicians receive adequate training in working with the intense and often complex dynamics created by stepfamily structure and history. This is despite the fact that stepfamilies are a fundamentally different family form that occurs world‐wide. As a result many clinicians rely on their training in first‐time family models. This is not only often unhelpful, but all too often inadvertently destructive. The article integrates a large body of increasingly sophisticated research about stepfamilies with the author's four decades of clinical practice with stepfamily relationships. It describes the ways in which stepfamilies are different from first‐time families. It delineates the dynamics of five major challenges stepfamily structure creates: (1) Insider/outsider positions are intense and they are fixed. (2) Children struggle with losses, loyalty binds, and change. (3) Issues of parenting, stepparenting, and discipline often divide the couple. (4) Stepcouples must build a new family culture while navigating previously established family cultures. (5) Ex‐spouses (other parents outside the household) are part of the family. Some available data are shared on the impact of cultural and legal differences on these challenges. A three‐level model of clinical intervention is presented: Psychoeducational, Interpersonal, and Intrapsychic/Intergenerational Family‐of‐Origin. The article describes some “easy wrong turns” for well‐meaning therapists and lists some general clinical guidelines for working with stepfamily relationships.     

Defying conventional wisdom: A meta-analytical examination of the differences between demographic and job-related diversity relationships with performance

Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N = 146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team’s composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity’s effects.     

How Sensation Seeking provides a common basis for functional and dysfunctional outcomes

This research determines if Mastery Goal Orientation mediates Sensation Seeking in the prediction of functional performance and if Sensation Seeking directly predicts dysfunctional behavior. Using two different measures of Sensation Seeking, a sample of fulltime Australian workers was used to test the proposed learning mechanism in the prediction of supervisor rated work outcomes, self-reported work outcomes, and self-reported dysfunctional behavior. As predicted, mediation and suppression analyses provided strong support for the proposed model but with just one of the measures of Sensation Seeking. It is concluded that this mechanism of learning has much to offer our understanding of functional and dysfunctional outcomes.     

Bien-être,satisfaction au travail et conflit travail–famille : une perspective centrée sur l’influence du leadership

This research investigates the relationship between well-being, work satisfaction, work–family conflict and leadership, based on hierarchical status. Regression analysis confirmed that leadership can predict a significant part of work satisfaction and well-being variation. The most significant results suggest that transformational leadership is related with higher satisfaction and laissez-faire leadership with lower satisfaction. Results showed no significant contribution of leadership on work–family conflict score variation. These results provide evidence that management styles should be considered to increase well-being and employees satisfaction.