An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

Assessing knowledge-intensive work environment: General versus situation-specific instruments

The aim of the present study is to examine to what extent general and situation-specific work environment instruments capture the salient work characteristics in a knowledge-intensive context. We conducted qualitative open-ended interviews with 30 employees (24 men and six women) from a Norwegian university department. The information from the interviews was content-analysed and coded on the scales of five work environment instruments; two general instruments (the General Nordic Questionnaire for Psychological and Social Factors at Work [QPSNordic] and the Job Diagnostic Survey [JDS]) and three situation-specific instruments (Assessing the climate for creativity [KEYS], Situational Outlook Questionnaire [SOQ], and the Organizational Climate Measure [OCM]). The results showed that situation-specific work environment instruments covered significantly more statements about the work environment than the general instruments. More statements could be categorized on the organization and individual levels, compared to group and leadership levels. The situation-specific instruments covered more statements than general instruments at the organization level. These statements were mainly related to the organizational context, social and relational characteristics, and encouragement of creativity and organizational impediments to creativity. The findings support the value of situation-specific instruments for assessing the work environment in knowledge-intensive organizations.     

A response to Dr Anthony Daniels

One of the sources of the diversity within psychotherapy is the conceptualization of the body. There are three main ways in which the body is seen. These correspond to three levels within the Wilber (1996) structural model. At level 1 the body is seen as something quite separate from the mind. We can treat the mind independently and leave the body to other specialists, such as medical doctors. If we do deal with the body, it is only in an external and behavioural way. At level 2 the body is seen as integrated with the mind, and the client is encouraged to see it this way too. One of the aims is bodymind unity. The body is continually referred to, and may be touched or asked to go through certain motions as part of the therapy. At level 3 the body is seen as the site for symbolic representations of divine archetypes, and reference is made to the subtle body. Both mind and body are seen as part of something greater, the soul. All three of these approaches are to be found within psychotherapy. It is argued that, unless these divisions are taken seriously, psychotherapy will remain confused. It is already confusing to others. By removing this particular form of confusion, it will be easier for psychotherapists to know what they are doing, and the scope and limits of their own particular orientation. Of these three versions of the body, the third is probably the least well known, but is growing the fastest. More lengthy attention is therefore paid to that.     

Amélioration de la qualité de vie au travail dans les unités de soins : la démarche ORSOSA

Improve the quality of working conditions is a major issue for healthcare workers who have to deal with productivity obligations and multiple procedures. Based on the magnet hospital concept, the ORSOSA study (prospective cohort study of 4000 helthcare workers) helped develop and validate a methodolody that allows to quickly diagnose the levels of psychological and organizational constraints (CPO) from the staff’s point of view / of the staff. The ORSOSA method relies on an organisational psychologist who launches a dynamic during the diagnostic feedback phase. He gets the team to appropriate the strengths and weaknesses and to rank their recommendations. This article presents an overview of the method and it the first stages of its evaluations.     

今本《周易》卦序排列数学规律新探

今本《周易》六十四卦卦序是依据什么道理排列出来的,迄今仍然没有一个完美的解答。本文尝试把卦序问题作为一个数学问题去考虑,探讨卦序的制作者所依据的数学思想与技巧。《六十四卦错综图》是我们研究序卦最重要的参考图,并指出十对三明三阳卦在序卦排列中起着骨架作用．无论是十对三明三阳卦,还是围绕这十对卦左右的其它卦,其排列在序数配置、卦区划分和爻画布排等诸多方面都蕴含着丰富的数学内容,充分反映了序卦的制作者运用数学技巧的娴熟技艺和精妙构想。     

维果茨基心理学理论述评

维果茨基是苏联早期一位才华横溢的杰出心理学家,社会文化历史学派的创始人。近年来国际上出现的维果茨基研究热,充分显示了维果茨基心理学思想对现代心理科学的重要的现实意义。维果茨基的心理学理论异常丰富,主要包括活动理论、工具理论、思维和言语理论、教学和发展理论、心理学方法论等。维果茨基心理学理论是对意识的文化历史决定的研究的重要贡献,其理论不足之处主要带有抽象社会观点的色彩等。     

The cognitive antecedents and motivational consequences of the feeling of being in the zone

The feeling of being in the zone (related to “flow”) is marked by an elevated yet effortless sense of concentration. Prior research suggests that feelings of being in the zone are strongest when the demand posed by a task matches one’s level of ability (i.e., the balance hypothesis). In the present article, we tested this hypothesis using a novel experimental paradigm. By collecting numerous zone judgments for each participant, we were able to examine intra-individual sources of variance that explain why people often feel more or less in-the-zone on the same task from one moment to the next. The results of two experiments provide support for what we have termed the balance-plus hypothesis, which posits that zone experiences are strongest (Experiments 1–2) and have the greatest motivational force (Experiment 2) when the balance between task demand and ability is accompanied by positive assessments of one’s own performance.     

Between- and within-person level motivational precursors associated with career exploration

Career exploration is a critical process for child and adolescent development leading people toward suitable work and developing a vocational identity. The present study examined the role of motivational precursors, namely work valences and personal agency beliefs, in explaining in-breadth and in-depth career exploration. Given the dynamic nature of motivation, we teased apart the between-person differences and within-person variabilities in motivational precursors to examine how they are independently associated with career exploration. Two hundred one high school students comprised the sample and were surveyed three consecutive years. Results revealed that work valences and agency beliefs were associated with career exploration at both the between- and within-person level. Further, when individuals exhibited greater level of agency beliefs and positive valences, they were more likely to exhibit more in-depth exploration one year later. Implications for career guidance are discussed.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.