Work Stress and Marriage: A Theoretical Model Examining the Relationship Between Workaholism and Marital Cohesion

Using structural equation modeling the relationship of work stress and marital cohesion was empirically investigated. It was hypothesized that work stress would have an inverse relationship with marital cohesion. Participants were a random sample of 326 adult females who were members of the American Counseling Association. The results of the data-model fit analyses support the hypothesized relationship. The coefficient of determination for the structural equation was 0.60 indicating a substantial degree of explanation for the relationship tested. Implications of these findings for future research are presented.     

A Test and Refinement of the Demand–Control–Support Model in the Construction Industry

This study aims at a test and further refinement of the Demand–Control–Support (DCS) model among construction workers (N = 210). On the basis of theory and empirical evidence, we hypothesized that mental or physical job demands, low job control, and lack of social support at work have direct and synergistic effects on burnout. The model was expanded by hypothesizing that burnout mediates the relationships between these potentially demanding working conditions on the one hand, and health complaints on the other. Results of a series of structural equation analyses partly supported these hypotheses. The proposed model fitted adequately to the data, although some variables in the DCS model did not make a unique contribution to explaining variance in burnout and (indirectly) health complaints. Interestingly, lack of social support was the most important determinant of burnout and health complaints among construction workers. In addition, a significant three-way interaction effect partly confirmed the synergism hypothesis: Physical demands were only related to burnout if participants had poor job control and reported high social support. The implications of these findings for research and practice are discussed.     

工作家庭冲突的初步研究

工作家庭冲突是一种特殊类型的角色交互冲突 ,它对于了解人的胜任特征模型和提高人力管理的效率有重要的意义。本研究通过在银行、科研单位和高新技术企业进行的有关工作家庭冲突的调查结果表明 ,较之家庭—工作冲突 ,工作—家庭冲突能较好预测员工的工作压力 ,它通过工作压力间接地对工作满意感起作用 ,女性员工的工作态度更容易受到工作—家庭冲突的影响。     

中学生偶像崇拜与学业自我概念、学业成绩的关系研究

研究主要采用问卷法 ,选取北京市某普通中学 42 8名初一至高三的学生进行研究 ,结果表明 :(1 )有偶像的中学生人数显著高于无偶像的人数 ,“歌星影星”与“著名人士”是其崇拜的主流。 (2 )学业自我概念及其各维度在有无偶像之间不存在显著差异。 (3)主要偶像类型对学业自我概念具有显著主效应。 (4 )有无偶像和主要偶像类型对学业成绩均没有显著主效应。     

资源保存理论在组织行为学中的应用：演变与挑战

资源保存理论(conservation of resources theory, COR)是组织行为学研究近30年中被引最高的理论之一。COR的提出源自Hobfoll对临床应激障碍的观察与思考,历经了多次修订后该理论逐步由一个压力–反应模型发展成了一个以个体资源存量及其动态变化解释行为动因的动机理论,形成了一个具有较广泛外延的理论体系。组织行为学是资源保存理论标志性文献的施引文献的核心来源。大量组织行为学研究对COR中的资源损失漩涡、获得螺旋等核心过程进行了实证检验,涉及广泛的研究议题,使COR成为了理解员工心理与行为动因的最具影响力的理论之一。COR在组织行为学中的应用面临一定的挑战,其中有来自认知评价理论、适应理论的观点挑战,也有其作为一个"跨界理论"带来的挑战。组织行为学研究在应用COR时应充分尊重其理论要义,避免削足适履。     

公交行业一线员工人格特质对工作绩效影响的实证分析--以工作态度作为调节变量

通过问卷调查法,探讨在工作态度调节下大五人格特质与工作绩效的关联。对1277名公交行业一线员工的研究结果表明：(1)人格特质与工作绩效有显著的相关,工作态度在这一关系中起到调节作用。在高工作态度中,人格特质与任务绩效联系较为紧密,工作绩效的良好预测指标是尽责性和外向性;在低工作态度中,人格特质与关系绩效联系较为紧密,工作绩效的良好预测指标是宜人性和外向性。(2)在高工作态度的环境中,人们更看重工作的完成;在低工作态度的环境中,人们更看重关系的协调。工作态度调节着人格特质对工作绩效的影响。     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

“情绪工作”研究概况

从情绪工作的表述,情绪工作概念的提出及其发展,情绪工作的维度、测量、前因变量、策略、后果变量和机制等方面对国外研究进行了介绍,并在此基础上,指出未来的研究除了继续探讨与情绪工作相关的基础理论问题外,重点应该探讨如何把情绪工作融入人力资源管理实践     

Culturally intelligent supervisors: Inclusion,intercultural cooperation,and psychological safety

By integrating the cultural intelligence (CQ) and diversity/inclusion literature, we attempt to make a dual contribution to the literature by understanding how subordinates' perceptions of their supervisors' CQ may enhance their intercultural cooperation via their individual psychological climate for inclusion. We further examine the role of minority members' psychological safety as a result of perceived supervisor CQ and psychological climate for inclusion. To explore these processes, we conducted three studies. Based on social processing and social learning theories, we empirically tested the relationship between perceived supervisor CQ and subordinates' intercultural cooperation and initially determined the role of one of the three dimensions of psychological climate for inclusion (i.e. integration of differences) (Study 1: two-waves; N = 316). To address the data limitation and to expand the framework (i.e. adding in the other dimensions of psychological climate), we conducted Study 2 (two-waves; N = 173). We further extended the framework to include psychological safety and obtained two-waves of data from ethnic minority members in Study 3 (N = 155). Our results supported our predictions offering novel insights into why CQ matters for supervisors of culturally diverse work units and clarify the various mechanisms on how supervisors' CQ influences intercultural cooperation in those units.