工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

Perfectionism,over commitment to work,and burnout in employees seeking workplace counselling

Perfectionism is linked to a range of psychological disorders. Burnout is an important construct in the working population and has been found to overlap with related constructs such as depression. There has been limited research conducted between perfectionism and burnout. This study aimed to examine the link between perfectionism and burnout and if procrastination and over commitment to work were mediators of the relationship. There were 69 participants recruited who were seeking counselling from a counselling firm, providing employee assistance services. The results indicated that procrastination was not a significant mediator of the relationship between concern over mistakes (CM) perfectionism and burnout. There was a significant mediating relationship found, where overcommitment to work mediated the relationship between CM perfectionism leading to burnout. The implications of the study in terms of interventions for employees suffering burnout, and directions for future research in regards to the relationship between perfectionism and burnout are considered.     

Embedding instructive feedback into teacher-student interactions during independent seat work

The effects of embedding a constant time delay procedure into an independent seat work activity and using instructive feedback were evaluated in this study. Seven students with mild disabilities participated in the study that occurred in their special education classroom. A multiple probe design across sets of target behaviors was used, and students' responses to instructive feedback stimuli were evaluated during each probe condition. The procedures were implemented with a high degree of fidelity, and the results indicate that (a) the students acquired the target behaviors taught with the constant time delay procedure that was embedded into independent seat work, and (b) the students acquired some but not all of the responses to the instructive feedback stimuli. These findings are discussed in terms of using instructive feedback in classrooms and future research on instructive feedback.     

SK-克雷佩林心理测验--一种客观性人格测验的研究和编制

本研究遵循克雷佩林连续加算法的基本原则,充分吸收内田一克雷佩林心理测验的长处,参照其客观化的作业方式和操作方法,并加以改进,研究并编制出一套既科学又客观的连续加法运算作业测验,以编制者的名义命名为SK-克雷佩林心理测验。并根据作业曲线的变化特征提出了“作业商数”这一客观化指标,可以对受测者作业曲线的总体分布以及与标准作业曲线的符合或偏差程度有大致的了解,并由此推断个体心理机能各方面基本倾向是比较协调还是略有偏差等。     

Studies of Work: Achieving Hybrid Disciplines in IT Design and Management Studies

We explore the relationship between ethnomethodology (EM), ethnography and the needs of managers and designers in industry, considering both ethnomethodological and industrial criteria of adequacy and explicating their relationship through the concept of “audience.” We examine a range of studies in this light, with a view to their possible candidacy as hybrid studies and identify three types of application of EM studies of work: market research, design, and business improvement. Application in the first of these fields we dub “anthropological,” in that it consists in studying and reporting back on the ways of exotic people (customers). This is the application most commonly found in studies of computer supported co-operative work (CSCW). A second CSCW application, “technomethodology,” involves the introduction of EM concepts into the design process. A further application, dubbed “holding-up-a-mirror,” involves reporting back to members of a setting upon their own activities. We argue that technomethodology and holding-up-a-mirror both offer the possibility of creating hybrid disciplines. We consider the objection that improvement and design involve the introduction of value judgements that threaten the practice of EM indifference, arguing that action research can serve as a guarantee of unique adequacy (UA) by testing the researcher’s understanding as analysis in action in the setting. Furthermore, the standard of reporting required by the UA criterion contributes to the effectiveness of proposed solutions.     

为了更好地工作：工作恢复的内涵及实现机制

工作恢复是保障员工持续有效应对工作要求,支撑员工“更好地工作”的资源补充机制,也是近年来职业健康心理学研究中的一个热点主题。本文在澄清工作恢复概念的界定和梳理工作恢复影响因素的基础上,着重围绕工作恢复的实现机制进行了分析和探讨。最后,围绕工作恢复相关研究的现状及未来方向进行了总结和展望。     

双职工家庭父母工作投入对初中生学业投入的影响

基于资源保存理论,采用工作投入问卷、关系网络问卷、学业自我效能感问卷、学业投入问卷对326个双职工家庭的父母及其初中生子女进行调查,探讨父母工作投入对初中生学业投入的影响。结果表明：（1）父母工作投入、父母社会支持、子女学业自我效能感、子女学业投入两两之间呈显著正相关;（2）父母社会支持和子女学业自我效能感在父母工作投入影响子女学业投入中起中介作用;（3）父母社会支持和子女学业自我效能感的中介效应不存在显著的性别角色差异。从资源保存理论来看,父母工作投入对子女学业投入的影响,在一定程度上反映了资源在家庭系统内的投资和增益过程。     

企业伦理:意涵及其功能

企业伦理从日常伦理衍生而来,但也具有自身的场域逻辑;企业伦理主要涵括企业之于社会系统的责任伦理和企业中“利益相关者”之间的职业伦理;企业伦理的功能渐次演绎为“约束效用”、“工具效用”以及“价值效用”;在一定情境下,企业伦理与其组织功效、经济绩效其实还存在着一种“兼容性”。     

Art, dreams and active imagination: a post-Jungian approach to transference and the image

The term active imagination is sometimes applied rather uncritically to describe all forms of creative activity that take place in depth psychology. Whilst there are many forms of expression that evoke or are evoked by active imagination, they cannot automatically be classed as active imagination. In this article investigation of visualized mental imagery, dreams and art reveals three distinct forms of image-based psychological activity. Integrated and mediated within the transference and countertransference dynamic, it is proposed that the engagement in active imagination reflects and is influenced by the transference. Distinctions between sign and symbol, simple and big dreams as well as diagrammatic and embodied imagery clarify the differences. Examples from clinical practice demonstrate each mode in action within the analytic frame.     

Similitudes et différences de perceptions chez des salariés hommes et femmes

This study investigates men and women perceptions in the work, accros the relations between work conditions and job satisfaction. Similarity and difference are questionned about the mean dimensions of the work conditions (factor analysis) as well as the prédictive value of theses dimensions for the job satisfaction (regression analysis). In the same point of view, similarity and difference are analysed about health, importance of life domains and work-family interferences. Men and women seem to organize in the same way work conditions. Three factors are retained (Relations with superiors, Development and autonomy, Work intensity), wich the first two predict job satisfaction, for the men and the women. Nevertheless we note some differences, both about the force of the prediction and about specific item. Results and and futur works are discussed.