医务工作者对剖宫产率增高影响的分析

剖宫产率的过快增加已经成为了一个全球性的问题,不仅是一个医疗问题,而且是一个社会问题、伦理问题。与剖宫产率增高相关的因素是多方面的,本文重点探讨医源性因素对剖宫产率增高的影响,分析从医院及医生方面控制剖宫产率增高的措施。     

The moderating effect of perceived organizational support on the relationships between organizational justice and objective measures of cardiovascular health

This paper builds on a recent meta-analytic review on the relationships between organizational justice and health. Specifically, we examine the moderating role of perceived organizational support (POS) on the relationships between organizational justice and three objective cardiovascular health measures, namely, heart rate, systolic blood pressure, and diastolic blood pressure, among a population of 290 public construction workers. The interaction between justice and POS was statistically significant using procedural justice, demonstrating that procedural justice is associated with improvements in the three health outcomes only when POS is relatively high. In other words, higher levels of both procedural justice and POS were needed for reduced heart rate and reduced systolic and diastolic blood pressure. However, the interaction between distributive justice and POS did not significantly relate to the health outcomes. This study makes a contribution to the field by focusing the effects of psychosocial workplace variables on measures of cardiovascular health, and demonstrating an important boundary condition of the relationships between procedural justice and cardiovascular risk factors.     

Authentic leadership influences on organisational commitment in a South African state hospital

This study investigated the influence of authentic leadership (AL) on employee organisational commitment (OC) in a South African state hospital. A convenience sample of 222 employees (female = 81%; black = 82%) completed the Authentic Leadership Questionnaire on their perceptions of AL behaviours among their leaders; namely self-awareness, relational transparency, internalised moral perspective, and balanced processing. The employees also completed the Organisational Commitment Questionnaire to self-report on their own OC; namely affective, continuance, and normative commitment. Data were analysed utilising regression analysis to predict employees’ self-reported OC from perceived AL behaviours. Findings suggest AL scores to predict OC scores as well as the OC dimensions of continuance and normative commitment. AL scores did not predict affective commitment. Employees whose leaders apply AL may be able to retain employees through increased OC.     

(Still) Modern Times: Objectification at work

A great deal of research has investigated gender‐related objectification. In the current work, we aim to extend the empirical research on this phenomenon to the working domain. Consistent with several theoretical assumptions, we expected that factory workers would be objectified as a consequence of their work. In Study 1, we showed that each of the critical features of factory work (i.e., repetitiveness of movements, fragmentation of activities and dependence on the machine) significantly affected the view of the worker as an instrument (vs. a human being) and as less able to experience human mental states. Coherently, we found that factory workers, unlike artisans, were perceived as more instrument‐like (Study 2) and as less able to experience mental states (Study 3) when participants were asked to focus on the target's manual activities rather than on the target as a person. The theoretical and practical implications of these findings are considered.     

Workers' self‐objectification and tendencies to conform to others

Recent research showed that workers' self‐objectification—their self‐perception as objects rather than human beings—leads to detrimental intrapersonal consequences. In the present research, we explored whether this phenomenon may also affect interpersonal relations, by increasing workers' tendencies to conform. In a correlational study, Italian workers who perceived their work as more objectifying self‐objectified more—self‐attributed less human mental states and self‐perceive as more instrument‐like than human‐like—and, in turn, were more inclined to conform with others. The second study experimentally confirmed this pattern, showing that British workers who recalled an objectifying (vs. a non‐objectifying) work experience self‐objectified more. Self‐perception as instrument‐like was associated, in turn, with an increased tendency to adapt to others' opinions. The implications for organizational and social psychology are discussed.     

Effects of cognitive reappraisal and expressive suppression on daily work-related outcomes: Comparison between younger and older Chinese workers

The existing models of emotion regulation (ER) do not make any specific prediction about the differential effects of the same ER strategy among individuals of different ages. However, such assumption may not be necessarily true, given that older adults emphasise emotional goals greater than their younger counterparts. Using a daily diary approach, this study investigated whether the effects of cognitive reappraisal (CR) and expressive suppression (ES) on daily work-related outcomes would vary by age when individuals were experiencing negative events at work. A total of 141 Chinese managerial employees (M_age = 42.40, SD = 9.16) completed the diary report for 15 consecutive workdays by recording their daily work experiences. The results of the multilevel analyses showed that age moderated the effects of ES on daily negative emotions, perceived work stress, and job satisfaction. More beneficial effects were observed among older workers than among younger workers. By contrast, the use of CR significantly lowered the levels of negative emotions and perceived work stress for both younger and older workers. These findings revealed the importance of considering the role of age in evaluating the effects of ES on work-related outcomes, which provides important implications for future research and training programs in ER.     

无边界职业生涯取向与青年员工职业成功：职业胜任力的中介作用

基于职业成功的胜任力模型,探讨无边界职业生涯取向与青年员工职业成功的关系。采用两阶段（two-wave）问卷调查法,以385名35岁以下的年轻员工为样本进行研究。结果表明,无边界思维模式与青年员工的主观职业成功、客观职业成功均显著地正相关,职业胜任力在其中起完全中介作用;组织流动性偏好与青年员工的主观职业成功、客观职业成功均显著地负相关,职业胜任力在其中起中介作用。研究证实了无边界职业生涯取向对青年员工职业成功的“双刃剑”效应,为青年员工的职业生涯管理提供了重要启示。     

Mobile Cultures of Migrant Workers in Southern China: Informal Literacies in the Negotiation of (New) Social Relations of the New Working Women

In this paper, we analyze the data collected through in-depth interviews of migrant workers in Southern China about their mobile cultures. In particular, we focus on understanding the role that mobile cultures play in female workers’ negotiation of their social and romantic relations and leisure space and how these negotiations are directly or indirectly facilitated by development of informal literacies through their frequent short message service communicative practices. These will help us understand the lifestyle aspirations and life trajectories of the new young working women in China who are experiencing the most rapid socioeconomic changes in society and negotiating their ways of life amidst much tension between old and new values governing lifestyle aspirations, familial, and gender relations.

2404例农民工急诊医疗现状调查与对策研究

为调查进城农民工急诊医疗现状,对2404例急诊住院治疗的农民工进行项目的回顾性调查研究。其中青壮年占79．1％,低学历占86．5％,创伤占83．7％,自费占76．9％;同时,统计显示,医疗欠费逐年增高。目前急诊医疗问题比较复杂,医疗保障制度不完善,医疗卫生资源分配不公平。为了改变这种局面,应当完善农民工的医疗保障机制,从制度上解决农民工急诊医疗问题。