Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.     

Web-based recruitment in the Millennial generation: Work–life balance,website usability,and organizational attraction

In this digital era, traditional recruitment efforts have increasingly been supplemented with or replaced by recruiting applicants on the Web. Concurrently, organizations are increasingly adapting to younger individuals from the Millennial generation as they enter the workforce. We combine these salient issues to examine Web-based recruitment of the Millennial generation by assessing predictors of organizational attraction. Using a sample of Millennials (N = 493), we found that perceptions of both work–life balance and website usability incrementally predicted attraction, when controlling for perceptions of other organization characteristics. In addition, person–organization fit mediated these relationships. These findings speak to the importance of examining how aspects of Web-based recruitment influence Millennial applicants.     

\"必要伤害\"作为生态伦理规范的合理性

\"必要伤害\"是在对不伤害原则理论缺陷的反思、挖掘和借鉴西方生态伦理学有关解决人与自然矛盾和冲突的伦理思想的基础上,提出的新的道德规范原则。它包括:人类为了自身的利益对自然界不得不做出的损害;人类为了自然的完整和稳定不得不对自身的权利做出让步、节制而造成的损害。\"必要伤害\"原则的提出,既丰富和完善生态伦理学的道德原则体系,又为人们的生态道德实践提供了有效的行为指导。