L’influence longitudinale de la justice organisationnelle sur le bien-être psychologique au travail : quels types de justice sont déterminants ?

Regarding the relationship between perceived organizational justice and psychological well-being at work, few studies compare the influence of the four organizational justice facets, and even fewer do so longitudinally. The objective of this study is to evaluate the longitudinal relationships between these facets and psychological well-being at work. Social exchange theory suggests that distributive, interpersonal, and informational justices are better predictors of well-being than procedural justice. A sample of 192 Canadian workers from a diversity of occupations completed two self-reported questionnaires at a six-month interval. Results support the importance of rewards allocation (distributive justice) and information given on this allocation (informational justice) to promote workers’ well-being.     

Response to ‘Transgender medicalization and the attempt to evade psychological distress’ (Withers 2020) and to Herdzik’s (2021) response to Withers

Psyche is non-binary and multiple and clinical work in the analytic container must be held in the fluidity of multiplicity. Analysts are called to bring Queer energy to analytical attitude. Queer energy is intrinsically non-conforming and desires to confront a priori concepts in service to the unfolding of the Self. A Queer analytic attitude seeks to blur narrative, deconstruct language and listen deeply for what is emergent in the field. Queer energy is also deeply activating and often results in polarizations of attitude and a failure to hold what is emergent. This response to Withers (2020) and to (Herdzik 2021) is an invitation for all of us to engage our activated complexes around work with transgender issues and the fluidity of the Queer experience. The multiplicity of the Self seeks to be known through analytic process. Consciously held authentic experience of what is emergent and thus unknown is at the core of this process. An analysis capable of holding Queer energy offers a theatre for the exploration of gender identity and its expression.     

亲组织不道德行为的解释机制与理论模型

亲组织不道德行为(Unethical Pro-organizational Behavior, UPB)界定的是组织员工出于维护组织的利益而做出的不道德行为。UPB在组织中难以被识别, 却可能给组织带来严重的负面影响。因兼具亲组织性和不道德性, UPB的研究引起了各界的广泛关注。因此, 有必要明确UPB的来源与界定; 亦有必要借鉴“不道德行为”的解释路径, 从理性决策和直觉判断两个解释机制对UPB前因研究取得的进展进行理论归纳梳理, 形成理论模型。在此基础上提出未来的研究方向:亲领导不道德行为和亲团队不道德行为的细分研究, 中国本土背景下企业所有制形式对UPB理论模型可能产生的调节作用, 以及角色压力对UPB的影响。     

员工感知被信任影响工作投入的心理机制：维度差异及理论比较

领导－员工之间的信任是工作场所中宝贵的资源,但有关领导对员工的信任及其作用机制的研究相对缺乏。以423名企业员工为被试,通过问卷调查法从被信任方角度考察了员工感知被信任对工作投入的影响及其机制,并比较了三种主导解释理论的相对有效性。结果显示：感知被信任与工作投入正相关,但其具体作用机制有赖于感知被信任的不同维度;相对于不确定管理理论和认知评估理论,社会交换理论更能有效解释感知被信任与工作投入的关系。     

领导-成员交换与情绪枯竭:互惠信念和权力距离导向的作用

结合社会交换理论和角色理论,领导-成员交换关系中下属的回报不仅受到互惠规范的约束,还受到上下级关系权力不对称的影响。因此,将探索互惠信念和权力距离导向单独及交互项对领导-成员交换与情绪枯竭关系的调节作用。采用两个时间点172名员工的匹配数据,运用层级回归对假设进行了检验。结果表明,领导-成员交换(T1)与情绪枯竭(T2)总体上呈显著负向关系。互惠信念(T1)和权力距离导向(T1)单独对领导-成员交换与情绪枯竭关系的调节作用并不显著,但是二者的交互项的调节作用显著。即,领导-成员交换、互惠信念和权力距离导向对情绪枯竭有显著三维交互作用。具体的,高互惠信念和低权力距离导向的员工,领导-成员交换与情绪枯竭呈显著正向关系;高互惠信念和高权力距离导向的员工,领导-成员交换与情绪枯竭呈显著负向关系。研究验证了领导-成员交换过程中互惠规范的作用,表明互惠规范的适用性受到上下级关系特征的影响。     

Presence of ε-martensite as an intermediate phase during the strain-induced transformation of SUS304 stainless steel

We have investigated the formation process of α′-martensite from the γ-phase induced by external strain using in situ synchrotron diffraction experiments, combined with Lorentz transmission electron microscopy (TEM) and high-resolution TEM observations. It is clearly demonstrated that ε-martensite with hexagonal symmetry appears as an intermediate structure during the plastic deformation of SUS304 stainless steel. In addition to stacking faults and dislocations, interfaces between the twin structures presumably play a key role in the formation of ε-martensite.     

Sustainable Environmental Development: The Moderating Role of Environmental Identity

This study develops and tests a model of Chinese residents' evaluation of government developmental activities based on identity theory and social exchange theory. The study proposes hypotheses regarding the influences of perceived benefits and environmental identity on residents' satisfaction with the government, the moderating role of environmental identity in the relationship between perceived benefits and satisfaction, and the effect of satisfaction on residents' support intentions. The model is tested with data collected from 474 residents of four cities in China. Results show environmental identity, along with perceived economic and environmental benefits, plays a very important role in residents' satisfaction with the government. The significant moderating role of environmental identity suggests differential effects of perceived benefits on satisfaction are observed based on the level of environmental identity. Satisfaction is found to be important for obtaining residents' support for the government and future environmental development. Implications of the study are discussed.     

The mediating effect of leader-member exchange between strengths use and work engagement

This study investigated the mediating effect of leader-member exchange (LMX) (as perceived by subordinates) in the relationship between strengths use and work engagement. Participants numbered 213 employees in a South African financial organisation (females=53.10%, blacks=19.40%). Data on their perceptions of LMX, strengths use and work engagement were collected with the LMX-7, SUDIQ and UWES-17. Structural equation modelling methods with bootstrapping were used to determine the role of LMX in the relationship between strengths use and work engagement. Findings showed that perceived organisational support for strengths use (POSSU) had a positive relationship with both LMX and work engagement, and that LMX had a positive relationship with work engagement. Furthermore, LMX mediated the relationship between POSSU and work engagement, indicating the important role of high quality leader- member exchange in organisations.     

The experience of receiving scholarship aid and its effect on future giving: a listening guide analysis

Why are there so many people who receive scholarship aid who do not give back to the schools that gave it? Social exchange theories grounded in the assumption of direct reciprocity have long been the framework used within higher education to understand donative behavior. As a result, conventional wisdom within higher education holds that recipients of scholarship aid will later donate money to the institution that provided it. However, the philanthropic data show that most aid recipients do not, in fact, give back. This study probes the underlying factors for this phenomenon by using the Listening Guide, a voice-centered relational method of discovery, to analyze and interpret interviews with 10 scholarship recipients. By providing a more robust understanding of the experience of receiving, the findings challenge some of the most basic psychological and sociological assumptions about giving and generosity within higher education.