服务行业员工的人格特质、情绪劳动策略与心理健康的关系

研究采用问卷法, 抽取服务行业员工样本357份, 探讨人格特质(QZPS)、情绪劳动策略对心理健康的作用机制。结果显示：(1) 在QZPS中, 善良预测较少的表层动作, 较多的自动调节; 才干预测较多的深层加工; 行事风格预测较多自动调节; 情绪性预测较少的深层加工; 他人指向预测较少的表层调节, 较多的自动调节; 自我指向预测较多的深层调节; 事物指向预测较多的自动调节和深层加工, 较少的表层动作。(2) 表层劳动预测较差的心理健康, 深层劳动和自动调节预测较好的心理健康。(3) 表层动作在善良、他人指向与心理健康之间起显著中介作用, 深层加工在情绪性、才干、自我指向、事物指向与心理健康之间起显著中介作用。自动调节在善良、行事风格、事物指向与心理健康之间起显著的中介作用。(4) 外向性可直接作用于心理健康。研究显示, 外向性、善良、才干、行事风格、他人指向、自我指向、事物指向等QZPS特质高分者都比较容易适应服务行业, “情绪性”高分者从事服务行业工作将有较大的心理健康代价。另外, 从深层调节和自动调节角度开展心理健康培训、职业心理咨询及自我调节, 可增强员工对服务工作的适应性, 并促进心理健康。     

身体拥有感错觉对疼痛的影响及其作用机制

身体拥有感错觉以多通道的感官整合为基础,包括视觉-触觉、视觉-本体感觉、触觉-本体感觉、视觉-内感受的整合等。来自实验室急性痛以及慢性痛的大量结果表明拥有感错觉可产生镇痛作用。身体部位尺寸大小、肢体透明度等相关影响因素也逐渐得到揭示。拥有感错觉影响疼痛的机制与身体表征的改变有关,该过程可能涉及“身体网络”与“疼痛网络”间的连接,其中后顶叶皮层可能有重要作用。未来研究应更为深入地探索拥有感错觉范式以考察不同因素对疼痛的影响;在现有多感官整合的范式中重视内感受的作用;考察拥有感错觉改变疼痛的认知神经机制;区分急、慢性痛条件下以及不同慢性痛类型中拥有感错觉对疼痛的不同影响。     

术后镇痛的实践思维

从外科医师和麻醉科医师传统临床思维方法特点分析,认为传统术后镇痛具有明显的片面性、专一性等临床诊疗的局限性。而从实践思维和循证医学理论角度分析,认为术后镇痛在围手术期“人性化”诊疗、防治全身炎症反应综合征或围手术期癌转移等方面具有的重要性与广阔前景。     

监狱基层男性警察情绪劳动调查分析报告

目的了解广州市监狱基层男性警察的情绪劳动状况。方法采用随机抽样法对100名监狱基层男性警察进行问卷调查。结果表明①监狱基层男性警察的情绪劳动表现策略在受教育程度上无显著差异;②26～30岁监狱基层男性警察使用表面表现的频率比较多;③在职位方面,干事使用深层表现的频率比一般管理警察的高;④警龄长和已婚的监狱基层男性警察运用自然表现的频率比高。结论监狱基层男性警察在情绪劳动表现策略中最经常使用的自然表现,其次是深层表现,最后是表面表现。     

颅脑肿瘤切除术后硬膜外血肿的原因及预防

浅析颅脑肿瘤切除术后硬膜外血肿形成的原因及预防措施。回顾性分析本科室自2005年7月～2009年7月共计13例脑肿瘤术后硬膜外血肿发生的特点,所有病例血肿均发生于小脑幕上,其中7例位于额部,3例位于颞部,2例位于顶部,1例位于枕部;平均血肿量为(37.3±3.2)ml。脑肿瘤切除术后硬膜外血肿形成机制为多种原因所导致的颅内压及脑脊液动力学改变致硬脑膜与颅骨剥离有关。各环节采取相应预防措施及术后常规复查头颅CT是防治脑肿瘤术后非手术区域硬膜外血肿的关键。     

幼儿教师共情的负面效应：一个有调节的中介模型

为探讨共情负面效应的作用机制及条件,采用共情量表、Maslach职业倦怠问卷教育版、情绪劳动策略量表和领悟社会支持量表对253名幼儿教师进行调查。结果发现：(1)幼儿教师的情绪共情正向影响情绪枯竭,该影响作用可以通过情绪劳动这一中介实现;(2)幼儿教师的认知共情负向影响情绪枯竭;(3)社会支持调节了幼儿教师情绪劳动对情绪共情与情绪枯竭关系的中介过程的后半段路径。研究结果对幼儿教师心理健康有重要意义。     

Overseas Filipino workers and the COVID-19 pandemic: Exploring the emotional labor of persistence

Without a doubt, the precarity of an overseas Filipino worker's (OFW) life is augmented by the COVID-19 pandemic, primarily through the economic and political consequences that such public health crises engender. However, while primarily seen in terms of their economic and political dimensions, these consequences also affectively disrupt the life of OFWs. In this paper, I trace the various conflicting ways that OFWs, who were terminated from their jobs during the COVID-19 pandemic, have dealt with their emotions while still in their respective host countries, and, trying to find a way to return home. Drawing from Arlie Hochschild (1983) concept of emotional labor, I argue that the OFWs perform what I am provisionally calling the emotional labor of persistence. This type of emotion work, though tied to, and enabled by the precarious conditions in which the respondents live, is a resistive and agential kind of emotional labor. It allows the OFWs to endure precarity, and in the process, find ways to elude, confront, or question the modes of thinking and feeling in which they are constantly circumscribed by the demands of their overseas work and overall precarious situation.     

表层表演和深层表演的关系:来自元分析的证据

采用元分析的方法探讨两种主要情绪劳动策略(表层表演、深层表演)之间的相关.经筛选,共有150篇文献的162个独立样本(N = 63629)符合标准.元分析结果发现,表层表演与深层表演呈显著正相关(r = 0.17).量表的作答方式、测量工具、职业类型对表层表演与深层表演的相关具有显著影响.具体表现为,量表的作答方式为频...     

Equally Shared Parenting

Conventional images of motherhood and fatherhood, social interactions, and gender-based job pressures push couples toward unequal parenting. Equally sharing parents resist those pressures, and construct equality through everyday negotiations and ongoing decisions about family and work. They do not believe that mothers are more responsible for children, or more suited to care for them, than fathers. They avoid gender-based decisions about jobs that reinforce a gender-based division of labor at home. Qualitative research is necessary to unravel the complex interactions between work and family arrangements, and to show how economic, social, and ideological factors constrain family arrangements, but are also transformed in their creation.     

Workplace Innovations in Large, Unionized Canadian Organizations

The study reports workplace innovations in 112 large, unionized Canadian organizations from data collected in 1994 by the Bureau of Labour Information. The frequency of specific workplace innovations and the relationship to organization and bargaining unit characteristics are reported.