工作倦怠研究的新趋势

工作倦怠是当前组织行为学和人力资源管理的研究热点之一,其最新的研究趋势可以概括为四个方面：（1）倦怠研究从“倦怠”到“投入”,从“消极”到“积极”;（2）倦怠研究的领域和范围更为宽广;（3）倦怠的跨职业和跨文化比较研究得到重视;（4）倦怠的整合性研究开始出现,干预性研究崭露头角。最后,文章还对我国的工作倦怠研究提出了建议。     

情绪耗竭对建言行为的U型影响——内在动机的调节作用

基于资源保存理论,通过201名员工及其直接上级的配对样本,探讨了中国组织背景下员工情绪耗竭对其促进性建言与抑制性建言的非线性影响及其边界条件。研究结果表明,情绪耗竭对促进性建言与抑制性建言有显著的U型影响。与抑制性建言相比,情绪耗竭对促进型建言的U型影响更强。内在动机显著调节了情绪耗竭对促进性建言的U型影响,对于低内在动机的员工而言,情绪耗竭对促进性建言的U型影响更明显。     

亲组织不道德行为的负面效应及其作用机制

近年来, 员工为了企业利益而做出的违背社会价值、道德习俗、行为规范和法律等的亲组织不道德行为(Unethical pro-organizational behavior, UPB)导致的各种悲剧不断上演。然而, 现有研究主要聚焦于UPB的影响因素和积极作用方面, 对其潜在的危害性重视不足。鉴于此, 从多层次视角研究UPB的负面效应及其作用机制。首先, 考察UPB对情绪耗竭的影响及道德认同的调节作用和内疚的中介作用。其次, 创造性地提出组织UPB的概念, 并考察其对组织长期绩效的负面效应以及企业声誉的中介效应。最后, 进一步从利益相关者的视角考察企业UPB和员工UPB对顾客主动绩效的影响以及顾客企业认同的中介效应和顾客知觉到的员工组织化身的调节效应。研究成果不仅有助于丰富UPB的相关理论, 而且对遏制这种行为的进一步漫延具有重要启示。     

An interview to measure vital exhaustion. II. reliability and validity of the interview and correlations of vital exhaustion with personality characteristics

Abstract

In the previous paper (Meesters and Appels, this issue) we described the development of an interview to measure feelings of vital exhaustion (VE). The current paper presents data on the reliability and the validity of the interview, which is labeled the Maastricht Interview for Vital Exhaustion (MIVE). Correlations with the Type A behavior pattern (TABP) and hostility are also discussed in this paper. The data were collected in a case-control study of 81 males with first MI and 168 healthy neighborhood controls. The interview was found to have a good reliability, Cronbach's alpha being .90 in the case group and .86 in the control group. The kappa coefficient was .95 in the case group and .91 in the control group. The validity was tested by computing the estimated relative risk of VE, controlling for angina pectoris and the classic risk factors. The odds ratio was found to be 8.11 (p<.001). This indicates that the interview makes a valid assessment of the mental precursors of MI. The interview correlated significantly with TABP (structured interview) and two self-report measures of hostility (Cook-Medley Hostility Scale and Buss-Durkee Hostility Inventory). Although the absolute magnitude of the observed odds ratios may be affected to some extent because the interviews were not scored blind, these results clearly suggest that the MIVE is a reliable and valid method to assess VE.     

Psychological contract breach,affective commitment to organization and supervisor,and newcomer adjustment: A three-wave moderated mediation model

This study examines the relationship of psychological contract breach to newcomer adjustment outcomes using affective commitments to organizations and supervisors as mediators and also looks at the moderating role of affective commitment to supervisors. Drawing from data collected at three points in time among a sample of newcomers (N = 224), we found that Time 2 affective organizational commitment mediated a positive relationship between Time 1 psychological contract breach and Time 3 turnover intention and emotional exhaustion. Moreover, affective commitment to supervisors interacted with organizational commitment such that the latter was more negatively related to Time 3 outcomes at low levels of commitment to supervisors. Similarly, the indirect relationships of psychological contract breach to Time 3 outcomes were stronger and negative at low levels of commitment to supervisors. Affective commitment's role in the psychological contract breach-outcome relationships during the entry period is discussed.     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

护士工作应激与倦怠的关系

依据Maslach等的理论构想,利用中式工作倦怠量表和工作应激问卷,通过对175名护士的调查,考察工作应激与倦怠之间的关系。结果表明,奖赏不足和价值观冲突对耗竭具有显著的预测作用;工作负荷、缺乏控制和共同体瓦解对人格解体具有显著的预测作用;共同体瓦解对成就感降低具有显著的预测作用。     

工作倦怠结构的验证性因素分析

用所编制的工作倦怠问卷,先后对541名被试的调查,对工作倦怠的结构进行探讨。结果表明,工作倦怠由耗竭、人格解体和成就感降低三个因素构成。工作倦怠的三因素结构模型在三个职业样本的验证性因素分析中都得到了支持。工作倦怠问卷的信度与效度指标也都达到了心理测量学的要求。     

A systematic review and meta‐analysis of tertiary interventions in clinical burnout

Clinical burnout is one of the leading causes of work absenteeism in high‐ and middle‐income countries. There is hence a great need for the identification of effective intervention strategies to increase return‐to‐work (RTW) in this population. This review aimed to assess the effectiveness of tertiary interventions for individuals with clinically significant burnout on RTW and psychological symptoms of exhaustion, depression and anxiety. Four electronic databases (Ovid MEDLINE, PsychINFO, PubMed and CINAHL Plus) were searched in April 2016 for randomized and non‐randomized controlled trials of tertiary interventions in clinical burnout. Article screening and data extraction were conducted independently by two reviewers. Pooled odds ratios (ORs) and hazard ratios (HRs) were estimated with random‐effects meta‐analyses. Eight articles met the inclusion criteria. There was some evidence of publication bias. Included trials were of variable methodological quality. A significant effect of tertiary interventions compared with treatment as usual or wait‐list controls on time until RTW was found, HR = 4.5, 95% confidence interval (CI) = 2.15–9.45; however, considerable heterogeneity was detected. The effect of tertiary interventions on full RTW was not significant, OR = 1.33, 95% CI = 0.59–2.98. No significant effects on psychological symptoms of exhaustion, depression or anxiety were observed. In conclusion, tertiary interventions for individuals with clinically significant burnout may be effective in facilitating RTW. Successful interventions incorporated advice from labor experts and enabled patients to initiate a workplace dialogue with their employers.     

The costly burden of an inauthentic self: insecure self-esteem predisposes to emotional exhaustion by increasing reactivity to negative events

Background and objectives: A long research tradition has investigated the impact of stress on university students by assuming that individuals have a limited reservoir of resources, and that negative events and circumstances progressively drain resources thereby producing exhaustion. A recent research tradition, instead, has focused on the detrimental consequences of discrepant levels of implicit (ISE) and explicit (ESE) self-esteem on the development of stress-related symptoms. The present research attempted to merge the aforementioned approaches, with the aim of explaining significant predictors of stress.

Design: Within the framework of a Longitudinal Structural Equation Model, we followed a moderated-mediated approach.

Method: A sample of university students (N?=?209; 66% females) completed a questionnaire battery including measures of ISE, ESE, perceptions of negative events, and emotional exhaustion. Participants were assessed once a week for eight consecutive weeks.

Results: ISE significantly moderated the relationship between ESE and negative events; in turn, the latter significantly predicted emotional exhaustion. Monte Carlo method for assessing mediation showed that negative events significantly mediated the relationship between incongruent self-esteem and emotional exhaustion.

Conclusions: The detrimental role of incongruent self-esteem has been corroborated. Practical implications and suggestions for future research dealing with stress in a university setting were provided.