Effectiveness of a Comprehensive Worksite Stress Management Program: Combining Organizational and Individual Interventions

A comprehensive worksite stress management program consisting of self-management training and a stressor reduction process was evaluated in a pre-post, treatment-control design in four comparable facilities. Results showed that over a 3-month period those individuals attending self-management training improved on emotional well-being measures. Organizational data suggested that their work-units' productivity increased and absenteeism decreased over the same period. Results support the value of combining self-management training and stressor reduction to produce positive individual and organizational outcomes.     

医务人员职业倦怠压力源因素分析——以锦州某医院的调查为例

医务人员职业倦怠的影响因素有多种,如宏观层面的执业环境、中观层面的医院管理,以及微观层面的个体自身。以锦州市某医院医务人员为调查对象,采用问卷调查法和访谈调查法相结合的方式,识别影响职业倦怠的主要压力源因素。调查发现,中观层面的因素对医务人员职业倦怠影响较大,进而对此提出有效的预防及干预对策,如构建医务人员健康档案,建立医患冲突防范系统,加强对医务人员沟通能力的培训,实行多元化考核方式,实施绩效薪酬积分制度等。     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

The relation between overcommitment and burnout: does it depend on employee job satisfaction?

Using the Conservation of Resources (COR) theory as a framework, we hypothesized a maladaptive role played by overcommitment in the escalation of burnout. We further specified our model by testing an interaction effect of job satisfaction. By using a longitudinal design, we proposed a moderated mediational model in which burnout at Time 1 (T1) increases overcommitment, which in turn leads to more burnout one month later. We further expected to find a moderating role of job satisfaction in the link between overcommitment and burnout at Time 2 (T2). A group of 86 white-collar workers in personnel services in Italy (longitudinal response rate = 77.48%) participated in our study. The findings supported our hypotheses even when controlling for gender and role stressors. In particular, by using bootstrapping procedures to test mediation, we found evidence that employees reporting burnout tend to develop a maladaptive coping style, i.e., overcommitment, which in turn increases burnout over time. This relation was particularly strong for dissatisfied employees. These results highlight the importance of overcommitment for burnout escalation, as well as of job satisfaction, since it may mitigate, at least in the short term, the effect of such dysfunctional strategies.     

职业倦怠的工作要求-资源模型

工作要求 -资源 (JD R)模型从工作要求和工作资源两个维度出发 ,研究了工作条件对职业倦怠各个维度的影响。大量的研究支持了该模型 ,但是由于对该模型的研究还存在一些不足之处 ,尤其是对工作要求与工作资源之间的交互作用的验证性结论有一些矛盾的方面。因此 ,有必要对这一模型进行更多的实证研究 ,并有针对性地提出干预倦怠的有效策略     

新冠疫情期间中小学教师工作-家庭冲突和抑郁:有调节的中介模型

本研究考察新冠疫情期间,工作-家庭冲突是否通过职业倦怠增加中小学教师抑郁水平,以及心理弹性是否调节该中介作用。1127名中小学教师参与线上调查,完成中小学教师工作-家庭冲突问卷、中小学教师职业倦怠问卷、抑郁自评量表及中学教师心理弹性量表。结果发现：(1)大多教师疫情前后工作生活情况、工作-家庭冲突与抑郁的状况变化不大,少数教师疫情期间工作生活情况、工作-家庭冲突与抑郁状况变差或好转;(2)教师工作-家庭冲突与抑郁、职业倦怠呈正相关,三者均与心理弹性负相关;(3)控制额外变量后,职业倦怠是工作-家庭冲突与抑郁间的中介变量,在疫情期间工作生活状态更好、更差以及与疫情前后没有差别的教师中均成立;(4)对于感知疫情后情况更好的教师,心理弹性调节了工作-家庭冲突与职业倦怠的关系。对于感知疫情后情况更差的教师,心理弹性调节了职业倦怠与抑郁的关系。因此,缓解工作-家庭冲突和职业倦怠、提高心理弹性可减少中小学教师抑郁,保持心理健康。     

秒回?信息通讯技术时代的职场通讯压力

职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。     

Humanness in times of uncertainty: On the link between perceived job insecurity,self-objectification and well-being

The current work scenario is pervaded by widespread perceptions of job insecurity, which is one of the main stress factors for workers and their well-being. This article aims to investigate the link between these perceptions and a most inner dimension, that is, people's tendency to self-objectify (i.e., self-viewing as objects rather than fully human beings). Furthermore, we aim to verify the role of this self-objectifying process in explaining the well-established relation between perceived job insecurity and well-being. Across four studies and a single-article meta-analysis (total N = 684), we show that perceived job insecurity is consistently linked with self-objectification. Furthermore, this objectifying self-perception is associated with decreased well-being and plays a mediational role in the link between perceived job insecurity and this latter variable.     

领导干部的人格特点与工作绩效的关系：QZPS与NEO PI-R的比较

研究旨在探讨基层党政领导干部的人格特点与工作绩效之间的关系。中国人人格量表（QZPS）测量的人格的七个维度及其18个次级因素均与工作绩效的维度存在不同程度的相关,其中处世态度、人际关系和外向性与任务绩效绩效相关最高,处世态度、情绪性和行事风格与个人品质绩效绩效相关最高,而情绪性与他人评定绩效相关最高。人格因素可以解释自我评定绩效31. 7% ~ 49. 9%的变异,可以解释他人评定绩效6. 3% ~ 12. 8%的变异。而采用NEO PI-R测量人格时,所解释的工作绩效的变异只有QZPS的1/3左右。文中还讨论了工作绩效和人格结构的文化意义以及本土化研究的重要性