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871.
The authors conducted a workshop at a family therapy conference in South Africa in 1997 to explore the use of healing rituals in grief work. There were two levels involved: First, an experiential workshop, and, second, a metalevel in exploring the use of rituals as a rite of passage to facilitate transitions. A draft of the authors' paper was sent to all participants for their comments, which are included in the text. 相似文献
872.
Dikkers JS Geurts SA Kinnunen U Kompier MA Taris TW 《Scandinavian journal of psychology》2007,48(6):529-538
This study aimed at providing insight into the processes underlying crossover between "work" and "home" in dyadic partner relationships. Specifically, we examined to what extent husbands' work demands (work load and overtime hours) and psychological health (fatigue and depressive symptoms) "cross over" to their wives' home demands (home load) and psychological health. These associations were investigated among three couple groups, based on wives' working hours (i.e., more than 20 hours per week, from 1 to 20 hours per week, and not engaged in paid work) (253 couples in total). All husbands worked for at least 35 hours a week. Three possible crossover mechanisms were hypothesized: (i) time-based, (ii) strain-based, and (iii) empathy-based crossover. The results partially supported mechanisms (i) and (ii): when husbands reported higher work load (mechanism i) and more psychological health complaints (mechanism ii), their wives experienced higher home load. The results further supported mechanism (iii) that wives' and husbands' psychological health were associated. It is concluded that crossover from husbands to wives may occur through various mechanisms. 相似文献
873.
Vasconcelos M Urcuioli PJ Lionello-DeNolf KM 《Journal of the experimental analysis of behavior》2007,87(3):405-407
Zentall and Singer (2007) challenge our conclusion that the work-ethic effect reported by Clement, Feltus, Kaiser, and Zentall (2000) may have been a Type I error by arguing that (a) the effect has been extensively replicated and (b) the amount of overtraining our pigeons received may not have been sufficient to produce it. We believe that our conclusion is warranted because (a) the original effect has not been replicated despite multiple attempts to do so and (b) the statement that more extended overtraining may be needed itself suggests that the original effect is not reliable. 相似文献
874.
目标取向和工作经验对绩效的效应 总被引:2,自引:0,他引:2
通过两个样本调查,对目标取向和工作经验量表进行了结构检验,并探讨了目标取向和工作经验对个体绩效的效应模式。结果表明:学习目标取向和工作经验定性成份与绩效间存在中等程度相关;在控制了人口统计学变量的效应后,学习目标取向对绩效具有显著的预测效应;工作经验定性成份与绩效间的关系受到学习目标取向缓冲,在学习目标取向低分组,工作经验定性成份对个体绩效更具预测力 相似文献
875.
876.
《Psychologie du Travail et des Organisations》2020,26(4):344-356
The restaurant sector questions through the tensions and difficulties it encounters in order to retain employees. In order to cope with this, some managers are mobilizing managerial innovation. This action research exposes the effects on the trades and the work group of a reorganization of a traditional restaurant into a “freedom-form” company. Based on co-construction between researchers, employees and owners, and the use of qualitative methods (interviews, observations), the research presents the levers for more innovation and “happiness at work”. The study shows that the predispositions of the company and the attachment of employees to it were the essential motivating engine for imagining a new work organization. 相似文献
877.
Auksė Endriulaitienė 《The Journal of psychology》2020,154(6):446-465
AbstractGiven the apparent magnitude of the problems related to workaholism, the current research was designed to provide evidence about the impact of both personal and organizational variables on determining health-damaging work habits of the employees. This paper presents a study aimed at clarifying the mediating role that work motivation plays in the relationship between the perceived transformational leadership style and workaholism. Based on the Self-Determination Theory and the Job Demands–Resources model, we hypothesized that transformational leadership should be directly related to the lower levels of workaholism, whereas the indirect effect of transformational leadership was expected to increase the levels of workaholism through work motivation of the employees. Two hundred and fifty Lithuanian employees participated in the empirical study. The results confirmed the expected relationship between transformational leadership and workaholism via work motivation showing that the negative role of transformational leadership in workaholism is explained by its positive influence on intrinsic motivation, as well as introjected, integrated, identified regulations, which, in turn, enhance the employees’ workaholism. 相似文献
878.
This study proposed that job crafting serves as a mechanism reflecting how proactive personality affects creative performance, and this study explored whether these relationships are moderated by high-involvement work systems. Drawn from the conservation of resources theory to develop a cross-level moderated mediation model, a three-wave longitudinal study was conducted with 346 employees and their supervisors in 27 high technology firms in China. This study found that proactive personality was positively related to creative performance and that job crafting mediated the relationship between proactive personality and creative performance, and an indirect effect of proactive personality on creative performance through job crafting was significant when high-involvement work systems was low but not high. Thus, the research results indicate that when human resource management involves less participatory management, incentive rewards, extensive training and information sharing, proactive employees can draw from their personality to craft their job tasks, relations and cognitions, thereby improving creative performance. The theoretical and managerial implications, limitations, and future research directions are discussed. 相似文献
879.
The existing models of emotion regulation (ER) do not make any specific prediction about the differential effects of the same ER strategy among individuals of different ages. However, such assumption may not be necessarily true, given that older adults emphasise emotional goals greater than their younger counterparts. Using a daily diary approach, this study investigated whether the effects of cognitive reappraisal (CR) and expressive suppression (ES) on daily work-related outcomes would vary by age when individuals were experiencing negative events at work. A total of 141 Chinese managerial employees (Mage = 42.40, SD = 9.16) completed the diary report for 15 consecutive workdays by recording their daily work experiences. The results of the multilevel analyses showed that age moderated the effects of ES on daily negative emotions, perceived work stress, and job satisfaction. More beneficial effects were observed among older workers than among younger workers. By contrast, the use of CR significantly lowered the levels of negative emotions and perceived work stress for both younger and older workers. These findings revealed the importance of considering the role of age in evaluating the effects of ES on work-related outcomes, which provides important implications for future research and training programs in ER. 相似文献
880.
Barbara Sypniewska 《Advances in cognitive psychology / University of Finance and Management in Warsaw》2020,16(4):321
Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships. 相似文献