职场变革情境下的工作与工余塑造:基于自我认同理论的双路径模型

工作非一成不变。即使组织借助工作设计设定了特定职位的工作内容和工作方式,员工也会出于维护积极自我形象、控制感和与人建立联结的核心需求而开展工作塑造——主动调整对工作的认识、工作任务和人际交往——从而获得自我价值感和意义感。尽管工作塑造的前因后效研究已较充分,但较少研究触及自我认同这一核心。鉴于此,本研究以自我认同理论为主线,探寻当个体面临重大外部挑战时,如何通过自我提升与自我防御两种机制应对环境变革,进而借助工作塑造及工余塑造完成自我认同的重构。通过4个研究探讨消除自我认同威胁作为自我防御机制,把握自我成长机会作为自我提升机制,揭示工作环境重大变革激发个体自我塑造行为的中介机制;基于压力应对的认知评价模型,探讨个体特征在初级评估阶段,组织情境特征在次级评价阶段的调节效应;开展现场干预研究,探讨结合自我建构进行工作塑造的效果。本项目将工作塑造和自我认同重新连结起来,构建了工作环境变革情境下个体自我塑造的双路径模型,以望对两个领域均有贡献。     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

情绪智力与工作绩效的关系

大量研究证实, 情绪智力能够正向预测工作绩效, 二者关系会受到中介与调节变量的影响。现有研究存在一些问题和不足, 原因在于不同理论模型的分歧与对立、测验工具存在问题和研究没有深入到维度水平等。未来研究应该致力于理论模型的整合、新的测验工具的编制、中介与调节变量的考察、深入到维度水平考察情绪智力与工作绩效的关系。     

公交行业一线员工人格特质对工作绩效影响的实证分析--以工作态度作为调节变量

通过问卷调查法,探讨在工作态度调节下大五人格特质与工作绩效的关联。对1277名公交行业一线员工的研究结果表明：(1)人格特质与工作绩效有显著的相关,工作态度在这一关系中起到调节作用。在高工作态度中,人格特质与任务绩效联系较为紧密,工作绩效的良好预测指标是尽责性和外向性;在低工作态度中,人格特质与关系绩效联系较为紧密,工作绩效的良好预测指标是宜人性和外向性。(2)在高工作态度的环境中,人们更看重工作的完成;在低工作态度的环境中,人们更看重关系的协调。工作态度调节着人格特质对工作绩效的影响。     

The relative impact of workplace bullying as a social stressor at work

Hauge, L. J., Skogstad, A. & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work. Scandinavian Journal of Psychology, 51, 426–433. Exposure to workplace bullying has been argued to be a severe social stressor and a more crippling and devastating problem for affected individuals than the effects of all other work‐related stressors put together. However, few studies have explicitly investigated this assumption. In a representative sample of the Norwegian working population, the present study investigated the relative contribution of workplace bullying as a predictor of individual and organizational related outcomes after controlling for the well‐documented job stressors of job demands, decision authority, role ambiguity and role conflict. Bullying was found to be a significant predictor of all the outcomes included, showing a substantial relative contribution in relation to anxiety and depression, while for job satisfaction, turnover intention and absenteeism, more modest relative contributions were identified. Workplace bullying is indeed a potent social stressor with consequences similar to, or even more severe than, the effects of other stressors frequently encountered within organizations. Thus, the finding that bullying has a considerable effect on exposed individuals also when controlling for the effects of other job stressors demonstrates bullying as a serious problem at workplaces that needs to be actively prevented and managed in its own right.     

教师职业倦怠与归因的关系探讨

教师职业倦怠问题越来越受到国内外教育研究者的关注。本研究检验归因对教师倦怠的影响。采用教师职业倦怠量表与归因问卷调查170名中学教师。结果表明,中学教师的情绪倦怠程度并不高,但仍有一定比例的教师体验较严重的倦怠状态;内控性与机遇两个控制源与倦怠3个维度之间的相关达到显著水平,权势只与去个性化维度之间的相关达到显著水平;并且,只有内控性与机遇显著地预测了职业倦怠的三个维度。     

工作倦怠的测量及其干预研究综述

工作倦怠不仅会给组织和家庭带来消极的影响,而且会严重损害个体的身心健康,因而有必要采取措施进行干预。文章首先描述工作倦怠的定义,接着对其测量进行介绍,然后在此基础上分析其相关的影响因素,并指出如何实现有效的干预,最后对研究的热点进行了展望。     

Developing a Conceptual Framework of Employee Well-Being (EWB) by Applying Goal Concepts and Findings from Personality-Social Psychology

This paper reports an attempt to develop a foundation of a theory of employee well-being (EWB) by borrowing concepts and findings from research in personality-social psychology. The proposed conceptual framework has four central principles: The principle of goal selection based on valence, the principle of goal selection based on expectancy, the goal implementation principle, and the goal attainment principle. These principles have corollaries expanding the logic of the proposed theoretical relationships. Specifically, the principle of goal selection based on valence has nine corollaries: Approach versus avoidance goals, goal meaningfulness, high- versus low-level goals, goals related to cultural norms, goals related to deprived needs, goals related to basic versus growth needs, intrinsic versus extrinsic goals, goals producing flow, and autonomy in goal setting. The principle of goal selection based on expectancy has five corollaries: Goal-motive congruence, goal-cultural value congruence, goal-resources congruence, goal conflict, and adapting goals to changes in circumstances. The principle of goal implementation has two corollaries: Goal concreteness and goal commitment. Finally, the goal attainment principle has three corollaries: Recognition of goal attainment, intensity versus frequency of positive feedback, and progress reports.     

心理资本在工作压力源和压力反应问的作用：调节还是中介？

谊研宛采用工作压力源量表、压力反应量表以及积极心理资本问卷对天津市某企业230名员工进行了调查。分析了心理资本与工作压力源和压力反应的关系及其作用机制。结果发现：（1）工作压力源对压力反应有显著的正向预洲作用;（2）心理资本对压力反应有显著的负向预测作用;（3）心理资本在工作压力源与压力反应之间起部分中介作用而不是调节作用,其中中介效应占总效应的比例为16％;（4）心理资本在各种工作压力源与压力反应问均起到中介作用,中介效应和直接效应的比值介于17．4％-26．1％之间。