Sociocultural pressures,thin-ideal internalization,self-objectification,and body dissatisfaction: Could feminist beliefs be a moderating factor?

Theory and research suggest that sociocultural pressures, thin-ideal internalization, and self-objectification are associated with body dissatisfaction, while feminist beliefs may serve a protective function. This research examined thin-ideal internalization and self-objectification as mediators and feminist beliefs as a moderator in the relationship between sociocultural pressures to meet the thin-ideal and body dissatisfaction. Female undergraduate volunteers (N = 195) completed self-report measures assessing sociocultural influences, feminist beliefs, thin-ideal internalization, self-objectification, and body dissatisfaction. Multisample structural equation modeling showed that feminist beliefs moderate the relationship between media awareness and thin-ideal internalization, but not the relationship between social influence and thin-ideal internalization. Research and clinical implications of these findings are discussed.     

固守与突破——从日常生活的变迁看国人工作中的人际关系

按照一般思维,日常生活与工作是两个相对对立的概念（无论是时间上还是空间上）,但通过日常生活中人与人的交往所形成的观念和衍生的人际关系,使得两者看似对立,实则紧密相联。本文以日常生活和非日常生活的理论范式为着眼点,通过历史维度的考证,来探讨日常生活诸多现象对工作中人际关系的影响及其对构建和谐社会的作用。研究表明：人的种种行为及观念的确立经历了传统日常生活的深厚积淀,而在社会发展和转型过程中又受到现代日常生活的猛烈冲击。在两者的“夹击”中,突破与固守共存,形成了中国人微妙的人际关系和复杂的人际关系网。     

教师工作投入:结构与影响因素的研究

为研究区分教师工作态度的一个重要变量——工作投入,采用自编教师工作投入量表对432名小学教师进行了测查。研究结果表明:教师工作投入由工作重要性、工作乐趣和工作专注等三个因素构成;性别、教龄和从教原因对教师的工作投入有显著影响;女教师的工作投入高于男教师;随教龄增长,教师工作投入水平呈“波浪型”上升趋势;把“教师”作为理想职业的教师在工作投入上显著高于其他原因从教的教师,别无选择才当教师的人工作投入水平最低。     

高满意带来高绩效,还是高绩效导致高满意?一项持续4年的领导-下属配对研究

工作满意度和工作绩效的关系是工业与组织心理学中最受尊敬也最有争议的话题之一。本研究以某集团公司总部职能部门的409名员工为研究对象,连续4年测量了工作满意度(自我报告)和工作绩效(上级评定),并对两者关系进行了交叉滞后分析。结构方程模型结果显示,工作满意度和工作绩效是互相影响的关系,且工作满意度对工作绩效的影响要强于工作绩效对工作满意度的影响。另外,工作满意度对工作绩效的影响具有跨时间稳定性,而工作绩效对工作满意度的影响随时间变化有逐渐增加的趋势。     

Does work engagement increase person–job fit? The role of job crafting and job insecurity

Drawing on the expanded model of person–environment fit and job crafting theory, this study investigates the underlying processes of the relationship between work engagement and changes in person–job fit. A two-wave longitudinal study was conducted among 246 Chinese employees of a high technology company. As hypothesized, the results show that work engagement is positively related to changes in demands–abilities fit through changes in physical job crafting and positively related to changes in needs–supplies fit through changes in relational job crafting. As predicted, the positive relationship between work engagement and changes in relational job crafting (however, not changes in physical job crafting) is strengthened under conditions of high (vs. low) job insecurity. Our findings indicate that engaged employees craft their work in physical and relational ways, which creates a better person–job fit. The theoretical and practical implications are discussed.     

The influence of materialism and ideal body internalization on body‐dissatisfaction and body‐shaping behaviors of young men and women: Support for the Consumer Culture Impact Model

Exposure to media images of the ‘body‐perfect’ ideal has been partly blamed for the pursuit of thinness among women and muscularity among men. Research has largely overlooked the materialistic messages frequently associated with these images. We present findings from two studies with Icelandic students aged 18–21, one focusing on young women (n = 303) and one on young men (n = 226), which test associations of materialistic and body‐perfect ideals with body dissatisfaction and excessive body shaping behaviors. In both studies, the internalization of materialistic values is strongly linked to the internalization of body‐perfect ideals: the thin‐ideal for young women, and the muscular‐ideal for young men. A materialist value orientation also predicted body dissatisfaction in both studies, and was linked to body shaping behaviors, albeit differently for young women and men. Thus, the research identifies materialism as a further correlate of both body dissatisfaction and excessive body‐shaping behaviors. The findings support Dittmar's ( 2008 ) Consumer Culture Impact Model, which proposes that the body‐perfect and ‘material good life’ ideals jointly impact well‐being.     

The effect of environmental orientation on salesperson effort and participation: the moderating role of organizational identification

Environmental orientation has emerged as a noteworthy strategy for firms attempting to provide an authentic, unified image of environmental commitment to stakeholders. However, it is yet to be assessed from those employees most responsible for conveying an environmental image. This research examines the construct from the salesperson's point of view. Integrating social identity theory within a traditional Input-Process-Output framework, we demonstrate the importance of aligning firm ideals with individual boundary spanner identity in an environmental context. Our findings suggest that salespersons' perceptions of a firm's environmental orientation directly influence their effort and participation. Further, this relationship is amplified when the salesperson also has strong organizational identity. Finally, when salespeople put more into their work or actively engage in improving their company's environmental image, this increased effort and participation ultimately contributes to individual sales performance and job satisfaction.     

Analyse Préliminaire des Qualités Psychométriques d’une Version Française du Work Design Questionnaire

The Work Design Questionnaire (Morgeson & Humphrey, 2006) assesses numerous work characteristics. The present research was designed to assess the psychometric properties of a French version of this tool (i.e., WDQ-F) through the following analyses: confirmatory factor analysis, reliability, and nomological validity with work satisfaction, engagement and burnout. In Studies 1 and 2, results of confirmatory factor analyses showed that the fit indices for the 21-dimension model were poor and that seven items displayed low factor loadings. In Study 2, results showed that a reduced version of the WDQ-F (71 items) demonstrated better psychometric properties than the 77-item version of the questionnaire. In addition, correlation analyses provided support for the nomological validity of the WDQ-F.     

护士工作要求-资源问卷的编制

目的：探讨护士群体面临哪些工作要求和工作资源,为护士预防工作倦怠提供依据.方法：对120名护士初始测试后进行探索性因素分析,然后对360名护士正式测验结果进行验证性因素分析.结果：探索性因素分析结果表明,护士工作要求问卷包括工作量、倒班、情感要求、环境、心理和时间六个因素;护士工作资源问卷包括社会支持、奖励、技能多样性、工作控制和决策参与五个因素.验证性因素分析结果表明,护士工作要求问卷所提取的六个因素、工作资源问卷所提取的五个因素与构想模型拟合较好.结论：护士工作要求-资源问卷具有良好的信度和效度.     

特殊教育教师工作要求与职业倦怠：心理控制源的中介作用

目的：考察心理控制源在特殊教育教师工作要求与职业倦怠间的中介作用.方法：整群抽取252名特殊教育教师接受量表测量.结果：（1）工作要求与职业倦怠存在显著的性别差异;（2）相关分析表明,工作要求、职业倦怠与心理控制源之间呈显著相关;（3）心理控制源在工作要求与职业倦怠间起着中介作用;独立的中介效应检验中,三种控制源（内控性、有势力的他人、机遇）在工作要求与职业倦怠间都起着部分中介作用;综合模型中,工作要求主要通过有势力的他人这一中介与职业倦怠产生联系,同时也与职业倦怠间存在直接效应.结论：心理控制源是工作要求预测职业倦怠的部分中介因素.