工作对家庭的增益与中小学教师的工作满意度:职业认同的中介作用及其性别差异

探究工作对家庭的增益影响中小学教师工作满意度的过程机制。采用纵向设计对760名中小学教师进行问卷调查,时间点1测查人口学变量和工作对家庭的增益,时间点2测查职业认同和工作满意度。结果发现:(1)工作对家庭的增益能够显著正向预测工作满意度;(2)职业认同在工作对家庭的增益与工作满意度的关系中起部分中介作用;(3)性别对此中介过程的前半段路径具有调节作用,表现为男教师的工作对家庭的增益对职业认同的预测效力更高。结果表明:工作对家庭的增益显著影响中小学教师的工作满意度,职业认同在此影响过程中具有中介作用,且这一中介作用存在性别差异。     

Antecedents and Consequences of Job Stressors: A Study in a Third World Setting

The present study investigates the antecedents and consequences of job stressors, especially role conflict and role ambiguity, in an environment where multiculturalism is a dominant feature of the workforce. This study used a sample of 397 employees in various manufacturing and service organizations in the United Arab Emirates (UAE). Path analysis revealed that age is negatively related to role conflict and positively to role ambiguity, and that nationality is positively related to role ambiguity. Results further indicate that role conflict directly and negatively influences job satisfaction, whereas role ambiguity directly and indirectly influences job satisfaction. Role conflict (directly), role ambiguity (directly and indirectly) and positively influence absenteeism. Both role conflict and role ambiguity negatively influence affective and behavioral tendency dimensions of attitudes toward organizational change, while role ambiguity directly and negatively influences cognitive attitude toward organizational change. Implications, limitations, lines of future research, and contributions were discussed.     

工作倦怠的结构研究

工作倦怠是指“在以人为服务对象的职业领域中,个体的一种情感耗竭、人格解体和个人成就降低感的症状”。参考国外知名的工作倦怠问卷,在访谈和开放式调查的基础上,编制了适用于中国文化背景的工作倦怠问卷。探索性因素分析结果表明,工作倦怠问卷由耗竭、人格解体和成就感降低三个因素构成。问卷的信度和效度都达到了心理测量学的要求。     

认真性与下属工作满意感--变革型领导的中介作用

对85名企业管理人员的认真性特质、变革型领导风格与下属工作满意感的关系进行了研究,多元回归分析的结果表明,我国企业管理人员的认真性特质能够有效地预测下属的工作满意感,其中下属知觉的变革型领导是管理者的认真性和下属工作满意感之间关系的中介变量,而这一中介效用主要是通过变革型领导的两个子维度——领导魅力和智力激发来实现的。     

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。     

Managerial Experience and the Measurement Equivalence of Performance Ratings

ABSTRACT: Establishing the measurement equivalence of instruments is a prerequisite to making meaningful comparisons between individuals or within individuals over time. Whereas previous research has investigated the effects of rater characteristics on the measurement equivalence of performance ratings, the current study investigated a ratee characteristic—ratee job experience. Using confirmatory factor analysis and item response theory methods with replication, the measurement equivalence of supervisor ratings of 7,200 managers with differing levels of managerial experience was assessed. Overall, results indicated a high degree of measurement equivalence suggesting that meaningful comparison may be made across ratees with different levels of job experience.     

Bulimic symptomatology: the role of adaptive perfectionism, shape and weight concern, and self-esteem

An interactive model implicating high perfectionism, high weight and shape concern, and low self-esteem in the onset and maintenance of bulimic symptoms ( [Bardone et?al., 2000] and [Vohs et?al., 1999] ) has received mixed support. This study aimed to replicate the cross-sectional model in a clinical sample of women with eating disorders, and to investigate whether the model could predict changes in binge eating and purging at the end of treatment. Eating disorder outpatients (n = 353) completed measures of perfectionism, weight/shape concern, self-esteem, and bulimic symptoms at pre-treatment and discharge. Contrary to the hypotheses, the three-way interaction did not predict binge eating or purging cross-sectionally or prospectively as a moderator of psychotherapy outcome. It was concluded that the robustness of the interactive model seems questionable and may be impacted by an inadequate conceptualization of the perfectionism construct.     

Job Stress and Organizational Learning Climate

Job stress may depend on the organizational learning climate, the organizational factors that affect learning how to cope with the rapid external and internal changes in working life. The relationship between individual job stress and the individual perception of learning climate was studied among 383 employees in the Norwegian Postal Service and in various community health care institutions. Mismatch between individual perceptions of learning climate and the averaged evaluation of learning climate in the rest of the working group, was found to be an important source of stress. Individuals who perceived the learning climate as good and who were working in a group that agreed with this position, had a low job-stress level. This may be ascribed to their feeling of control over the work situation and reduced demands due to the social support from the group, producing a low job stress level.     

Future-Oriented Job Analysis: A Description of the Process and Its Organizational Implications

An application of a future-oriented job analysis (FOJA) procedure used to gain an understanding of newly formed entry-level positions in a large insurance organization is described. A brief review of the relevant literature is presented to serve as a foundation upon which to consider the current FOJA procedure. Specific assumptions, stages, and results of the current procedure are detailed. The benefits of this application of FOJA are also discussed.