The effect of object–valence relations on automatic evaluation

Two experiments tested the effect of co-occurrence of a target object with affective stimuli on automatic evaluation of the target when the relation between the target and the affective stimuli suggests that they have opposite valence. Participants learned about targets that ended an unpleasant noise or a pleasant music. The valence of such targets is opposite to the valence of the affective stimuli that co-occur with them. Participants reported preference for targets that ended noise over targets that ended music, but automatic evaluation measures revealed the opposite preference. This suggests that automatic evaluation is sensitive to co-occurrence between stimuli more than to the relation between the stimuli, and that relational information has a stronger influence on deliberate evaluation than on automatic evaluation. These conclusions support the associative-propositional evaluation model (Gawronski & Bodenhausen, 2006), and add evidence regarding the sensitivity of the evaluative-conditioning effect to relational information.     

Emotion work and job stressors and their effects on burnout

Abstract

This article reports research on emotion work, organizational as well as social variables as predictors of job burnout. In burnout research, high emotional demands resulting from interactions with clients are seen as a core characteristic of service jobs. However, these emotional demands were seldom measured in a direct manner. It was only recently that emotional demands were included in studies on burnout referring to the concept of emotion work (emotional labor). Emotion work is defined as the requirement to display organizationally desired emotions. A multi-dimensional concept of emotion work was used to analyze the relations of emotion work variables with organizational and social variables and their joint effect on burnout in five samples including employees working in children's homes, kindergartens, hotels, banks and call centers. Emotion work variables correlated with organizational stressors and resources. However, hierarchical multiple regression showed a unique contribution of emotion work variables in the prediction of burnout. Moreover, the analysis of interaction effects of emotional dissonance and organizational and social stressors showed that for service professionals, the coincidence of these stressors led to exaggerated levels of emotional exhaustion and depersonalization.     

教师工作压力与职业枯竭的关系：职业承诺的调节效应

应用工作压力、职业枯竭和职业承诺问卷对中小学教师2114人进行调查,主要探讨职业承诺对工作压力与职业枯竭关系的调节效应。结果发现：工作压力与职业枯竭的情绪衰竭、非人性化、认知枯竭具有显著正相关,情感承诺、规范承诺与职业枯竭具有显著负相关;教师职业承诺以及所包括的情感承诺、留职承诺、规范承诺对工作压力与职业枯竭关系具有负向调节效应;不同教龄段教师在职业枯竭不同方面存在差异。     

An experience-sampling measure of job satisfaction and its relationships with affectivity,mood at work,job beliefs,and general job satisfaction

In this article, we proposed an experience-sampling method of measuring job satisfaction, assessed the contributions of average levels of mood at work and job beliefs to the prediction of job satisfaction, and examined the role of mood in mediating the relationship between affectivity and job satisfaction. The study involved a three-phase multisource longitudinal design that included experience-sampling surveys in the second phase of the study. Results suggested that average levels of experience-sampled job satisfaction indicate the general attitudinal construct of job satisfaction. As expected, pleasant mood at work and beliefs about the job made independent contributions to the prediction of job satisfaction (as measured with an overall evaluation and with an experience-sampling measure). In support of our mediation hypotheses, pleasant mood mediated the affectivity?–?job satisfaction relationship and the mediating effect was much stronger when job satisfaction was assessed with the experience-sampling method.     

Perceptions of Age and Creativity in the Workforce

As the workforce ages it becomes important to examine if there is misperception of creativity and age in work contexts. A laboratory experiment examined perceptions of the creativity of a team with both young and old workers and of a team composed entirely of young workers. Scripted videos portrayed such teams engaged in designing an outdoor advertising campaign. Altogether, 220 participants were randomly assigned to watch one of the video clips and complete a structured questionnaire. No significant differences were observed in the perceptions of the two teams' performance or of the quality of the resulting advertising proposal. In general, there was also no significant difference in the individual characteristics attributed to the four characters on the teams. However, participants aged 35 or above evaluated both teams and all four characters more favorably than participants aged 20–34.     

多目标追踪在各类人群评价与训练中的应用

多目标追踪范式主要用来探讨动态情景下对多个目标的视觉注意和记忆加工过程, 早期研究侧重于追踪过程中的影响因素及加工机制。近年来, 越来越多的研究应用多目标追踪范式对各类人群进行评价与训练, 包括儿童、老年人、神经发育障碍患者、驾驶员、运动员、电子游戏玩家以及一些其他职业群体。总体来看, 多目标追踪表现越好, 在复杂快速的动态情境中的专业表现越好; 反之, 多目标追踪表现差, 标志着认知功能可能发育不成熟或出现衰退。并且, 多目标追踪还可作为认知训练的手段, 改善老年人和神经发育障碍患者的认知功能, 提高各职业人群的专业表现。未来, 多目标追踪作为评价和训练的方法还有很大的发展空间, 包括加强特殊职业人群的模拟训练, 扩展目标人群, 结合立体视觉和真实场景, 结合身体活动, 探索多人合作的多目标追踪, 拓展用于进行情绪和社会功能的评价与训练等。     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

Do worksite stress management programs attract the employees who need them and are they effective?

Employees who planned to attend a worksite stress management program (volunteers), those who planned not to attend (nonvolunteers), and those who had participated in worksite stress management training were assessed on the variables of work stressors, perceived stress, and organizational spontaneity (extrarole) behavior. Twelve hundred hospital employees were randomly selected from seven VA hospitals that had been offering a stress management program for at least 5 years. Participants received questionnaire packets in the mail and 461 (38%) of the employees responded. The results showed that volunteers reported significantly more perceived stress than the nonvolunteers. However, volunteers did not report greater frequency or intensity of work stressors. Also, respondents who had participated in past stress training reported less perceived stress than volunteers and significantly more organizational spontaneity behavior than respondents who had not participated in past stress training. These findings suggest that employees who plan to attend stress training have the greatest need and that the stress intervention reduces perceived stress levels and, possibly, affects work behavior.     

Group identity,ethnic separatism and multiple out‐groups: The Basque case

Within the context of the Basque Country in Spain we examined how ethnic (Basque) and national (Spanish) identification relate to the evaluation of Spaniards, Basques, Andalusians and Catalans. On a sample of adolescent participants we tested a structural equation model which considered identity content (Basque separatism) as a mediator of the relationship between group identifications and group evaluations. While Spanish and Basque identification were associated with a positive evaluation of Spanish and Basque in‐groups, respectively, the evaluation of out‐groups that are relatively similar to the in‐group were not affected by identification. In contrast, dissimilar out‐groups tended to be evaluated more negatively by higher in‐group identifiers. Basque separatism mediated the negative relationship between Basque identification and the evaluation of Spaniards and of Andalusians as a prototypically Spanish subgroup. It is concluded that identification relates differently to the evaluation of different out‐groups, and that the ideological content of identity plays an important role in determining intergroup relations. Copyright © 2010 John Wiley & Sons, Ltd.     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响