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。     

The costs of today’s jobs: Job characteristics and organizational supports as antecedents of negative spillover

This study examined job characteristics and organizational supports as antecedents of negative work-to-nonwork spillover for 1178 U.S. employees. Based on hierarchical regression analyses of 2002 National Study of the Changing Workforce data and O∗NET data, job demands (requirements to work at home beyond scheduled hours, job complexity, time and strain) had positive relationships, and job resources (autonomy and skill development) and organizational supports (flexible work arrangements and two work-life culture facets) had negative relationships to negative spillover, but not all relationships held when multiple predictors were examined. Organizational supports did not moderate relationships of job characteristics to negative spillover, and relative weights analysis indicated that job characteristics accounted for the majority of explained variance in negative spillover. The findings underscore the importance of job characteristics, and suggest that job characteristics and organizational supports both need to be considered when developing work-life policies intended to reduce employees’ negative work-to-nonwork spillover.     

A Review of “The Reformation. A Brief History”

Scholars researching the varieties of Orthodox Judaism have different types of primary and secondary resources available to them electronically. Books and journals are available digitally. Web sites emanate from institutions, organizations, and individuals that have clear ideological and political preferences. There is increasing use of the Internet by Orthodox and Haredi Jews for a variety of religious, communal, personal, and educational purposes. Religious Jewish residents of the West Bank maintain community Web sites that provide historical, theological, institutional, and communal information. This article describes some of the Web-based resources and tools that reflect the wide range of Orthodox thought, activity, and practices.     

Core Resources for a Cooperative Program in Diaconal Ministry

Abstract

This article provides an annotated listing of print and electronic resources to support a graduate Diaconal Ministries program based at the Lutheran Theological Seminary at Gettysburg, Pennsylvania. Suggested resources are categorized and related to all facets of the curriculum of the program that involve academic preparation in the areas of Lutheran theology, ministry and social service.     

Orthodox Worship

Abstract

This article attempts to convey both the riches of the experience of Orthodox Christian worship and the wealth of materials used in the liturgical celebration. There will be a discussion of the setting, the temple, and the modes of participation in the worship experience. The place of the senses in the experience will be noted, along with a sampling of the texts used. The article also contains a full discussion of the many liturgical texts required. An annotated bibliography of books and list of websites, together with a select glossary, are included.     

The job demand-control(-support) model and physical health outcomes: A review of the strain and buffer hypotheses

Abstract

This review of the Job Demand-Control (JDC) model and the expanded Job Demand-Control-Support (JDCS) model and employees' physical health, focuses on the two prevalent views on these models. According to their view on the models researchers study different hypotheses: (a) the (iso)strain hypothesis, stating that the highest level of ill health is expected when the job is characterized by high demand and low control (and low social sup port), ot (b) the buffer hypothesis, predicting that control (and social support) can buffer the potential negative effects of high demands on physical health. It is argued that these hypotheses reflect theoretical distinct models, and that the practical implications associated with these models differ.

The review of 51 studies on the JDC(S) model reveals that the “strain” hypothesis predominates in studies of all-cause mortality, cardiovascular disease (CVD) related and specific non-CVD related health outcomes. In contrast, the “buffer” hypothesis is most prevalent in research on self-reported (psycho)somatic complaints. For the strain hypothesis as well as the buffer hypothesis the results are equivocal. Working in a high (iso)strain job appears to be associated with an elevated risk for cardiovascular disease and negative pregnancy outcomes, and increased (psycho)somatic complaints. Conclusions on other physical outcomes seem premature, considering the limited number of studies. The buffer hypothesis is supported in the few studies on CVD endpoints and in some studies on (psycho)somatic complaints.

A comparison of the validity of the two hypotheses is problematic, because they are mostly applied to a different set of outcomes. Furthermore, the analyses employed in the testing of the two hypotheses are of a different nature (non-linear versus linear).

The main recommendation for future research is to examine the validity of the strain and the buffer hypothesis concurrently, and to further explore the nature of the relationships.     

Pathways to flourishing among pharmacy students: The role of study demands and lecturer support

This study investigated possible pathways to flourishing among pharmacy students attending a South African university (N = 799; females = 81.6%; Afrikaans-speakers = 84.7%, mean age = 20.42 years, SD = 2.25 years). The students completed the Mental Health Continuum – Short Form (MHC-SF) and an Overload and Lecturer Support Survey. Of the 779 pharmacy students, 40.3% self-reported as flourishing, with high mean scores on workload and lecturer support. The level of emotional well-being of year group 2 was the highest. Following structural equation modelling, overload and lecturer support explained between 18% and 31% of the variance in the flourishing of the different year groups. From the second to the third year, the predictive value of overload and lecturer support for flourishing decreased by 8.8%. Lecturer support and low overload appear to play a positive role in the flourishing of higher education students.     

Effects of lifestyle and stress on the employee and organization: Implications for promoting health at work

Abstract

This research was designed to determine the extent to which employee health and performance are predicted by lifestyle and stress. Data were collected from 345 employees working in a variety of organizations in southern California. Additionally, supervisors evaluated the work performance of the participating employees whom they directly supervised, and company records of employee health care costs were obtained. Hierarchical multiple regression analyses revealed (a) that physical lifestyle (i.e., exercise pattern, eating habits, and general health practices) predicted unique variance in vitality and positive well-being; (b) that psychosocial lifestyle (i.e., social relations, intellectual activity, occupational conditions, and spiritual involvement) predicted unique variance in vitality, positive well-being, anxiety, depression, lack of self-control, and somatic complaints; (c) that employee stress predicted unique variance in vitality, positive well-being, anxiety, depression, physician visits, somatic complaints, illness absences, and supervisory ratings of job performance, absenteeism and tardiness; (d) that physical lifestyle buffered the adverse consequences of stress for anxiety, depression, physician visits, and company health care costs; and (e) that there was a Physical x Psychosocial Lifestyle interaction for anxiety, depression, and lack of self-control. However, the employee lifestyle factors were not related to supervisory ratings of performance at work. The findings have direct implications for organizational health programs and policies.     

Having the will and finding the way: A review and meta-analysis of hope at work

Critics of the field of positive organizational psychology have expressed reservations with validity and utility of positive constructs, such as hope. The purpose of this article is to systematically review the existing research on hope at work and to determine the ‘true’ relationship between hope and work outcomes by meta-analyzing 133 effect sizes across 45 primary studies based on 11,139 employees. As predicted, we found that the overall corrected mean effect sizes between hope and work performance and employee well-being were positive and statistically significant. Gender and study location were significant moderators of these relationships, with women and US-based studies having stronger hope to work outcomes effects. Taken together, results demonstrate that positive psychology constructs, such as hope, play an important role in understanding and predicting employee behavior.     

Happy-productive groups: How positive affect links to performance through social resources

Abstract

The current study extends the Broaden & Build theory to the collective (i.e. groups) level of analysis, focusing on the mediating role of group social resources (i.e. cohesion, coordination, teamwork, supportive team climate) between group positive affect (i.e. enthusiasm, optimism, satisfaction, comfort) and group performance (i.e. in-and extra-role performance, creative performance). To test our hypotheses, we conducted two studies using independent samples. Study 1 is a laboratory study with 449 participants nested in 112 small groups who performed an organizational simulation creative task. Study 2 is a field study that aggregated scores of 2159 employees nested in 417 groups. In both the lab and field studies, structural equation modeling results revealed that group social resources fully mediate the relationship between group positive emotions and performance.