Perceived agency in retirement and retiree drinking behavior: Job satisfaction as a moderator

Based on recent findings that post-retirement adjustment may be influenced by the conditions leading up to the decision to retire, we examine the impact of individual agency in the retirement decision on problematic drinking behavior, as well as the extent to which such an effect may itself depend upon the valence of the pre-retirement work experience. Using a sample of 304 blue-collar retirees, our findings indicate that, when controlling for pre-retirement drinking behavior, perceptions of retirement as the result of a more forced or involuntary decision are associated with greater alcohol consumption, while perceptions of retirement as the result of a more volitional or voluntary process are associated with lower levels of alcohol consumption and a lower risk of problematic drinking behavior. Our results also indicate that pre-retirement job satisfaction amplifies the former relationship, while attenuating the latter one.     

领导干部的人格特点与工作绩效的关系：QZPS与NEO PI-R的比较

研究旨在探讨基层党政领导干部的人格特点与工作绩效之间的关系。中国人人格量表（QZPS）测量的人格的七个维度及其18个次级因素均与工作绩效的维度存在不同程度的相关,其中处世态度、人际关系和外向性与任务绩效绩效相关最高,处世态度、情绪性和行事风格与个人品质绩效绩效相关最高,而情绪性与他人评定绩效相关最高。人格因素可以解释自我评定绩效31. 7% ~ 49. 9%的变异,可以解释他人评定绩效6. 3% ~ 12. 8%的变异。而采用NEO PI-R测量人格时,所解释的工作绩效的变异只有QZPS的1/3左右。文中还讨论了工作绩效和人格结构的文化意义以及本土化研究的重要性     

Socially oriented values and reciprocity norm predict organizational commitment

The current research concerns the predictors and organizational outcomes of normative commitment in Chinese companies. In Study 1, using a semi-structured interview, we identified internalization of socially oriented value and reciprocity norm as two possible predictors of normative commitment. Survey results confirm the factorial independence of these two predictors. Study 2 examined the predictive relationship of these predictors with employee job satisfaction, turnover intention, in-role performance, and organizational citizenship behaviour (OCB). The results showed that value internalization predicts higher job satisfaction and weaker turnover intentions via normative commitment, whereas reciprocity predicts higher job satisfaction, weaker turnover intention, and more frequent display of OCB via normative commitment. These findings are discussed in terms of their implications for future research and management practices.     

Les effets de l’attrait,du sexe,des aptitudes de candidats à des postes de niveau hiérarchique et type sexuel différents sur les jugements de recrutabilité, d’utilité et de désirabilité

Gender or beauty stereotypes strongly influence evaluations and hiring decisions. Recent studies (Jawahar & Mattson, 2005) show an evolution of the lack of Fit model (Heilman, 1983) : the beauty of the women is not any more a handicap for certain managerial jobs. In order to test the model, we distinguished the hierarchical status and the sex type of the job and we measured the effects of attractiveness, gender and of the aptitude on the hirability, on the perceived desirability and utility and on the perceived competence. According to the variance analysis, the attractive applicants were ranked as more hirable, more useful, more socially desirable, and more competent. The applicants who were highly qualified were considered more hirable, more useful and more competent but the aptitude did not influence the desirability.     

严谨性的结构及其应用研究述评

严谨性(Conscientiousness)是指个体在按照社会规范的要求控制冲动的倾向、以任务和目标为导向、先思后行、延迟满足以及遵守规范和纪律等方面上的个体差异。由于其在应用心理学领域(如, 组织管理心理学)的重要作用而被广泛而深入的研究, 主要内容涉及严谨性对工作绩效和其他工作相关行为的的预测、对健康行为和寿命的预测、对学业表现的预测等方面。文章全面回顾了近年来严谨性的结构及其在管理、教育和健康领域的相关研究, 并指出将来的研究应进一步深入探索严谨性的次级结构、测量工具的编制、严谨性与绩效间关系的假设、严谨性与寿命和健康行为之间的关系等问题。     

The Relationship of Job Attribute Preferences to Employment, Hours of Paid Work, and Family Responsibilities: An Analysis Comparing Women and Men

We used 1997 International Social Survey Programme data from 14 countries to examine the relationship of job attribute preferences to family responsibilities, employment, and paid work hours. Separate regression analyses for women and men examined whether family responsibilities (marriage, children, spousal employment, and housework responsibility) predicted job attribute preferences. Many family responsibilities were significant predictors of men's and women's extrinsic and intrinsic preferences. Family responsibilities also predicted women's flexibility preferences. We next examined whether job attribute preferences were associated with employment and weekly paid work hours when family responsibilities were controlled. Job attribute preferences showed several significant relationships to women's and men's employment and several significant relationships to women's paid work hours.     

影响竞技运动教练员工作倦怠的工作特征因素研究

通过文献分析和对28名竞技运动教练员进行半结构化的访谈,发现影响竞技运动教练员工作倦怠的工作特征因素包括角色冲突和角色模糊,工作任务过重,工作时间太长,长期不能和家人生活在一起,缺少领导和同事的支持,工作中的人际消耗与冲突,缺乏自主,缺少资源,工作时间模糊等。     

员工工作压力感问卷的初步编制

通过访谈和文献阅读,编制中国员工工作压力感问卷,为企业提供简便的了解员工压力的工具。在两家企业中的293名员工中进行问卷调查,同时要求被试完成工作压力调查问卷、职业紧张量表和自我效能测验。结果表明,有16个项目符合测量学要求;问卷的内部一致性信度α系数为0.8260;问卷有较好的效标关联效度,员工工作压力感得分与工作压力调查问卷和职业紧张量表得分呈显著正相关,与自我效能分数呈显著负相关;探索性因素分析显示问卷包含三个主要因子。     

影响大学生人际关系主观因素的初步研究

用自编的大学生人际关系主观因素问卷对800名1-4年级本科生进行调查。结果表明,影响大学生人际关系的主观因素涉及人际安全、人际疑虑、人际张力和人际报复;大学生的人际安全因子得分为3.86,人际张力、人际疑虑和人际报复因子得分和总均分在1.8-2.6之间;人际张力、人际疑虑、人际报复因子存在显著的年级差异(p<0.01);男生在人际报复因子上的得分明显高于女生;理科生的人际张力、人际报复和主观因素总均分显著高于文科生,人际安全因子得分显著低于文科生。表明大学生的人际安全感较强,人际交往和相处中的负性体验较弱,但存在年级、性别、专业等方面的差异。     

Is Personality Related to Assessment Center Performance? That Depends on How Old You Are

Despite compelling arguments that performance in the assessment center (AC) should be related to personality, past research has failed to demonstrate a consistent link between personality and AC performance. This study investigated whether managerial candidates’ age could be moderating, and thus obscuring, specific personality–AC performance relations. A large sample of managers (N = 371) participated in an AC and also completed the leadership relevant personality scales of achievement, dominance, and exhibition from the Personality Research Form-E (PRF-E; Jackson, D. N. (1984). Manual for the personality research form. Port Huron, MI: Research Psychologists Press). Consistent with hypotheses, age moderated the relations of dominance and exhibition with AC performance (p < .05), such that dominance and exhibition were more strongly related to AC performance for older as opposed to younger managers. Results were discussed in terms of their implications for the criterion-related and construct validity of ACs.