Manager psychopathy,trait activation,and job performance: a multi-source study

Individuals high in psychopathy are often portrayed as more likely to display antisocial behaviour in the workplace and to demonstrate lower job performance. Current research on the impact of trait psychopathy in the workplace is characterized by divergent findings of moderate versus weak effects. We aim to address two potential causes for these discrepant results: mono-source bias and the failure to consider the situational factors that can activate psychopathy. In addition, we used the triarchic model of psychopathy, which incorporates the meanness dimension, a conceptualization of predatory orientation. Our multi-source design disconfirmed concerns that the effects of psychopathy are merely based on mono-source bias. More specifically, we found that the predatory orientation of managers high in psychopathy and especially high in the trait of meanness was behaviourally activated by high levels of ascendency prospects and prospects for income increases. High psychopathy, mediated by consideration towards subordinates and moderated by high ascendency prospects and high prospects for income increases, was associated with low supervisory job performance ratings. Implications and limitations of our findings and directions for future research are discussed.     

新瓶旧酒或推陈出新：包容性领导是一种独立的领导类型吗？

包容性领导是解决当前职场中员工多样性问题的一种新型领导类型。由于领导类型众多且存在交叉重叠现象,包容性领导是否是一种独立的领导类型值得检验。176份纵向调查数据分析结果表明：与变革型领导、交易型领导和家长式领导相比,包容性领导具有独立的概念结构,在对领导成员交换和工作满意度的预测上具有显著的增进效应和优势效应。     

中小学校长心理授权与工作倦怠的关系研究

选取425名中小学校长进行问卷调查,考察校长心理授权和工作倦怠的现状,并探讨校长心理授权与工作倦怠的关系。结果发现:(1)校长心理授权和工作倦怠问卷的验证性因素分析模型与数据拟合良好。(2)校长心理授权在任职年限上存在显著差异,任职5年以下校长的胜任感和心理授权整体显著高于任职6～10年的校长,任职11年以上校长的自我决定显著高于任职6～10年的校长;(3)关于校长工作倦怠,男校长工作怠慢及工作倦怠整体显著高于女校长,学历为大专及以下校长的情绪衰竭、工作怠慢及工作倦怠整体显著高于学历为本科以上的校长,35岁以下校长的低成就感显著高于41～45岁和46岁以上的校长;(4)校长心理授权各维度与其工作倦怠各维度存在非常显著的负相关;回归分析表明,校长心理授权对其工作倦怠具有显著的负向预测作用。     

企业员工人口学变量、工作特征与主观幸福感的关系：工作压力的作用

本研究通过对北京、上海、南京、成都、长沙及广州266名企业员工有效样本的测查,考察了员工幸福感在人口学变量和工作特征变量上的差异,探讨了工作压力对幸福感的影响机制,发现不同年龄、学历、企业所有制、行业和工作岗位的员工的幸福感水平差异显著,人口学变量和工作特征对幸福感有交互作用。回归分析发现,工作压力、学历和工作类别变量分别直接影响幸福感,年龄和学历还通过工作压力间接影响幸福感。     

Distinctions between hedonic and eudaimonic well-being: Results from a day reconstruction study among Norwegian jobholders

The study suggests that hedonic and eudaimonic well-being can be studied by theoretical and empirical analysis of subjective feelings. In this approach, pleasure is the hallmark of hedonism, and engagement serves as the core feeling of eudaimonia. The Day Reconstruction Method was used to investigate the assumption that overall life satisfaction predicts hedonic feelings but not eudaimonic feelings during a workday. Perceived job control was hypothesized to predict eudaimonic feelings but not hedonic feelings. Questionnaire data from 120 Norwegian jobholders were analyzed, providing support for the hypothesis. Moreover, pleasure was found to be relatively unrelated to engagement, and perceived control was basically unrelated to life satisfaction. The results are discussed against the background that hedonism and eudaimonia are two independent parts of a multidimensional concept of well-being.     

Employee Eldercare Responsibilities: Should Organizations Care?

The question "Should organizations be concerned with the eldercare responsibilities of their employees?" was addressed from several perspectives: (1) prevalence of need, (2) the relationships among eldercare responsibilities, satisfaction with eldercare arrangements, and workplace attitudes and outcomes, and (3) support for organizational eldercare programs. Our sample was predominately female and we defined eldercare responsibilities broadly; however, only 5 of 885 employees reported eldercare responsibilities. The majority relied on family arrangements and reported dissatisfaction with these arrangements. Dissatisfaction was related to interruptions at work, leaving early, and intent to quit. Eldercare-givers did not differ from other groups on job satisfaction and organizational commitment, but were absent from work significantly more often. There was strong employee support for employer-sponsored eldercare programs.     

An Alternative to an Assessment Centre on Six Pieces of Paper?

The application form currently used in police officer recruitment neither measures competencies necessary ‘on the job’, nor screens out inappropriate applicants. To improve this situation, a competency-based application form was developed and trialled in three police forces. Results were compared with those obtained via the assessment centre acting as the first competency screening stage of the current selection process. A high level of correspondence was found between the two sets of results raising a query as to whether the application form could be a valid replacement for the assessment centre. A future validation study, in which the performance of recruited police officers is compared with application form results, will better answer this question. In the meantime, it is proposed that the competency-based application form questions are incorporated into the current form to reduce the number of inappropriate applicants reaching expensive, labour-intensive stages of the selection process.     

Book Reviews

John T. Haworth Work, Leisure and Well-being Owen Hargie The Handbook of Communication Skills Richard Lepsinger and Anntoinette D. Lucia The Art and Science of 360° Feedback Kevin Murphy Individual differences and behavior in organizations     

Emotional labour strategies and job burnout: A meta-analysis of Chinese employees

Emotional labour strategies have a significant impact on job burnout. However, current research results are controversial and unclear. A meta-analysis was conducted to explore the relationship between emotional labour strategies (surface acting and deep acting) and job burnout. A total of 84 empirical studies that included 28,242 participants were selected. The meta-analysis of the relationships between job burnout and surface acting and deep acting included 84 and 75 independent samples respectively. The results show that surface acting had a positive association (r = 0.25) with job burnout, whereas deep acting (r = −0.27) had a negative association with job burnout. Occupational types and measures of emotional labour strategies moderated the relationship between emotional labour strategies and job burnout, but this relationship was not moderated by measures of job burnout.