The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

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。     

Character strengths and well-being among volunteers and employees: Toward an integrative model

The endorsement and deployment of character strengths in occupational contexts are two promising components for understanding how people create well-being. In this study, a model integrating character strengths, satisfaction with occupational activities, and meaning and well-being was proposed and tested in two samples of volunteers and a sample of working adults. The model fit the data well in all three samples. Results demonstrated that deploying strengths at work provided key links to satisfaction with voluntary and paid occupational activities and to meaning among both young and middle-aged volunteers, and adult working women. Among adult volunteers and paid workers, endorsing strengths was related to meaning, while both endorsing and deploying strengths were related to well-being. Together, these studies provide a model for understanding how strengths may play a role in how both volunteer and paid workers find meaning, well-being, and satisfaction.     

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.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

Comparison of the MMPI and MMPI-2 Among Job Applicants

The primary objective was to compare the MMPI-2 profiles for professional job applicants with corresponding profiles on the original MMPI. Male and female MMPI-2 profiles were also compared, and correlational and factor analyses were used to examine: A) Interscale correlations vis-à-vis item overlap, and B) The impact of K-corrections. The subjects were 82 auditor applicants, plus 212 sales and management applicants from an earlier study. The original MMPI was found to overpathologize applicant profiles. Male and female MMPI-2 profiles differed only on Mf. Scales L, K, and Hy formed a favorable cluster for job applicants, while F, Hs, Pt, Sc formed one unfavorable cluster—and D, Si a second. K-corrections consistently moved clinical scales in the direction of the favorable cluster.     

工作家庭冲突的初步研究

工作家庭冲突是一种特殊类型的角色交互冲突 ,它对于了解人的胜任特征模型和提高人力管理的效率有重要的意义。本研究通过在银行、科研单位和高新技术企业进行的有关工作家庭冲突的调查结果表明 ,较之家庭—工作冲突 ,工作—家庭冲突能较好预测员工的工作压力 ,它通过工作压力间接地对工作满意感起作用 ,女性员工的工作态度更容易受到工作—家庭冲突的影响。     

Stress and Student Job Design: Satisfaction, Well-Being, and Performance in University Students

It is imperative that the university environment be supportive and capable of nurturing optimal learning and performance in students. Using job design and work stress theories, the study assessed relationships between psychosocial work characteristics, well-being and satisfaction, and performance in a random sample survey of Australian university students (N = 176). Methodological improvements were a time lag between survey and performance measures, an objective measure of performance, and LISREL structural equation modeling. Results showed high levels of psychological distress and low levels of satisfaction, both linked to high demands combined with low control. In accord with the happy-productive student hypothesis, satisfaction mediated the impact of the work environment on performance. Reengineering the design of the student work environment may therefore improve performance outcomes (student grades) through enhancing satisfaction.     

Social Support, Job Stress, Health, and Job Satisfaction Among Nurses in the United Kingdom

Recruitment and retention of nurses is a major concern in healthcare provision in several countries. This study explored the relationship between perceived social support, job stress, health, and job satisfaction among nurses from 4 organizations in northwest England. A total of 350 usable questionnaires measuring stressors, perceived support, health, and job satisfaction, was obtained from a sample of 1,162 nurses drawn from 4 healthcare organizations. A follow-up study was conducted after 6 months. Results indicate that perceived organizational support is related to nurses' health and job satisfaction. Current interventions to increase support, which typically operate at individual or group level, may be limited in their effectiveness unless nurses' perceptions of organizational support are taken into account.     

Psychological Hardiness and Adjustment to Life Events in Adulthood

Data were collected from 88 persons who had lost their jobs and 227 persons whose youngest child had left home to explore the impact of psychological hardiness on personal distress, adjustment, and coping strategies. Analyses controlling for numerous sociodemographic factors as well as NEO Neuroticism and Extroversion suggested that the interaction between overall hardiness and the experience of differential life events influenced the use of planful problem solving and positive reappraisal as coping mechanisms, as well as influencing levels of positive affect. In addition, a main effect for overall hardiness on several coping strategies, positive affect, and life satisfaction was obtained. Findings also suggested that job loss was a more stressful experience for adults in this study than was the empty nest. These data indicate that hardiness may mediate responses to life events that differ in terms of their predictability and anticipatory nature.