员工情绪智力与主观幸福感:获益支持与情绪劳动策略的中介作用

运用情绪智力问卷、主观幸福感问卷、获益支持问卷以及情绪劳动策略问卷对400名服务行业员工进行施测,建立结构方程模型以探讨获益支持及情绪劳动策略在情绪智力对主观幸福感影响中的中介作用。研究发现:(1)服务行业员工情绪智力处于中等水平,主观幸福感处于中等偏上水平;(2)员工情绪智力,获益支持、情绪劳动策略及主观幸福感之间两两相关;(3)获益支持与情绪劳动策略在员工情绪智力与主观幸福感之间起中介作用。     

Physical and emotional stresses of technology on employees in the workplace

This article presents how today's technology permeates the planning, organizing, staffing, leading, and controlling functions of human resources management. Certain industries or occupations are more reliant on technology and thus impose more physical and emotional stressors on employees. The effects of physical stressors and the physical manifestations of emotional stressors can expose employers to additional liability. The authors make 8 propositions in this study and provide supporting research with additional information. How employers can be proactive by encouraging task‐focused coping with stress is also discussed.     

Moving European research on work and ageing forward: Overview and agenda

This longitudinal retrospective study shows that when the results of an organizational development intervention are fed back properly and action plans are made, factors associated with leadership and commitments to organization are enhanced. The study compared the effects of survey feedback, including the making of action plans and survey feedback without action plans, to the effects of no feedback at all on several psychosocial factors and sick leave over a 3-year period. The data were derived from 1236 individuals for whom baseline data were available and who completed a 3-year follow-up. Applied statistics revealed that the feedback action plan group reported greater improvements regarding leadership factors and commitment to the organization. The results reveal no differences between the feedback groups in regard to sick leave. There is a need for further studies, preferably with a randomized control design, on how to enhance both the psychosocial work environment and employee health and also how to reduce sick leave in the workplace.     

When life's good: Gendered marital satisfaction and work-pay satisfaction influences on organisational commitment of advancement-career-stage employees

We examined the influences of marital satisfaction and work-pay satisfaction on organisational commitment among advancement-career-stage employees while controlling for gender and a selection of socio-demographics. The sample consisted of 350 workers (females = 237; mean age = 32.44, SD = 9.99 years) from a large privately owned educational service provider. The employees completed measures of marital satisfaction, work-pay satisfaction, and organisational commitment. The data were analysed to predict the influence of marital satisfaction, and work-pay satisfaction on organisational commitment, while controlling for gender and socio-demographics. The results suggest that although happily married people with work-pay satisfaction had higher organisational commitment, those with marital satisfaction and older age were less committed to their employer organisations. We conclude that marital satisfaction interfered with advancement-career-stage employees’ loyalty to the organisation.     

The role of career competencies in the Job Demands — Resources model

This study investigated the role of career competencies as a mediator in the Job Demands — Resources model. Structural equation modeling with data from 305 young employed persons aged 16–30 years showed that career competencies are positively related to job resources and work engagement, but not to job demands and emotional exhaustion. Furthermore, career competencies had a partially mediating effect on the relationship between job resources and work engagement, and job resources had a partially mediating effect on the relationship between career competencies and work engagement. These findings suggest that career competencies may act in a similar way as personal resources in fostering work engagement. Our results underline the importance of combining research on job design and career development, and suggest that career competencies may have a role in stimulating employee wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously increasing job resources and career competencies to increase employee wellbeing.     

A型人格与“80后”大学生员工职业锚的关系研究

个性与人们职业选择和职业发展存在着密切关系,选择与人格相匹配的职业锚,不仅有助于个体合理规划自身的职业生涯,而且组织也可以人员优化组合,从而提高组织绩效。本文以A型人格作为人格测量指标,选取“80后”大学生员工为研究对象,通过问卷调查深入探讨了A型人格与职业锚之间的关系,结果发现：A型人格与“80后”大学生员工自主型、创业型、技术型与挑战型的职业锚存在正相关,与挑战型和自主型职业锚有因果关系,其中时间紧迫感（CH）维度对挑战型职业锚有预测作用,竞争不耐烦（TH）维度对自主型职业锚有预测作用。具有A型人格的“80后”大学生员工非常适合创业和自主型的工作。B型较适合选择管理型与安全型的职业锚以发展自身的职业道路。本文对相关数据进行分析并提出建议和对策,帮助“80后”大学生员工设计符合自身个性的职业生涯规划。     

Managing Employees in the Service Sector: A Literature Review and Conceptual Development

Our economy is slowly shifting from a manufacturing base to a service base. Yet, management literature has been slow to respond. We know little about the unique challenges faced by managers in the service sector. This paper reviews literature on research on management practice and employee perceptions that lead to positive customer outcomes. Specifically, relational coordination efforts by a manager are suggested to lead to specific employee behaviors that have been correlated with customer outcomes. This literature review and conceptual development are presented here in hopes that future research will take a deeper look at the challenges faced by service sector managers.     

Black Jack: Do company benefits and feelings have an impact on my happiness?

The aim of this study was to determine whether casino employees’ benefits and their feelings about the company influence their experienced happiness. A total of 1 502 casino employees were surveyed (females = 57%; males = 43%). They completed a company benefits, feelings and happiness questionnaire within the work context. Data were analysed to predict what company benefits and whether feelings about the company impact on the casino employees’ happiness; and also to test the mediation effects of company benefits on their happiness experienced through feelings about the company. In addition, structural relations between happiness and feelings about the company, and happiness and company benefits were tested. Findings from the regression analyses and structural equation modelling suggest that feelings about the company and company benefits such as staff meals and pension funds do predict personal happiness and positive feelings about the company where they are employed. Moreover, feelings about the company mediated the effect of stay-in facilities, staff meals and a bonus on happiness. Positive feelings about their company seem to explain employee happiness, particularly with the availability of company benefits such as stay-in facilities, staff meals and a bonus scheme.     

Organizational and client commitment among contracted employees: A replication and extension with temporary workers

This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment.     

Psychosocial work factors, physical work load and associated musculoskeletal symptoms among home care workers

This study was based on a questionnaire and included a group of home care workers (HCW) (n = 305) and a reference group of municipal employees (n = 694). The relationship between the work environment and musculoskeletal symptoms was analysed. The HCW were less satisfied with their control over their work and stimulus from their work and had a higher physical work load and prevalence of musculoskeletal symptoms, compared with the reference group. The Rate Ratio (RR) of neck and shoulder symptoms among HCW was 83 and 54 %, respectively, higher among those reporting a "high" psychological work load compared with those reporting a "low" load. The highest RR for a single risk indicator was 2.5, and this concerned low-back symptoms among HCW who often worked with twisted postures. A combination of "poor" psychosocial work environment and "high" physical work load produced the highest RR for work-related neck (RR = 2.57) and shoulder (RR = 2.13) symptoms.