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.     

Evaluating the Performance Diagnostic Checklist‐Human Services to assess incorrect error‐correction procedures by preschool paraprofessionals

The Performance Diagnostic Checklist‐Human Services (PDC‐HS) has been used to assess variables contributing to undesirable staff performance. In this study, three preschool teachers completed the PDC‐HS to identify the factors contributing to four paraprofessionals' inaccurate implementation of error‐correction procedures during discrete trial training sessions. The PDC‐HS indicated insufficient training as a contributing factor. We then implemented a nonindicated intervention (posting reminders), followed by an indicated intervention (behavioral skills training). The nonindicated intervention failed to produce desired performance improvements; however, the PDC‐HS indicated intervention resulted in improvements for all paraprofessionals.     

Employees’ perception of diversity management practices: scale development and validation

Scholars and practitioners are paying increasing attention to diversity management (DM). Despite this increase and an expanding literature, there exists a lack of psychometrically sound scales to measure DM practices and none that capture employees’ perception of DM practices (EPDMP). This dearth in literature has thus hindered DM research. To fill the gap, in the present paper, using a qualitative study and 3 quantitative studies in a sample of 590 employees across various sectors in the UK, a 9-item uni-dimensional EPDMP scale is developed and validated. Results from content adequacy, reliability, convergent, discriminant, nomological and incremental predictive validity assessments provide support for the measures use in diagnostic and theory testing efforts. This paper concludes with a discussion of the implications for theory, management practice and future research.     

Resilience in elite sport and at work – A comparative analysis among German elite athletes and employees

ObjectiveThe first purpose was to examine and compare the different levels of resilience for elite athletes and employees. Second, we investigated the relationship between resilience and personality traits for both groups. Finally, we explored how resilience is linked to sporting success.DesignCross-sectional, self-report survey.MethodA total of 720 participants (mean age = 28.59, SD = 22.02, males = 51.7%, 256 elite athletes, 132 dual students, and 332 employees) were surveyed and completed scales about resilience, personality traits, and sporting success. Analysis of variance to identify mean level differences between groups and regression analysis to examine the effect of resilience on sporting success.Results and conclusionsThe group of athletes shows significantly higher levels of resilience than the groups of dual students and employees. We find positive relationships between resilience and all considered personality traits but find that the level of correlations varies. Resilience is rather a prerequisite for top-level sports participation than a predictor for sporting success.     

女性员工如何进行性别身份印象管理?

女性员工性别身份印象管理是指女性员工为了扭转他人对自己女性身份的偏见和消极印象,而影响他人看法的过程。性别身份印象管理策略包括社会再范畴化策略和积极区分策略,前者旨在减少与女性身份的联系,后者意在强调女性身份的积极意义。两类策略会对女性获得的评价、职业发展和个人福祉产生不同的效果;工作场所偏好、性别刻板印象强弱等因素调节了这两类策略的效果。未来研究应继续从性别身份印象管理、组织干预和中国文化背景等方面探讨如何减少性别歧视对女性员工的影响。     

Launching the post-college career: A study of mentoring antecedents

Drawing upon role-making theory, this study examines which new job market entrants, following college graduation, find informal mentors and how much mentoring they receive from these mentors using a predictive design. Our results suggest that individuals lower in negative affectivity and higher in cognitive ability as well as women, individuals who have previously had a mentor, and those who go to work for organizations with developmental climates are more likely to find informal mentors. In contrast, individuals higher in learning goal orientation and mentoring instrumentality receive more mentoring once a mentoring relationship has been established.     

工会实践对员工工作幸福感的影响：基于工具-情感的双路径视角

日益僵化的传统管理手段、多元化的新生代员工利益诉求, 以及频发的企业劳资冲突, 导致中国基层工会在劳资关系中日趋式微, 进而陷入组织不愿投资、员工主动抛弃的双重困境。基于“工具-情感”双路径的视角和遵循“情境-认知”的逻辑框架, 为了在理论上和实证上回答“加强工会的实践效用能否给企业带来回报”这一问题, 拟通过在组织层次和个体层次测量工会实践的跨层次研究方法, 探讨工具性/情感性工会实践是否能够通过缓解劳资冲突提高员工工作幸福感这一理论问题, 并进一步研究在这一作用链上的边界条件。如此便揭示了基层工会在实现劳资双赢的实质性价值以及对员工幸福感的影响功效, 既是对管理科学“有良心研究”的伦理回应, 也是加强基层工会组织建设的重要策略。     

Factorial Structure and Measurement Invariance of the Innovative Behavior Questionnaire

The article presents an analysis of the factorial structure and measurement invariance of the Innovative Behavior Questionnaire, developed by Scott and Bruce. Although the instrument is widely used to capture individuals' innovative behavior, very little evidence concerning its psychometric properties is available. A time‐lagged study among 382 employees was conducted to check the factorial structure of the questionnaire, using confirmatory factor analysis, as well as its measurement invariance across gender and time. One‐factor structure (with correlated error terms of first three items) and strict invariance across time and across gender of the Innovative Behavior Questionnaire were demonstrated. As such, the measure can be used as a reliable tool for capturing individuals' innovative behavior by self‐report.     

Client supportiveness in contingent employment: The role of relationship quality

Extant literature dealing with nonstandard employment relationships reveals that contingent (“temporary”) workers are influenced by the supportiveness levels of their client organizations. However, the antecedents and consequences of client supportiveness remain underinvestigated. Specifically, the link between client supportiveness and relationship quality (i.e., the relationship between client organizations and temporary help services [THS] firm) has received minimal attention. I proposed that (1) the quality of the relationship between client organizations and the THS firm will influence client supportiveness, (2) client supportiveness will influence contingent workers’ job attitudes, (3) these job attitudes will influence future levels of relationship quality, and (4) relationship quality will predict unit-level profitability. A time-lagged, unit-level test of this model using large samples of worker and client data obtained from 89 business units of a THS firm provided complete support for the first three proposed relationships. Further, the association between relationship quality and profitability was found to be significant for medium-sized and large business units, but not for small business units.     

La mesure du stress en milieu professionnel avec l’échelle de stress perçu (Perceived Stress Scale): pertinence des versions en dix et quatre items

This article presents the psychometric qualities of the Perceived Stress Scale (Cohen, Kamarck, & Mermelstein, 1983) in ten- and four-item version. Our objectives are to verify if we find the main results of the literature as regards the ten-item version and to observe if the psychometric properties of the four-item version are enough good to use this questionnaire. The population of the study consists of 16853 employees working in French large companies. The analyses concern the structure of questionnaires, internal consistency, capacity to discriminate from groups of persons according to gender, age group and professional status, and the convergent validity of both versions. Our results show that 1) we find the main psychometric characteristics of the ten- item version described in the literature and 2) the four-item version presents qualities enough good to be used in an estimation of the perceived stress.