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191.
    
The present study aimed at determining whether a significant relationship exists between procrastination, delay of gratification, and job satisfaction, with work‐related stress as an intervening variable among high school teachers. The sample consisted of 150 high school teachers from Karachi, Pakistan. The analysis showed a negative correlation between procrastination and job satisfaction, and a positive correlation between delay of gratification and job satisfaction. Also, procrastination and delay of gratification were significant predictors of work‐related stress, and work‐related stress was also a significant predictor of job satisfaction. In conclusion, when the teachers are not procrastinating on their job and score high on delay of gratification they will be more satisfied with their job and feel less stressed.  相似文献   
192.
Group process experience for analytic candidates is a neglected dimension of training, and receives little attention in the analytic literature. Jung observed group dynamics, but he never studied them closely, attending instead to the psychology of the individual. Unconscious currents in small groups have been studied by others, most notably by Wilfred Bion, and there are similarities between his theories of the group unconscious and Jung's theories of complexes. Experiential and didactic seminars in group process were added to the analytic curriculum at the C.G. Jung Institute of San Francisco in the early 1990s, leading to changes in the group dynamic of trainees and analysts alike. A discussion of the theories of Bion and Jung are followed by a report on our experiences of facilitating group process for analytic candidates. We give quotes from candidates and analyst members to illustrate the group process and its effects. The need for further study to develop a uniquely Jungian perspective on the unconscious structure and dynamics of the group is suggested.  相似文献   
193.
In contrast to traditional definitions of career identity as an individual construct, this article argues for a discursive approach to career identity as a narrative practice. Career identity is conceptualized as a practice of articulating, performing and negotiating identity positions in narrating career experiences. By using the concept of positioning, this approach situates identities within particular historic, cultural and interactional contexts via the discourses and master narratives that position identity. It also leaves space for individual agency and change via the reflexive capacity of the person to modify and negotiate the competing positions available. The methodological implications are considered, and illustrated with an empirical case analysis. The contribution of the proposed approach is in offering contextualized understandings of actual practices, resources and constraints of identity construction while also allowing for in-depth analyses of the particularities of identity work and possibilities for change in careers.  相似文献   
194.
Seventy-two five- to seven-year-old boys were exposed to televised adult models and were then administered tests of resistance to deviation (moral behavior), moral choice, and moral judgment level. Boys exposed to a model who said he would resist deviating from a prohibition and who supported his statement with a morally realistic justification were subsequently more likely to use that model's statements to guide their own moral behavior and moral choice than were boys exposed to a model advocating resistance to deviation with a morally autonomous justification. Realistic models expressing a deviating moral choice led to more deviating moral choices in observers than did autonomous deviating models. The moral judgment levels of the boys were not significantly affected by the models. The boys' moral behavior was predictive of their moral choice while moral judgment level was not significantly related to the other two indices of morality.  相似文献   
195.
Abstract

The role of work characteristics in determining return to work after an acute coronary event was examined. One hundred and forty nine patients were enrolled. One year post-discharge, 74 had returned to work. Work characteristics (decision latitude, and opportunity for social interaction at work), together with age, depression, and medical prognosis, correctly classified work status in 78% of cases. At 12 months post-discharge, patients who had not returned to work recorded significantly poorer levels of adjustment compared to those who had returned to work. A better quality of life is associated with a lower level of depression pre-hospitalization, ownership of a larger home, being male, and having a more positive work environment. The findings suggest that the pre-illness work environment of the patient is a factor influencing return to work, which needs to be considered in rehabilitation programmes.  相似文献   
196.
197.
The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.  相似文献   
198.
This study extended the current literature on group diversity by examining the moderating influence of perceived group openness to diversity on the relationships between perceived individual visible, informational, and value dissimilarity; individual task and relationship conflict; and work group involvement. A survey was administered to 129 public service employees who worked in intact teams. Results revealed that value dissimilarity had a positive association with task and relationship conflict and a negative association with work group involvement. Perceived group openness to diversity moderated the associations between visible and informational dissimilarity and work group involvement, and between value dissimilarity and task conflict. These results highlight the importance of managing differences by introducing norms promoting diversity and the involvement of all team members.  相似文献   
199.
基于资源保存理论,采用工作投入问卷、关系网络问卷、学业自我效能感问卷、学业投入问卷对326个双职工家庭的父母及其初中生子女进行调查,探讨父母工作投入对初中生学业投入的影响。结果表明:(1)父母工作投入、父母社会支持、子女学业自我效能感、子女学业投入两两之间呈显著正相关;(2)父母社会支持和子女学业自我效能感在父母工作投入影响子女学业投入中起中介作用;(3)父母社会支持和子女学业自我效能感的中介效应不存在显著的性别角色差异。从资源保存理论来看,父母工作投入对子女学业投入的影响,在一定程度上反映了资源在家庭系统内的投资和增益过程。  相似文献   
200.
随着现代通信技术发展, 非工作时间工作连通行为(Work Connectivity Behavior After-hours, 简称 WCBA)日益普遍且影响复杂。本研究基于71篇文献进行元分析发现: (1) WCBA既会通过工作自主性对工作−家庭平衡和任务绩效产生正向影响, 又会通过心理脱离对工作−家庭平衡和任务绩效产生负向影响; (2) 相较于心理脱离的负向中介作用, 工作自主性在WCBA与任务绩效之间的正向中介作用更强; 相较于工作自主性的正向中介作用, 心理脱离在WCBA与工作−家庭平衡之间的负向中介作用更强。本研究厘清了WCBA在家庭领域和工作领域差异化影响的中间机制, 对工作−家庭边界领域的研究进行了更新与补充。  相似文献   
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