角色领悟与中学教师职业倦怠

近30年来对中学教师职业倦怠的研究,重点在于探讨中学教师职业倦怠的现状,很少聚焦于寻找解决办法。对于“角色领悟”,这种解决教师职业倦怠的可能途径之一的研究更是稀少。本研究重点在于探讨全面、正确的中学教师角色领悟对缓解中学教师职业倦怠的作用。     

An epidemiological study on work and family stress among Chinese in Hong Kong

Hong Kong, with a population of over six million in a modern city, has been shown to be a very stressful place to live in. However, epidemiological data from a big-scale study in this regard are lacking. The present territory-wide survey, from a sample representative of the general population, was aimed to investigate the work and family stress of Chinese adults in the community with respect to the impact on their psychological well-being. The psychosocial context was considered as an important source of stress. The results showed that coping with work demands and rearing children were reported as the highest stress responses. Moreover, workers in Hong Kong took an instrumental attitude, i.e., one emphasizing material rewards, in order to reduce the job stress arising from interpersonal conflicts in the workplace.     

实习初期教师职业认同的发展轨迹及其与主动性人格的关系:一项追踪研究

采用主动性人格量表、工作绩效量表、人际关系量表、教师职业认同量表对385名实习教师从其实习第一周起连续追踪测量五周,利用多层线性模型探讨实习初期教师职业认同的发展轨迹,以及主动性人格对教师职业认同的影响及其机制。结果表明：(1)实习初期教师职业认同呈先高后低再升高的U型非线性发展趋势;(2)工作绩效和人际关系在主动性人格与教师职业认同之间起部分中介作用,且工作绩效的中介效应显著大于人际关系的中介效应。研究结果不仅揭示了实习初期教师职业认同的动态发展轨迹,同时还揭示了主动性人格影响教师职业认同的中介机制,对提升教师培养质量具有重要的参考价值。     

L’effet du sens du travail sur l’intention de quitter des personnels soignants en EHPAD. Quel impact de la satisfaction au travail et de la charge de travail ?

The aim of this study was to explore the relationships between the meaning of work and the intention to leave, job satisfaction and workload in a pre-pandemic context. In a population highly affected by turnover problems, care assistants working in French EHPAD (n = 125) completed a self-administered online questionnaire. The results of the study show a significant link between the variables mentioned above. Job satisfaction exerts a mediating effect between the meaning of work and the intention to leave. This mediation is not found for workload. This study highlights the interest of working on the meaning of work as a possible lever against the intention to leave.     

配偶的善意性别偏见对职业女性工作繁荣的影响机制研究：一个有调节的中介模型

本文基于工作-家庭资源模型,采用问卷调查法,收集208份双职工夫妻配对数据,探讨配偶的善意性别偏见对职业女性工作繁荣的中介机制与边界效应。研究结果表明：配偶的善意性别偏见负向预测职业女性的工作繁荣,家庭-工作冲突中介了配偶的善意性别偏见与工作繁荣的关系;同时,职业女性的工作中心性调节了家庭-工作冲突在二者间的中介作用。研究结果对降低职业女性的家庭-工作冲突,减少善意性别偏见,促进工作繁荣有一定的理论和实践意义。     

The importance of emotional display rules for employee well-being: A multi-group comparison

‘Serving with a smile’ has generally been associated with negative effects for employee well-being. The present study investigated whether emotional display rules also relate to positive outcomes by distinguishing demands to suppress negative emotional response (negative display rules) from demands to express positive emotions (positive display rules). In line with the job demands-resources model, outcomes involved emotional exhaustion and work engagement. Participants were employees in three occupational groups in the human service profession: sales (N?=?480), healthcare (N?=?399), and education (N?=?220). The outcomes of a multi-group analysis in LISREL revealed for all three occupational groups that negative display rules were related to emotional exhaustion while positive display rules were associated with work engagement. Together, these findings suggest that ‘serving with a smile’ can enhance employee well-being, when the emphasis is on showing positive affects instead of suppressing negative affects.     

A systematic review and meta‐analysis of tertiary interventions in clinical burnout

Clinical burnout is one of the leading causes of work absenteeism in high‐ and middle‐income countries. There is hence a great need for the identification of effective intervention strategies to increase return‐to‐work (RTW) in this population. This review aimed to assess the effectiveness of tertiary interventions for individuals with clinically significant burnout on RTW and psychological symptoms of exhaustion, depression and anxiety. Four electronic databases (Ovid MEDLINE, PsychINFO, PubMed and CINAHL Plus) were searched in April 2016 for randomized and non‐randomized controlled trials of tertiary interventions in clinical burnout. Article screening and data extraction were conducted independently by two reviewers. Pooled odds ratios (ORs) and hazard ratios (HRs) were estimated with random‐effects meta‐analyses. Eight articles met the inclusion criteria. There was some evidence of publication bias. Included trials were of variable methodological quality. A significant effect of tertiary interventions compared with treatment as usual or wait‐list controls on time until RTW was found, HR = 4.5, 95% confidence interval (CI) = 2.15–9.45; however, considerable heterogeneity was detected. The effect of tertiary interventions on full RTW was not significant, OR = 1.33, 95% CI = 0.59–2.98. No significant effects on psychological symptoms of exhaustion, depression or anxiety were observed. In conclusion, tertiary interventions for individuals with clinically significant burnout may be effective in facilitating RTW. Successful interventions incorporated advice from labor experts and enabled patients to initiate a workplace dialogue with their employers.     

Are You Being Served? The Relationship between School Climate for Service and Teachers' Engagement,Satisfaction, and Intention to Leave: A Moderated Mediation Model

The notion of service has been receiving increasing attention in organizational psychology literature in recent years, due to the client-oriented managerial movement. Yet, little to no attention has been paid to the service notion in educational psychology despite its high relevance to educational settings, given the pressure to be more service-oriented and possess a client-focused state of mind. The present study explores the notion of service in school domains by examining the joint effects of climate for service and the internal service in schools on teachers' work attitudes: work engagement, job satisfaction, and intention to leave their work. The notion of climate for service emphasizes the school's attitude of teachers as service providers to its clients (students and their parents); internal climate emphasizes the school's attitude of providing service to its teaching staff. The study was conducted via a sample of 423 teachers from 30 different schools in Israel. We hypothesized that the indirect relationship between the climate for service and teachers' job satisfaction and intention to leave work would be mediated by teacher work engagement. Our findings supported this hypothesis. Moreover, this indirect relationship via teacher work engagement was demonstrated most strongly when the internal service quality received was high, providing teachers with the capability to deliver what the service climate motivates them to do. Therefore, service-oriented resources—both climate for service and internal service—may be crucial in affecting teachers work attitudes and should be specifically targeted by principals and other educational decision makers.     

编辑职业道德三题

编辑职业道德是编辑从业人员在职业活动中应该遵循的行为准则。编辑职业工作的成果及其社会效益的特殊性,决定了编辑职业道德是编辑职业工作的灵魂。     

Supervisor Support for Employee Performance in Australia: Mediating Role of Work‐Life Balance,Job, and Life Attitude

Drawing on the job‐demands resources model, we investigated the relationship between supervisor support and employee performance and the mediating effects of work‐life balance (WLB), job and life satisfaction, and organizational commitment in a sample of 305 financial‐sector employees in Sydney, Australia. Results reveal that supervisor support is positively related to employee performance, WLB, job and life satisfaction, and organizational commitment. In turn, WLB, job and life satisfaction, and organizational commitment are positively linked to employee performance. The findings indicate a significant mediation between supervisor support and employee performance only through WLB and organizational commitment. Implications for theory and practice are discussed.