Psychosocial resources,support, and career satisfaction among professional women: A South African study

The study examined the role psychosocial resources play in enhancing perceptions of support and career satisfaction among professional women. The participants were a purposive sample of 606 professional women from South Africa (white = 61.8%, black = 19.9%, Indian = 11.1%, and coloured = 6.6%; mean age = 35.41 years, SD = 8.39 years). The participants were in their early adulthood and establishment career stage. The participants were employed in the financial, engineering, and human resource fields. The participants completed measures of emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational support, social support, and career satisfaction. Following canonical correlation analysis, results revealed managing own emotions, career control, self-efficacy, preoccupations with career adaptation, and preoccupations with establishment to positively predict higher levels of organisational support and career satisfaction. Findings underpin the fact that psychosocial resources are assets for the career well-being of professional women from a developing country setting.     

Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.     

Measuring Experiential Avoidance: Reliability and Validity of the Dutch 9-item Acceptance and Action Questionnaire (AAQ)

Three studies evaluated psychometric properties of the Dutch version of the 9-item Acceptance and Action Questionnaire (AAQ)—a self-report measure designed to assess experiential avoidance as conceptualized in Acceptance and Commitment Therapy (ACT). Study 1, among bereaved adults, showed that a one-factor model, with AAQ-items constituting a single dimension of experiential avoidance, fitted the data well. The internal consistency and temporal stability of the AAQ were satisfactory. In Study 2, among undergraduate students, and Study 3, among 60 outpatients, higher AAQ scores were found to be significantly associated with psychopathology, maladaptive coping strategies, and neuroticism, attesting to the validity of the measure. In support of its incremental validity, Study 3 showed that the AAQ remained significantly associated with depression and anxiety after controlling for neuroticism and thought suppression. The current studies complement prior research supporting the psychometric properties of the AAQ and the ACT conceptualization of experiential avoidance.

Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective organizational commitment predicted turnover intentions but not retirement. Occupational commitment was a significant predictor of both retirement and turnover. The implications for revising the definition of work-role attachment theory and further developing a theoretical model to explain retirement decisions are also discussed.

CPM领导行为模式对员工利他行为及工作投入的作用机制

通过对我国26个省市企事业单位员工的问卷调查,探讨了CPM领导行为模式对员工利他行为和工作投入的影响途径。采用潜变量路径分析的方法,对两个阶段的模型进行检验和比较,结果表明：（1）C因素和M因素通过信任上司的完全中介作用影响利他行为和工作投入,而P因素则通过信任上司的部分中介作用对它们产生影响。（2）信任上司通过情感承诺的完全中介作用影响工作投入,通过情感承诺的部分中介作用影响员工的利他行为。     

Implicit ontological commitment

Quine’s general approach is to treat ontology as a matter of what a theory says there is. This turns ontology into a question of which existential statements are consequences of that theory. This approach is contrasted favourably with the view that takes ontological commitment as a relation to things. However within the broadly Quinean approach we can distinguish different accounts, differing as to the nature of the consequence relation best suited for determining those consequences. It is suggested that Quine’s own narrowly formal account fails. Then a consideration of the necessitation approach championed by Jackson and Lewis shows that it does not do justice to the role of acknowledging consequences in determining rationality. I suggest that an approach which puts a priori consequence as the key relation does a better job. The task of spelling out the nature of a priori consequence is sketched, along with reasons to doubt the adequacy of the double indexing approach to analysing the a priori. The sorts of relations we can stand in to theories which allow us to inherit ontological commitments are touched on with a number of important philosophical strategies for introducing belief-like attitudes which nevertheless avoid ontological commitment.

The dispensability of (merely) intentional objects

The ontology of (merely) intentional objects is a can of worms. If we can avoid ontological commitment to such entities, we should. In this paper, I offer a strategy for accomplishing that. This is to reject the traditional act-object account of intentionality in favor of an adverbial account. According to adverbialism about intentionality, having a dragon thought is not a matter of bearing the thinking-about relation to dragons, but of engaging in the activity of thinking dragon-wise.

交叉影响还是直接影响?工作－家庭冲突的影响机制

考察了带有方向性的两个工作－家庭冲突变量(工作对家庭的冲突、家庭对工作的冲突)对一些常见的结果变量的影响, 检验了交叉影响模型和直接影响模型在中国样本中的适用性。以工作优先行为规范为基础, 在来自中国企业的管理人员的两个样本中发现：家庭对工作的冲突对工作相关结果(工作满意感、留职意向、组织承诺)具有显著的负向影响, 而工作对家庭的冲突则没有显著影响; 工作对家庭的冲突对生活满意感具有显著的负向影响。本文的发现表明交叉影响模型可以作为解释中国管理人员工作－家庭冲突影响机制的理论, 而直接影响模型不能推广到中国样本中。