企业员工工作动机的结构研究

本研究利用问卷调查的方法 ,探讨了我国企业员工工作动机的结构及其特征 ,结果发现我国企业员工的工作动机可以概括为追求胜任取向、外在报酬取向、他人评价取向、自我决定取向与良好关系取向五个因素。所得到的五因素模型较内部动机、外部动机两维模型更加具体、全面地反映了工作动机的内容。企业员工工作动机的取向与性别、受教育水平等因素有关。研究得到了《企业员工工作动机取向量表》 ,该量表共 38个项目 ,具有较好的信度与效度。     

Alternative Employment Arrangements: A Gender Perspective

In this study we drew on national-level data to investigate the gendered nature of two alternative employment arrangements (independent contractors and temporary agency help), preferences for such arrangements, and the extent to which such arrangements accommodate work/family career quandaries of contemporary workers. Multivariate analyses revealed the perpetuation of gender schema and gendered structures, but this varied by type of alternative employment arrangement. Greater preference for temporary agency employment by married women than by married men derived from women not having to be the primary source of family income, rather than from an effort to balance work and child-rearing responsibilities. There were also gender differences in the tendency of married men and women to be independent contractors; women were less likely to be contractors. However, this alternative employment arrangement offers potential for both men and women to satisfy or challenge other gendered family structures and schema.     

Interaction of reinforcement schedules, a behavioral prosthesis, and work-related behavior in adults with mental retardation

The effects of variable-interval (VI) and fixed-ratio (FR) schedules of reinforcement for work-related behavior and an organizer for the work materials (behavioral prosthesis) were evaluated with 3 adults with severe or profound mental retardation. The participants had been recommended for study because of high rates of off-task and aberrant behavior in their daily vocational training programs. For 2 participants, VI and FR schedules resulted in the same outcome: more aberrant behavior than on-task and off-task behavior combined. The FR schedule nearly eliminated emission of aberrant and off-task behavior by the 3rd participant. Combining the behavioral prosthesis with FR reinforcement (FR+O) increased the proportion of time spent in on-task behavior by all participants under certain FR schedule parameters. Second-by-second analyses of the observation records revealed that FR schedules reduced off-task and aberrant behavior during work sequences (i.e., ratio runs), and FR+O led to a further reduction of these behaviors during postreinforcement pauses. Overall, the results show how organizer and schedule parameters can be adjusted to produce an optimized balance between productivity and reinforcement while undesirable behavior is minimized.     

The Group Home Workplace and the Work of Know-How

This paper is concerned with the everyday practice of authority and knowledge in a group home for adults with intellectual disability. Based on fieldwork, the group home is understood as a workplace, which provides a model of organizational participation as a dilemma of freedom rather than a problem of power. Three kinds of work are observed in the everyday know-how of counselors and residents. First, Michael Lipskys concept of street-level bureaucracy is used to understand the inherently indeterminate and conflictual nature of counselor work. Second, the competent participation of residents is also organized as work, often explicitly, as the work they must do to become more independent. The group home is therefore understood as a setting of governmentality because it reflects the indirect practice of authority characteristic of contemporary liberal societies. Finally, the ethnomethodological insight about the accomplished character of local order is the basis for the observation of everyday life itself as a third kind of work.     

Contemporary transference work and the analytic attitude: aims and methods--a clinical workshop

There are various ways of working as an analyst, and there are various ways of utilizing the concept and the phenomena of transference‐countertransference. I hope to draw an adequate picture of a way of working that is called ‘working‐in‐the‐transference’ as distinct from ways of working that ‘analyse transference’. The former has long been practised by many Jungians as well as by many psychoanalysts. As a method, it has aroused controversy in both groups, and is frequently both misunderstood and imitated. It can arouse strong anxiety. It can appear narrow and restrictive. It famously precludes a gamut of activities in which many analysts engage. Is working‐in‐the‐transference old fashioned, or does it deserve to be increasingly appreciated? Can it offer support and validation whilst remaining true to its conception? It was hoped that these questions would be addressed in the clinical material brought to the workshop. The emphasis in the workshop was on active participation and it was hoped that those attending would bring their clinical concerns for discussion.     

Suicide lié au travail et prévention

Regarding social law, work-related suicide can be qualified as a professional risk, in particular as a work accident. It's the option chosen by case-law. The idea is to compensate: qualifying suicide as a work accident provides a social security compensation to the suicided employee's family and, in certain cases, the possibility to sue the employer. But, this case-law does not really question the prevention of the suicide before its commitment. In Labour law, the employer's obligation to prevent risks must face the risk of work-related suicide.     

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.     

The Relationship between Workplace Status and Workplace Religious Expression

A growing body of literature explores religious expression in workplaces, but comparatively little research examines how religious expression might be shaped by inequality in workplace status. We hypothesize that perceived work autonomy and socioeconomic status (SES) both function as mediating links between organizational status and religious expression. Drawing on a sample of employed adults from a nationally-representative survey in the United States (n = 8611), we examine three modes of religious expression at work: displaying faith, feeling comfortable talking about faith, and expressing views when observing unfair work practices that conflict with faith. Results revealed that workers at the bottom of their organizations express their religiosity less than those at the top. Religious expression in the workplace is thus not simply a reflection of individual religiosity or religious identity, but also workplace power. Although perceived work autonomy mediated the relationship, SES buffered the relationship. Findings have important implications for workplace policy.     

Working with animals: Implications for employees’ compassion,awe, prosocial behavior,and task performance

Human-animal work represents a collaboration between humans and animals to achieve work goals, and is common in the domains of healthcare, therapy, entertainment, and education. Although the scope and types of human-animal work is diversifying and increasing, organizational scholars have yet to explore its impacts on employees. Drawing from the models of compassion and mind perception theories, we first develop a theoretical model pertaining to the development of compassion as a result of human-animal work. In a study with zookeepers (Study 1), we find that human-animal work evokes the emotion of compassion, which in turn is positively associated with employee prosocial behavior and task performance. These mediated effects are moderated by how employees perceive animals—employees are more likely to experience compassion, and in turn, become more prosocial and work better when they generally perceive animals to be able to experience emotions and bodily sensations. Furthermore, two follow-up studies (i.e., Studies 2 and 3) with employees who engage in human-animal work in Hong Kong and the United States reveal that working with animals evokes awe in addition to compassion, and provides insight into their resultant impact on prosocial behavior and task performance. We end by discussing the theoretical and practical implications of this work.     

Levels and change in autonomous and controlled work motivation in older workers—The role of proximity to retirement and sense of community at work

Previous studies suggest a preretirement disengagement process from work, which includes reduced work motivation. In this study, we investigated changes in autonomous and controlled work motivation over two years among participants of the Health, Aging and Retirement Transition in Sweden (HEARTS) study. We found stability in both types of motivation; however, those who retired after the study period showed more distinct declines in autonomous motivation. A stronger sense of community at work was related to level, but not change in autonomous motivation. Intra-individual fluctuations in the expected retirement age did not predict work motivation or vice versa. Future studies are needed to better understand the antecedents and consequences of preretirement declines in autonomous work motivation.