The capacity to tell a joke: Reflections from work with Asperger children

The capacity to tell a joke is a highly complex interpersonal event that depends upon the maturation of certain developmental achievements which are absent or stunted in children with Asperger's Syndrome. These include the ability to know another's mind, a sense of interpersonal timing and, most notably, a capacity for abstract thinking. The author discusses Freud's ( 1905 ) notion of joke‐work, which is akin to dream‐work, both of which are pathways to forming mental representations. Freud considered joke‐work as a mental activity that operated on the verbal level and the author examines the preverbal dimensions that are rooted in the earliest mother/infant interactions. An extended case discussion of the psychoanalytic treatment of an Asperger boy is offered to illustrate these points and to demonstrate the activity of joke‐work as a means of building mental representations.     

Examining the Roles of Work Autonomous and Controlled Motivations on Satisfaction and Anxiety as a Function of Role Ambiguity

Past research in the self-determination theory has shown that autonomous motivation is associated with positive outcomes (e.g., work satisfaction), whereas controlled motivation is related to negative outcomes (e.g., anxiety). The purpose of the present research was to examine the moderating function of role ambiguity on the relationships between work autonomous and controlled motivations on the one hand, and work satisfaction and anxiety on the other. Six hundred and ninety-eight workers (449 men and 249 women) participated in this study. Results revealed that autonomous motivation was most strongly related to satisfaction when ambiguity was low. In addition, controlled motivation was most strongly related to anxiety when ambiguity was high. In other words, the present findings suggest that the outcomes associated with each form of motivation may vary as a function of role ambiguity. The present study thus offers meaningful insights for organizations, managers, and employees.     

Living and Working Together in Organizations: Traces and Ways

This article explores the state of the art in relation to the theme of living and working together in organizations and proposes a new theoretical model. A thorough examination of literature highlights that there are almost no works specifically coping with this theme, defining its theoretical perspective and specifying the choice of proposed indicators. Several, instead, are the works indirectly dealing with living and working together in organizations, mostly considered equivalent to the quality of interpersonal relationships, or developed starting from the theme of diversity and conflict. In reference to the social context, an important defining effort was carried out by Renzo Carli, who defines living together [convivenza in Italian] as the symbolic component of a social relationship, generated by three components: belonging systems, strangers and rules of the game. Living together means integrating these three elements of a relationship in order to create innovative products. This article proposes a review of this model, specifically designed for the organizational field. Living and working together in organizations is meant as the result of the cross among Identity, Otherness, and Work Purpose, within specific organizational Cultures of Diversity. Starting from this model, in dialogue with long-lasting research and intervention experience in various organizational contexts, we propose forms of living and working together in organizations that were empirically pointed out: generative-efficient, affiliating, performance-based, and chaotic-paralyzing styles.     

Only qualifications count: exploring perceptions of continuing professional development within the career guidance sector

This paper explores the views of a group of career development practitioners undertaking a postgraduate qualification as a form of continuing professional development (CPD). It offers insights into how these practitioners perceive and view different forms of CPD. A case study methodology was adopted to gather examples of the CPD activities practitioners engaged in and the value placed on these in supporting the development of professional practice. Their views were synthesised to create a typology representing a differentiated model of CPD. The model proposes three types of CPD: operational, experiential and formal. Formal CPD is perceived as having the highest value in developing professional practice. The study supports a deeper understanding of how careers practitioners engage with and understand CPD.     

表达抑制调节负性情绪的男性优势——来自事件相关电位的证据

生活经验和文献证明,男性相比女性有更少的情绪表达行为。据此,本研究假设表达抑制进行负性情绪调节具有男性优势,而采用认知重评调节时可能没有该性别差异。在不同的实验阶段,被试分别采用自由观看、表达抑制和认知重评策略观看负性情绪图片,同时记录事件相关电位(ERP),以及使用各种策略之后的主观情绪体验。结果表明,采用表达抑制和认知重评调节情绪后,被试报告的负性情绪体验没有出现男女差异。然而,对ERP晚期正电位(Late Positive Potential,LPP)的统计分析发现,LPP的中期(2000~3000 ms)与晚期(3000~4000 ms)波幅均出现了调控策略与性别的交互作用。对男性而言,负性图片诱发的LPP波幅(2000~4000 ms)在表达抑制条件下相比自由观看条件出现显著降低,但女性没有出现上述效应。此外,在LPP各个时间窗口,采用认知重评策略进行情绪调节时均无显著性别差异。上述结果表明采用表达抑制策略进行负面情绪调节时,男性具有相比女性更好的调控效果。这提示男性比女性更适合采用抑制情绪表达的方式进行日常情绪管理。这种性别优势可能来源于社会对男女性性别角色的不同期望。     

Believing in a personal just world helps maintain well-being at work by coloring organizational justice perceptions

Justice is a core fundamental theme for individuals in organizations. This study suggests that believing the world is just where one gets what one deserves, and deserves what one gets, is an important personal resource that helps maintain well-being at work. Further, it suggests that personal belief in a just world, but not general belief in a just world, exerts its influence on well-being through increasing overall justice perceptions of the work environment. Using two waves of data drawn from a large random sample of working adults in Switzerland, results showed that personal belief in a just world at time 1 indeed augmented perceptions of overall organizational justice, and this in turn increased job satisfaction at time 2, that is, 1 year later. As expected, this effect was only evident for personal and not general belief in a just world, highlighting personal belief in a just world as an important yet largely overlooked resource for the work context, and suggesting the need to consider individual’s beliefs about justice as drivers of overall organizational justice perceptions.     

The consequences of job crafting: a three-wave study

This longitudinal study examined the consequences of job crafting on two important employee outcomes: psychological capital (PsyCap) as a work-related personal resource and work engagement as an indicator of employee well-being. The study also tested the reverse causation effects of PsyCap and work engagement on job crafting. It used a three-wave, three-month panel design to survey 940 employees from three European countries working in a broad range of economic sectors and occupations. The results of the cross-lagged longitudinal structural equation modelling demonstrated that job crafting predicted PsyCap and work engagement over time. No reverse causation effects were found. Overall, this study shows that when individuals proactively build a resourceful and challenging work environment for themselves, it can lead to diverse positive outcomes that are crucial to employee health and well-being. Employees should therefore be encouraged and be given the opportunity to craft their own jobs.     

The mitigating role of leader‒member exchange when perceiving psychological contract violation: a diary survey study among volunteers

Several scholars in the field of volunteering emphasized the pivotal role of psychological contract (PC) violation in explaining maladaptive behavioural reactions—such as counterproductive work behaviour (CWB)—of volunteers. Reactions to violation feelings are, however, interrelated and may intensify over time. Extending this dynamic perspective, we introduce momentary leader–member exchange (LMX) as a buffering social resource in the relationship between violation feelings and (1) CWB and (2) the likelihood to perceive a PC breach. Using weekly diary survey data from 247 volunteers (827 observations), we conducted a moderated multilevel zero-inflated Poisson regression analysis. As hypothesized, experiencing feelings of violation during one week related positively to CWB towards the organization (CWB-O), but not to CWB towards individuals (CWB-I) during the next week. Moreover, experiencing violation feelings during one week increased the likelihood to perceive a PC breach during the subsequent week. Finally, experiencing a high-quality LMX relationship effectively mitigated the positive relationship between violation feelings during one week and (1) CWB-O, and (2) the likelihood to perceive a PC breach during the next week. Our study highlights momentary LMX as an effective redressing mechanism in the relationship between violation feelings and undesirable employee outcomes.     

工作恢复:重回良好工作状态的必由之路

工作恢复是指工作中精力消耗之后,个体生理和心理状态的恢复过程。工作恢复是个体补充消耗的生理和心理资源的过程,这一过程可用努力—工作恢复模型和资源保存理论加以解释。目前工作恢复研究多采用自我报告的日记研究法,探索心理剥离、放松、掌握经验和控制等工作恢复的心理过程,考察休整、非工作活动、员工所处社会环境等工作恢复的前因变量,并检验工作恢复对幸福感、健康、工作表现等结果变量的正向预测作用。研究表明,工作恢复有助于个体保持积极情感、提高工作业绩。今后需在工作恢复的测量指标和研究方法等方面改进研究设计,并在工作恢复的作用机制及干预等方面着力拓宽研究方向。