通过法则关系区分员工对组织的认同与反认同

员工对组织的认同与反认同有相关的心理机制(如员工对自尊的追求)与社会基础(如组织身分的多样性), 但它们是相互独立的两个构念。在个人建立自己的社会身分时, 认同体现了“求同”、而反认同则体现“存异”。基于理论分析所构建的法则关系中, 二者具有不同的前因变量和结果变量。对5家企业250名员工的问卷研究发现, 对组织认同的员工会更倾向于主动维护组织利益, 而对组织反认同的员工在工作中敷衍了事。嵌套的系列结构方程结果表明二者分离的模型对数据的拟合, 好于将二者合并的模型, 验证了这两个构念不同的基本论点。     

Parenthood and productivity: A study of demands, resources and family-friendly firms

We examine how the presence of children is related to women’s and men’s productivity. We hypothesize family demands, family resources, and family-friendly workplaces are also related to productivity. Productivity for 670 Alberta law firm lawyers is analyzed using a standardized measure of productivity referred to as billable hours. The results suggest that mothers with school-aged children are less productive than non-mothers, whereas fathers with preschool-aged children are more productive than non-fathers. While time spent on household and childcare tasks significantly reduces women’s productivity, we find little support for the benefits of family resources or working in a family-friendly firm for women. Rather, fathers seem to benefit more: family resources are positively related to their productivity and family-friendly benefits allow them more time for leisure. These results support the assumption that having children is negatively related to women’s productivity but challenges the belief that family-friendly policies are primarily beneficial only to mothers trying to balancing work and family.     

Linking mechanisms of work–family conflict and segmentation

Despite the abundance of work and family research, few studies have compared the linking mechanisms specified in theoretical models of work–family conflict and segmentation. Accordingly, the current study provides a greater degree of empirical clarity concerning the interplay of work and family by directly examining the indirect effects of work–family conflict linkages and the direct effects of segmentation linkages on work and family satisfaction outcomes. Results, based on 209 samples and 994 effect sizes, indicate that indirect effect work–family conflict models explain 2.20% and 6.20% of the variance in job and family satisfaction outcomes, whereas direct effect segmentation models explain 54.10% and 48.50% of the variance in job and family satisfaction outcomes. Theoretical and practical implications of these findings are discussed.     

Goal conflict and facilitation as predictors of work–family satisfaction and engagement

In a study of working adults (N = 131; Mean age = 43.52 yrs; 62 males) in Germany and Finland, the mean level of goal facilitation was found to be significantly higher than that of goal interference. Hence, many individuals seem to be rather successful in constructing a personal goal system that is functional in terms of supportive links. As hypothesized, goal conflict and facilitation were associated with work-related outcomes, especially with work satisfaction. The associations with family-related outcomes were less pronounced when the focus was exclusively on either supportive or interfering goal relationships. However, when the intraindividual relation between goal conflict and goal support was taken into account, we found that the relative dominance of facilitation was clearly positively associated with both work-related and family-related indicators of positive functioning.     

A longitudinal panel study on antecedents and outcomes of work-home interference

Theoretical models of the antecedents and outcomes of work-home interference (WHI) suggest that work characteristics (e.g., job stressors, working hours) increase the probability that an individual experiences work-home interference. Since work-home interference is considered as a role stressor, these experiences should be detrimental for long-term well-being. In this 2-wave panel study, the authors compared this suggested pathway with competing models that propose reverse causation and reciprocal effects in a sample of 365 employees (N at T2 = 130) from the German workforce using structural equation modeling. In particular, a model with two proposed antecedents (job stressors, working hours) of WHI and two proposed consequences (depression, turnover motivation) was analyzed in alternative configurations. The results support a cyclical model with a job stressors → depression → WHI → job stressors pathway. Furthermore, working hours affected WHI, and turnover motivation emerged as an outcome of WHI.     

Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.     

Counselling Australian baby boomers: examining the loss and grief issues facing aging distance-separated sibling dyads

It has long been recognised that mature-aged sibling dyads provide each other with emotional support. What has yet to be determined is whether this support function is maintained within the baby boomer generational cohort of sibling dyads who through economic relocation/migration have become separated by distance. As such, this paper highlights the need for research to be conducted into the experiences of baby boomers dealing with sibling loss and grief-related issues without the support of their nuclear and extended family members.     

器官移植手术中的医患利益冲突

我国的器官移植手术得到超常发展的重要原因是走了捷径,海归医学人士为我国器官移植手术的开展做出了贡献。但器官移植发展“喜忧参半”。手术背后有医患之间的利益冲突。科学利益和经济利益至上给器官移植的健康发展蒙上阴影。必须加强器官移植的法规建设和管理监督,使我国的器官移植更符合伦理的要求。