自我控制资源与认知资源相互影响的机制:整合模型

尽管有学者认为自我控制资源和认知资源应该是两种独立的资源,但近期的研究却表明两种资源是互相影响的.以往研究从执行控制的角度解释两种资源为什么相互影响,但却没有指出两种资源如何影响执行控制,以及缺乏考虑神经机制和自我控制资源调节变量在其中的作用.为更系统地解释两种资源相互影响的机制,作者提出了一个整合模型,该模型指出:(1)两种资源相互影响的主要原因是两者都受到执行控制和前额叶皮层的影响;(2)个体进行自我控制或认知加工会消耗能量,产生心理疲劳,降低执行任务的动机,表现为前额叶皮层激活水平下降;(3)前额叶皮层激活不足进一步限制了执行控制在随后的自我控制和认知加工任务中的作用,因而影响后续自我控制或认知加工任务的表现;(4)自我控制资源调节变量通过提高个体对疲劳的耐受性、补充能量和提高动机等方法,使前额叶皮层和执行控制在完成前一阶段任务后仍然能够正常发挥作用,从而维持个体在后续自我控制或认知加工任务上的表现.未来的研究可考察自我控制资源与其他认知加工的关系;用动态的认知神经研究方法,建立前额叶皮层激活水平在前后两阶段任务之间的中介作用模型,以及研究自我控制资源调节变量的神经机制.     

Weekly work engagement and flourishing: The role of hindrance and challenge job demands

Two studies were conducted to examine how home healthcare nurses stay engaged in their work and maintain their psychological well-being. In Study 1, we hypothesized that nurses would perceive work pressure more as a hindrance demand than as a challenge demand, and that the reverse would be true for emotional demands. We approached 120 home healthcare nurses who filled in a survey. Results of a series of paired sample t-tests supported our hypotheses. In Study 2, we used the JD-R model to hypothesize that weekly job demands can either facilitate or undermine the positive impact of personal resources on work engagement and flourishing, depending on the nature of the job demand (hindrance vs. challenge). A sample of 63 nurses filled in a questionnaire at the end of the working week during three consecutive weeks (N = 3 × 63 = 189 occasions). Results of hierarchical linear modeling showed that emotional job demands strengthened the effect of personal resources on weekly well-being, whereas work pressure undermined this effect. Taken together, the present findings challenge the idea that whether job demands act as hindrances or challenges is the same for all occupations and for all individuals.     

The role of career competencies in the Job Demands — Resources model

This study investigated the role of career competencies as a mediator in the Job Demands — Resources model. Structural equation modeling with data from 305 young employed persons aged 16–30 years showed that career competencies are positively related to job resources and work engagement, but not to job demands and emotional exhaustion. Furthermore, career competencies had a partially mediating effect on the relationship between job resources and work engagement, and job resources had a partially mediating effect on the relationship between career competencies and work engagement. These findings suggest that career competencies may act in a similar way as personal resources in fostering work engagement. Our results underline the importance of combining research on job design and career development, and suggest that career competencies may have a role in stimulating employee wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously increasing job resources and career competencies to increase employee wellbeing.     

The role of personal and key resources in the family‐to‐work enrichment process

Based on the work‐home resources model, the aim of the present research was to test a process model of family‐to‐work enrichment by examining whether self‐efficacy (i.e., personal resource) mediates the relationship between support from one's family and work engagement. Further, it was assumed that positive affectivity (i.e., key resource) moderates the relation between family support and self‐efficacy. Using an occupationally heterogeneous sample of Slovenian employees (n = 738), we found support for a mediating effect of self‐efficacy as well as for the moderating role of positive affectivity. In general, our results broaden the understanding of work‐family enrichment processes and provide support for the work‐home resources model. In addition, they point to the relevant role of personal and key resources in work‐family interactions.     

Religious Coping,Coping Resources,and Depressive Symptoms: Test of a Mediation Model

This study examined the relationships between religious coping, coping resources, and depressive symptoms. The authors tested whether coping resources explained the link between religious coping and depressive symptoms in a sample of 349 college students. Results indicated that coping resources partially mediated the relationship between negative religious coping and depressive symptoms, primarily through decreased social ease. The results offered no evidence that coping resources mediated the relationship between positive religious coping and depressive symptoms.     

Spiritual resources as antecedents of clergy well-being: The importance of occupationally specific variables

This study tests the job demands–resources model's proposal that the prediction of well-being at work is improved by identifying the most salient cohort-specific resources. Spiritual resources, conceptualized as a subcategory of personal resources, are identified as a salient resource for clergy, and their longitudinal influence on the occupational well-being of clergy (n = 399) is examined in three waves of data collection over an 18-month period. Results supported the antecedent role of spiritual resources in relation to well-being at work. Spiritual resources positively predicted future work engagement, which in turn predicted reduced turnover intention. The negative indirect effect of spiritual resources on turnover intention was fully mediated by work engagement. The findings support the need to identify relevant resources for specific work cohorts. For clergy, spiritual resources are important for motivation and vocational longevity, suggesting the need for spiritual interventions among this at-risk and under-researched population.     

Does Bullying Affect Work-to-Private-Life Interference? Testing the Mediating Role of Resilience

Objectives. The present study, using the conservation of resources theory as a theoretical framework, aims to establish whether work-related bullying is associated with the development of two different types of work-to-private-life interference, i.e., time based and strain based. The study also aims to test whether these relationships are mediated by resilience. Method. In total, 333 nurses filled out a self-report questionnaire. Data analyses were performed by using structural equation model. Results. Results confirmed the hypothesized model: work-related bullying is associated with both strain-based and time-based work-to-private-life interferences. The bootstrap test indicated the presence of an indirect effect of bullying on both types of work-to-private-life interference via resilience. Originality/Value. The present study contributes to improve the understanding on the mechanisms linking work-related bullying and worker well-being, by providing evidence for the mediating role of resilience between bullying and both time-based and strain-based work–life interferences. Practical implications. The present study suggests that the intervention programs, in order to be effectiveness in sustaining work–life balance among nurses, should take into great account the social climate in the organizational context, e.g., the quality of the social climate with particular reference to the bullying prevention.     

青少年反应性攻击和结果评价的ERPs研究：基于自我控制资源的视角

采用竞争反应时任务并结合ERPs技术,以39名高中生为有效被试,从自我控制资源的视角揭示青少年反应性攻击和结果评价的电生理机制。行为结果发现：高自我损耗者比低自我损耗者表现出更多攻击行为;ERPs结果发现：(1) 在攻击决策阶段,高自我损耗者前脑区域所诱发的P2波幅显著高于低自我损耗者;(2) 在结果评价阶段,“输”反馈比“赢”反馈诱发更负的FRN成分,且仅在“输”反馈条件下,高自我损耗者比低自我损耗者所诱发的FRN更负。从一定程度上说明自我损耗是导致青少年反应性攻击行为的重要原因,高自我损耗会加剧反应性攻击行为的发生。     

Response to restrictive policies: Reconciling system justification and psychological reactance

Here we propose a dual process model to reconcile two contradictory predictions about how people respond to restrictive policies imposed upon them by organizations and systems within which they operate. When participants’ attention was not drawn to the restrictive nature of the policy, or when it was, but their cognitive resources were restricted, we found evidence supporting a prediction based on System Justification Theory: Participants reacted favorably to restrictive policies, endorsing them and downplaying the importance of the restricted freedom. Only when we cued participants to focus their undivided attention on the restrictive nature of the policy did we find evidence supporting a prediction based on psychological reactance: Only then did participants display reactance and respond negatively to the policies.     

on the clinical validity of the maslach burnout inventory and the burnout measure

Abstract

Current knowledge about burnout suffers from a healthy worker bias since only working - and thus relatively healthy - employees have been investigated. The main objective of this study is to examine - for the first time among employees who sought psychological treatment - the validity of the two most widely used burnout instruments; the Maslach Burnout Inventory (MBI) and the Burnout Measure (BM). Two groups were distinguished: a “burned out” group (n = 71) that suffers from work-related neurasthenia (according to ICD-10 criteria), and a “non-burned out” group (n = 68). Results show that: (1) the validity of the three-factor structure of the MBI and the BM is confirmed; (2) burnout can partly be differentiated from other mental syndromes (e.g., anxiety and depression); and (3) two MBI-scales (Emotional Exhaustion and Depersonalization) and one BM-scale (Exhaustion) are able to discriminate between burned out and non-burned out employees. The practical implications of these results are discussed.