Relationships,not boundaries

The authors find it more useful to payattention to relationships than to boundaries.By focusing attention on bounded, individualpsychological issues, the metaphor ofboundaries can distract helping professionalsfrom thinking about inequities of power. Itoversimplifies a complex issue, inviting us toignore discourses around gender, race, class,culture, and the like that support injustice,abuse, and exploitation. Making boundaries acentral metaphor for ethical practice can keepus from critically examining the effects ofdistance, withdrawal, and non-participation.The authors describe how it is possible toexamine the practical, moral, and ethicaleffects of our participation in relationshipsby focusing on just relationships rather thanon boundaries. They give illustrations andclinical examples of relationally-focusedethical practices that derive from a narrativeapproach to therapy.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

Using Estimates of the Output Productivity Ratio (SDp) to Improve the Accuracy and Managerial Acceptance of Utility Analysis Estimates

This study compared nursing supervisors' percentile estimates (15th, 50th, and 85th) of staff nurse performance made in terms of dollar value and two alternative metrics—output (number of patients cared for) and staffing (number of nurses required to staff a unit). Of the three estimation procedures, nursing supervisors were most confident in the accuracy of their output-based estimates and least confident in the accuracy of their dollar value-based estimates. Estimates of the standard deviation of performance as a percentage of mean performance (SDp) ranged from 19% for the staffing-based estimate to 29% for the output-based estimate. Contrary to expectations, dollar value-based SDp estimates were only minimally correlated with staffing- and output-based SDp estimates. I conclude that allowing supervisors to make percentile estimates in terms of familiar metrics has potential value for improving the accuracy and managerial acceptability of utility analysis.     

Capitalizing on the Benefits of Utilizing Part-Time Employees Through Job Autonomy

There are over 20 million part-time employees in the United States, however research on part-time employees is quite limited. Research has revealed inconsistencies when comparing part-time and full-time employees on various job outcomes (e.g., performance, commitment). As a test of Feldman's (1990) causal model of part-time work, this study provides evidence that autonomy mediates the relationship between job status (part-time vs. full-time) and such outcomes, which can help explain some of the inconsistencies in previous research. Managerial implications are discussed.     

Workaholism Among Japanese Blue-Collar Employees

A survey study was conducted in order to examine the hypothesis that workaholism may be a mode of adapting to a stressful work environment. A questionnaire was distributed to members of the Japan Federation of Automobile Workers' Unions in Japan. A total of 4,621 workers (4,083 men, 509 women, 29 unidentified) returned usable data (response rate = 71.9%). The results of a correlation analysis indicated that work overload-quantity and work overload-quality had significantly positive relations with Driven and little or no significant relations with Enjoyment of work. Blue-collar employees who work in highly structured and controlled environments were less likely to be workaholic than white-collar employees (in particular those in sales divisions). The results of ANOVA indicated that work overload had different effects on workaholism by age groups among blue-collar employees. It was found that work overload increased the degree of Driven and Enjoyment of work for those under 34 years old and it increased Driven and decreased Enjoyment of work for those over 35 years old.     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

团队情绪研究述评及展望

团队情绪指不同团队成员情感成分的整合状况。通过搜索2000年以来国内外重要学术期刊的相关研究,介绍了团队情绪的组成成分以及团队情绪研究方法,梳理出团队情绪的形成过程,从团队情绪规范、不同情绪状态和特指情绪三方面回顾了团队情绪对团队产出的影响。最后总结了团队情绪的主要研究路径和研究方法,明确指出探索团队情绪这一重要心理变量将会深化团队研究     

中学教师教学风格和工作满意度的研究

本研究以上海市四所中学的153名教师为研究对象,进行了教师教学风格量表和工作满意度量表的施测。研究结果表明：（1）从总体上看,教师的教学风格以激进型、立法型、评判型和整体型四种教学风格为主,这四种教学风格是相对复杂、有创造性、效率较高的教学风格;（2）中学教师对同事关系的满意度最高,对自我实现和学校领导的满意度也较高,而对学生素质的满意度最低,其次为工资福利;（3）随着教龄的增长,教师对工作压力和工资福利的满意度逐渐下降;（4）对工作的满意度越高,教师越可能具有立法型、评判型、激进型和整体型四种教学风格,而教师对工作压力不满则倾向于采取消极、保守的教学风格。     

工作家庭冲突对电讯人员工作倦怠和心理健康的影响

采用工作家庭冲突问卷、工作倦怠问卷（MBI-Gs）和一般健康状况问卷（GHQ-12）调查了某国营电讯公司526名员工。中介回归分析（Mediating Regressin Analysis）的结果显示,工作家庭冲突及其两个子成分（工作浸扰家庭和家庭浸扰工作）都对心理健康具有显著的负向影响;工作倦怠对工作家庭冲突影响心理健康具有完全中介作用;具体而言,工作浸扰家庭对心理健康的影响受情绪衰竭和玩世不恭的完全中介;家庭浸扰工作对心理健康的影响受工作倦怠所有三个子成分的完全中介。