The Curriculum as a Standard of Public Education

This contribution first searches for historical and empirical evidence for whether and how curricula act or acted as a measure of public education. The problem is explicated on account of a short history of curriculum work and distinguished in a analytical, a political, programmatical and practical discourse of curriculum work. Curriculum work always underlies premises of planning, learning and effects. Three models are finally developed and brought in touch with the different discourses. Curriculum work proves to be an attempt to make publicly acceptable the empirically impossible accountability of schools.     

Confucian dynamism work values and team performance: A multiple‐level analysis

In this study we clarified the multiple‐level effects of Confucian‐related work values, including self‐discipline and interpersonal ethics, on the performance of individuals and the team. Empirical data of 70 work teams with 472 team members from Taiwanese enterprises were collected to test our hypotheses. Results showed that, at the group level, shared team values of interpersonal ethics were positively related to team performance through the partial mediation of team cooperation. For cross‐level effect, shared team values of interpersonal ethics and individual member's self‐discipline values were both positively related to individual performance. The implications of Confucian dynamism work values on contemporary organizational management and indigenous Chinese team theories were provided.     

The Influence of Individual Attitudes on Construction of an Attitude Scale

Summary

The importance of talkativeness or the relative frequency of contributing to task interaction was examined as a factor which determines person perception. Both the quality and frequency of comments made in a two-person interaction were controlled by using experimental confederates who performed prescribed roles. Quantity but not quality of task contributions was significantly related to the attribution of creativity, and influence over others.     

Distinguishing Source of Autonomy Support in Relation to Workers' Motivation and Self-Efficacy

ABSTRACt

The purpose was to investigate the relationship between autonomy support by managers and co-workers and employees' work motivation and self-efficacy in two studies. In Study 1, a sample of 343 Swedish workers completed surveys, and in Study 2, we followed up with a subsample of 98 workers one year later. As in previous studies, managers' support of autonomy was significantly positively related to workers' outcomes. However, the results of Study 1 also showed that co-worker autonomy support was related to these outcomes over and above the effects of manager support. Study 2 showed that changes in autonomy support from co-workers during one year significantly predicted motivation and self-efficacy one year later, while change in support from managers was unrelated to outcomes later. These findings provide evidence for the importance of both vertical and horizontal sources of support.     

Work Stress,Chinese Work Values,and Work Well-Being in the Greater China

ABSTRACT

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self- administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor–job satisfaction relationships.     

Development of a work addiction scale

Andreassen, C. S., Griffiths, M. D., Hetland, J. & Pallesen, S. (2012). Development of a work addiction scale. Scandinavian Journal of Psychology 53, 265–272. Research into excessive work has gained increasing attention over the last 20 years. Terms such as “workaholism,”“work addiction” and “excessive work” have been used interchangeably. Given the increase in empirical research, this study presents the development of the Bergen Work Addiction Scale (BWAS), a new psychometrically validated scale for the assessment of work addiction. A pool of 14 items, with two reflecting each of seven core elements of addiction (i.e., salience, mood modification, tolerance, withdrawal, conflict, relapse, and problems) was initially constructed. The items were then administered to two samples, one recruited by a web survey following a television broadcast about workaholism (n = 11,769) and one comprising participants in the second wave of a longitudinal internet‐based survey about working life (n = 368). The items with the highest corrected item‐total correlation from within each of the seven addiction elements were retained in the final scale. The assumed one‐factor solution of the refined seven‐item scale was acceptable (root mean square error of approximation = 0.077, Comparative Fit Index = 0.96, Tucker‐Lewis Index = 0.95) and the internal reliability of the two samples were 0.84 and 0.80, respectively. The scores of the BWAS converged with scores on other workaholism scales, except for a Work Enjoyment subscale. A suggested cut‐off for categorization of workaholics showed good discriminative ability in terms of working hours, leadership position, and subjective health complaints. It is concluded that the BWAS has good psychometric properties.     

The relationship between performance-based self-esteem and self-reported work and health behaviors among Danish knowledge workers

Since knowledge intensive work often requires self-management, one might fear that persons who are dependent on work success for self-esteem will have difficulties in finding a healthful and sustainable balance between internal needs and external demands. Accordingly, we examined to what degree work-related performance-based self-esteem (PBS) was linked to work and health behaviors in 392 knowledge workers (226 women, 166 men). In the women group, multiple binary logistic regression analyses with repeated measurements showed that the PBS score was associated with 10 of the 17 examined work and health behaviors. For men the corresponding figure was 3 of 17. In both men and women, higher PBS scores were positively associated with reports of efforts and strivings for work as well as attending work while ill. In conclusion, statistically significant relationships between PBS and work and health behaviors were more clearly visible among women than men. Whether this gender difference is dependent on the study design, or on true inherent differences between women and men, cannot be concluded with any certainty. However, persons who described themselves as being relatively more dependent on work accomplishments for a high self-esteem, as expressed by the PBS score, seem to display work behaviors that may lessen their restitution time. In addition, they also seem to be more prone to work while sick.