Psychometric Synthesis of the Counselor Burnout Inventory

The authors reviewed 12 studies using the Counselor Burnout Inventory, including the results from their original, large‐sample study of school counselors (N = 1,005). Aggregated internal consistency (coefficient alpha) was .90 (N = 1,708), and subscale alphas ranged from .73 to .86 (N = 2,809). Test–retest reliability was .81 (N = 18; k = 1), with subscale test–retest reliability estimates ranging from .72 to .85. Convergent comparisons were robust across 10 instruments. Structural validity indicated a 5‐factor solution and an adequate to good fit of the model to the current study's data.     

Work ethic and organizational commitment as conditions of unethical pro‐organizational behavior: Do engaged workers break the ethical rules?

Unethical pro‐organizational behaviors (UPB) are actions that break rules or established standards, but are undertaken for the purposes of helping the organization or coworkers. Although research has already examined the role of work ethic and organizational commitment in shaping employee behaviors, little is known about the reason for and antecedents of employees undertaking UPB. In a sample of 425 working adults from multiple industries, we tested whether work ethic and organizational commitment dimensions predict the readiness to undertake UPB. The time‐lagged study showed that the work ethics dimension “hard work,” and normative and affective organizational commitment, are positive predictors of UPB. The ethics dimensions “morality/ethics,” “delay of gratification,” “centrality of work” and “anti‐leisure attitudes” are negative predictors of UPB.     

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect.     

Construction et validation d’une échelle de mesure des représentations sociales du travail informel

IntroductionReliable tools capable of assessing the various dimensions of the representations of informal work are inexistent. This very situation contributes in eliminating the possibilities of quantitative studies on informal work in psychology.ObjectiveThe objective of this study is to put forward a quantifying instrument of the representations of informal work, presenting adequate psychometric qualities.MethodThree case studies have been realized in Cameroon: the first one is qualitative, and enables the identification of considerable elements of the representations of informal work through proper analyses; the last two studies are quantitative. Data are collected with a questionnaire and analysed using exploratory and confirmatory factor analyses through SPSS17.0 and Amos.21 software.ResultsThree dimensions of representations of informal work arises from analyses: nature and security, normative aspects, financial aspects related to informal work. It is also noted that intentions to engage into the restructuring programmes of informal work are significantly oriented by the representations of informal work.ConclusionThus, the convenience of the scale once validated, its perspectives and its limits remain arguable.     

Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.     

Qualité des débats sur le travail : la confiance en question

The National Interprofessional Agreement of 2013 on the quality of life at work shows a willingness to institute discussion spaces allowing employees to express themselves on the quality of their work. This questions the modalities of the discussion for those who initiate it as well as for those who participate in it, trust seeming to be indispensable in order to allow for transparency and debate. The authors propose to take a further step from the analysis of a professional controversy by identifying the need to share common assumptions among peers to develop debates.     

Fostering learner autonomy and critical reflection through digital video-journals in a university foreign language course

Many studies have documented the benefits of incorporating reflective journals into foreign language education at university level, though the pedagogic tendency has been to utilise these valuable learning resources to enhance students’ written language skills. This study focuses on how the production of a digital reflective journal in video format can assist in the improvement of oral language abilities in tertiary students of Spanish as a foreign language. With spoken language as the driving vehicle for this assessment task, the course coordinator and educator in charge aimed to promote the development of learner autonomy and self-reflection. In addition, to foster students’ agency in this process, the task incorporated the use of modern digital technologies, which are part of the repertoire of communication channels used by today’s university language learners. Findings suggest that completing this self-reflection assessment task afforded creative teaching and learning experiences, and generated opportunities for learners to improve critical thinking skills, written language proficiency and oral communication. It also heightened their motivation to engage with language-related cultural knowledge, and minimised feelings of anxiety towards communicating verbally in a foreign language.     

Ethical Criteria for Health-Promoting Nudges: A Case-by-Case Analysis

Health-promoting nudges have been put into practice by different agents, in different contexts and with different aims. This article formulates a set of criteria that enables a thorough ethical evaluation of such nudges. As such, it bridges the gap between the abstract, theoretical debates among academics and the actual behavioral interventions being implemented in practice. The criteria are derived from arguments against nudges, which allegedly disrespect nudgees, as these would impose values on nudgees and/or violate their rationality and autonomy. Instead of interpreting these objections as knock-down arguments, I take them as expressing legitimate worries that can often be addressed. I analyze six prototypical nudge cases, such as Google’s rearrangement of fridges and the use of defaults in organ donation registration. I show how the ethical criteria listed are satisfied by most—but not all—nudges in most—but not all—circumstances.     

悖论型领导对员工工作投入的影响：有调节的中介模型

通过构建有调节的中介模型,本研究揭示了悖论型领导“如何”影响员工工作投入以及影响“何时”更弱或更强。在3个时点收集了320份员工数据,结果表明：（1）悖论型领导正向影响员工的工作投入;（2）心理授权部分中介了悖论型领导对工作投入的影响;（3）工作复杂性调节了悖论型领导对员工心理授权的影响;（4）工作复杂性调节了心理授权在悖论型领导与工作投入之间的中介作用。以上结论能为管理者促进员工的工作投入提供指导。     

父母和班主任自主支持对青少年幸福感和孤独感的影响：个体为中心的视角

为探讨不同来源自主支持对青少年幸福感和孤独感的影响,采用问卷调查的方法,测量了2941名青少年感知到的父母和班主任自主支持、生活满意度、积极情感、消极情感和孤独感。结果发现：（1）存在四个自主支持潜在剖面：父母低-班主任较高自主支持组（5.88%）、父母中等-班主任低自主支持组（5.00%）、较高自主支持组（56.21%）以及高自主支持组（32.91%）。（2）男生、年龄大的青少年更可能归为父母中等-班主任低自主支持组。（3）高自主支持组幸福感较高、孤独感较低,较高自主支持组其次,父母低-班主任较高自主支持组幸福感最低、孤独感最高。（4）对青少年幸福感和孤独感而言,父母自主支持更重要。