Academics’ motivations explain time-allocation and well-being at work

Introduction

Little is known about the determinants of Faculty members’ well-being and the temporal distribution of academics activities (research, teaching, and collective tasks). We linked well-being in the sense of PERMA (Seligman, 2011) to an inventory of academics’ motives and to measures of relative involvement in work activities.

大学生弱势群体的伦理社会处境分析与思考

随着高校招生规模的不断扩大,大学生中弱势群体的绝对数量也大大增加,成为高校必须正视、重视和关注的特殊群体。从共性角度对这一特殊群体面临的两大伦理困境:挫折感强和社会认同感弱进行了深层解析;从类特性的角度对其他伦理问题进行了有益的探究和思考。     

Work Stress and Comfort in University Faculty: Do Gender and Academic Field Matter?

University faculty face stressors, including multiple roles, institutional pressures, and varying student demands, which may differ by gender and across fields. Using the questionnaire variant of a convergent mixed-methods design, we examined whether self-reported work stress and comfort differed by gender and academic field gender stereotype in participants from two universities. Results showed that female faculty reported more quantitative role overload, qualitative role overload, and career development stress than male faculty regardless of field. Qualitative themes centered on institutional barriers and unique pressures for women, although these experiences varied by field. Implications, limitations, and future research for employment counselors are explored.     

Motivated to be socially mindful: Explaining age differences in the effect of employees’ contact quality with coworkers on their coworker support

In this research, we examine how high-quality contact can facilitate employees’ coworker support and explain why the benefits of high-quality contact are contingent upon age. First, we employ a social mindfulness lens to decipher the motivational mechanisms of high-quality contact with coworkers on providing coworker support via coworker-oriented perspective taking and empathic concern. Second, we utilize socioemotional selectivity theory to overcome the current age-blind view on workplace interactions and examine the indirect moderating effect of age via future time perspective on the link between contact quality, social mindfulness, and coworker support. We tested our hypotheses based on data from a sample of 575 employees collected in three waves. Results showed that both coworker-oriented perspective taking and empathic concern mediated the positive effects of contact quality on coworker support. The effect of contact quality on coworker-oriented empathic concern was stronger for older employees with a more constrained future time perspective as compared to younger employees with a more extensive future time perspective. Overall, we extend research on aging, workplace interactions, and support behavior by linking the literature on these topics using a social mindfulness lens and by adding employee age and age-related mechanisms as important boundary conditions that qualify the outcomes of positive workplace contact.     

Manifesto for the future of work and organizational psychology

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us.     

Work–family interface from a life and career stage perspective: The role of demands and resources

Work–family conflict and enrichment are experiences that occur daily and have substantial consequences for employees, their families, and the organizations that employ them. The aim of the current review is to make a link between life and career stage, work and family conditions, and the work–family interface. The basic proposition is that life stages partly determine career development, and consequently the specific working conditions (job demands and job resources) and family conditions (family demands and family resources) that individuals are exposed to. As a result, the specific demands and resources in the work and family domains determine to what extent individuals experience that work and family are conflicting or enriching life domains. In this review we suggest that individuals in early adulthood will experience high inter‐role conflict and low facilitation due to high demands and low resources in both life domains, while individuals in late adulthood will experience the opposite pattern; that is, low conflict and high facilitation due to low demands and high resources in both domains. Individuals in middle adulthood will experience high work–family conflict but also high family–work facilitation due to the presence of high job demands and resources in both life domains. Integrating life and career stage perspectives and the experience of work–family interface is of notable practical utility because it provides a mechanism to make more informed decisions about the relative need for and corresponding benefits of work–family programs.     

Perceptions of Dual Identity and Separate Groups Among Secular and Religious Israeli Jews

Abstract

The authors examined the effects of perceptions of dual identity and separate groups on tendencies to handle intergroup conflict through problem solving and contention. Among secular Israeli Jews, regression analyses revealed a significant interaction between perceptions of dual identity and perceptions of separate groups: Only under high perception of dual identity was the perception of separate groups associated with contention. Among religious Israeli Jews, problem solving and contention were unrelated to either dual identity or to perceptions of separate groups. The results are discussed in terms of the common ingroup identity model (S. L. Gaertner, M. C. Rust, J. F. Dovidio, B. A. Bachman, & R A. Anastasio, 1994) and in the context of the conflict between religious and secular Jews in Israel.     

Creating One’s Reality: The Interaction of Politics Perceptions and Enactment Behavior

ABSTRACT

The current study investigated the previously unexamined relationship between politics perceptions and employee enactment behavior. Consistent with previous job stress and sense-making research, we hypothesized that individuals reporting low levels of enactment behaviors would be more adversely affected by politics perceptions than those who engaged in high levels of enactment behavior. Results across two samples provided strong support for the hypothesized relationships. Specifically, employees who reported low levels of enactment behavior experienced less satisfaction, less person–environment fit, and reported lower levels of effort when faced with highly political environments. Conversely, levels of satisfaction and person–environment fit perceptions of individuals reporting high levels of enactment behaviors were largely unaffected by highly political contexts. Implications of these findings, strengths and limitations, and avenues for future research are provided.     

The behavioral pharmacology of effort-related choice behavior: dopamine, adenosine and beyond

For many years, it has been suggested that drugs that interfere with dopamine (DA) transmission alter the "rewarding" impact of primary reinforcers such as food. Research and theory related to the functions of mesolimbic DA are undergoing a substantial conceptual restructuring, with the traditional emphasis on hedonia and primary reward yielding to other concepts and lines of inquiry. The present review is focused upon the involvement of nucleus accumbens DA in effort-related choice behavior. Viewed from the framework of behavioral economics, the effects of accumbens DA depletions and antagonism on food-reinforced behavior are highly dependent upon the work requirements of the instrumental task, and DA-depleted rats show a heightened sensitivity to response costs, especially ratio requirements. Moreover, interference with accumbens DA transmission exerts a powerful influence over effort-related choice behavior. Rats with accumbens DA depletions or antagonism reallocate their instrumental behavior away from food-reinforced tasks that have high response requirements, and show increased selection of low reinforcement/low cost options. Nucleus accumbens DA and adenosine interact in the regulation of effort-related functions, and other brain structures (anterior cingulate cortex, amygdala, ventral pallidum) also are involved. Studies of the brain systems regulating effort-based processes may have implications for understanding drug abuse, as well as symptoms such as psychomotor slowing, fatigue or anergia in depression and other neurological disorders.