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.     

Le risque de décrochage scolaire chez des collégiens libanais : le rôle spécifique du sentiment d’efficacité, de l’anxiété et du soutien parental et enseignant ?

Dropping out of school is a break that permanently interrupts a pupil's schooling. Mainly psychological factors may contribute to this situation. The study focuses on the role played by some socio-emotional factors in the risk of dropping out of school in Lebanon. A quantitative research has been conducted on 504 teenagers attending middle school in 7th grade about their dropping out risks. Causal track analyses show that school learning experiences, social support provided by family and teachers, as well as some individual characteristics – (school anxiety, feelings of effectiveness related to school domain, expectations versus in school, school project) interact to increase or decrease the risk of dropping out.     

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.     

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。     

非工作时间连通行为对工作—家庭平衡满意度的影响研究：一个有调节的中介模型

工作-家庭平衡满意度（SWFB）这一新兴构念正日益受到学界关注,信息时代下的新工作特征——非工作时间连通行为对SWFB已产生不可忽视的影响。本文基于工作-家庭边界理论,探讨非工作时间连通行为对SWFB的影响机制。通过问卷调查了237份配对样本数据,结果表明：非工作时间连通行为负向预测SWFB,心理脱离中介了非工作时间连通行为与SWFB间关系;工作-家庭中心性调节了心理脱离在非工作时间连通行为与SWFB间的中介作用。     

Employer Treatment of Employees During a Community Crisis: The Role of Procedural and Distributive Justice

This study applies organizational justice principles to human resource decisions made during a crisis situation. Three-hundred and sixty-six working individuals of ice storm affected households responded to a telephone survey that included measures of interactional, procedural and distributive justice, organizational commitment and job satisfaction. Confirmatory Factor Analysis suggested collapsing the interactional and procedural justice measures into one measure of procedural treatment. Overall, there was considerable support for the relevance of procedural justice and its interaction with distributive justice in predicting the work attitudes of employee following a disaster. Multiple regression analyses revealed that perceptions of procedural justice most strongly predicted job satisfaction and organizational commitment. Consistent with existing theory, an interaction between distributive and procedural was found to predict job satisfaction. The predicted interaction was not detected for organizational commitment.We would like to acknowledge the capable research assistance of Paula Warnholtz and the financial assistance from the Senate Research Committee at Bishop’s University.     

Social interpretation bias and generalized social phobia: the influence of developmental experiences

Patients with generalized social phobia (N = 42) and non-phobic community controls (N = 42) engaged in a social interaction with an experimental assistant whose behavior was used to create either a positive or an ambiguous social environment. Participants then rated their own performance and their partner's behavior. As a group, social phobic patients displayed negatively biased self-judgments, but failed to display biased social interpretations. Among the social phobia group, a social developmental history marked by parental hostility was associated with negative interpretations of partner behavior and a history of parental overprotection was associated with less sensitivity to partner behavior. The results supported cognitive models of social phobia, which implicate negative learning experiences in the development of information processing biases.     

Is sense of coherence a mediator or moderator of relationships between violence at work and stress reactions?

The relationships between exposure to violence at work, sense of coherence, and stress reactions were analysed in a large sample of the Danish workforce. The results showed that employees subjected to violence have a weaker sense of coherence than the rest of the respondents. Sense of coherence acted as a mediator and not as a moderator of relationships between exposure to violence and psychological, psychosomatic and cognitive stress reactions. The stability of the sense of coherence construct is discussed. With respect to the relation between sense of coherence and violence, preventative measures at the individual and organizational level are suggested.