Can emotional bonding be a liability? Status striving as an intervening mechanism in affective commitment and negative work behaviors relationship

IntroductionThe dark side of affective commitment has been ignored in the past literature on organizational commitment.ObjectivesUsing the tenants of moral self-licensing theory, we examined how affective commitment can cause negative outcomes. We hypothesized that affective commitment leads to unethical pro-organizational behaviors, careerism and counter-productive work behaviors through increased urge for status striving.Methods and resultsA multi-wave and two-source data was obtained (n = 306) from employees and their peers working in the service sector of Pakistan. Employing structural equation modelling (SEM) analysis our results indicate that high levels of affective commitment might unleash status striving which further creates unethical pro-organizational behaviors, careerism and CWBs.ConclusionThe current study opens up a new side in the affective commitment literature by examining status striving as an underlying mechanism through which affective commitment reveals its deleterious consequences for employees.     

“Know Whence you Came”: Psychoanalytic Theory,Queer Theory,and the Mixed-Race Experience

Deeply rooted U.S. cultural practices and legislative processes have facilitated the dissociation, erasure, and evasion of engagement with mixed-race subjectivities. As multiracial clinicians, we attempt to reexamine the discourse around race in psychoanalytic literature, questioning the process by which dominant monoracial norms have been constructed, reproduced, and codified as normal and acceptable. We propose that the absence of multiracial subjectivities from the psychoanalytic literature reflects a broader social discomfort with and cultural dissociation of the mixed-race experience. We further suggest that it is necessary to engage both analytically and queer-ly with the subjective experience of racial multiplicity—positing that multiracial subjectivities might best be understood as subjectivities that are “racially queer.”     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Le stress au travail : du paradigme des risques psychosociaux à celui de la qualité de vie au travail

An action research using three classical models of occupational stress enabled us to verify the impact on the results obtained from the choice of model and paradigm: psychosocial risks versus Quality of work life. Four hundred and thirty-six supermarket employees answered a questionnaire including these three measures of stress, the outcomes (satisfaction, fatigue) and a possible cause (role strain). Our results validate the hypotheses of significant differences in stress prevalence levels according to the model, such as links to the factor and the consequences, as well as the importance of the perception of stress to explain the negative experience.     

La résilience et le bien-être psychologique au travail au service de la thèse du travailleur heureux-productif

Based on broaden-and-build theory, this study proposes to expand the happy-productive worker thesis by exploring an emergent operationalization of happiness. To do so, the mediating effect of the dimensions of psychological well-being at work (i.e., relation to oneself, to others and to work) on the relation between resilience and task performance has been tested. A total of 280 Quebec workers filled out validated measures. Obtained by structural equation modelling analyses, the results indicate that the rapport with oneself of psychological well-being at work acts as the only mediator between resilience and task performance. These findings underscore the importance of encouraging the development of interventions that build on the resilience and positive experience of workers to optimize their work performance.     

The ‘thinking aloud’ process: a way forward in social work supervision

Within current neoliberal discourses, critical reflection provides opportunity for innovation in social work practice. This article describes a thinking aloud process used with supervisor–supervisee dyads in community-based child welfare social work to assist critical reflection via the use of open-ended questioning and inquiry. The strength of thinking aloud permitted a deeper appreciation of how the supervision session is utilised to reflect on practice and provided a learning tool within supervision. The feedback from the dyads concurred that thinking aloud assisted in stimulating reflection, developing solutions to the key issues discussed, and was transformative in recognising areas for future development. The process of thinking aloud supports the opportunity and space for the supervisor and supervisee to articulate meaning, critically develop insight, reconstruct, and transport this into future practice. Thinking aloud offers an example of how knowledge can be co-constructed by practitioners within practice and critical reflection captured within qualitative research approaches.     

基于自我决定理论的工作动机研究脉络及未来走向

对2018年5月为止基于自我决定理论的工作动机研究英文文献的系统检索得到了97篇实证研究样本。基于自我决定理论的核心假设, 运用“环境-基本心理需要-工作动机-结果”的理论模型对工作动机前因和结果的研究脉络进行了仔细地分析和归纳, 结果表明员工基本心理需要满足和自主性工作动机作为中介变量可解释自主性支持的工作环境和员工个体特征对工作行为、态度和心理健康的积极影响。将来的主要研究议题：一是对控制性工作环境具体因素对员工基本心理需要阻滞、控制性动机和去动机以及员工工作行为、态度和心理健康影响的研究; 二是不同动机类型对员工业绩、行为和态度影响的过程以及情境因素的研究; 三是外部奖励(包括薪酬、基于业绩的奖励等)对员工工作动机、基本心理需要、工作业绩和心理健康的影响及边界条件的深入研究。     

双职工家庭父母工作投入对初中生学业投入的影响

基于资源保存理论,采用工作投入问卷、关系网络问卷、学业自我效能感问卷、学业投入问卷对326个双职工家庭的父母及其初中生子女进行调查,探讨父母工作投入对初中生学业投入的影响。结果表明：（1）父母工作投入、父母社会支持、子女学业自我效能感、子女学业投入两两之间呈显著正相关;（2）父母社会支持和子女学业自我效能感在父母工作投入影响子女学业投入中起中介作用;（3）父母社会支持和子女学业自我效能感的中介效应不存在显著的性别角色差异。从资源保存理论来看,父母工作投入对子女学业投入的影响,在一定程度上反映了资源在家庭系统内的投资和增益过程。     

Take a break! Benefits of sleep and short breaks for daily work engagement

The current study investigates the benefits of a good night’s sleep and short work breaks for employees’ daily work engagement. It is hypothesized that sleep and self-initiated short breaks help restore energetic and self-regulatory resources which, in turn, enable employees to experience high work engagement. A daily diary study was conducted with 107 employees who provided data twice a day (before lunch and at the end of the working day) over 5 workdays (453 days in total). Multilevel regression analyses showed that sleep quality and short breaks were beneficial for employees’ daily work engagement. After nights employees slept better, they indicated higher work engagement during the day. Moreover, taking self-initiated short breaks from work in the afternoon boosted daily work engagement, whereas taking short breaks in the morning failed to predict daily work engagement. Taking short breaks did not compensate for impaired sleep with regard to daily work engagement. Overall, these findings suggest that recovery before and during work can foster employees’ daily work engagement.     

Clarifying the dynamic interrelation of conflicts between the work and home domain and counterproductive work behaviour

This study investigates the daily relationship between experiencing home–work conflict (HWC) and an employee’s performance of counterproductive work behaviour (CWB) directed towards the individual (CWBI) and CWB directed towards the organization (CWBO). Moreover, we examine whether these relationships are buffered by family supportive supervisor behaviour. Finally, we investigate whether CWBs directed towards the individual and the organization are related to feelings of work–home conflict (WHC). We examined the daily diary data using multilevel path analyses. We found support for a significant positive relation between HWC and same as well as next-day CWB enacted towards the individual, and same-day CWB directed towards the organization. General levels of family supportive supervisor behaviour buffered an employee’s daily relationship between experiencing HWC and enacting counterproductive work behaviour towards the individual, and are directly and negatively related with enacting CWB towards the individual and the organization. Furthermore, daily CWB enacted towards the individual was significantly positive, whereas CWB enacted towards the organization was significantly negatively related to WHC. Future research would benefit from examining buffering effects on the resource-depleting relationship between counterproductive work behaviour enacted towards the individual and WHC.