Spontaneous Explanations for Work Events Among Individuals in an Occupational Crisis

The way employees in an occupational crisis and other employees explain work events was analyzed. Two hundred and seventeen female participants gave spontaneous attributions for 7 positive and 7 negative hypothetical work events. The results showed that other-blame and a general negative emotional tone of the attributions most powerfully differentiated crisis individuals' attributions from noncrisis individuals' attributions. Future studies are required to determine whether negative attributions lead to occupational crises or whether occupational crises activate employees' tendencies to negative attributions.     

Impulse processing: a dynamical systems model of incremental eye movements in the visual world paradigm

The Visual World Paradigm (VWP) presents listeners with a challenging problem: They must integrate two disparate signals, the spoken language and the visual context, in support of action (e.g., complex movements of the eyes across a scene). We present Impulse Processing, a dynamical systems approach to incremental eye movements in the visual world that suggests a framework for integrating language, vision, and action generally. Our approach assumes that impulses driven by the language and the visual context impinge minutely on a dynamical landscape of attractors corresponding to the potential eye-movement behaviors of the system. We test three unique predictions of our approach in an empirical study in the VWP, and describe an implementation in an artificial neural network. We discuss the Impulse Processing framework in relation to other models of the VWP.     

Work–family interpersonal capitalization: Sharing positive work events at home

In a 3-week experience-sampling study of 52 full-time employees, the authors investigated the within-individual relationships among positive work events, affective states, and job satisfaction. They also examined the influence of work–family interpersonal capitalization (sharing work events with one’s spouse or partner at home) on employees’ job and relationship satisfaction. Results revealed that positive events influenced job satisfaction through positive affect, and work–family interpersonal capitalization on the most positive work event of the day positively impacted job satisfaction over and above the effects of the event’s pleasantness and of the number of other positive work events experienced that day.     

组织政治知觉对组织认同的影响及工作投入的中介作用

以300余名中国大陆制造业企业的员工为被试,运用问卷调查方法和分层回归分析对组织政治知觉、组织认同和工作投入的关系进行了探讨。结果发现：（1）组织政治知觉对工作投入和组织认同有直接的消极影响;（2）组织政治知觉通过组织认同的中介对工作投入有间接的消极影响;（3）在组织政治知觉的三个子维度中,只有薪酬与晋升子维度对工作投入和组织认同具有显著影响。     

Quelles méthodes et quelle modélisation d’analyse de l’activité de travail de l’encadrement ? L’exemple de l’encadrement des chantiers de la construction

By referring to the ergonomic analysis of work and to the management sciences, the authors propose an analysis model of the managers’ activity. Until then, few researchs were realized in ergonomics science with this population which has to prepare and to organize the works of other operators. According to the authors, it is possible to apply to this population the model of “the centre de décision”. It allows to understand how their activity is determined by “upstream” centres and then how it determines the activity of centres “approval”. Applied to the project and site managers, this model brings solutions to transform their work and the work of the workmen.     

付出-回馈工作压力模型：西方国家十年来研究的回顾与评析

付出&;#8722;回馈工作压力模型(Effort-Reward Imbalance, ERI)以社会交换理论为视角, 从付出、回馈、过度投入三个方面探讨了工作压力的形成机制和作用机理。在对近十几年来有关ERI模型实证研究文献的梳理和分析的基础上, 系统地介绍ERI模型的理论基础、模型的适用性验证、相关变量探索及模型拓展等, 发现目前的ERI模型具有较好的解释力和适用性, 但是模型的中间变量及交互假设有待进一步探索, 付出、回报失衡值的计算方法尚需进一步优化。     

Influences on employee perceptions of organizational work–life support: Signals and resources

This study examined predictors of employee perceptions of organizational work–life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work–life support through two mechanisms: signaling that the organization cares about their work–life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work–life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work–life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work–life support and yield implications for managerial practice.     

Metaphors for retirement: Unshackled from schedules

This study uses metaphor analysis to examine the meanings of retirement for a group of 35 retired Canadian executives and managers. Our analysis identified eight metaphors relating to the meanings of retirement. The findings provide us with a range of insights into the experience of retirement, from loss of purpose and identity to liberation from the constraints of work to retirement being constructed as a new beginning or renaissance. Based on the accounts given by each manager, metaphors were collated and compared across retirees to reveal four distinct configurations that conceptualize retirement as exploring new horizons, searching for meaning, contributing on your own terms and putting your feet up. We discuss the implications of these metaphor configurations for understanding the consumer and producer-oriented meanings of retirement and challenge dominant career constructions of retirement as disengagement and decline. Our findings reveal that retirement appears to be better understood by incorporating future-focused and agentic forms that contribute to different types of identity work in retirement.     

Schedule control, supervisor support and work engagement: A winning combination for workers in hourly jobs?

The changing natures of both work and the lives of the U.S. workforce have created an array of challenges for organizations attempting to foster work engagement. To accommodate the work and family needs of an increasingly diverse workforce, many firms are offering flexible work solutions to employees. However, the distribution of these types of organizational resources is unequal, with workers in lower-wage hourly jobs having the least access to any form of flexibility. The purpose of this paper is to examine the relationship of schedule control, as a form of flexible work practice, and work engagement among workers employed in hourly retail jobs. Authors tested a model whereby the relationship between schedule control and work engagement is mediated by schedule satisfaction and perceived supervisor support. A sample of 1343 full-time hourly retail workers was used to address the study's purpose. Hypothesized relationships were fully or partially supported. Implications for research and practice are discussed.     

One-year follow-up analysis of cognitive and psychological consequences among survivors of the Wenchuan earthquake

The catastrophic Wenchuan earthquake measuring 8.0 on the Richter scale occurred on May 12, 2008 in the West of the Sichuan basin in China and caused severe damage. A project was undertaken to examine the cognitive and psychological effects one year after the disaster among 2080 individuals in the local area. We evaluated the influence of gender, age, education level, and ethnic group on five aspects: work satisfaction, living satisfaction, health self-perception, psychological pressure, and psychological recovery. Male subjects had a better performance in all five aspects, which indicated that women were more affected. Subjects of different ethnic groups showed significantly different attitudes with respect to psychological pressure and psychological recovery. Significant differences for all the five aspects were also found in education level and age. The results showed that older people and those with a lower education level probably had more psychological problems. There were significant correlations between work satisfaction and living satisfaction, living satisfaction and health self-perception, living satisfaction and psychological recovery, and psychological pressure and psychosocial recovery. Living satisfaction and education level were significant predictors of psychological pressure. For psychological recovery, significant predictors were living satisfaction, age, work satisfaction, education level, and gender. The study findings indicated that government programs should provide more support for females, older people, those with a lower education level, and those in lower living conditions. Attention should be given not only to the psychological effects on each victim, but also to related issues such as work and living conditions to promote psychological wellbeing. Limitations of this study are addressed.