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21.
员工在通勤时间里减少身心压力, 将身体和心理资源恢复到正常状态的活动称为“通勤恢复活动”。通勤恢复活动可能跨领域对人们的工作激情产生动态影响。通过日记研究法和潜在剖面分析法, 从短期和长期研究通勤恢复活动对工作激情的动态影响、内在机制和边界条件, 拟解决3个关键问题:第一, 通勤恢复活动如何影响员工的和谐型工作激情和强迫型工作激情及其内在机制是什么?第二, 不同自我调节模式的员工在通勤恢复活动影响工作激情的机制上如何发挥调节效应?第三, 通勤恢复活动各维度组合的不同剖面对工作激情有怎么样的影响?对这些问题的深入探讨, 不仅弥补通勤研究和恢复研究中被忽视却又十分重要的研究缺陷, 而且对人们开展通勤恢复活动提升通勤恢复活动以激发员工的工作激情, 同样有很强的现实意义。 相似文献
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23.
M. Emanuela Albonetti Francesco Dessí-Fulgheri Francesca Farabollini 《Aggressive behavior》1990,16(2):77-86
Agonistic interactions between adult domestic rabbit females were observed. Females were housed in groups of four in outdoor enclosures measuring 4 × 4 m. Agonistic patterns included aggression (AG), flight (FL), and submission (SB). Observations focused on 1) initial interactions between unfamiliar females, concomitant with the formation and establishment of a social structure (Phase 1); and 2) interactions between familiar females organized in a stable social structure (Phase 2). AG was frequent between unfamiliar females and appeared related to the acquisition of social dominance. When social organization was settled, there was a dramatic reduction in the number and frequency of aggressive behaviors. Similarly, FL was more frequent when females were unfamiliar, but it did not appear to be merely a response to AG. The decreased frequency of both AG and FL in Phase 2 was paralleled by an increased frequency of SB with respect to FL. Under stable social conditions, subordinate females frequently signalled submission to dominant counterparts. In contrast, the latter did not signal their social status with any consistent behavioral pattern. It follows that SB was not necessarily induced as the appropriate response to aggression given by dominant females. Thus, SB appeared relevant in social communication especially in structured groups, where it conveyed information on the actor's subordination and possibly inhibited the receiver's aggression. A further possibility is that it has an autonomous rather than secondary role in the maintenance of stable dominance/subordination relationships. 相似文献
24.
Joel Koopman Christopher C. Rosen Allison S. Gabriel Harshad Puranik Russell E. Johnson D. Lance Ferris 《Personnel Psychology》2020,73(2):333-362
Scholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms that potentially explain why helping pressure, counterintuitively, may lead employees to engage in deviant behavior instead. Beyond examining these possible mechanisms, we also answer calls to identify a potential buffer to these effects. Drawing from self-determination theory, we examine how an employee's intrinsic motivation for citizenship may lessen the deleterious consequences of helping pressure at work. In two studies (a within-individual experience-sampling study and a two-wave between-individual study), we find consistent evidence that helping pressure has a positive indirect relationship with deviant behavior through increased negative affect. Further, we find evidence that intrinsic motivation for citizenship weakens the positive relationship of helping pressure with negative affect, buffering the indirect effect on subsequent deviant behavior. Theoretical and practical implications of these findings for the study of helping pressure at work are discussed. 相似文献
25.
This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB. 相似文献
26.
Toni Alimi Elizabeth L. Antus Alda Balthrop-Lewis James F. Childress Shannon Dunn Ronald M. Green Eric Gregory Jennifer A. Herdt Willis Jenkins M. Cathleen Kaveny Vincent W. Lloyd Ping-cheung Lo Jonathan Malesic David Newheiser Irene Oh Aaron Stalnaker 《The Journal of religious ethics》2020,48(3):349-387
The editors of the JRE solicited short essays on the COVID-19 pandemic from a group of scholars of religious ethics that reflected on how the field might help them make sense of the complex religious, cultural, ethical, and political implications of the pandemic, and on how the pandemic might shape the future of religious ethics. 相似文献
27.
Given the addition of new Human Resources (HR) certification offerings by the Society for Human Resource Management and the increase in HR certifications being awarded by the HR Certification Institute, it is necessary to investigate the current rate of demand for HR certification and explore practical implications for those within the field. The current study analyzed over 5,300 HR job announcements and found 20.7% demanded (preferred and/or required) HR certification with more requiring HR certification than before. Additionally, HR certification demand was positively related to salary, experience, education level, and job title with demand reaching 33.7% for managerial HR roles. 相似文献
28.
《Psychologie du Travail et des Organisations》2020,26(4):298-313
This article reports the results of the analysis of the antecedents and consequences of nurse managers’ proactive work behaviour. We tested a moderated sequential mediation model in which work engagement and proactivity mediate the relationship between work climate and innovation and analysed the moderating role of feedback in the relationship between proactivity and innovation. This study was conducted among 290 nurse managers and we found that work engagement and proactivity sequentially mediated the relationship between work climate and innovation. Moreover, feedback moderates the relationship between proactivity and innovation. We discuss the theoretical and managerial implications of these results. 相似文献
29.
Tobyn Bell Jane Montague James Elander Paul Gilbert 《Counselling and Psychotherapy Research》2020,20(1):143-153
Chair‐work is an experiential method used within compassion‐focused therapy (CFT) to apply compassion to various aspects of the self. This is the first study of CFT chair‐work and is focused on clients' lived experiences of a chair‐work intervention for self‐criticism. Twelve participants with depression were interviewed following the chair‐work intervention and the resulting data were examined using interpretative phenomenological analysis. Three superordinate themes were identified: “embodiment and enactment,” “externalising the self in physical form” and “emotional intensity.” The findings suggest the importance of accessing and expressing various emotions connected with self‐criticism, whilst highlighting the potential for client distress and avoidance during the intervention. The role of embodying, enacting and physically situating aspects of the self in different chairs is also suggested to be an important mechanism of change in CFT chair‐work. The findings are discussed in terms of clinical implications, emphasising how core CFT concepts and practices are facilitated by the chair‐work process. 相似文献
30.
Dimensions of fatigue in different working populations 总被引:2,自引:0,他引:2
Ahsberg E 《Scandinavian journal of psychology》2000,41(3):231-241
Perceived fatigue related to work has often been measured in one dimension. The main purpose of the present study was to validate a proposed five-factor model of perceived fatigue in a new sample. 597 persons, employed in five occupations with different types of work loads, rated their fatigue after work. The ratings were subjected to analyses of linear structural equation models. The results suggest a slightly revised model for perceived fatigue, still with the five dimensions: Lack of energy, Physical exertion, Physical discomfort, Lack of motivation and Sleepiness. As expected, the rating profiles describing fatigue states differed between the five occupations. On the basis of these results, a revised version of the Swedish Occupational Fatigue Inventory (SOFI) is presented. 相似文献