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201.
202.
《Revue Européene de Psychologie Appliquée》2019,69(4):100473
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. 相似文献
203.
Alexandra P. Jamali 《Psychoanalytic Social Work》2019,26(1):69-83
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.” 相似文献
204.
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. 相似文献
205.
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. 相似文献
206.
《Psychologie du Travail et des Organisations》2019,25(4):240-250
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. 相似文献
207.
Matt Rankine 《Reflective Practice》2019,20(1):97-110
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. 相似文献
208.
Jana Kühnel Hannes Zacher Jessica de Bloom Ronald Bledow 《European Journal of Work and Organizational Psychology》2017,26(4):481-491
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. 相似文献
209.
Lynn Germeys Sara De Gieter 《European Journal of Work and Organizational Psychology》2017,26(3):457-467
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. 相似文献
210.
Sarah-Jane Cullinane Janine Bosak Patrick C. Flood Evangelia Demerouti 《European Journal of Work and Organizational Psychology》2017,26(4):541-554
The quality of working life under the production system known as lean manufacturing (LM) is a heavily debated topic. Little is known about the engagement level of employees under this system. Our study is concerned with how employees in this context craft their jobs to enhance their own engagement, and we specifically consider how daily skill utilization triggers this process. Using a cross-level perspective, we further consider whether job-level characteristics relevant to the lean context, namely task interdependence and boundary control, restrict or facilitate the effects of daily skill utilization. A daily diary study was conducted over 4 working days with 64 employees in a large company utilizing LM. The results of multilevel structural equation modelling demonstrated that on a given day, skill utilization was associated with seeking resources, and this relationship was stronger when employees had high boundary control and low task interdependence in their general job roles. Results further demonstrated that employees experienced higher work engagement on days when they sought resources and challenges. Our findings illustrate the motivational potential of job crafting under LM and how crafting activities can be facilitated by the design of jobs and allocation of daily tasks. 相似文献