工作价值观的研究进展与展望

工作价值观是指超越具体情境,引导个体对与工作相关的行为与事件进行选择与评价,指向希望达到的状态与行为的一些重要性程度不同的观念与信仰。最近学者们越来越关注工作价值观的研究,内容主要涉及工作价值观的结构、测量、与其他相关构念的关系,以及跨文化、跨代际差异等方面的内容。本文对最近几年工作价值观的研究进展进行了全面的总结,并且分析了不同性别、行业、代际、国家地区人群的工作价值观差异。最后指出,今后的研究需要进一步关注工作价值观测量工具的跨文化适用性、工作价值观的匹配性及其变化机制等问题。     

The relationship of GMA to counterproductive work behavior revisited

Recent research reported that general mental ability (GMA) predicted counterproductive work behavior (CWB), whereas some previous studies failed to find such a relationship. We tested occupational homogeneity of the sample and criterion measurement as two potential explanations for these inconsistencies. Study 1 replicated major design features of one previous study, which found no GMA–CWB relation in a heterogeneous sample, with occupationally homogeneous groups. Results confirmed previous null findings, indicating no effect of sample homogeneity. In Study 2, using a controlled laboratory setting, GMA was again unrelated to self‐reported CWB, but partially predicted observed CWB negatively. Combined findings suggest that GMA is consistently unrelated to CWB self‐reports but may predict objectively measured CWB independently of the likelihood of being caught. Copyright © 2009 John Wiley & Sons, Ltd.     

Continuity of aggression from childhood to early adulthood as a predictor of life outcomes: implications for the adolescent‐limited and life‐course‐persistent models

Using data from the Columbia County Longitudinal Study, a 40‐year longitudinal study following an entire county's population of third‐grade students from age 8 to 48, we examine questions about the long‐term consequences of aggressive and antisocial behavior in childhood, adolescence, and young adulthood. We found moderate levels of continuity of aggression from age 8 to 48 both for males and for females. Contrary to what some have proposed, we found that continuity of aggressiveness is owing to not only the high‐aggressive participants staying high but also owing to the low‐aggressive participants staying low. Compared with life‐course‐persistent low aggressives, we found that life‐course‐persistent high aggressives had consistently poorer outcomes across domains of life success, criminal behavior, and psychosocial functioning at age 48 (e.g., arrests, traffic violations, aggression toward spouse and divorces, depression, health, occupational and educational attainment). In contrast, adolescent‐limited and child‐limited aggressives did not differ from life‐course‐persistent low aggressives on the age 48 outcomes. Finally, the outcomes for late‐onset (early adulthood) aggressives were also problematic in some domains though not as problematic as those for life‐course‐persistent aggressives. Aggr. Behav. 35:136–149, 2009. © 2009 Wiley‐Liss, Inc.     

Cultural Predictors of Physical and Mental Health Status among Mexican American Women: A Mediation Model

This study, using secondary data analysis, examined a mediation model of acculturation and ethnic pride as predictors of physical and mental health outcomes in a sample of 561 Mexican American women. Factors postulated as mediators were family support and religiosity. Systematic across-group comparison analyses were conducted to examine sources of differences in the mediation model between immigrant and non-immigrant women. The results partially supported the hypothesized mediation model, indicating that family support, but not religiosity, was a significant mediator in the relationship between ethnic pride and mental health problems. In addition, as differences between immigrant and non-immigrant women were observed only in the variables means, but not in the factor loadings or regression paths, the model tested may capture a common psychosocial process that affects these women and their health outcomes. Overall, this study offers important implications for future research and the design of intervention programs for Mexican American women.     

The significance of organizational factors for the incidence of bullying

It is frequently assumed that a poor psychosocial working environment will create conditions that encourage bullying. However, few studies have examined this assumption while comparing work environment ratings of bullied and non-bullied employees who work in the same organization and/or department. The objective of this study was to examine the relationship between organizational factors and the incidence of acts of bullying based on two different approaches: the first by comparing bullied with no-bullied, the second by comparing departments with widespread bulling with departments with little bulling. The study was a part of a general survey study of the work environment and employee well-being in 12 different local social security offices. A total of 898 persons participated in the study (a response rate of 88%).
First, the results showed a clear relationship between bullying and fear of organizational change; secondly, weak, but significant, correlations between bullying and other organizational factors; thirdly, the subsequent analyses compared departments in which bullying were most widespread with the rest of the departments. The results supported the hypothesis that departments that suffer from much bullying also have a poorer psychosocial work environment, results that support the assumption that organizational factors such as changes in one's position, pressure of work, performance demands, autocratic management and role conflict and lack of role clarity, as well as a poor social climate can contribute to the emergence of higher incidences of bullying.     

Single session and walk‐in psychotherapy: A descriptive account of the literature

Over the last several decades single session psychotherapy has become a mainstream psychotherapeutic approach. A steadily increasing demand for psychotherapeutic services and a continuous reduction in mental health care resources worldwide are both largely responsible for this development. This paper describes single session psychotherapy and provides a brief review of the relevant literature. Single session psychotherapy delivered in walk‐in settings is also discussed. Therapists who are unfamiliar with single session psychotherapy will find that this paper provides a concise introduction to the essential processes and outcomes of this psychotherapeutic approach.     

上下级沟通对工作应激源-应激的调节作用研究

本研究旨在考察上下级沟通对工作应激源-心理及生理应激的调节作用。研究结果表明:上下级沟通的两个维度及时告知和指导、积极表达对应激源-应激有不稳定的、不强烈的调节作用,既表现为及时告知与指导对工作-家庭冲突与心理应激、对工作负荷-生理应激有缓冲作用(负向作用),也表现为积极表达对工作-家庭冲突-生理应激、及时告知和指导对攻击行为-心理应激有增强作用(正向作用)。     

OCCUPATIONAL HEALTH PSYCHOLOGY IN A CROSS-CULTURE PERSPECTIVE ——— An interview with Dr. Paul E. Spector

Occupational Health Psychology(OHP)is an interdisciplinary field concerned with psychological factors in employee's health,safety,and well-being,closely related to Industrial/Organizational(I/O)Psychology. Specific areas of concern are accidents,injuries,illness,stress,violence,counterproductive work behavior,and work-family conflict. Based on his research,Dr. Paul E. Spector answered our questions on aspects of Occupational Health Psychology,Cross-cultural Psychology and research/statistical methods in I/O Psychology. His opinions or suggestions about future research in I/O Psychology are informative and inspiring.     

应对效能、工作压力与教师职业枯竭的关系

通过对29所高中阶段学校763名教师的问卷调查,主要研究了教师应对效能和工作压力对教师职业枯竭的预测作用。分析结果表明：（1）应对效能对教师的职业枯竭具有显著的预测作用,自信程度、胜任力对情绪衰竭、非人性化和认知枯竭的预测作用显著,胜任力和认知水平对个人成就感有显著的预测作用;（2）工作压力对教师的职业枯竭具有显著的预测作用,导致教师职业枯竭的工作压力因素有：领导与管理、工作负荷、考试升学因素、人际关系;（3）通过对工作压力和应对效能的联合考察能够更好地预测教师的职业枯竭。     

Virtual team leadership: The effects of leadership style and communication medium on team interaction styles and outcomes

This study investigated the effects of transformational and transactional leadership styles and communication media on team interaction styles and outcomes. Teams communicated through one of the following three ways: (a) face-to-face, (b) desktop videoconference, or (c) text-based chat. Results indicated that transformational and transactional leadership styles did not affect team interaction styles or outcomes; that the mean constructive interaction score was higher in FTF than videoconference and chat teams, but not significantly higher in videoconference than chat teams; and that teams working in richer communication media did not achieve higher task performance than those communicating through less rich media. Finally, mean team cohesion scores were higher in FTF and videoconference than chat teams, but not significantly higher in FTF than videoconference teams. These results provide further evidence that communication media do have important effects on team interaction styles and cohesion.