工作场所中的反生产行为及其心理机制

反生产行为(Counterproductive Work Behavior, CWB)是员工在工作场所中实施的蓄意伤害组织利益或与组织利益有关的其他成员的行为。本文对反生产行为的概念、分类、理论解释等的最新研究进展进行了系统梳理和全面回顾。在整理和分析已有理论和实证研究成果的基础上, 提出了反生产行为的发生机制模型, 即反生产行为的发生遵循“压力情境→认知加工→负性情绪反应→反生产行为”的逻辑顺序。“认知加工”和“负性情绪反应”是反生产行为发生过程中的两个关键环节, 具体表现为个体在压力情境下的归因过程及负性情绪的生成。在此基础上, 对与反生产行为有关的最新研究成果进行了整合, 并且对当前反生产行为的研究的开展进行了有针对性地评价和展望。     

企业反生产行为：概念与结构解析

反生产行为是工作绩效管理不可或缺的重要组成部分,它的提出无疑丰富和拓展了周边绩效的范畴。论文首先回顾了反生产行为概念提出的背景,然后从行为主体、行为客体、行为性质和行为结果四个方面对反生产行为的内涵进行了梳理和界定,随后从研究历史演进的视角探析了反生产行为的结构。最后指出,未来的反生产行为概念和结构研究应增强研究方法的科学性,紧密结合中国的文化背景和组织情境,并且与时俱进。     

THE BEAUTIFUL AND THE SUBLIME IN NATURAL SCIENCE

The various aesthetic phenomena found repeatedly in the scientific enterprise stem from the role of God as artist. If the Creator is an artist, how and why natural scientists study the divine art work can be understood using theological aesthetics and the philosophy of art. The aesthetic phenomena considered here are as follows. First, science reveals beauty and the sublime in natural phenomena. Second, science discovers beauty and the sublime in the theories that are developed to explain natural phenomena. Third, the search for beauty often guides scientists in their work. Fourth, where beauty is perceived, feelings of the sublime often also follow upon further contemplation. This linkage of beauty in science with truth and the sublime runs counter to most aesthetic theory since Kant. Scholarship in theological aesthetics has recently argued that the modern and postmodern elevation of the sublime over beauty is merely a preference that reveals a bias against transcendence—against God. If doing and understanding science can show this sundering of the sublime from the beautiful to be in error, science also gives evidence of transcendence.     

中小学教师工作-家庭冲突的测量

本研究旨在分析我国中小学教师工作-家庭冲突的结构并编制适合我国中小学教师的工作-家庭冲突问卷。在文献分析基础上,通过开放式问卷调查、教师访谈,分析1025份问卷数据,确定了中小学教师工作-家庭冲突包括工作干扰家庭和家庭干扰工作两方面,两方面均包括情绪情感、心理资源和行为方式三维度。编制的我国中小学教师工作-家庭冲突问卷共22个项目,信效度良好,适合用来分析中小学教师工作-家庭冲突的状况。     

编辑职业道德三题

编辑职业道德是编辑从业人员在职业活动中应该遵循的行为准则。编辑职业工作的成果及其社会效益的特殊性,决定了编辑职业道德是编辑职业工作的灵魂。     

Relation of Behavioral and Psychological Involvement to a New Four-Factor Conceptualization of Work-Family Interference

The relation of role involvement to work-family interference has had inconsistent results in past research. By paying closer conceptual attention to the measurement of role involvement and work-family interference, this study addresses past inconsistent findings. First, a new four-factor measure of work-family interference is proposed that incorporates the dimension of externally generated versus internally generated conflict, which has been ignored in previous research. Second, role involvement is considered from both a behavioral and a psychological perspective. Data were obtained from a sample of 534 employed adults with families. The results suggest that a mapping of behavioral and psychological involvement to specific dimensions of external and internal work- family interference appears to be important when examining the general relation of role involvement to work-family interference.     

Technology enabled work: The role of self-efficacy in determining telecommuter adjustment and structuring behavior

We explore factors associated with employees’ ability to cope with the challenges of telecommuting—an increasingly pervasive new work mode enabled by advances in information technologies. Telecommuting can trigger important changes in employees’ job responsibilities, especially with respect to the degree of proactivity required to effectively work from a distance. Survey responses from a sample of 723 participants in one organization’s formal telecommuting program were used to examine the inter-relationships between telecommuter self-efficacy and extent of telecommuting on telecommuters’ ability to cope with this new work context. Results indicate that there is a positive association between telecommuter self-efficacy and both employees’ behavioral strategies (i.e., structuring behaviors) and work outcomes (i.e., telecommuter adjustment). Moreover, these positive relationships are accentuated for employees who telecommute more extensively. Implications for research and practice concerning the effect of technology on jobs and careers are presented.     

Gender Differences in the Influence of Professional Tenure on Work Attitudes

In this study we examined gender differences in the influence of professional tenure on 3 work attitudes: career salience, organizational commitment, and job involvement. In total, 220 men and 125 women working in high-level jobs in a large multinational organization completed a written questionnaire. Using hierarchical regression analyses, and controlling for differences between men and women in age, the presence of children, and number of working hours, we found no significant gender differences in the 3 work attitudes. The results further show that although career salience, job involvement, and organizational commitment increase with age, these work attitudes decrease with professional tenure. In terms of organizational commitment, the negative influence of professional tenure was significantly stronger for women than for men. Finally, the implications for future studies and for organizational practice are discussed.