“矛盾”视角下非体面工作从业者矛盾职业认同形成机制

非体面工作是指那些维持社会正常运转所必需的, 但被社会公众所贬低或不喜欢的职业。非体面工作从业者身份认同过程较为复杂, 很难处于有意识的认同或不认同选择的两端, 他们对自身职业或多或少持有矛盾心理。然而, 现有研究关于从业者何时及如何形成矛盾职业认同尚不明晰。本研究拟基于悖论视角, 提出从业者矛盾职业认同形成机制的研究构想。预期研究成果有助于解决现有文献关于从业者要么职业认同要么职业不认同的研究争议, 指出矛盾职业认同在非体面工作情景中更加贴合实际; 实践上可以帮助和引导从业者构建有尊严的职业身份, 并为组织完善底层工作群体管理提供启发。     

加班一定会带来疲倦吗？加班时长对工作恢复水平的影响机制研究

基于资源保存理论,采用日记研究法探讨了加班对工作恢复的影响以及闲暇时间控制和掌握体验在其中的作用。结果表明：（1）加班时长显著负向影响工作恢复水平;（2）加班时长通过闲暇时间控制影响工作恢复水平;（3）掌握体验不仅调节了加班时长和闲暇时间控制之间的关系,还进一步调节了加班时长通过闲暇时间控制影响工作恢复水平的间接关系,在高水平的掌握体验下,加班时长通过闲暇时间控制影响工作恢复水平的间接效应不再显著。这意味着加班未必一定抑制工作恢复,获得积极体验从而促进资源的生成可能才是恢复的关键,这为企业和个人提供了有效进行工作恢复的指导。     

配偶情绪智力对员工工作投入的影响：员工生活幸福感的中介作用和性别的调节作用

本文关注配偶情绪智力对员工工作投入的跨领域的人际间影响。基于努力-恢复模型视角和情绪智力文献, 本文提出高情绪智力的配偶能够通过提升员工生活幸福感, 从而促进员工工作投入。此外, 通过整合社会性别角色理论, 本文进一步讨论了员工性别的调节作用。通过两个子研究, 本文发现：配偶情绪智力与员工生活幸福感之间呈现正相关关系; 员工生活幸福感与员工工作投入之间呈现正相关关系; 员工生活幸福感中介了配偶情绪智力对员工工作投入的影响; 并且, 员工性别调节了配偶情绪智力和员工生活幸福感之间的关系, 即当员工为男性时, 配偶情绪智力对该员工生活幸福感的正向影响更强; 此外, 员工性别还调节了员工生活幸福感在配偶情绪智力和员工工作投入之间起到的中介作用。本研究首次提出和检验了配偶情绪智力对员工工作投入的跨领域的人际间积极影响, 具有理论和实践上的重要意义。     

员工跨界行为的收益与代价：元分析的证据

为探究员工跨界行为产生的影响、作用机制和边界条件, 通过文献检索、筛选和编码, 对50项员工跨界行为研究的52个独立样本(总样本量N = 14366)进行元分析, 结果表明: 员工跨界行为既会产生收益也需要付出代价, 收益表现为员工跨界行为提升工作满意度、组织承诺、绩效和创新, 付出的代价表现为跨界行为引发角色压力。员工跨界行为与结果变量的关系受员工类型(知识型员工-非知识型员工)和个人主义-集体主义、权力距离的调节。工作态度在员工跨界行为和绩效、创新的关系中发挥中介效应, 但在跨界行为和压力与耗竭的关系中出现了遮掩效应。本元分析为员工跨界行为提供了综合而可靠的结论, 对未来员工跨界行为的相关研究具有一定借鉴意义。     

Disruptive pandemic effects on telecommuters: A longitudinal study of work–family balance and well-being during COVID-19

We examined the disruptive influence of COVID-19 pandemic rates in the community on telecommuters' satisfaction with balancing their work and family roles and consequently their well-being. Utilizing event system theory and adaptation theory, we proposed that the rate of increase in proportion of confirmed COVID-19 cases in telecommuters' residential communities would predict a lower rate of increase in their satisfaction with work–family balance over time, thereby indirectly influencing two key aspects of well-being—emotional exhaustion and life satisfaction. Results from latent growth curve modeling using objective community data, as well as survey responses from a three-wave (N = 349) panel study of telecommuters in the United States, indicated that rate of increase in the proportion of confirmed COVID-19 cases in communities was negatively associated with the rate of increase in satisfaction with work–family balance, which translated into decreasing levels of well-being over time. We discuss the theoretical and practical implications of these findings.     

The countertransference: When painful traumatic traces sustain the countertransference and reveal themselves to the psychoanalyst … 14 years later!

Although she experienced, as did the many psychoanalysts before her, the countertransferential dynamics of disgust towards a patient presenting great deficiency in terms of mentalization capacity, the author strives to understand what urged her to tolerate the patient, to invest in her and lead her to develop a capacity for internalization, after 6 years of analytic work filled with transgressive‐transferential acting‐out. Fourteen years later, she becomes aware of the way in which the revival of some grief related to traumatic traces in her own lived experience, sustained, without her knowledge, a saviour/countertransference, creating a specific transferential‐countertransferential spiral which rescued a situation whose advent could have been compromised. This could happen thanks to what she refers to as the unique inter‐relation between her and this particular patient.     

The Impact of Job Insecurity on Counterproductive Work Behaviors: The Moderating Role of Honesty–Humility Personality Trait

The detrimental effects of job insecurity on individual and organizational well-being are well documented in recent literature. Job insecurity as a stressor is generally associated with a higher presence of negative attitudes toward the organization. In this article, the moderating role of Honesty–Humility personality trait was investigated. It was assumed that Honesty–Humility would function as a psychological moderator of the job insecurity impact on counterproductive work behaviors. Participants were 203 workers who were administered a self–reported questionnaire. Results confirmed that job insecurity was positively related to counterproductive work behaviors whereas Honesty–Humility was negatively associated to them. More importantly, Honesty–Humility moderated this relationship, even after controlling for gender, age, type of contract, and the other HEXACO personality traits. For individuals with low Honesty–Humility, job insecurity was positively related to counterproductive work behaviors, whereas for individuals with high Honesty–Humility, job insecurity turned out to be unrelated to counterproductive work behaviors.     

Perceived Overqualification: A Multi-Source Investigation of Psychological Predisposition and Contextual Triggers

ABSTRACT. Although employee (subjective) perceived overqualification (POQ) has recently been explored as a meaningful organizational construct, further work is needed to fully understand it. We extend the theoretical psychological underpinnings of employee POQ and examine both its determinants and outcomes based on established and newly proposed theoretical developments. Four-hundred and fifteen employees completed an online questionnaire and 208 of their supervisors completed corresponding surveys about the employees’ withdrawal behaviors and job-related attitudes, in order to explore potential predictors and outcomes of subjectively experienced POQ. Among the predictors, work conditions (uniform requirements and repetitive tasks) were most strongly associated with POQ. In terms of individual differences, narcissism predicted higher POQ while general mental ability only did when holding other variables constant. In addition, among the outcomes, higher POQ was related to lower job satisfaction and organizational commitment, but was not related to withdrawal behaviors such as truancy, absenteeism, and turnover intentions.