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861.
862.
Jason L. Huang Jonathan A. Shaffer Andrew Li Robert A. King 《Personnel Psychology》2019,72(2):291-321
This study proposed a model in which employee general mental ability (GMA) and conscientiousness are linked to work–family conflict and enrichment through their relationship with occupational prestige and coping styles. We evaluated this model in a sample of 709 working adults from the National Survey of Midlife Development II in the United States. Results indicate that, through occupational prestige and subsequent psychological job demands and financial well-being, GMA was related to work-to-family conflict (WFC) and family-to-work conflict (FWC). GMA was also related to work-to-family enrichment (WFE) but not family-to-work enrichment (FWE) through occupational prestige and autonomy. In contrast, conscientiousness did not influence work–family outcomes through occupational prestige. Additionally, GMA and conscientiousness were both related to WFE/FWE through problem coping, whereas conscientiousness was related to FWC through avoidance coping. Examining the relative effects of GMA and conscientiousness, we found that the indirect effects of GMA through occupational prestige were stronger than those of conscientiousness, whereas the indirect effects of conscientiousness through problem coping were stronger than those of GMA. We discuss our findings in terms of the mechanisms through which stable individual differences may exert influences on work–family outcomes. 相似文献
863.
Biomechanics (and energetics) of human locomotion are generally studied at constant, linear, speed whereas less is known about running mechanics when velocity changes (because of accelerations, decelerations or changes of direction). The aim of this study was to calculate mechanical work and power and to estimate mechanical efficiency in shuttle runs (as an example of non-steady locomotion) executed at different speeds and over different distances. A motion capture system was utilised to record the movements of the body segments while 20 athletes performed shuttle runs (with a 180° change of direction) at three paces (slow, moderate and maximal) and over four distances (5, 10, 15 and 20 m). Based on these data the internal, external and total work of shuttle running were calculated as well as mechanical power; mechanical efficiency was then estimated based on values of energy cost reported in the literature. Total mechanical work was larger the faster the velocity and the shorter the distance covered (range: 2.3–3.7 J m−1 kg−1) whereas mechanical efficiency showed an opposite trend (range: 0.20–0.50). At maximal speed, over all distances, braking/negative power (about 21 W kg−1) was twice the positive power. Present results highlight that running humans can exert a larger negative than positive power, in agreement with the fundamental proprieties of skeletal muscles in vivo. A greater relative importance of the constant speed phase, associated to a better exploitation of the elastic energy saving mechanism, is likely responsible of the higher efficiency at the longer shuttle distances. 相似文献
864.
865.
Christina N. Baker 《Sex roles》2005,52(1-2):13-27
This article represents an analysis of the sexual images of women in magazine advertisements. I examined advertisements in Black- and White-oriented, mens and womens magazines to compare the images of womens sexuality that are constructed for each specific audience. Over 600 images of women were analyzed based on seven dimensions, including function/role, relative function/authority, physical/body position, relative size/height, character traits, body view, and physical characteristics. The images of womens sexuality vary depending on the race of the intended audience and the race of the women in the advertisements. Advertisements for White audiences portray women in roles and with characteristics that suggest dependency and submissiveness, whereas advertisements for Black audiences portray women as independent and dominant. I also found that White women are objectified much more than Black women are. 相似文献
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867.
P. Matthijs Bal Edina Dóci Xander Lub Yvonne G. T. Van Rossenberg Sanne Nijs Safâa Achnak 《European Journal of Work and Organizational Psychology》2019,28(3):289-299
This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us. 相似文献
868.
Hongyu Li Liuqin Yang 《心理与行为研究》2007,5(3):235-240
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. 相似文献
869.
促进工作动机的有效路径:自我决定理论的观点 总被引:3,自引:0,他引:3
自我决定理论是关于人类行为的动机理论。本文通过分析阐述了自我决定理论的哲学基础,从有机辩证的视角梳理了自我决定理论的基本思想,并对组织背景中以自我决定理论为指导框架的工作动机研究进行了综述,结论认为满足胜任、关系和自主三种心理需要的组织环境因素是增加内部动机并促进外部动机的内化,进而促进员工的工作绩效与心理健康的有效路径。 相似文献
870.
Willibald Ruch Fabian Gander Tracey Platt Jennifer Hofmann 《The journal of positive psychology》2018,13(2):190-199
Well-functioning teamwork has frequently been linked to increased work satisfaction and performance. However, there is a paucity of research on the different types of roles in teams. Recently, a new model of role behavior in teams was proposed (comprising seven such team roles: Idea creator, information gatherer, decision-maker, implementer, influencer, energizer, and relationship manager), but an assessment instrument was lacking so far. The present study describes the construction of an instrument for the assessment of these roles in two samples (N = 291 and 274) and examines their relationships with character strengths and job satisfaction. Results show that the team roles are positively related to job satisfaction and most character strengths. The findings support the important role of character strengths in work-related settings and lay ground for further studies on team roles. 相似文献