L’auto efficacité créative,la flexibilité cognitive et le soutien à l’innovation comme antécédents du comportement innovant

The necessity to innovate is a concern for many practitioners and researchers. This research aims to demonstrate the role of cognitive flexibility and of the climate of support for innovation in developing innovative behavior at work. The mediating role of creative self-efficacy is tested. The results confirm that cognitive flexibility and the climate for work group innovation are antecedents of the innovative behavior.     

Editorial

No abstract available for this article.     

Morning Passages from Home to Work Among Managers in Israel: Intergender Differences

This paper presents a study on morning passages from home to work. The sample consisted of 226 Israeli parents working in managerial positions (136 men and 90 women). Eighty percent of the participants were Israeli-born, and the rest immigrated to Israel at a young age. In the study, I examined gender differences in emphasis on domestic and work activities at 3 main transitional stages in the morning: home transitions (30 min before leaving for work), on the way to work, and at work (the first 30 min after arrival at work). The findings indicate that in the home-transition women focused more on domestic tasks than on work tasks, whereas men showed the opposite tendency. On the way to work, women tended to intensify their involvement in work activities, but remained strongly concerned with domestic activities. Men, however, focused primarily on work tasks during this transition. In the work transition, both men and women were more concerned with work tasks than domestic tasks. Therefore, even though men and women focused on different tasks in the initial transition, by the time they arrived at the workplace, they were immersed to the same extent in work activities. Furthermore, the participants' age, children's ages, and years of marriage correlated negatively with emphasis on domestic tasks during the home transition regardless of gender.     

Who Wants to Learn Forever? Hyperbole and Difficulty with Lifelong Learning

This paper addresses the issue of how lifelonglearning, globalisation and capitalism arerelated within late modernity. It is criticalof the argument that there is now anincreasingly homogenous global economy that isknowledge based and that unambiguously requiresa high level of cognitive skills in itsworkers. The idea that globalisation producessuch rapid changes in the world of work thatlearning must be ongoing to cope with it ischallenged.It is argued that the key issue forpolicy-makers concerned to encourage lifelonglearning is funding the provision of thoselearning opportunities that would otherwise notbe available. People can learn many worthwhilethings at work, at home and elsewhere ininformal associations. It makes little sense toduplicate the opportunity to learn those thingsformally or even in many cases, formally todistinguish such learning from living andworking.     

Gender-Role Congruence and Self-Referencing as Determinants of Advertising Effectiveness

In an initial experiment, men and women with varied gender-role orientations evaluated gender-stereotyped and nonstereotyped advertisements for gendered products that are actually used by both sexes. Consistent with a gender-role congruence model of advertising effectiveness, traditional participants (masculine men; feminine women) responded more favorably to traditional (i.e., gender-stereotyped) than to nontraditional advertisements, whereas nontraditional participants (androgynous individuals; feminine men; masculine women) reacted somewhat more favorably to the nontraditional advertisements. Experiment 2 revealed that when encouraged to self reference, traditional participants became much more responsive to nontraditional advertisements, even more so than were the nontraditional participants. Practical implications of these results are discussed.     

A mixed-method approach to post-retirement career planning

In times of rising longevity and shortage of skilled workers, post-retirement work has become increasingly prevalent in many countries. However, not much is known about the expectations and facilitating factors associated with work-related activities after retirement. In two studies we draw on the social cognitive career theory and investigated the role of outcome expectations and facilitating factors in post-retirement career planning. First, we interviewed 22 older employees and subject matter experts in a German aerospace company to learn more about expectations of post-retirement work and its facilitating factors to build a theoretical model. Second, to test our theoretical model, 212 employees of the same company aged 50 to 65 completed a web-based survey. Results showed that outcome expectations and the facilitating factors identified in the interview study were significantly related to post-retirement career intention. Further, the facilitating factor social approval moderated the relationship between outcome expectations and post-retirement career intention. We discuss implications of our findings in terms of how they inform retirement counselors, organizations, and society to help increase engagement in work-related activities after retirement.     

Creating One’s Reality: The Interaction of Politics Perceptions and Enactment Behavior

ABSTRACT

The current study investigated the previously unexamined relationship between politics perceptions and employee enactment behavior. Consistent with previous job stress and sense-making research, we hypothesized that individuals reporting low levels of enactment behaviors would be more adversely affected by politics perceptions than those who engaged in high levels of enactment behavior. Results across two samples provided strong support for the hypothesized relationships. Specifically, employees who reported low levels of enactment behavior experienced less satisfaction, less person–environment fit, and reported lower levels of effort when faced with highly political environments. Conversely, levels of satisfaction and person–environment fit perceptions of individuals reporting high levels of enactment behaviors were largely unaffected by highly political contexts. Implications of these findings, strengths and limitations, and avenues for future research are provided.     

Nature et significations des échanges entre domaines de vie : l’exemple des nouveaux cadres de l’Action Sociale

Accessing to a management position for the first time implies, for professionals, reflecting on their commitments in different fields and times of their socialization, on their articulation, and on their compatibilities. Referring to the model of an active socialization – active because plural and then conflicting – which rejects a dichotomous approach of the “work/non work” relations, the meaning people give to the relations between their different life spheres, communicating with others, orientates the organization of exchanges between life domains. Content analysis of interviews conducted with new social work managers brought us to distinguish six types of exchanges: temporal, informational, relational, emotional, axiological, ideological and symbolic.