Within-individual relations of emotional,social, and work self-efficacy beliefs to organizational citizenship behaviors

Organizational citizenship behaviors (OCBs) represent a specific class of prosocial behaviors observable in the organizational environment. This study examined the longitudinal relations among regulatory emotional, social and work self-efficacy beliefs, and their relations to Organizational Citizenship Behaviors directed at specific individuals (OCBIs) at work, using a Latent State-Trait Model with Autoregressive effects (LST-A). The LST-A decomposes variance into trait, autoregressive, and occasion-related components, and allowed for testing of all hypotheses at the within-worker level. The model was tested using longitudinal data from N = 562 italian workers. Results supported the hypotheses that both social and work self-efficacy fully mediated the longitudinal relations between regulatory emotional self-efficacy in managing negative emotions at work and OCBIs. Theoretical and practical contributions of the findings are discussed.     

儿童运动视觉表象操作水平的发展及影响因素

采用计算机软件控制实验,以暴露运动一段行程后进入遮蔽的光点为刺激物,光点以三种不同运动速度、三种不同运动行距组合呈现,要求儿童判断光点到达目标位置时按键反应。结果表明：5—19岁儿童运动视觉表象操作水平的发展存在5一8岁、11—14岁两个加速期;客体运动速度对运动视觉表象操作绩效有显著影响,5、8、11岁组快速较中速下．5．8岁组中速较慢速下操作准确性均有显著降低;客体运动行距对运动视觉表象操作绩效也有显著的影响．5、8、11岁组右目标位置下较中目标位置下操作准确性显著降低;性别对运动视觉表象操作水平无显著影响。     

Mattering at the Intersection of Psychology,Philosophy, and Politics

Mattering is an ideal state of affairs consisting of two complementary psychological experiences: feeling valued and adding value. Human beings can feel valued by, and add value to, self, others, work, and community. To make sure that the need for mattering is fulfilled, we must balance feeling valued with adding value. Moreover, we must balance adding value to self with adding value to others. Unfortunately, the dominant neoliberal philosophy does not support the values required to ensure the experience of mattering. Whereas a healthy and fair society would require equilibrium among values for personal, relational, and collective well-being, the dominant philosophy in many parts of the world favors personal at the expense of relational and collective values. Neoliberal economic and social policies have resulted in diminished sense of mattering for millions of people. Some people respond to cultural pressures to achieve higher status by becoming depressive or aggressive. Some marginalized groups, in turn, support xenophobic, nationalistic, and populist policies in an effort to regain a sense of mattering. To make sure that everyone matters, we must align the psychology, philosophy, and politics of mattering. The political struggle for a just and equitable distribution of mattering takes place in social movements and the policy arena. The perils and promises of these efforts are considered.     

Travailler dans un réseau de santé : effets sur la santé psychique au travail

The new needs as regards care taking charge of patients have contributed to the creation of health networks. As they are growing fast, they are an integral part of the French sanitation system. The impact, on the health professionals, of networking is, today, the object of contrasted research and results, but has little been studied as far as Social Psychology, Work and Organizations are concerned. This article follows a research project which had the objective, on the one hand, to describe the effects of the participation to a health network mental health at work and, on the other hand, to examine the variables and process accounting for the variability of these effects. This research privileges an approach to the health network as a place of socialization and personalization (Malrieu, 1979). The research on the ground is carried out in collaboration with the health network town-hospital Prevention and Taking charge of Pediatric Obesity Network (RéPPOP) Midi-Pyrénées. We have carried out semi-guided interviews with 20 private professionals (8 doctors, 8 dieticians, 3 psychologists, 1 physiotherapist) members of the RePPOP Midi-Pyrénées network. The main results show that the perception of positive and/or negative effects of networking on mental health varies according to the age of membership of the network and the processes of transfer of experience (from professional practice within the network to professional practice off-network and vice versa). Proposals are deduced in terms of continuing education within the network.     

Secret médical en santé au travail

The occupational physicians are obliged, like any doctor, to respect the ethical obligations imposed on their profession, including in the exercise of the missions specific to occupational medicine and contained in the Labor Code. The occupational physician is not isolated and works in a multidisciplinary team of a health service at work. He must communicate with other health professionals, but also with employers, representative bodies of staff. Medical confidentiality holds a special place in the triangular relationship between the occupational physician, the employee and the employer. The medical practice in the field of occupational health requires that many provisions of the Labor Code be followed, including the respect of the secret of manufacture and the position of advising employers and employees. The occupational physician must communicate with the employer in order to best achieve his mission, but in practice, it may be difficult for the occupational doctor to make his recommendations heard to improve the working conditions of employees without power, when he cannot argue his opinions on medical information.     

Job demands,job resources and innovative work behaviour: a European Union study

This study aims to investigate the relationship between several job design variables and innovative work behaviour (IWB). Guided by the Job Demands Resources model, the aim was to evaluate the relationship between work demands (time constraints), resources (autonomy and social support), and other work factors (task monotony, complexity, and dealing with unforeseen circumstances) with idea generation and idea implementation behaviours in a sample of 12,924 participants from the 27 European Union member states in 2010. We also wished to investigate if individual IWB, at the country level, is associated with country innovative performance (an aggregate of process/product and marketing/organizational innovation). We employed a multilevel generalized structural equation model to test our hypotheses. In our final model autonomy, manager encouragement and dealing with unforeseen problems showed the highest positive relationship with idea generation and idea implementation. Conversely, monotonous tasks and working at high speed were negatively related to IWB. Furthermore, we have found strong indications that country-level IWB positively relates to the odds of a country scoring higher on the aforementioned innovation indicators. Between-country unexplained variance in IWB was reduced from 17.1% in our initial model, to 1.9% in our final iteration. Limitations, implications and suggestions for future research are discussed.     

Managing the interactions between multiple identities in inter-organizational collaborations: an identity work perspective

Inter-organizational collaboration (IOC) research considers the achievement of a collaborative identity as a key enabler of a successful collaboration. As a result, little has been said about the interactions between collaborative and non-collaborative identities. We build on narrative identity work and positioning theory, to explore how collaboration partners engage in identity work positioning to manage the interactions of the multiple identities emerging through the process of collaboration as they try to accomplish collaborative work. We illustrate this process through a qualitative longitudinal study of an educational partnership in Greece. Our analysis shows how IOC partners manage the interactions between collaborative and non-collaborative identities by positioning themselves, and others, in narratives of collaboration as part of their daily identity work when responding to emerging collaborative needs. Our research extends our current understanding of identity work processes in IOCs by demonstrating the paradoxical nature of the collaboration, which requires relying on both collaborative and non-collaborative identities for the successful achievement of aims. We therefore suggest that identity tensions should not be resolved but rather managed, since they enable partners to respond creatively to contextual organizational changes and make sense of the collaboration as it happens.     

Aims in parent work: a brief qualitative survey

Child psychotherapists’ views of the treatment aims of parent work in a community Child and Adolescent Mental Health Service (CAMHS) were explored. Parent work undertaken by the child psychotherapy team in one calendar year was analysed. The parent worker was asked to describe the primary aim of the work for each case. The resulting thematic analysis found that the main aims of parent work were: increasing empathy with the child; decreasing enmeshment; and containing anxiety. Linking with Alvarez’s notion of a hierarchy of interpretative approaches, the study’s findings suggest that there are parallel ‘levels’ of intervention in parent work, where therapists work in ways appropriate to the parent’s psychological functioning.     

When is a lie acceptable? Work and private life lying acceptance depends on its beneficiary

In this article we show that when analyzing attitude towards lying in a cross-cultural setting, both the beneficiary of the lie (self vs other) and the context (private life vs. professional domain) should be considered. In a study conducted in Estonia, Ireland, Mexico, The Netherlands, Poland, Spain, and Sweden (N = 1345), in which participants evaluated stories presenting various types of lies, we found usefulness of relying on the dimensions. Results showed that in the joint sample the most acceptable were other-oriented lies concerning private life, then other-oriented lies in the professional domain, followed by egoistic lies in the professional domain; and the least acceptance was shown for egoistic lies regarding one’s private life. We found a negative correlation between acceptance of a behavior and the evaluation of its deceitfulness.