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61.
Scott J. Behson 《Journal of Vocational Behavior》2002,61(1):53-72
Recent research has examined the influence of organizational work-family context on employee outcomes. However, this construct has not been investigated in concert with broader indicants of organizational context. Thus, it remains unexplored whether work-family context accounts for unique variance in employee outcomes or whether its potential effects are confounded by, or better explained by, general organizational context. This study used dominance analysis to investigate the relative effects of general organizational context and work-family context on several important employee outcomes. Results indicate that work-family context is important in explaining variance in work-family specific outcomes such as work-to-family conflict. However, work-family context fails to explain unique variance in job satisfaction and affective commitment when studied alongside three broader indicants of general organization context (perceived organizational support, perceived fair interpersonal treatment, and trust). These findings have implications for both research and practice. 相似文献
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Although authorities advocate breastfeeding as the ideal form of infant nutrition, breastfeeding rates remain low among employed mothers in the United States. Utilizing a work-family conflict framework, specific time-based, strain-based, and behavior-based conflicts that can occur for women combining breastfeeding and employment are explored. Research indicates that these conflicts often lead to decreased breastfeeding durations, which result in costs for employers, mothers, and infants. The review links workplace interventions (e.g. prenatal education, lactation programs, support systems, job flexibility, and child care) to the types of conflict (e.g. time, behavior, and strain-based) that each intervention can reduce.
A previous version of this paper was presented in March of 2003 at the American Psychological Association’s Work, Stress, and Health Conference in Toronto, Canada. 相似文献
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We present a core‐concept model (CCM) suggesting that stimulus centrality is an important factor in category representations in implicit measures. We tested the hypothesis that idiographic stimuli (first name, birthday) are more central and therefore assess self‐concept in Implicit Association Tests (IATs) more validly than generic and nonspecific stimuli (me, you). Superior validity of the idiographic variant emerged across three different domains of self‐concept. First, an idiographic self‐esteem IAT displayed higher correlations than a generic IAT with self‐assessments and observer‐assessments of self‐esteem. Second, an idiographic body scheme‐IAT predicted subjective ratings of body image and objective body‐mass index. Third, an idiographic aggressiveness‐IAT had higher incremental validity for unprovoked aggression when interacting with explicit measures of aggressiveness. We conclude that idiographic stimuli focus participants' attention on the core features of the self, hence, tapping into self‐related associations to a stronger degree than generic stimuli. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
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The present study sought to examine the role of fulfilled vs. unfulfilled expectations in work-related and non-work domains. Specifically, we examined how congruence and incongruence between implicit leadership theories across multiple categories of leaders (typical, ideal, and effective leaders) and characteristics recognized on one’s supervisor affect leader-member exchange (LMX), work-family conflict, and subsequent counter-productive work behavior. We tested our hypotheses using polynomial regression and response surface modeling. The results of this study showed that congruence between implicit leadership theories (ILT’s) of typical, ideal, and effective leaders and supervisor recognition, as well as incongruity between ILT’s of ideal leaders and characteristics recognized in one’s supervisor, significantly impacts perceived LMX quality with supervisors. Incongruity between ILT’s of typical and ideal leaders and supervisor recognition was also associated with higher ratings of work-family conflict (WFC). Finally, the results showed support for a significant indirect effect of congruence between ILTs of typical and ideal leaders and characteristics recognized in one’s supervisor on CWB through WFC. These results add meaningful depth to literature on congruent implicit theories in two ways: (a) we add to existing knowledge of outcomes associated with congruence on ILT’s, and, (b) we examine these associations using ILT’s across multiple categories of leaders. Implications are also discussed. 相似文献
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Takuma Takehara Fumio Ochiai Naoto Suzuki 《Quarterly journal of experimental psychology (2006)》2016,69(8):1508-1529
Various models have been proposed to increase understanding of the cognitive basis of facial emotions. Despite those efforts, interactions between facial emotions have received minimal attention. If collective behaviours relating to each facial emotion in the comprehensive cognitive system could be assumed, specific facial emotion relationship patterns might emerge. In this study, we demonstrate that the frameworks of complex networks can effectively capture those patterns. We generate 81 facial emotion images (6 prototypes and 75 morphs) and then ask participants to rate degrees of similarity in 3240 facial emotion pairs in a paired comparison task. A facial emotion network constructed on the basis of similarity clearly forms a small-world network, which features an extremely short average network distance and close connectivity. Further, even if two facial emotions have opposing valences, they are connected within only two steps. In addition, we show that intermediary morphs are crucial for maintaining full network integration, whereas prototypes are not at all important. These results suggest the existence of collective behaviours in the cognitive systems of facial emotions and also describe why people can efficiently recognize facial emotions in terms of information transmission and propagation. For comparison, we construct three simulated networks—one based on the categorical model, one based on the dimensional model, and one random network. The results reveal that small-world connectivity in facial emotion networks is apparently different from those networks, suggesting that a small-world network is the most suitable model for capturing the cognitive basis of facial emotions. 相似文献
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为了探讨工作−家庭冲突与幼儿教师离职意向的关系。采用工作−家庭冲突量表、幼儿教师职业认同感量表、教师职业倦怠量表和离职意向量表对992名幼儿教师进行测验。结果表明：（1）工作−家庭冲突、职业认同感、职业倦怠和幼儿教师离职意向水平彼此之间显著相关。（2）工作−家庭冲突可以显著预测幼儿教师离职意向水平。（3）工作−家庭冲突可以通过职业认同感和职业倦怠形成的链式中介作用预测幼儿教师离职意向水平。职业认同感和职业倦怠在工作−家庭冲突对幼儿教师离职意向的预测路径中起序列中介作用。 相似文献
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聚焦于顾客授权行为这一概念, 以自我决定理论为基础, 分别引入基于组织的自尊作为中介变量和职业中心性作为调节变量, 探讨了顾客授权行为对一线服务员工职业成长的影响机制和作用边界。通过一项三阶段的时间滞后研究设计, 获取了245份有效样本, 结果显示: (1)顾客授权行为对员工职业成长具有显著的正向影响; (2)基于组织的自尊在顾客授权行为与员工职业成长之间起着部分中介作用; (3)职业中心性对顾客授权行为与基于组织的自尊的作用关系具有正向调节作用: 当员工职业中心性水平较高时, 顾客授权行为对基于组织的自尊的正向影响更强; (4)职业中心性进一步调节顾客授权行为通过基于组织的自尊对职业成长的间接影响: 当员工职业中心性水平较高时, 顾客授权行为通过基于组织的自尊对职业成长的正向效应会增强。 相似文献
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工作家庭冲突研究综述 总被引：23，自引：1，他引：23
随着职业女性的不断增加,越来越多的人们开始调整自己在工作和家庭上的责任与投入,由此日益凸显的工作家庭冲突问题近年来得到大量管理者和研究者的关注。该文从工作家庭冲突的概念、理论、相关研究等方面总结了对工作家庭冲突的研究结果,并在此基础上探讨了该领域未来的研究趋势。 相似文献
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JohnBosco Chika Chukwuorji Chuka Mike Ifeagwazi John E. Eze 《Anxiety, stress, and coping》2017,30(6):702-715
Background: Event centrality and emotion regulation in relation to posttraumatic stress disorder (PTSD) have been documented in various global samples especially in Western cultures; but internally displaced persons (IDPs) still constitute an underrepresented population in psychotraumatology literature. This study tested the roles of event centrality and emotion regulation strategies (cognitive reappraisal and expressive suppression) in PTSD symptoms among IDPs in Nigeria.Design: The multi-group cross-sectional design was adopted.Methods: Tiv language versions of the Centrality of Events Scale, Emotion Regulation Questionnaire, and Harvard Trauma Questionnaire were completed by 859 IDPs in two camps located in Benue State, North-central region of Nigeria.Results: Hierarchical multiple linear regression results indicated that event centrality positively predicted PTSD symptoms. Cognitive reappraisal was a negative predictor of PTSD symptoms while expressive suppression was a positive predictor of PTSD symptoms. Bonferroni corrections indicated that expressive suppression was the strongest predictor of total PTSD symptoms, avoidance/numbing symptoms, and hyper-arousal symptoms; but event centrality was the most robust predictor of PTSD intrusion/re-experiencing symptoms.Conclusion: The findings underscore recent developments in psychotraumatology indicating that the extent to which individual differences impact the development of PTSD is essential in clinical psychology research and practice. 相似文献