工作狂的研究述评

工作狂是指那些在强烈的内部动机的驱动下,长期投入大量时间和精力到工作上的个体,其形成和发展可以用成瘾模型、强化理论、特质理论和家庭系统理论来解释。工作狂的测量工具主要有工作成瘾风险测验、工作狂问卷和工作狂行为量表。该领域的研究者对于人格变量、人口统计学变量和组织因素等工作狂前因变量及健康、人际关系等工作狂的结果变量的探讨比较深入,但在概念界定、理论整合、测量工具、取样和变量探索等方面还有待进一步研究     

工作投入研究的现状

工作投入指的是一种与工作相关的积极、完满的情绪与认知状态,具有持久性和弥散性的特点。工作投入对个体的工作绩效和某些工作态度及行为变量,以及顾客满意度、生产力、利润率和单位总体绩效等组织结果变量均具有一定的影响。工作投入的影响因素包括个体特征因素、与工作相关的因素以及与家庭相关的因素等3个方面。文章在对工作投入的相关研究进行全面述评的基础上,指出未来的研究有必要进一步加强对工作投入的干预机制等五方面问题的探讨     

主管承诺理论研究述评

主管承诺（supervisory commitment or commitment to supervisor）是20世纪80年代以来在组织承诺（organizational commitment or commitment to organization）基础上发展起来的员工承诺理论的一个分支。对它的测量,学者们主要是借鉴Allen和Meyer与O’Reilly和Chatman对组织承诺的测量方法,目前属香港学者陈振雄的测量最为细致和全面。对影响主管承诺的前因,学者们目前探索到文化、感受主管支持（PSS）和领导—成员交换（LMX）三个因素。对主管承诺的结果,学者们普遍认为,主管承诺比组织承诺更能影响员工的工作绩效和组织公民行为（OCB）,但在对工作满意感和跳槽意图的影响上还存在不同的意见。另外,在目前大多数学者的研究中,主管承诺与组织承诺是并列关系,但Hunt和Morgan更主张二者是因果关系,而且是主管承诺带来组织承诺。在全面述评的基础上,作者对未来的研究提出了四点展望。     

Workaholism and Family Functioning: A Profile of Familial Relationships, Psychological Outcomes, and Research Considerations

This paper examines the relationship between workaholism and family functioning and the psychological outcomes of family members. A profile of the workaholic family is presented, along with an argument for family scientists and practitioners to pay more attention to this neglected area of family life. Considerations for how to address the need in family research and practice also are presented.     

Work Stress and Marriage: A Theoretical Model Examining the Relationship Between Workaholism and Marital Cohesion

Using structural equation modeling the relationship of work stress and marital cohesion was empirically investigated. It was hypothesized that work stress would have an inverse relationship with marital cohesion. Participants were a random sample of 326 adult females who were members of the American Counseling Association. The results of the data-model fit analyses support the hypothesized relationship. The coefficient of determination for the structural equation was 0.60 indicating a substantial degree of explanation for the relationship tested. Implications of these findings for future research are presented.     

Predictors of Workaholism Components and Behaviors

This study examined the relationship of three types of predictors of self-reported workaholism components and workaholic job behaviors: individual demographics, work situation characteristics, and two substantive workaholism antecedents (personal beliefs and fears, perceptions of organizational support of work-personal life imbalance). Data were collected from 530 women and men managers and professionals using anonymous questionnaires. The three blocks of predictors explained statistically significant but moderate levels of variance in workaholism components and workaholic job behaviors. The two substantive workaholism antecedents showed somewhat consistent relationships with the criterion measures. Participants more strongly endorsing the beliefs and fears and participants perceiving greater organizational support of work-personal life imbalance generally indicated higher levels of workaholism components and workaholic job behaviors.     

Interpreting conjoined noun phrases and conjoined clauses: Collective versus distributive preferences

Two experiments are reported that show that introducing event participants in a conjoined noun phrase (NP) favours a single event (collective) interpretation, while introducing them in separate clauses favours a separate events (distributive) interpretation. In Experiment 1, acceptability judgements were speeded when the bias of a predicate toward separate events versus a single event matched the presumed bias of how the subjects' referents were introduced (as conjoined noun phrases or in conjoined clauses). In Experiment 2, reading of a phrase containing an anaphor following conjoined noun phrases was facilitated when the anaphor was they, relative to when it was neither/each of them; the opposite pattern was found when the anaphor followed conjoined clauses. We argue that comprehension was facilitated when the form of an anaphor was appropriate for how its antecedents were introduced. These results address the very general problem of how we individuate entities and events when presented with a complex situation and show that different linguistic forms can guide how we construe a situation. The results also indicate that there is no general penalty for introducing the entities or events separately—in distinct clauses as “split” antecedents.     

无手机恐惧:我们为什么不能与手机分离?

无手机恐惧是一种由手机不在身边或无法使用手机所诱发的情境性焦虑。近年来,大量研究证实了无手机恐惧的普遍存在。相关理论从错失恐惧、手机依恋和自我扩展等视角解释了无手机恐惧发生的原因。综述以往的实证研究发现,无手机恐惧的发生会受到个体特征(人口学变量、人格特质等)和手机使用行为等多方面因素的影响;同时,无手机恐惧会对个体的认知与学业表现、问题性手机使用行为、压力感、心理健康、生活方式和睡眠等多方面产生消极影响。未来研究应厘清和完善无手机恐惧的结构与测量工具,拓展无手机恐惧的研究方法与手段,进一步探讨无手机恐惧的影响因素、后效及作用机制,并加强对无手机恐惧的干预研究。     

Enjoyment of Work and Driven to Work as Motivations of Job Crafting: Evidence from Japan and China

This research contributes to our understanding of job crafting by investigating the role of “enjoyment of work” and “driven to work” as job-crafting motivations. A total of 154 supervisor–employee dyads were surveyed. Enjoyment of work and driven to work were supported as motivators of job crafting. An interaction effect was observed, with low driven to work weakening the relationship between enjoyment of work and job crafting. Job crafting mediated the relationship between the two motivators and job performance. We add to researchers’ understanding of motivations for job crafting while making the first attempt to explore the job-crafting phenomenon in East Asia.     

Workaholism Among Japanese Blue-Collar Employees

A survey study was conducted in order to examine the hypothesis that workaholism may be a mode of adapting to a stressful work environment. A questionnaire was distributed to members of the Japan Federation of Automobile Workers' Unions in Japan. A total of 4,621 workers (4,083 men, 509 women, 29 unidentified) returned usable data (response rate = 71.9%). The results of a correlation analysis indicated that work overload-quantity and work overload-quality had significantly positive relations with Driven and little or no significant relations with Enjoyment of work. Blue-collar employees who work in highly structured and controlled environments were less likely to be workaholic than white-collar employees (in particular those in sales divisions). The results of ANOVA indicated that work overload had different effects on workaholism by age groups among blue-collar employees. It was found that work overload increased the degree of Driven and Enjoyment of work for those under 34 years old and it increased Driven and decreased Enjoyment of work for those over 35 years old.