Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict,Job Satisfaction,and Turnover Intentions: A Comparison of Three Country Clusters

The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work‐to‐family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part‐time work negatively related with turnover intentions and strain‐based WFC. For Asians, flextime was unrelated to time‐based WFC, and telecommuting was positively associated with strain‐based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are discussed.     

重视人文关怀,促进检验科管理及服务水平的提高

在当前检验医学日趋呈现"人文缺失"的背景下,提出加强检验人员人文素质教育的必要性及紧迫性,并重点阐明以患者需求为导向,提高检验科人性化服务的具体措施.     

李淳风数学功绩简论

一、道教学者:李淳风李淳风是唐朝著名的天文学家和数学家,他是道士之子,是中国古代著名的道教学者。他的父亲李播曾出家为道士,据《新唐书·列传第一百二十九方技》记载:“李淳风,岐州雍人。父播,仕隋高唐尉,弃官为道士,号黄冠子,以论撰自见”。这么说来,“李淳风出身于道士之     

Psychological Flexibility at Work and Employees' Proactive Work Behaviour: Cross‐Level Moderating Role of Leader Need for Structure

How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross‐level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full‐time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person‐situation interactional research are discussed.     

An individual difference model for the multidimensional analysis of preference data

A model for the analysis of paired comparison data is presented which combines features of the BTL-model with features of the Unfolding model. The model is metric, mathematically tractable, and has an exact algebraic solution. Since it is multidimensional and allows for individual differences, it is thought to be more realistic for some choice situations than either the Thurstone model or the BTL-model. No claim is made that the present model will be appropriate for all conceivable choice situations. Rather, it is argued that the fact that it is explicitly falsifiable is a point in its favor.This work was supported by a grant of the United States Public Health Service (1 R03 MH19139 01 MSM) and a David Ross (XR) grant of the Purdue Research Foundation (PRF 2132), both of which are gratefully acknowledged. We also owe thanks to Dr. Terry Cooper, whose careful scrutiny of an earlier draft of this paper allowed us to reduce the number of errors from n to n-1.     

汽车司机安全驾驶性向测验的建构

本研究之目的是建构适用于我国的汽车司机安全驾驶性向测验。经各种检验结果表明,无论是能力测验还是个性测验,它们在信度和效度上均达到了要求。因此,为进一步标准化奠定了基础。     

计算机控制心理学实验过程的计时误差分析

计算机在控制心理学实验过程中,可能引入各种潜在的计时误差,特别在短时呈现各种实验刺激时,有些误差是不应忽略的。本文重点分析屏幕刷新率对实验设计的限制及可能产生的计时误差和解决方法。     

计算机控制心理学实验过程的计时误差分析

计算机在控制心理学实验过程中,可能引入各种潜在的计时误差,特别在短时呈现各种实验刺激时,有些误差是不应忽略的。本文重点分析屏幕刷新率对实验设计的限制及可能产生的计时误差和解决方法。