工作不安全感与情绪耗竭:情绪劳动的中介作用

工作不安全感作为组织变革过程中产生的重要压力源,不仅引发员工对工作持续性和稳定性的担忧,同时导致员工诸多心理健康问题.研究工作不安全感对员工工作态度和行为的作用机制,基于资源保存理论和压力源-压力框架,构建情绪劳动为中介的工作不安全感对情绪耗竭影响和作用机制模型,从资源角度阐述认知性工作不安全感和情感性工作不安全感如何通过情绪劳动引发情绪耗竭,运用层次回归分析、相关分析等统计方法对10家企业的197份样本数据进行模型检验.研究结果表明,认知性工作不安全感和情感性工作不安全感对情绪耗竭均有正向影响,工作不安全感通过表层扮演和深层扮演两种情绪劳动的方式消耗心理努力以导致情绪耗竭.因此,组织不仅可以通过调岗等人事管理方法增加个人组织匹配,还可以通过心理辅导等培训活动改变员工的工作态度,采取积极的方式缓解工作不安全感对情绪耗竭的负面影响.     

Job insecurity in temporary versus permanent workers: Associations with attitudes, well-being, and behaviour

Recent research suggests that the relationship between job insecurity and psychological outcomes is more negative among permanent compared with temporary workers. We investigate possible interaction effects between job insecurity and type of contract (temporary versus permanent) for various psychological outcomes (job satisfaction, organizational commitment, life satisfaction, and self-rated performance), some of which have received little attention. We aim to explain these interaction effects, while taking into account the heterogeneous nature of temporary workers in terms of tenure, employment prospects, and wish to do temporary employment. We argue that permanent workers expect higher levels of job security; job insecurity breaches permanent workers' but not temporary workers' expectations. This may relate to unfavourable outcomes. Similarly, the heterogeneous nature of temporary workers may relate to job security expectations and thus to reactions to job insecurity. This study was conducted on a sample of 477 temporary and permanent workers from various occupational sectors in Belgium. The results suggested that the interaction effect between job insecurity and contract type may be limited to job satisfaction and organizational commitment. Furthermore, permanent workers had higher expectations about job security. Breach of these expectations furthermore mediated the relationship between job insecurity and all outcomes, except for self-rated performance. However, the heterogeneity indicators were found to be unrelated to job security expectations.     

Job insecurity and trust: Uncovering a mechanism linking job insecurity to well-being

Job insecurity has well-documented negative effects for individuals as well as organisations. However, the mechanisms by which job insecurity relates to its outcomes have received less research attention. The purpose of this study is to investigate trust in the organisation as a potential mechanism that may explain why job insecurity relates to two well-documented outcomes: decreased job satisfaction and lowered mental health. These hypotheses were tested in a Swedish longitudinal sample that consists of employees (longitudinal n?=?906) from three organisations, using structural equation modelling. Overall, the results showed support for our hypotheses. Our findings reveal an indirect effect of trust on job satisfaction, regardless of whether the previous levels of job satisfaction were controlled for. With regard to mental health, the indirect effect was only evident when previous levels of mental health were not controlled for. The results of this study contribute to our understanding about the intervening factors in the relationship between job insecurity and outcomes. Moreover, the results might be important for human resources departments and managers when there are indications that employees are worrying about the future of their jobs.     

Job insecurity and work outcomes: The role of psychological contract breach and positive psychological capital

Job insecurity has received growing attention from researchers because it poses serious challenges for organisations and for society as a whole. However, there are insufficient studies about the processes through which job insecurity affects outcomes as well as potential ways to reduce its negative impact. This study focuses on the relationship between job insecurity and individual-level outcomes (in-role performance and organisational deviance) and examines if (a) job insecurity is positively and/or negatively related to work outcomes, (b) psychological contract breach acts as a mediator of the relationship between job insecurity and work outcomes, and (c) positive psychological capital (PsyCap) buffers the job insecurity–work outcomes relationship via psychological contract breach. With a sample of 362 employee–supervisor dyads, in which the outcome measures were collected from the supervisors, we found support for our hypotheses. Specifically, we found a moderated mediation effect, whereby PsyCap moderates the negative indirect relationship of job insecurity on outcomes through psychological contract breach.     

Job insecurity,perceived employability and targets' and perpetrators' experiences of workplace bullying

Abstract

We aimed to investigate (1) the association between job insecurity and workplace bullying from the perspective of both targets and perpetrators and (2) perceived employability as a moderator of these relationships. We argue that job insecurity is associated with social or interpersonal strain as in the case of workplace bullying. Furthermore, workers who feel that they have alternative opportunities for employment may find it easier to cope with insecurity. Stated differently, we aimed to investigate whether the relationship between job insecurity and workplace bullying depended on the level of perceived employability. Hypotheses were tested among 693 workers who participated in a survey on the quality of working life. They were employed at establishments of two Belgian organizations from the textile industry (N=189) and financial services (N=505). We found that that job insecurity was associated with targets' and perpetrators' reports of workplace bullying. The interaction between job insecurity and perceived employability did not contribute to targets' reports of workplace bullying. However, it was related to perpetrators' reports of workplace bullying. Interestingly, the relationship between job insecurity and workplace bullying was stronger under the condition of high versus low employability. This hints at the idea that there could be a “dark side” to employability.     

Performance Management,Job Satisfaction and Organizational Commitment1

A number of investigations have focused on aspects of human resource management policy and their impact on employees. The study reported here examines the extent to which the main elements of performance management systems are associated with positive employee attitudes. Questionnaire measures of performance management variables and of employee attitudes were obtained from 860 staff in nine organizations, all of which had been ascertained to be operating performance management systems. The findings indicate that most elements of performance management did contribute to positive employee attitudes, and that between them they accounted for a substantial proportion of the variance in measures of organizational commitment and (especially) job satisfaction. Some differences in the data from public and private-sector organizations were found.     

Job satisfaction and mental health of temporary agency workers in Europe: a systematic review and research agenda

ABSTRACT

The current systematic literature review aimed to analyse the associations between temporary agency work (TAW), job satisfaction, and mental health in Europe, as well as to outline a future research agenda. Twenty-eight scientific articles were identified by searching different data bases (i.e. PSYNDEX, PsycINFO, PubMed, and Web of Science) for the time span from January 2000 to December 2016. Our review reveals first that TAW is not consistently negatively related to job satisfaction. However, job insecurity and working conditions are important mediators in the relation of TAW and lowered job satisfaction. Second, TAW is not consistently related to all investigated types of mental health impairments. However, when focusing on specific outcomes and comparing temporary agency workers to permanent employees, we still find consistent evidence regarding higher levels of depression and fatigue among temporary agency workers. Inconsistent associations between TAW, job satisfaction and mental health can partly be attributed to unfavourable methodological aspects of the included primary studies. To address these aspects, future research should consider applying a standard measurement of TAW, including a minimum of meaningful confounding variables, improving the operationalisation of outcome variables and the study design.     

互惠对工作要求——工作满意度曲线关系的调节作用

本文运用中国文化背景下开发的互惠量表,通过对西安某合资制药企业210名员工的调查,考察了企业对员工三种类型的互惠行为对工作要求—工作满意度的倒U型关系的调节作用。调查结果表明,广义互惠、平衡互惠越高,二者的倒U型关系越明显,负互惠越高,二者的倒U型关系越不明显。     

绩效考核对高校教师工作满意度的影响:职业压力的中介作用

在中国高校全面实施校内岗位津贴及配套政策的情境下,探讨绩效考核对教师工 作满意度的影响。大样本调查结果显示,绩效考核对工作满意度的影响有3条路径：绩效考核对工作满意度直接的积极影响;绩效考核通过职业压力的中介作用,间接影响工作满意度;绩效考核通过考核认知的中介作用,影响职业压力,进而影响工作满意度,其中第1条路径的影响最强,第2条路径的影响相对较弱。高校教师这一职业存在高职业满意度、低薪酬满意度并存的现象。     

人力资源经理工作倦怠现状及其相关因素分析

为了解我国人力资源经理工作压力现状,探讨其与工作倦怠、工作满意度及工作绩效之间的作用关系及作用方式,本研究采用问卷法对北京地区89名企业人力资源经理进行施测。结果表明,人力资源经理工作压力处于中等水平,造成工作压力的主要因素分别是职业发展、组织氛围、工作责任及组织结构;工作倦怠处于中等偏下水平,其中效能感低下这个倦怠因素相对严重。另外,工作压力与工作倦怠正相关,工作倦怠与工作满意度、工作绩效存在负相关关系,而工作倦怠在工作压力与工作满意度、工作绩效之间起中介作用。     

The moderating role of personality characteristics on the relationship between job insecurity and strain

The experience of job insecurity has been linked to several different outcomes, such as negative attitudes towards work and the organization, turnover intention, as well as health complaints. However, since the strength of these effects have been found to vary across studies, it is vital to identify factors that could influence the relationships. The present study examines the moderating role of three personality characteristics (negative affectivity, positive affectivity, and external locus of control) on the relation between job insecurity and outcomes (mental health complaints, job dissatisfaction, and job-induced tension). Data from 400 nurses at a Swedish acute care hospital (response rate 71%; 91% women, aged 20-68 years) showed that both job insecurity and personality were related to strain. Also, the data indicated some buffering effect of personality. Despite the gender bias of the sample, the study provides additional support for the notion that job insecurity affects strain even after controlling for individual characteristics. The study also expands the literature on job insecurity by pointing out the influence of personality characteristics on the relationship between stressors and strain.     

The Effects of a Combined Goal Setting,Feedback and Incentive Intervention on Job Performance in a Manufacturing Environment

Abstract

Baked anodes are used in finished aluminum production. Employees of a large multinational aluminum smelter were responsible for the production of more than 3500 baked anodes per week. During a 74 week long baseline (A) condition, production of unusable anodes exceeded 300 per week or 8.6 percent of their nominal 3500 anode production requirement. A problem analysis suggested that this high rate of defective anodes might have been due to weak antecedents, inefficient work procedures and weak performance contingencies. An intervention package that included a combination of goal setting, performance feedback, and tangible rewards was designed to strengthen antecedents and consequences of job performance. A performance feedback system was introduced with and remained constant across the three types of performance contingent rewards and three successively higher goal levels. The three reward and goal combinations were introduced to “strengthen” antecedents and performance contingencies within an A-B1-B2-B3-A with reversal to baseline conditions design. Anode reject rates were lower (better performance) during the three intervention phases compared to both the pre- and post-intervention baseline phase data. A dramatic performance improvement (lowered rate of rejects) was observed during the B3 phase that included the highest performance goal. These data demonstrate that a treatment combination of specific goal setting, feedback and tangible rewards can “strengthen” antecedents and performance contingencies resulting in improved objective performance in a manufacturing environment.     

Job insecurity and emotional exhaustion: Testing psychological contract breach versus distributive injustice as indicators of lack of reciprocity

This study examines the processes underlying the association between job insecurity and emotional exhaustion, proposing that lack of reciprocity in the organizational exchange relationship is a main theoretical explanation for this association. Specifically, based on the social exchange perspective, we compared and tested two distinct mediating mechanisms: psychological contract breach and distributive injustice. These two indicators of lack of reciprocity constitute the explanatory process through which job insecurity relates to emotional exhaustion, the primary component of burnout. Data analyses from a sample of 322 blue-collar workers in Italy confirmed the mediational hypotheses. A contrast test revealed that distributive injustice was the indicator with more explanatory strength. The results contribute to research on the theoretical explanations of the adverse consequences of job insecurity, considering the nature and antecedents of psychological distress from an organizational exchange perspective.     

The Implementation and Maintenance of a Behavioral Safety Process in a Petroleum Refinery

A values-centered and team-based behavioral safety process was implemented in a petroleum oil refinery. Employee teams defined the refinery's safety values and related practices, which were used to guide the process design and implementation. The process included (a) a safety assessment; (b) the clarification of safety-related values and related practices; (c) process design and executive overview; (d) safety-observation training; (e) feedback, recognition, and celebration; and (f) process maintenance. Data that span 20 years are presented to show the long-term impact on recordable incidents, lost-time cases, and direct costs of injuries. The implementation was associated with an 81% decrease in recordable incidents, a 79% decrease in lost-time cases, and a 97% savings in annual workers' compensation costs over an eight-year period. An interview with the vice president of the refinery is presented to highlight the process's influence on the refinery's safety culture.     

心理契约对目标绩效的影响研究:以工作满意和努力为中介变量

编制了建设项目团队成员心理契约、工作满意、工作努力、目标绩效的调查问卷,对9家国有企业建设项目的300多名团队成员进行实地调查,共收集278份有效问卷,构建了建设项目团队成员心理契约对目标绩效的影响关系并以工作满意、工作努力作为中介变量的结构模型,采用验证性因素分析法和结构方程模型方法进行分析,研究结果表明:建设项目团队成员心理契约由交易型、关系型和管理型心理契约构成;工作满意对建设项目团队成员心理契约满足程度与建设项目关系绩效的关系具有完全中介作用;工作努力对建设项目团队成员关系型、管理型心理契约满足程度与建设项目任务绩效的关系具有完全中介作用。最后,基于结论给出构建建设项目团队成员激励及目标实现机制的管理启示。     

The Job Demand-Control (-Support) Model and psychological well-being: a review of 20 years of empirical research

The Job Demand-Control (JDC) model (Karasek, 1979) and the Job Demand-Control-Support (JDCS) model (Johnson, and Hall, 1988) have dominated research on occupational stress in the last 20 years. This detailed narrative review focuses on the JDC(S) model in relation to psychological well-being. It covers research from 63 samples, published in the period 1979-1997. In the review a distinction is drawn between two different hypotheses prevailing in research on the models. According to the strain hypothesis of the JDC model, employees working in a high-strain job (high demands-low control) experience the lowest well-being. The buffer hypothesis states that control can moderate the negative effects of high demands on well-being. Translating these hypotheses to the expanded JDCS model, the iso-strain hypothesis predicts the most negative outcomes among workers in an iso-strain job (high demands-low control-low social support/isolation), whereas the buffer hypothesis states that social support can moderate the negative impact of high strain on well-being. Although the literature gives considerable support for the strain and iso-strain hypotheses, support for the moderating influence of job control and social support is less consistent. The conceptualization of demands and control is a key factor in discriminating supportive from nonsupportive studies. Only aspects of job control that correspond to the specific demands of a given job moderate the impact of high demands on well-being. Furthermore, certain subpopulations appear to be more vulnerable to high (iso)strain, whereas others benefit more from high control. On the basis of the results of this review, suggestions for future research and theoretical development are formulated.     

车间作业计划编制问题的统一描述与应用——介绍车间作业计划编制体系的概念

提出车间作业计划编制体系的概念以统一描述车间作业计划问题,车间计划问题在内容上由计划类型、计划期、期量标准和编制方法四方面组成,在形式上与生产类型、生产组织形式和资源负荷能力相关,内容与形式的统一揭示了车间作业计划编制问题的一般规律,特别地,在一个飞机装配车间结合计划编制体系的概念,迅速确定了装配作业计划问题的界限,并提出用Petri网求解计划问题的新方法,它与各种经验方法相比,便于计算机模拟与实现。     

中小民营企业基层员工工作压力与工作满意度的实证研究

以中小民营企业基层员工为研究对象,通过相关量表对其工作压力和工作满意度关系进行调查研究。结果表明:教育程度和职能部门在工作压力上差异显著;职能部门在工作满意度上差异显著。角色认知压力、职业发展压力、组织因素和人际关系压力与整体工作满意度显著负相关;组织因素、人际关系压力、职业发展和社会因素对工作满意度具有预测作用。     

Job tenure as a moderator of stressor-strain relations: A comparison of experienced and new-start teachers

Few studies have investigated the extent to which the effects of work stressors on strain change over the duration of employees' job incumbencies. Drawing on Karasek's (1979) job demands-control-support model, the current study examined the moderating influence of job tenure (experienced versus novice worker status) on stressor-strain relations. Using a sample of 422 experienced and 248 beginning schoolteachers in Australia, job factors and job strain were assessed on two occasions, 8 months apart. Analyses revealed that the three job factors were each correlated with strain as predicted, although the (elusive) demands×control interaction effect was evidenced amongst “new-start” teachers only. The findings provide mixed support for Karasek's model, and draw attention to the need to consider the role of job tenure and career stage in studies of work stress, as work stressor-strain effects may be routinely underestimated in research that ignores these factors.     

Job crafting and well-being among school principals: The role of basic psychological need satisfaction and frustration

This study investigates the associations between school principals’ job crafting and well-being. Drawing on the job demands-resources approach of the job crafting model and self-determination theory, we hypothesized that need satisfaction and need frustration act as likely mechanisms between the positive and negative effects of job crafting behaviors and work-related well-being (work engagement and burnout). Using cross-sectional data collected from a sample of Finnish school principals (n = 518), our structural equation model revealed that crafting structural job resources was positively associated with need satisfaction and negatively with need frustration. Increasing challenge job demands was positively associated with need satisfaction, which, in turn, was associated with higher work-related well-being. In addition, crafting structural job resources was directly positively linked to burnout as well as work engagement. Moreover, we found that decreasing hindrance demands was positively associated with burnout and negatively associated with work engagement via need frustration. No associations were found between crafting social resources, indicators of basic psychological needs, or work-related well-being. These findings provide insights into how principals determine their own basic psychological needs via job crafting, and how this is reflected in their work-related well-being. The study advances job crafting theory and self-determination theory, with important implications for practice and future research.