不同文化导向下心理授权对组织承诺影响的实证研究:基于知识型员工的观点

文章从知识型员工的角度出发,整合已有的对文化导向、心理授权及组织承诺的研究,运用结构方程模型,实证分析检验了员工导向和任务导向对知识型员工心理授权及组织承诺的影响,以及心理授权的内在状态和比较状态对知识型员工感情承诺及继续承诺的影响,从而为企业提高知识型员工的组织承诺提供了有效途径。     

组织支持感对员工工作行为的影响:心理资本中介作用的实证研究

组织支持感在人力资源管理中的价值已经受到管理者的重视,但是它与员工工作行为的关系还有待进一步研究。通过在全国不同地区调查的721份样本,本文实证研究了心理资本在组织支持感影响员工工作行为中的作用。研究结论是:组织支持感和心理资本能对员工工作行为产生直接或间接影响;心理资本在组织支持感对员工角色内行为和缺勤行为的影响中起到部分中介作用,在组织支持感对员工组织公民行为的影响中起到完全中介作用。     

Modeling Take-or-Pay Contract Decisions

Long-term purchase contracts for natural resources, such as natural gas, often contain take-or-pay provisions that penalize the buyer for not purchasing (taking) a minimum quantity of output over some period of time. In some contracts for a limited time interval, known as the make-up period, the penalty payments can be credited against future “takes” in excess of the take-or-pay level. Additionally, options to “buy down” or “buy out” existing contracts, or to initiate new contracts, may exist. The purchaser, faced with projected requirements over some planning horizon, must determine purchase levels from a selected set of take-or-pay contracts so as to minimize purchase, inventory holding, penalty costs, contract initiation, and buy-out or buy-down costs. This paper presents a mixed-integer programming model of take-or-pay decisions with and without make-up provisions.     

结构式团体在临床护士心理压力调解中的应用

目的探讨应用结构式团体在临床护士心理压力调解中的改善效果。方法选择临床护士60例,均为2020年06月~2020年12月间我院在册在岗内科病区护士,依据护士入科先后顺序采取分组,即前期入科护理人员30例采取自我调节方式应用心理压力,观察组为后期入科护理人员30例,采取结构式团体干预模式进行心理压力调节,对比护士不同调节方式下,情绪分值变化及对自我职业的倦怠评分、心理健康状态评分,并采取科室设计的满意度问卷展开评估。结果由自评量表结果所示,观察组护理人员在干预前焦虑、抑郁分值均无明显变化(P>0.05),干预后观察组护理人员焦虑、抑郁分值有所下降,与对照组呈鲜明对比(P<0.05)。职业倦怠量表测评结果所示,观察组护理人员情绪衰竭、工作态度、个人成就感三个维度的分值均低于对照组,差异显著(P<0.05)。由科室自我设计满意度问卷所示,观察组对自我工作满意度较高,与对照组比值差异明显(P<0.05)。两组在SCL-90量表测评下,观察组护理人员各项指标得分低于对照组(P<0.05)。结论结构式团体在临床护士心理压力的调解中的应用效果值得肯定,可改善职业倦怠感,提高工作效率。     

Expansion-oriented job crafting and employee performance: A self-empowerment perspective

Taking a self-empowerment perspective, we investigated the mediating impact of psychological empowerment on the relationship between expansion-oriented job crafting behaviors (seeking resources and seeking challenges) and job performance. We also examined the moderating role of perceived overqualification on the proposed mediation model. Data were collected from 519 employees and their direct supervisors who work in 69 small and medium-sized enterprises (SMEs) in Turkey. As the data had a nested structure, we used hierarchical linear modeling (HLM) to analyze the multi-level data. The results show that psychological empowerment mediates the relationship between expansion-oriented job crafting behaviors and job performance. The analyses also provide support for the moderating impact of perceived overqualification. The conditional indirect effect of seeking challenges on job performance is stronger for those employees who feel overqualified for their jobs.     

The impacts of the COVID-19 pandemic on birth satisfaction in a prospective cohort of 2,341 U.S. women

ProblemBirth satisfaction is an important health outcome that is related to postpartum mood, infant caretaking, and future pregnancy intention.BackgroundThe COVID-19 pandemic profoundly affected antenatal care and intrapartum practices that may reduce birth satisfaction.AimTo investigate the extent to which pandemic-related factors predicted lower birth satisfaction.Methods2341 women who were recruited prenatally in April–May 2020 and reported a live birth between April–October 2020 were included in the current analysis. Hierarchical linear regression to predict birth satisfaction from well-established predictors of birth satisfaction (step 1) and from pandemic-related factors (step 2) was conducted. Additionally, the indirect associations of pandemic-related stress with birth satisfaction were investigated.FindingsThe first step of the regression explained 35% of variance in birth satisfaction. In the second step, pandemic-related factors explained an additional 3% of variance in birth satisfaction. Maternal stress about feeling unprepared for birth due to the pandemic and restrictions on companions during birth independently predicted lower birth satisfaction beyond the non-pandemic variables. Pandemic-related unpreparedness stress was associated with more medicalized birth and greater incongruence with birth preference, thus also indirectly influencing birth satisfaction through a mediation process.DiscussionWell-established contributors to birth satisfaction remained potent during the pandemic. In addition, maternal stress and restriction on accompaniment to birth were associated with a small but significant reduction in birth satisfaction.ConclusionStudy findings suggest that helping women set flexible and reasonable expectations for birth and allowing at least one intrapartum support person can improve birth satisfaction.