Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

Nurse safety: How is safety climate related to affect and attitude?

Occupational accidents and injuries continue to be a critical concern for nurses, given the hazardous healthcare environment. This study advances the research on workplace safety by studying the process variables (i.e. job-related negative affect (JRNA) and job satisfaction) in explaining the relationship between safety climate and various safety criteria in nurses. Based on survey data from 326 nurses, our findings suggest that psychological safety climate is negatively related to JRNA, turnover intentions, safety workarounds, and workplace hazards. In addition, structural equation modelling indicated general support for a model in which psychological safety climate influences employee strain through job attitudes, including JRNA and job satisfaction. More specifically, job attitudes were found to mediate the relationship between psychological safety climate and turnover intentions, experience of hazards, and injuries. Safety workarounds did not significantly relate to injuries. The present study contributes to the ongoing improvement of interventions aimed at mitigating nurses’ injuries by integrating job attitudes into the safety climate–safety outcome framework.     

论茅盾及五四精英文化人格的历史内涵与时代局限

急公好义、刚柔相济、谨言慎行、外圆内方,这16个字可概括茅盾人格的主要内涵与个性特征。受极"左"思想的影响,五四文化精英的幸存者,虽面对自我人格时代扭曲的同样厄运,但因其内在条件与主观能动性存在差异而分化为"左"、"中"、"右"三种类型。茅盾人格从"刚柔相济"发展到"外圆内方"、"以柔'蔽'刚",并非人格自律标准的降低,而是"所处的社会状态"使然,他不得不调整策略以适应特殊的环境压力。     

略论近代云南旧式金融业的发展状况及趋向

在近代云南商品经济的不断发展中,货币及货币经营资本的作用日渐显著,而以货币经营资本作为对象的旧式金融业,如一般的民间借贷资本、典当业、票号业、钱庄业、汇号、煎销业等也有相应发展。但随着近代企业的产生、资本主义生产关系不断扩大后,旧式金融业已不能满足生产和流通发展的需要,旧式金融机构或日趋衰落乃至消亡,或悄然向近代金融业演化。     

学习江总书记"七一"重要讲话创造性地做好新时期宣传思想工作

江泽民同志在庆祝中国共产党成立80周年大会上的讲话,内涵丰富,博大精深."三个代表"重要思想,进一步丰富了新时期宣传思想工作的内容,为创造性地做好新时期宣传思想工作提出了新的更高的要求.     

我国企业建立柔性生产和管理方式的对策研究

柔性生产和管理方式的产生是市场竞争和科技革命共同作用的结果。柔性生产和管理是一个有机整体 ,对多元化的市场需求具有快速响应能力。在我国企业建立和实施柔性生产和管理方式必须加强研究开发、进行流程再造、注重人的培养、重建组织结构、推动制度创新。     

机加车间制造执行系统技术研究

本文以典型机加车间为对象开展制造执行系统技术研究。系统分析了某企业机加车间的生产管理现状,建立了系统的功能模型与子系统功能结构,通过多层技术架构与B/S模式设计开发了制造执行系统软件,为数字化生产管理提供有效支持。     

Bored employees misbehaving: The relationship between boredom and counterproductive work behaviour

In this study, the relationships among boredom proneness, job boredom, and counterproductive work behaviour (CWB) were examined. Boredom proneness consists of several factors, which include external stimulation and internal stimulation. Given the strong relationships between both the external stimulation factor of boredom proneness (BP-ext) and anger as well as the strong relationship between trait anger and CWB, we hypothesized that examining BP-ext would help us to better understand why employees commit CWB. Five types of CWB have previously been described: abuse against others, production deviance, sabotage, withdrawal and theft. To those we added a sixth, horseplay. Using responses received from 211 participants who were recruited by email from throughout North America (112 of them matched with co-workers), we found support for our central premise. Indeed, both BP-ext and job boredom showed significant relationships with various types of CWB. The boredom proneness factor also moderated the relationship between job boredom and some types of CWB, suggesting that a better understanding of boredom is imperative for designing interventions to prevent CWB.     

Promoting Gender Equality without a Gender Perspective: Problem Representations of Equal Pay in Finland

The current locus of promoting equal pay in Finland is the workplace. Legal instruments, like gender equality planning and its pay surveys, are to be implemented in workplaces. This development raises important questions about the central role of the local trade union representatives as promoters of equal pay. This article analyses how local trade union representatives construct the problem of unequal pay and their role in narrowing the gender pay gap and their possible agonistic adversaries in negotiations on equal pay. Different problem representations concerning equal pay are analysed and evaluated on the basis of their potential to fracture the gender‐blind wage bargaining culture and ability to cash in on the promises made towards narrowing the gender pay gap.     

高校辅导员工作导入学校社会工作理念初探

随着招生规模迅速膨胀,学生生活社区化、成长环境社会化以及弹性学制等情况的出现,高校辅导员工作面临着新的挑战,在其中导入学校社会工作理念和方法,使二者在价值观、工作原理和工作方法等方面互补,除了能够帮助学生获得正确的价值观、知识和能力外,还可以有效整合各方面的资源,发挥大学生主体作用,取长补短,构建更有效的育人平台,探索出新时期高校学生工作的新路径。