Support Systems and the Relocation Process for Children and Families

No abstract available for this article.     

我国主体性哲学的兴起及其发展趋向

我国主体性哲学的兴起,有其历史和现实的根源.归纳起来主要有:一是我国主体性哲学长期缺失;二是改革开放推动了我国主体性哲学的兴起.主体性哲学的研究有四个方面,这也是主体性哲学的四个发展趋向:一是对马克思、恩格斯等在主体性问题上观点的研究;二是对西方哲学中主体性观点的研究;三是对中国哲学中主体性观点的研究;四是对主体自身的研究.这四个发展趋势不是互相孤立的,而是互相联系、互相作用的.     

A Youth Perspective on Life with a Disability

Abstract

A momentous piece of legislation, the Americans With Disabilities Act (ADA) of 1990 provided for the elimination of discrimination against individuals with disabilities and more significantly is aimed toward improving their employment opportunities. There is, however, evidence that the ADA implementation has not moved fast enough in increasing employment opportunities for persons with disabilities. This article reviews the literature on disability and employment barriers, federal statutes, societal attitudes and biases, and human relations misconceptions associated with disabilities. It discusses social work roles, advocacy for social justice, implications for rehabilitation counselors, and issues related to disabilities and employment.     

The drivers of work engagement: A meta-analytic review of longitudinal evidence

ABSTRACT

Work engagement is currently one of the most popular outcomes in occupational health psychology. According to the motivational process within the job demands-resources (JD-R) framework, job resources stimulate work engagement, which in turn fosters job performance. While the general positive impact of job resources on work engagement is well established, it remains unclear how different types of job resources differentially predict work engagement over time. In our meta-analytic review, we identified 55 longitudinal studies that investigate the impact of various job resources on work engagement. To uncover the drivers of work engagement, we examined the differential impact of job resources on work engagement at group level, leader level, and organisational level via meta-analytic structural equation modelling. The findings suggest that job resources at each of the three levels predict work engagement over time. However, organisational-level resources (reflecting how the work is organised, designed and managed) contribute much more strongly to work engagement than group-level, and leader-level resources. All three levels of job resources and work engagement are highly stable. We advocate for interventions at any of the three levels. However, interventions at the organisational-level are most promising for enhancing work engagement and we thus strongly recommend strengthening those job resources.     

Evaluation of Early Adolescent Subjective Well-Being in Terms of Submissive Behavior and Self-Esteem

This research aimed to investigate the correlation between subjective well-being and submissive behavior and self-esteem in students in the early adolescent period. The research was completed with a relational design. The research group comprised sixth, seventh, and eighth class middle school students in the spring term of the 2015–2016 academic year in Trabzon province. Data collection tools included a Personal Information Form, Submissive Behavior Scale, Two-Dimensional Self-Respect Scale (Self-Liking and Self-Confidence Scale), Satisfaction with Life Scale and Positive and Negative Affect Schedule. The results of the correlation analysis found a significant positive correlation between subjective well-being and self-esteem (r?=?0.54, p?<?0.01; 95% CI [0.44, 0.61], Cohen’s d?=?1.28); however, the correlation between subjective well-being and submissive behavior was not significant (r?=?–0.02, p?>?0.05; 95% CI [–0.11, 0.09], Cohen’s d?=?0.04). There was a significant negative correlation identified between self-esteem and submissive behavior (r?=?–0.10, p < 0.05; 95% CI [–0.20, –0.01], Cohen’s d?=?–0.20). Additionally, according to our findings, self-esteem accounts for 29% of the variation in well-being (F(1, 367)?=?150.79, p?<?0.001). The contribution of self-esteem to the subjective well-being explanatory model was found to be significant (sz?=?0.54, p?<?0.001).     

The effect of capacity management strategies on employees' well-being: A quantitative investigation into the long-term healthcare industry

The aim of this study is to understand the effects of different capacity management strategies on the well-being of employees in long-term healthcare organizations. Such strategies may produce psychological effects in terms of job satisfaction and well-being among employees, namely frontline employees, thus affecting service quality. We collected 2158 observations from 42 nursing homes in Italy. Our results show that all capacity management strategies addressed in this study can influence the perceived degree of fatigue or of job hazard, and some of them can influence both. Moreover, a better perception of job hazard and fatigue leads to a higher degree of reported well-being from employees, although with the former, it is only through the mediation of job satisfaction. We conclude our paper by discussing theoretical contributions and policy implications.     

Daily perceptions of relationship quality with leaders: implications for follower well-being

ABSTRACT

We examined how a key relationship at work, an employee’s relationship with their leader, affects employee daily well-being. In a study of 129 employees across a variety of industries, we examined how follower perceptions of their daily leader–member exchange (LMX) quality across a workweek influenced their well-being (n?=?468 observations). Results provided general support for our hypotheses. Specifically, we found that on days when employees perceived a higher quality LMX relationship with their leader, they were more likely to report a sense of belongingness, which was then positively associated with daily reports of vigor and negatively associated with emotional exhaustion. Lagged analyses showed that perceptions of LMX quality were also negatively associated with reports of emotional exhaustion the following workday suggesting that these effects may persist over time. Finally, we found that day-to-day variation in reports of LMX quality attenuated the beneficial effects of LMX on relatedness and vigor supporting our hypothesis that uncertainty related to resource availability may contribute to a threat mindset focused on resource conservation rather than engagement. Implications and future research on leadership and employee well-being are discussed.     

农村留守儿童领悟社会支持、主观幸福感与学业拖延的关系

采用领悟社会支持量表、学生总体生活满意度量表、积极/消极情感量表、Aitken拖延问卷（中学生版）对321名农村留守儿童进行问卷调查，探讨农村留守儿童领悟社会支持、主观幸福感与学业拖延的关系。结果表明，农村留守儿童领悟社会支持、主观幸福感与学业拖延呈显著负相关；农村留守儿童领悟社会支持、主观幸福感能显著预测学业拖延；主观幸福感在农村留守儿童领悟社会支持与学业拖延之间起部分中介作用。