Do intrinsic and extrinsic motivation relate differently to employee outcomes?

In most theories that address how individual financial incentives affect work performance, researchers have assumed that two types of motivation—intrinsic and extrinsic—mediate the relationship between incentives and performance. Empirically, however, extrinsic motivation is rarely investigated. To explore the predictive validity of these theories of intrinsic and extrinsic motivation in work settings, we tested how both intrinsic and extrinsic motivation affected supervisor-rated work performance, affective and continuance commitment, turnover intention, burnout, and work–family conflict. In the course of three studies (two cross-sectional and one cross-lagged) across different industries, we found that intrinsic motivation was associated with positive outcomes and that extrinsic motivation was negatively related or unrelated to positive outcomes. In addition, intrinsic motivation and extrinsic motivation were moderately negatively correlated in all three studies. We also discuss the theoretical and practical implications of the study and directions for future research.     

Bottom dogs on campus: how subjective age and extrinsic self-esteem relate to affect and stress in first semester of university

The first semester of university can be a difficult transitional period that affects students' psychological well-being, and ultimately, their academic success. Personal resources and vulnerabilities that they bring to the transition may shape their day-to-day experiences. Subjective age (how old one feels) and extrinsic self-esteem (ESE; the extent to which self-worth is based on external sources) were examined as predictors of mean levels of and intraindividual variability in daily affect (positive and negative) and stress in 170 Canadian students tracked for 14 days during their first semester. Consistent with a self-enhancing effect of an older subjective age, regression models found that feeling older predicted higher mean levels of positive affect, and students with higher ESE reported more negative affect unless they felt considerably older than their chronological ages. In addition, an older subjective age and higher ESE predicted higher levels of and more intraindividual variability in daily stress experience. An ESE appears to contribute to negative affect and stress, but an older subjective age might counteract some negative emotion and play a part in positive emotion. As much as an older subjective age is a possible personal resource, its association with stress suggests that it might have some disadvantages for first-year university students, the bottom dogs on campus.     

计算机网络犯罪的构成特征与法定刑探讨

本文通过对计算机网络犯罪的分析,对计算机网络犯罪的定义提出了自己看法,进而对计算机网络犯罪的客 体、客观方面、主体、主观方面进行全面的剖析,并且通过对目前计算机网络犯罪的法定刑分析,提出了对现有刑法 完善之处的建议。     

The “hurried child”: The myth of lost childhood in contemporary American society

The hurried child writers argue that childhood has changed fundamentally for the worse in contemporary American society. The authors assert that today's youth are too adultlike: they behave like adults and are treated as adults by parents, schools, the workplace, the media, and society in general. While offering some perceptive insights, the thesis poses numerous methodological, substantive, and empirical problems. These include (1) a limited historical perspective on the changing nature of American childhood, (2) a failure to identify exactly who the hurried children are, and (3) the use of a deterministic model and negative bias in their work. Our analysis indicates no large-scale destruction of childhood and adolescence hypothesized by the hurried child writers. For the vast majority of contemporary American children, the hurried child is more myth than reality.     

国内外生态福利绩效研究综述

当前国际发展理念强调,好的发展应该是在生态规模一定的情况下社会福利持续增加。经济和社会发展不仅取决于劳动生产率、资本生产率,还受生态资源社会福利产出效率的制约和影响,即生态福利绩效。从生态福利绩效指标构建方法、指标设计及影响因素等方面,对国内外研究进行梳理和评述,为中国问题导向的后续研究提出若干建议。     

生活质量研究进展综述

我国在８０年代实行改革开放以后,人民的生活水平不断提高,开始了对生活质量的追求。国内外学者进行生活质量研究必须了解的三个问题是：如何理解生活质量概念;如何测量和评估生活质量;如何把握生活质量研究进程。本文就这３个问题的研究进展作一综述     

Consumer possessions,consumer passions,and subjective well-being

Speculation about the linkages between consumer products, consumption-related attitudes, and subjective well-being is prominent in the social sciences. This paper examines three issues in this literature using data collected in 1989 and 1990. The first issue is whether the accumulation and anticipated accumulation of different types of consumer goods foster subjective well-being. Second is whether accumulation and anticipated accumulation explain the well-established relationship between income and subjective well-being. These issues are explored with two alternative measures that incorporate different assumptions about the relative importance of ownership and the newness of products. The third issue is whether passions for the new are positively or negatively related to subjective well-being. Although some results indicate that the heavy theoretical emphasis on the importance of consumer markets for subjective well-being and the income-subjective well-being relationship is overdrawn, others provide weak support for a market-centric perspective that emphasizes the positive consequences of accumulating different types of consumer goods. Different types of consumer goods fill different niches in individuals' lives as they age. Lastly, the passion for new experiences in the marketplace is positively related to subjective well-being.     

对“Easterlin悖论”的解读——基于农民工的视角

基于CHIPs调研数据可知,农民工收入与其幸福感的关系同样表现出“Easterlin悖论”。实证研究结果表明：（1）对农民工幸福感起正向作用的并非家庭收入本身,而是扣除生活必要开支后的剩余部分,说明农民工幸福水平的提升并不止步于基本需求的满足。（2）农民工与城市居民间的收入差距严重损害其幸福感,但随着农民工收入的提高,其损害程度会逐步降低;与同村村民间的收入差距仅负向影响低收入者的幸福感。（3）收入对新老一代农民工幸福感的影响呈现出明显的代际差异,与新生代农民工相比,老一代农民工更关注经济因素的作用,与城市居民、同村村民间的收入差距均不利于老一代农民工幸福水平的提升;但对新生代农民工而言,与同村村民间的收入差距作用并不显著,说明他们并不将同村村民视为相对收入的参照对象。（4）当前,农民工的幸福感并非局限于单一的经济诉求,健康状况、教育水平、婚姻状况、流动方式等非经济因素同样作用明显。     

Job-related resources,leader–member exchange and well-being – a longitudinal study

Studies show that high-quality reciprocal relationships between leaders and followers are positively associated with employee well-being. However, the pathways for promoting this health-enhancing leadership behaviour have not yet been well explored, and most studies have been cross-sectional. The primary objective of this study was to examine the effects of the interplay between job-related resources and leader–member exchange (LMX) on employee well-being, measured as the emotional exhaustion component of burnout. We applied a two-wave paper-and-pencil design, with an 11-month interval, in a sample of 343 employees working in the German healthcare sector. By means of structural equation modelling, we found that job-related resources (role clarity, meaningfulness and predictability) predicted higher quality LMX, which in turn related to lower levels of emotional exhaustion. The results support the important role of job resources in stimulating health-relevant aspects of leadership behaviour, and indicate ways in which leaders can promote employee health and well-being.     

The impact of restructuring on employee well-being: a systematic review of longitudinal studies

This is a review of published longitudinal empirical research on the impact of restructuring on employee well-being. We investigated whether restructuring accompanied by staff reductions impacts differently on worker well-being than restructuring without staff reductions, and the differences between short- and long-term effects of restructuring. Furthermore, we investigated the mechanisms that explain these effects. We conducted a literature search on longitudinal, peer-reviewed, English-written studies from the period 2000–2012. Thirty-nine papers fulfilled the inclusion criteria. We found that restructuring events, with and without staff reductions, mainly have a negative impact on the well-being of employees. The majority of studies showed negative changes over time, in the short and the long term. Some groups of workers reacted less negatively: for example, workers with a high organizational status before a merger and workers who underwent a change in workgroup. Variables that intervened in the relationship between restructuring and well-being were physical demands, job control, communication, provision of information, training, procedural justice, job insecurity and change acceptance. Further high-quality longitudinal research is needed to get more insight into the impact of restructuring over time and into the part played by intervening variables.