Self-Stigma of seeking help and job burnout in mental health care providers: the comparative study of Lithuanian and the USA samples

This study aimed to explore the correlation between job burnout and self-stigma of seeking help among nonmedical mental health care providers (psychologists, social workers, and counselors) in two countries – Lithuania and the US. The study included 234 professionals (111 social workers and 123 psychologists) from Lithuania and 93 professionals (33 counselors, 23 social workers, and 37 psychologists) from the US on a voluntary basis (93% females, mean age – 39.81?years). They completed a self-reported questionnaire with the Self-Stigma of Seeking Help Scale (SSOSH) and the Maslach Burnout Inventory-General Survey (MBI-GS). The results revealed a statistically significant positive correlation between self-stigmatization and burnout in the Lithuanian sample, but only weak positive correlation between depersonalization and self-stigma of seeking help in the US sample. The relationship between the self-stigma of seeking help and burnout was stronger in the Lithuanian sample of professionals when compared to their colleagues in the US.     

Job loss and family adjustments in work and schooling during the Mexican peso crisis

We use individual data from a panel of families during the depth of the peso crisis in Mexico to investigate whether the transition of the male household head from employment into unemployment affects the labor force participation of his spouse and children. We find that significant added-worker effects are in operation especially for adult females (wives), but no evidence that the labor force participation, the school attendance, and the likelihood of advancing to the next school grade of teenage males are influenced by the event of unemployment of the household head. The head's unemployment is significantly associated with a higher probability that teenage females do not attend school. However, lower attendance does not appear to impede their advancement to the next grade.

Leader-employee congruence of expected contributions in the employee-organization relationship

Employees' expected contributions can be incongruent with those of their leader. We examine the congruence effect of leaders' and employees' expected contributions on job satisfaction. Results of cross-level polynomial regressions on 947 employees and 224 leaders support the congruence effect. When expected contributions are congruent, employees are more satisfied with their job. Our findings suggest that employees enjoy high challenges, as long as these challenges are in harmony with the expected contributions of their leaders. Employees are less satisfied with their jobs both when their expected contributions were higher than their leaders' and when their expected contributions were lower than those of their leaders. Beyond the relevance of having high expected contributions, the findings highlight the crucial role played by the congruence of expected contributions of leaders and employees.     

社会融合中的性别差异:流动人口工作搜寻时间的实证分析

文章以扩展传统的流动人口社会融合的静态研究视角,使用国家人口计生委2010年上半年流动人口动态监测调查数据,从男女农村流动人口工作搜寻时间的角度进一步比较农村流动人口融入流入地劳动力市场过程的性别差异及影响因素。文章采用持续时间模型,通过研究农村流动人口在流入地城市找工作所花费时间的影响因素,发现虽然在给定时间内,女性流动人口在流入地找到工作所花费的时间比男性要短,但女性找到高收入工作的概率要低于男性,而接受低收入工作的概率要大于男性,从而导致性别区隔的流动人口社会融入模式。     

非主流主流化:大学生兼职的社会学分析

社会发展、学校改革、家庭贫困、个人原因等使大学生兼职由非主流化走向主流化,甚至庸俗化。大学生兼职的动机由锻炼自己变为养活自己,在社会贬低大学生与大学生自我贬低的双重打压下,大学生兼职主流化、庸俗化不可避免,这要求社会、学校与家庭认真对待大学生兼职主流化、庸俗化问题,积极引导大学生兼职,防止因为兼职所带来的负面影响制约大学生成长与进步。     

Exploring the relationship between employment-based social capital, job stress, burnout, and intent to leave among child protection workers: An age-based path analysis model

Research suggests that age and organizational factors are consistently linked with job stress, burnout, and intent to leave among child protection workers. However, no study has contextualized how age matters with regards to these adverse employee outcomes. We conducted a theory driven path analysis that identifies sources of employment-based social capital, job stress, burnout, and intent to leave among two age groups. We used a statewide purposive sample of 209 respondents from a public child welfare organization in a New England state in the United States. Results suggest that the paths to job stress, burnout and intent to leave differed by age group. Social capital dimensions were more influential in safeguarding against job stress for older workers compared to younger workers. Our results justify creating workplace interventions for younger workers that target areas of the organization where relational support could enhance the quality of social interactions within the organization. Organizations may need to establish intervention efforts aimed at younger workers by creating different structures of support that can assist them to better deal with the pressures and demands of child protection work.     

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.     

Jia’s The Chinese Version

Abstract

The Chinese Character Simplification Programme of 1955–1957 that remains a national standard by force of law in the People’s Republic of China, not only degraded the aesthetic properties of the Chinese written character, but also hindered literacy by means of a haphazard formal reduction of the number of strokes, and by eliminating two-thirds of characters from the lexicon of those allowed for publication. In The Chinese Version painting series by Jia (b.1979), the artist arranges Chinese characters according to formal rather than semantic criteria, in order to generate by means of their juxtaposition, abstract or figurative patterns. Each character may retain its individual meaning, but not its function as a sequential syntagm. This strategy invests the characters with a formal aspect to ‘return’ that which was mutilated by the Simplification Programme. As the Simplification Programme’s formal changes ended characters’ role as image-signs, the artist’s choice to present each work as a painting alludes to their lost image capacity while appearing to imitate the outward aspect of printed characters, thereby implicitly turning against itself the pretext of character simplification for the sake of efficiency.     

零售业企业员工的积极应激因素探索——基于哥本哈根社会心理问卷的分析

积极心理学的兴起和哥本哈根社会心理问卷的出现,为积极应激这一较少得到实证研究的应激现象提供了理论视角和分析工具.通过对该问卷的重新分析,选取10家零售商业企业的383名员工为被试,验证了应激项目与健康状况因子、工作满意度因子之间的正相关关系,并归纳了积极应激的工作意义感、团队精神感、与领导关系、工作控制度、工作认可度、工作自由度这七个因子及其具体内容.这些积极应激条件的存在与甄别,为企业激发员工的积极应激状态、提高工作满意度提供了可操作化的途径.     

Do Work Demands and Resources Predict Work-to-Family Conflict and Facilitation? A Study of Iranian Male Employees

This study examined the effects of some work demands-resources on two dimensions of work-to-family interface among Iranian employees. The results of canonical correlation and multiple-regression showed that among work resources (i.e., social support and autonomy), social support was associated negatively with work-to-family conflict and autonomy was associated positively with work-to-family facilitation. Also, among work demands (i.e., job demands and working hours), job demands were associated with both work-to-family conflict and work-to-family facilitation. Unlike previous studies, working hours shows a positive association with work-to-family facilitation, which may be explained by the specific cultural context in Iran. The findings of the study will be of importance to employees and organizations.