Towards a typology of work-home interaction

In this paper the relationship of various types of work-home interaction (i.e. negative and positive influence from work to home, and the other way around) with demographic, family, and (perceived) work characteristics as well as with experienced health was explored in a sample of 751 postal employees. By using cluster analysis, we tried to uncover whether specific combinations of the various dimensions of work-home interaction (WHI) were more prevalent than others. Our results showed that employees did not simply experience negative work-home interaction or not, but that participants should be classified in five distinct clusters: (1) 239 employees experienced no interaction at all; (2) 74 employees experienced primarily negative interaction between both domains; (3) 113 employees experienced primarily positive influence from work; (4) 195 employees experienced primarily positive influence from home; and (5) 122 employees experienced negative and positive interaction simultaneously. Results further showed that the emerging WHI-clusters appeared to have distinct profiles with respect to demographic and family characteristics, perceived working conditions, and reported health and well-being. It was convincingly shown that workers who experienced negative interaction between work and home, perceived their working conditions as least favourable and experienced most psychological health complaints, while those with primarily positive influence from work had the most favourable perceptions of their working conditions and experienced better health than the other clusters. Employees who experienced virtually no interaction between both domains did not seem to enjoy a better quality of life than the other clusters. Implications of this exploratory study are discussed. Dans cet article nous avons exploré, dans un échantillon constitué par 751 employés de la poste, la relation entre les différents types d'interaction entre le travail et la vie domestique d'un côté (c'est à dire l'influence positive et negative du travail sur la vie domestique comme l'effet inverse), et de l'autre coté, les caractéristiques démographiques, familiales et de travail (perçu), et l'expérience de la santé. En utilisant des analyses agglomérées nous avons essayé de comprendre si les combinaisons spécifiques des différentes dimensions de l'interaction travail-domicile prévalaient sur d'autres. Nos résultats démontrent que non seulement les employés faisaient l'expérience positive ou negative de l'interaction travail-domicile, mais que en plus les participants pouvaient etre classés selon cinq agglomérats différents: (1) 239 employés ne montraient aucune forme d'interaction; (2) 74 employés percevaient seulement de l'interactions négative entre les deux domaines; (3) 113 employés ressentaient principalement de l'influence positive de leur travail; (4) 195 employées percevaient seulement l'influence positive de leur vie domestique; et (5) 122 ressentaient de l'interaction positive et négative simultanément. En outre, les résultats montrent que ces cinq groupes disposaient de profils différents en ce qui concerne les caractéristiques démographiques et familiales comme leur experiences de santé et de bien-être. Nous avons démontré de façon convaincante que les travailleurs qui ressentaient une interaction négative entre travail et domicile percevaient leurs conditions de travail comme les moins favorables et reportaient le plus de plaintes de santé psychologique, tandis que ceux qui ressentaient principalement une influence positive de leur travail reportaient les perceptions de conditions de travail les plus favorables et percevaient leur santé comme meilleur que les autres groupes. Les employées qui ne ressentaient pratiquement pas d'interaction entre les deux domaines ne donnaient pas l'impression d'avoir une meilleur qualité de vie que les autres agglomérats. Les implications de cette étude exploratoire sont discutées.     

适应社会需求创新教学方法--居住建筑教育改革探索

居住建筑是建筑学专业的一门专业主干课.根据当前教学中的一些问题和授课经验,在居住建筑的教学内容、教学方法、教学手段等方面进行改革探讨,使学生在实践性的课程中,其设计综合能力有较大提高,从而培养适应社会需求的建筑人才.     

Decision latitude, job demands, and employee well-being

Karasek (1979) drew attention to the possibilities that job characteristics may be non-linearly associated with employee well-being, and that they may combine interactively in relation to well-being. This paper examines those issues, and finds that both linear and non-linear components are present in relationships between job features and well-being. However, there is no evidence for a synergistic interaction between decision latitude and job demands. Those job features are differentially predictive of two aspects of well-being: job-related depression-enthusiasm and anxiety-contentment.     

The Differential Impacts of Collective Psychological Ownership and Membership Identification on Work Burnout and Engagement

Work burnout and engagement are big concerns among workers in social services profession. While the job demands-resources (JD-R) model has been a key perspective in explaining burnout and engagement, there are few studies on the psychological mechanism of the model. In particular, the role of collective psychological ownership (CPO) and membership identification (MI), emerging constructs in workplace wellbeing, are to be explored. The study aimed to explore the roles of CPO and MI in explaining work burnout and engagement in a JD-R model framework. Through snowball and convenience sampling methods, an online self-report survey was conducted in 2016. Totally 761 full-time social service workers in Shenzhen and Guangdong Province, China completed the questionnaire. Bivariate and hierarchical multiple regression analyses were performed.

The results reveal the differential impacts of CPO and MI on burnout and engagement in the JD-R model framework: (1) Job resources and CPO contribute most additional R square to the models predicting work engagement; (2) Job resources and MI contribute most additional R square to the models predicting burnout; (3) CPO partially mediates the relationship between job resources and burnout; and (4) CPO partially mediates the relationship between job demands and work engagement.

In conclusion, CPO and MI appear to be distinct constructs with differential impacts on work burnout and engagement. Furthermore, CPO appears to have a significant role in the psychological mechanism of the JD-R model in explaining work burnout and engagement.     

农村老年人精神需求的调查研究--以湖南省为例

精神需求对老年人有特别重要的意义,直接关系到老年人的身体健康和生活质量。农村老年人作为老龄群体中一大组成部分,他们精神生活是否满足事关城乡一体化的实现和整个社会的稳定和谐。在城乡差异长期存在的情况下,农村老年人精神需求层次较低,精神生活单调,但他们中绝大多数对目前的精神生活比较满足,这种情况看上去令人满意,其实隐含了一个很大的问题———农村老年人缺乏追求高层次精神生活的内在动力,这将成为农村精神文明建设的阻碍。