Social model of emotional labour and client satisfaction: exploring inter- and intrapersonal characteristics of the client−provider encounter

As part of healthcare organisations’ efforts to improve client satisfaction, special attention is directed to care providers’ expression of authenticity through genuine emotional displays in care encounters. The study’s aim was to test a mediating–moderating model for predicting clients’ satisfaction. The model combined intrapersonal forces (the healthcare provider’s level of caring and emotional load) and interpersonal forces (meeting the client in a team of professionals or alone, and client?provider similarity), as predictors of emotional labour strategies, and subsequent client satisfaction. Clients’ evaluation of whether or not the emotional displays were authentic was intended to moderate the link between emotional labour and client satisfaction. The sample consisted of 103 healthcare providers’ encounters with clients’ family members, randomly selected from five nursing homes. Data were collected by validated questionnaires at three time points. Mixed linear model analyses generally supported the proposed model. Meeting a client’s family in teams, ethnic similarity, and providers’ caring and emotional load stimulated higher levels of deep acting. Meeting clients alone and less emotional load involved more surface acting. These findings offer empirical support for the social interaction explanation of emotional labour, pointing to the importance of social characteristics of the service encounter in shaping emotional labour strategies and maintaining client satisfaction.     

Long-term profiles of work-related rumination associated with leadership,job demands,and exhaustion: A three-wave study

This study extends previous research on recovery from work stress by investigating the role of qualitative job demands and leadership in employees’ work-related rumination (WRR). The long-term development of WRR was examined from a person-centred approach across 22 months. Drawing on the stressor-detachment framework and conservation of resources theory, we investigated whether different WRR profiles could be understood in terms of levels of and changes in quantitative, cognitive, and emotional job demands, several aspects of supervisory leadership, and exhaustion that was expected to result from the impeded energy restoration process. A three-wave questionnaire study was conducted among Finnish municipal employees in heterogeneous occupations. Factor mixture modelling was used to identify latent classes (i.e. subgroups of participants with similar mean levels and mean-level changes) of WRR. The results indicated five distinct classes of WRR. Participants in the higher WRR classes reported higher levels of job demands, less supervisor fairness, and more abusive supervision. In the decreasing class, WRR decreased concurrently with decreasing job demands. Exhaustion showed considerable congruence with WRR both between and within persons. The findings are discussed from the point of view of a loss cycle concerning energetic psychological resources and difficulties in goal attainment.     

论我国高等教育规模扩张形势下的教师积极性调动

从心理学角度分析了教师的各种需求 ,讨论了在我国高等教育规模扩张 ,学校资金不足情况下调动教师积极性的措施和方法 ,提出根据人才供求关系 ,恰当运用多种激励手段 ,把握满足教师不同层次的需求度 ,调动教师工作的积极性。     

诗须要用具体的做法——胡适新诗写作的美学追求及其影响

“诗须要用具体的做法”是胡适在新诗的初创时期提出的一个新诗写作的纲领性美学主张。这一主张的形成,既缘自于胡适对于白话新诗写作中所出现的现实问题的敏感,同时又与他业已形成的中西诗歌经验背景密切相关。它的内涵虽难于确切认指,但仔细分梳,却自有其意义流向。其从正负两个方面对于胡适和整个新诗写作给予了十分重要的影响。     

O-D需求估计的双层规划模型及基于灵敏度分析的求解算法

本文在考虑三种交通模式 (一般机动车,公交车,自行车)的基础上,建立了一般拥挤网络多模式OD需求估计问题的双层规划模型,给出了一个基于灵敏度分析的启发式求解算法,并进行了数值试验。试验结果表明,本文所给的模型和算法不仅能较好地给出OD需求的估计值,而且同时还给出了各模式路段流量的估计值。     

对“中国共产党始终代表中国先进社会生产力发展要求”的认识

分析了社会生产力发展要求与社会生产力发展水平的区别;阐述了先进社会生产力的内涵;为什么说始终代表进行社会生产力的发展要求,是工人阶级政党生存和发展的根本;为什么说只有中国共产党才能始终代表中国先进社会生产力发展要求问题,指出,中国共产党始终代表中国先进社会生产力的发展要求,就必须不断地调整生产关系和上层建筑,使之进一步适应生产力的发展要求,并探讨了就如何使我国当前的生产关系进一步适应社会生产力发展要求的有关问题。     

教育消费与经济增长

发展经济是社会的根本问题。本文从经济增长源于社会有效需求出发 ,论证了教育不仅是社会经济发展的根基 ,而且是一个经济源 ,是一个经济增长点 ,应不断扩大教育消费 ,以促进经济增长     

标注关键词的逻辑要求

普通高等学校学报刊发学术论文标注关键词,不论采取何种形式,也不论其内容和性质有何不同,都要符合其逻辑要求.这包括标注的关键词必须是同一系列和序列的;它必须是主题概念的子类概念或分子概念;关键词外延之间必须具有并列关系或矛盾关系.     

Crisis and quality of work in the Nordic employment regime

The Nordic countries have been renowned for labour markets with high-quality jobs. The key question for the article is whether this also holds in the current financial and Eurozone crisis. Focus is on the initial years of the crisis, and indicators from the European Working Conditions Survey are used to trace changes in job quality. Physical job demands are on a lower level in the Nordic region compared to the European level. Instead, time pressure and working to tight deadlines are more common. In general, the downturn in the economy seems to have decreased the intensity in the work situation of employees. Temporary employment and job insecurity are more present in Finland and Sweden than in Denmark and Norway. Still, the Nordic employment regime is characterized by a large proportion of jobs where employees have influence and autonomy, and are rather satisfied with their job. One possible explanation for these encouraging results is the high level of unionization that has persisted through the crisis.     

Overcoming the dark side of task conflict: Buffering roles of transformational leadership,tenacity, and passion for work

Drawing from the job demands–resources model, this study considers how task conflict reduces employees' job satisfaction, as well as how the negative task conflict–job satisfaction relationship might be buffered by supervisors' transformational leadership and employees' personal resources. Using data from a large organization, the authors show that task conflict reduces job satisfaction, but this effect is weaker at higher levels of transformational leadership, tenacity, and passion for work. The buffering roles of the two personal resources (tenacity and passion for work) are particularly salient when transformational leadership is low. These findings indicate that organizations marked by task-related clashes can counter the accompanying stress by developing adequate leadership and employee resources within their ranks.