Coming Out and Job Satisfaction: A Moderated Mediation Model

Prior research suggests that the disclosure of sexual identity at work is not always significantly associated with job satisfaction. The authors investigated (a) the mediating role of workplace heterosexist climate in linking workplace outness with job satisfaction, and (b) the moderating role of anticipated discrimination in influencing the indirect and direct relationship between workplace outness and job satisfaction. This model was tested among 1,460 lesbian, gay, and bisexual (LGB) employees in Italy. Results indicated that workplace heterosexist climate mediated relationships between workplace outness and job satisfaction. Anticipated discrimination moderated the relationships between LGB employees’ disclosure of their sexual identity and job satisfaction and between workplace heterosexist climate and job satisfaction. This moderated mediation model may assist researchers who aim to understand the complexity of the relationship between workplace outness and job satisfaction. In this regard, practitioners need to recognize the role played by workplace heterosexist climate and anticipated discrimination.     

英语化妆品广告的批评性话语分析

运用批评性话语分析理论对化妆品广告语进行分析,可对广告语的语言面貌有一个大致的了解。广告有其特定的体裁和意识形态,从这两个方面入手,对英语化妆品广告的语言进行系统分析,可反映出化妆品广告的语言特点和语言运用规律。     

浅议《申报》爱国主义广告

近代中国的爱国主义广告在商业竞争中与国货运动的影响下产生.透过《申报》这个窗口,我们不难发现,爱国主义广告是近代中国工商业企业的一种广告策略,具有鲜明的时代特征和独特的诉求方式,对近代国货名牌的创立和国货运动的发展起到了积极的推动作用.     

地方高校本科法学教育存在的问题及解决对策

地方高校法学教育缺乏特色,又受到法学生源地域性的限制,难以适应依法治国对法律人才的需求,如何整合自身资源优势,因地制宜,成为地方院校教育改革之前卫内容。文章在分析了当前地方高校法学教育存在的问题之后,提出了一些改革建议,以期对地方高校法学教育,特别是山西法学教育有所裨益。     

构建高校助学体系的实践与思考

做好经济困难大学生的资助工作是贯彻《中共中央国务院关于进一步加强和改进大学生思想政治教育的意见》文件精神的要求,结合高校构建资助和教育并举的助学体系的具体实践,论述了在助学工作中加强资助与教育相结合的重要意义,提出了确立国家助学贷款在高校助学体系中的主体地位,发挥勤工助学在高校助学体系中的导向功能,发挥多层次助学在高校助学体系中的补充作用和构建资助与教育相结合的国家助学体系等具体助学措施。     

Gender,Pay and Work Satisfaction at a UK University

This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction.     

员工的工作倦怠及其预防和干预

工作倦怠是员工由于长期从事特定工作而感到身心俱疲,以致于面对工作时感到焦虑、烦恼,想逃避工作、不愿工作的心理状态。工作倦怠降低员工的工作积极性,对组织的生产效率的提高不利。文章对员工的工作倦怠的本质、表现和原因进行了剖析,提出了员工工作倦怠的预防的方法和干预的措施。     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.     

Double trouble: work–family conflict and well-being for second job holders

The purpose of this study was to provide an initial investigation into the work–family conflict (WFC) experiences of individuals who hold a second job. Specifically, we proposed two opposing theoretical arguments regarding the relationship between WFC and four measures of well-being: life satisfaction, physical health, emotional exhaustion, and exercise for individuals who hold two jobs. In a sample of individuals working two jobs, we tested whether the effects of WFC arising from the first job and from the second job exerted an additive or interactive effect on employee well-being. Our results indicated that for emotional exhaustion, physical symptoms, and life satisfaction, the effects of WFC from two jobs are interactive; but that for exercise, the effects of WFC from two jobs are additive. In both cases, the additional WFC experienced as a result of working a second job contributed to the prediction of employee well-being over and above WFC from the first job. Results are discussed within the context of relevant theory, and suggestions are made for future research.     

高校毕业生择业观对就业的影响分析

择业观是影响高校毕业生就业的一个重要因素，高校毕业生在就业过程中的“择业观”与他们最终的就业有着密切的联系。通过对2008届高校毕业生的择业心态问卷结果进行研究，并与他们最终的就业情况进行比较分析，总结出影响高校毕业生就业的几个最主要的择业观念，从而引导和帮助高校毕业生树立正确的择业观念。