Investment model predictions of workplace ostracism on K–12 teachers’ commitment to their schools and the profession of teaching

The purpose of this study was to determine how the ostracism of K-12 teachers influences their commitment to their schools and commitment to the teaching profession. The investment model was used to situate ostracism as a predictor of teacher commitment. Participants were 200 full-time K-12 teachers who completed a survey assessing their experiences with ostracism at work and investment model variables (i.e., investments, quality of alternatives, satisfaction, and commitment). Results confirmed investment model predictions with teachers’ investments, quality of alternatives, and satisfaction predicting their commitment to their schools and profession. Results of mediation models also demonstrated that controlling for teachers’ investments and quality of alternatives, ostracism predicted commitment indirectly through its effect on satisfaction. This study revealed that teacher commitment is explained by investment model predictions, but after controlling for those predictions, is further explained by ostracism from teacher colleagues.     

The effects of under‐skilling on need for recovery,losing employment and retirement intentions among older office workers: A prospective cohort study

Based on a sample of older workers from the Maastricht Cohort Study, the authors investigate the prevalence and dynamics of self‐reported under‐skilling and its effects on workers' need for recovery, their risk of losing employment and their retirement intentions over a two‐year period. They find that being under‐skilled is associated both with higher levels of need for recovery over time and with the risk of losing employment, but not with early retirement intentions. To achieve sustainable employment, they argue, the course of under‐skilling should be monitored throughout workers' careers, enabling timely interventions to avoid its negative consequences.     

An exploratory study of early professional experiences and job burnout among BSW graduates in China

Although previous studies have addressed turnover issues among social workers in Western countries, this study explores the early professional experiences (during the first 3 working years) and job burnout among BSW graduates in China and identifies factors influencing their decisions to leave social work jobs. Using semi-structured interviews with 15 BSW graduates in the Shenzhen metropolitan area, this research identifies the primary reasons new social workers leave the profession. Data analysis revealed three themes: personal struggles, work environment issues, and social support factors. This exploratory study highlights the professional experiences and burnout among BSW graduates in China and has implications for social work education and professional practices.     

实施系统工程，实现高校思想政治工作的创新

新时期的高校思想政治工作更加复杂化,任务更加艰巨,这就要求我们因事而化、因时而进、因势而新,不断研究新情况,探索新办法,不断开创高校思想政治工作新局面。总结了信电学院的做法,实施系统工程,打组合拳,为高校思想政治工作提供了新的思路。     

Reciprocal relationships between psychosocial work characteristics and sleep problems: A two-wave study

Sleep problems are common and impair the health and productivity of employees. Work characteristics constitute one possible cause of sleep problems, and sleeping poorly might influence wellbeing and performance at work. This study examines the reciprocal associations between sleep problems and psychosocial work characteristics. The participants were 1744 full-time employed individuals (56% women; mean age 38 years in 2007) from the Young Finns study who responded to questionnaires on work characteristics (conceptualised by the demand–control model and effort–reward imbalance model) and sleep problems (Jenkins Sleep Scale) in 2007 and 2012. Cross-lagged structural equation models are used to examine the associations. The results show that low control and low rewards at baseline predicted sleep problems. Baseline sleep problems predicted higher effort, higher effort–reward imbalance, and lower reward. Sleep problems also predicted lower odds for belonging to the low (rather than high) job strain group and active jobs group. The association between work characteristics and sleep problems appears to be reciprocal, with a stressful work environment increasing sleep problems, and sleep problems influencing future work characteristics. The results emphasise the importance of interventions aimed at both enhancing sleep quality and reducing psychosocial risks at work.     

Different Pathways from Transformational Leadership to Job Satisfaction

Transformational leaders are known to inspire and motivate their followers, thereby leading to enhanced job satisfaction. Job satisfaction is an intellectual concept regarding individuals’ attitudes toward their jobs. This study asserts that the underlying mechanisms for transformational leadership to affect employee satisfaction are trust in the community, including the leader (that is, organization) and trust in the self, namely self‐efficacy. Leadership is specifically associated with continual transformations in the higher educational context, and collectivist cultures may manifest different processes underlying the transformational leadership–satisfaction relationship. This study investigated the mediating effects of trust and self‐efficacy on the relationship between transformational leadership and job satisfaction. The study sample included academicians from a nonprofit higher education institution in Turkey. The data were analyzed using structural equation modeling. The results showed that the relationship between transformational leadership and job satisfaction is fully mediated by both trust and self‐efficacy. The mediator effect of trust was shown to be stronger than self‐efficacy, which is assumed to be the result of the cultural context. The results are discussed in the context of employee satisfaction and cultural determinants of employee satisfaction.     

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.     

社会工作介入退役军人安置工作的思考

将社会工作的理念、方法、技巧介入到军人退役安置工作,有助于促进安置问题的解决。     

社会主义法治理念在检察工作中的深化与拓展——以检察文化建设为视角

社会主义法治理念是检察文化建设的根本指针,检察文化是社会主义法治理念的有效载体,两者互为依存,相互促进。社会主义法治理念在检察工作中深化与拓展的最终归宿是:符合社会主义法治理念核心要求的检察文化的形成。社会主义法治理念在检察工作中深化与拓展的基本路径是通过检察文化建设实现司法理念从宏观层面向微观层面的转化,即打击犯罪与保障人权相统一、程序正义与实体正义相统一、协作与监督相统一、法律效果与社会效果相统一、案件数量与案件质量相统一。     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.