A Study of Nurses＇ Well-being Prediction Model in a General Hospital

The study is to explore the well-being of nurses in Eastern Taiwan and significant predictive factors. Clinical nurses are responsible for improving patient well-being; whereas nurse＇s perceived well-being and which factors affect the well-being of nurses has not explored. A cross-sectional related survey is on nurses at a teaching hospital in Eastern Taiwan. There were 375 nurses completed surveys. The instruments include Well-Being Scale, Work Environment Perception Scale, Health-Promoting Lifestyle Scale and Leisure Coping Strategy Scale. Data were analyzed using descriptive statistic, Spearman＇s correlation and stepwise regression. Joy and comfort were two major components of nurses＇ well-being; seven significant predictors explained 63.9% of the variance in the well-being distribution. The findings supported ways to promote the nurses＇ well-being with the seven significant predictors. These results from the clinical nurses＇ perspective and provide an evidence for policy development, improve nurses work environment and to promote nurse healthy life and well-being.

Factors Related to Affective Occupational Commitment among Japanese Nurses

We identified the factors related to affective occupational commitment among nurses in Japan by conducting a cross-sectional survey in 12 hospitals in the Tohoku and Kanto districts of Japan in 2013. Of the 4046 nurses in these hospitals, 1330 completed the self-report questionnaire (valid response rate: 32.9%). High job satisfaction, high professional autonomy, having a scholarship loan, and being married were strongly related to affective occupational commitment. Conversely, having a high effort-reward imbalance and fewer overtime work hours indicated a low level of such commitment. The findings suggest that professional autonomy and job satisfaction are key factors for developing affective occupational commitment. Programs that promote professional autonomy and make people feel more appreciated for their work should be created to improve such commitment, and it would be important to provide adequate organizational resources to increase job satisfaction and reduce effort-reward imbalance. The fact that longer working hours are related to affective occupational commitment suggests that excessive emotional commitment to one’s occupation can lead to overtime work. Therefore, nurse managers should consider the staff’s working situations more thoroughly.

Applying SMART Goal Intervention Leads to Greater Goal Attainment, Need Satisfaction and Positive Affect

Previous research suggests that planning interventions lead to increased goal attainment, while other researchsuggests that goal attainment leads to increased well-being. This research integrates these two sets of researchfindings by investigating the effectiveness of one goal planning intervention, the SMART goal program, on goalattainment, and thus need satisfaction and well-being, in university students. An experimental design across aone-week period was employed to test whether participants in the experimental group, who received the SMARTgoal instructions, better obtained their goal in comparison to control group participants who did not receive thosespecific instructions. Findings indicated that the SMART goal program led to greater rated goal attainment andneed satisfaction, but not greater subjective well-being (SWB). Nevertheless, one component of SWB, positiveaffect, was greater in the Experimental group. Type of individually chosen self-concordant goal content hadno impact on whether participants attained their goal.

Is ＂Happy Worker＂ More Productive

The hypothesis ＂happy productive worker＂ states that happy employees, whose needs are satisfied in their workplace, have greater performance than unhappy employees. Therefore, the purpose of this research is to examine empirically the effects that job satisfaction and well-being at work generate on the individual job performance, investigating the moderating role that the components of the organizational structure play in this relationship. To achieve the main objective, some secondary objectives were proposed： （1） test the predictive effect of well-being, satisfaction, personal, and professional variables on individual performance; and （2） test the moderating effect of the components of the organizational structure in the relationship among well-being, satisfaction, and individual job performance. This research originates of a consolidated statement for the business society, but very few empirical studies. This way, the hypothesis consisted in the components of the organizational structure will positively enhance the relationship among well-being at work, job satisfaction, and individual job performance. The final sample consisted of 134 participants, of a clinical laboratory and of federal court of justice. For the development of the questionnaire, four instruments were used; one for each construct. The proposal has four relationship variables and the statistical procedure used to test this hypothesis was multiple linear regressions. Considering the hypothetical theoretical model presented, personal and professional variables are predictors of job performance; thus, these variables were also included as independent variables. The results of the regression model showed that the variables ＂age＂, ＂well-being at work＂, ＂job satisfaction＂, and ＂components of organizational structure＂ are responsible for explaining 64% of the variance of the variable criteria and individual job performance The moderating role of the variable ＂components of organizational structure＂ was also observed, because its inclusion increased the explained variance of the dependent variable. After all the discussions developed, the two main contributions appear： （1） the predictive effect of well-being at work in relation to performance and （2） identifying the moderating effect of the components of the organizational structure.

Humanizing the Culture of Technology Teams: Strategies for Creating Healthier and More Productive Work Environments

With the advancement of technology, companies are increasingly dependent on technology teams to stay competitive. However, members of these teams often work in stressful and unhealthy environments, which can undermine their productivity and well-being. The humanization of the culture of technology teams is an approach that aims to create healthier and more productive work environments for team members, promoting balance between personal and professional life. Despite the importance of a healthy and productive work environment, many companies do not invest in strategies to humanize the culture of their technology teams. This can lead to high levels of stress, staff turnover and low productivity. The objective of this project is to identify effective strategies to humanize the culture of technology teams and create healthier and more productive work environments in digital companies. For this, factors such as management styles, psychological safety, human-centered development, individual beliefs and time and energy management will be analyzed. The project’s methodology will include a literature review on the subject and qualitative data analysis will be performed using a content analysis approach. This project will contribute to the advancement of knowledge about the humanization of the culture of technology teams in digital companies. The results can be applied to companies that want to create healthier and more productive work environments for their team members.

乡愁对员工适应性绩效的影响——基于扎根理论的探索性研究

经济发展和社会变迁在加速城镇化进程的同时,也加速了人们熟悉的故乡的消逝,乡愁成为普遍的社会现象,其对员工适应性绩效的影响已成为管理实践面临的重要问题。本研究遵循扎根理论的研究方法,深入探究乡愁对员工适应性绩效的作用机理并构建理论模型。研究发现:(1)乡愁会促使员工表现出工作过度和工作退缩的行为倾向;(2)工作退缩削弱员工的适应性绩效,而工作过度则对员工适应性绩效具有“双刃剑”效应;(3)组织积极情感基调缓解乡愁对员工工作退缩和工作过度的影响,而组织消极情感基调则强化上述影响。本研究揭示了乡愁对员工适应性绩效的影响路径,深化了乡愁的理论内核,并为组织管理实践提供了重要启示。

企业领导道歉负向影响员工反生产行为机制探究

企业员工由于遭遇领导冒犯所引发的反生产行为因领导道歉改变其负面预期而有所减少。笔者基于资源保存理论,在构建了一个企业领导道歉影响员工反生产行为机制模型的基础上,以分别在两个时间点收集的388份有效追踪数据,运用Mplus软件实证检验了企业领导道歉与员工反生产行为的关系及其变化。检验结果证实:企业领导道歉对员工反生产行为具有显著的负向影响;领导认同和情感承诺分别在领导道歉与员工反生产行为关系间发挥中介作用;领导虚伪感知既负向调节领导道歉对领导认同的影响,也负向调节领导认同在领导道歉与员工反生产行为间的中介作用。本文通过将领导认同、情感承诺和领导虚伪感知等变量尝试性地引入到企业领导道歉影响员工反生产行为模型之中并付诸实证检验,拓展了资源保存理论的应用边际,揭示了企业经营中领导道歉与员工反生产行为二者之间的内在关联,丰富了有关企业管理中领导行为方面的现有文献,研究结论可以为企业领导处理内部人际关系和提高企业治理水平提供理论依据。

企业社会责任与员工情感承诺——基于酒店兼职员工的研究

服务企业尤其是旅游企业中兼职员工已经呈现出常态化与规模化发展,兼职员工逐渐从关注薪酬的经济人向注重自我发展的社会人转变,这一群体日益增长的非经济需求成为企业内部社会责任实践与研究所面对的重要问题。文章以酒店企业兼职员工为研究对象,在501份调查问卷数据基础上,围绕酒店兼职员工感知的企业内部社会责任对其情感承诺的影响作用,同时引入心理契约破裂与工作年限等变量展开实证研究。研究结果表明:酒店企业内部社会责任与兼职员工情感承诺之间存在倒U形关系,心理契约破裂在其间起到中介作用,工作年限正向调节酒店企业内部社会责任与心理契约破裂的正U形关系,拓展了对兼职员工这一特殊群体的研究,揭示了企业内部社会责任与情感承诺之间的作用机制。在此基础上进一步提出了提供良好的内部社会责任环境、关注员工心理变化状态、精细化管理不同细分员工群体等人力资源管理优化措施建议。

员工晋升前景对其离职意向的影响研究——基于“个体”和“关系”的视角

基于资源保存理论和前景理论,从“个体”和“关系”的双视角探究了员工晋升前景对离职意向的影响及其作用机理,并检验了个体风险态度的边界作用。实证研究选取北京、上海、广州、西安、成都的1248名企业员工为调研对象,结果表明:员工晋升前景对离职意向有着负向影响;员工-工作幸福感和组织-情感承诺均在晋升前景与离职意向之间发挥中介作用;风险态度负向调节了工作幸福感、组织情感承诺在晋升前景与离职意向之间的中介作用。

高校辅导员情感劳动在“一站式”学生社区中的应用

为提升高校思政工作的系统化、精细化,众多高校开展了“一站式”学生社区综合管理模式建设。辅导员作为高校“一站式”学生社区综合管理模式建设中的核心力量,通过情感劳动(Affective labor),在开展学生思政教育工作过程中发挥了重要作用。辅导员情感劳动的内容包括情绪及情感感知、自我情绪管理和调节、情感联结、情感教育等。遵循自我情感和人际情感两种工作机制,辅导员在“一站式”学生社区通过空间前置、时间延伸及多元互动等途经,从深度挖掘情感资源、合理把握情感表达、积极拓展情感劳动方式、有效减少情感失调等方面着手,不断提高辅导员情感劳动的价值,助力“一站式”学生社区综合管理模式建设走深走实。

为何在职场“躺平”:挑战性压力与工作退缩行为的关系

目的:有学者提出,职场“躺平”的表现与工作退缩行为的内涵相近。为了分析面对工作中的挑战,人们为什么没有化压力为动力而是表现为“躺平”这一问题。本研究选取工作退缩行为代表职场“躺平”行为,分析挑战性压力是如何与其建立连结的。方法:选取各行业的全职员工进行间隔1个月的测量,采用挑战性工作压力量表、情感反刍量表、问题解决反刍量表、主动性人格量表和工作退缩行为量表,共获取587份有效数据。结果:挑战性压力通过问题解决反刍负向预测工作退缩行为(B=-0.11,SE=0.05,95%CI[-0.206,-0.033]),通过情感反刍正向预测工作退缩行为(B=0.25,SE=0.08,95%CI[0.121,0.411])。主动性人格可以有效缓解挑战性压力与情感反刍间的连结(B=-0.14,SE=0.04,P<0.001)。结论:在面对工作挑战时,人们是否采取“躺平”的应对方式关键在于个体以何种方式反复思考压力。

组织支持感知对交流轮岗教师工作投入的影响——有调节的中介效应分析

教师交流轮岗政策实效性取决于教师工作效能的发挥和学校育人能力的提升,但交流轮岗教师所处“流出校-流入校”双重组织环境对于其工作投入的影响机制并不明确。基于工作要求-资源理论等,构建了组织支持感知与交流轮岗教师工作投入之间有调节的中介效应模型,并通过S市5个县区650名交流轮岗教师进行了实证检验。研究发现:组织支持感知对交流轮岗教师工作投入产生正向影响;交流轮岗教师对流出校和流入校的双重组织情感承诺链式中介了组织支持感知对其工作投入的影响。交流轮岗教师在流入校的内部人身份感知调节了感知组织支持与情感承诺间的关系。为提升交流轮岗教师的工作投入,需要多维度丰富交流轮岗教师工作资源、多主体参与交流轮岗教师服务管理、多角度提升交流轮岗教师身份感知。研究结果为提升交流轮岗教师工作投入,进而提高其教学效能和质量提供了改进的方向和路径,为“县管校聘”制度下构建“政府-流出校-流入校”的新型教师供给体系和联合管理服务体系提供了初步思考和启示。

道路施工影响区事故严重程度空间特征分析

道路施工作业侵占道路资源,不仅会对作业区范围内的交通运营造成不利影响,同时也会改变作业区外围(影响区)的交通安全特性。然而既有文献对道路施工影响区安全态势的研究还比较匮乏,尤其是涉及到评估影响区内事故受伤严重程度的空间特征。结合美国密歇根州事故数据,采用广义可加模型,分析了快速路和主干路施工影响区事故严重程度的空间分布规律,鉴别了影响事故严重程度的显著因素。研究结果表明:快速路和主干路施工影响区的有效范围为距离作业区3000 m内的区域;影响区内事故受伤严重程度随着与作业区距离的增加而变高。研究结论将为道路施工影响区的运营和管理提供一定的参考和建议。

情感事件理论的内容、应用及研究展望

组织中的情绪情感研究逐渐成为了学界关注的热点,情感事件理论的出现为该领域研究提供了一个整合的框架。情感事件理论认为员工在工作中的情感反应由特定的工作事件引发,这些情感反应会进一步影响员工的态度与行为。该理论区分了情感反应与工作满意度的差异,并在对工作满意度解构的基础上提出了情感驱动型和判断驱动型两类不同性质的行为。情感事件理论对研究组织成员情感反应的作用机制具有重要的指导意义,但另一方面它也需考虑团体层次情感机制及测量方法等因素,在更加具体的情境中进一步验证和完善。

支持资源作用下的工作-家庭促进:情感倾向的调节作用

基于组织支持理论和资源保存理论,构建了支持资源作用下的工作-家庭促进模型,通过对40家制造业企业员工的问卷调查,采用多元调节回归的方法进行统计分析。研究结果表明,支持资源作用下的工作-家庭促进对员工组织情感承诺、工作满意度和离职意向有显著影响;情感倾向对支持资源作用下的工作-家庭促进与结果变量之间的关系有调节作用。当个体的情感倾向处于积极时,由组织支持资源带来的工作-家庭促进会显著提高员工的工作满意度、组织情感承诺,降低离职意向。

基于多层线性模型的情绪劳动、情绪状态和工作退缩行为关系研究

基于情绪劳动理论,建立多层线性模型,对股份制商业银行柜台服务人员的情绪劳动、情绪状态和员工工作退缩行为之间的关系进行实证研究,并探讨了性别对这一多层次内在关系的调节作用。研究结果表明,情绪劳动策略在个体内部以及个体之间存在差异,积极情绪状态能够调节浅层行为、深层行为和工作退缩行为之间的关系,并且这种调节作用存在性别差异;但消极情绪状态对情绪劳动和工作退缩行为不具备显著调节作用。

区域性安全生产风险影响因素及其权重确定研究

影响地区安全生产风险的因素众多,使得评价地区安全生产风险的控制水平极为复杂。系统分析地区安全生产风险的影响因素,并确定其权重,对提高区域性定量风险评价的科学性,有效实施区域安全生产风险管理具有重要意义。本文针对我国安全生产监督管理特点,对我国当前安全生产风险的多源化趋势进行了分析,提出了安全生产责任制、安全管理组织机构、安全生产法规、安全生产投入、安全科学技术等12个影响安全生产风险的核心因素,采用层次分析法(AHP)确定了安全生产风险影响因素的权重值,并设计了安全生产风险控制因子,以表征地区的安全生产风险控制水平。计算结果表明,安全生产规划、安全生产控制指标、安全生产法规和安全管理组织机构对地区安全生产风险的影响程度最高。

真实型领导影响员工工作投入的多重中介效应

为了探讨真实型领导影响员工工作投入的内在作用机制,采用量表法对308名企业员工进行调查,采用结构方程建模的方法对真实型领导影响员工工作投入的多重中介效应进行检验,结果显示:(1)真实型领导对员工的工作投入具有显著的正向预测作用。(2)职业认同、情感承诺和组织支持感分别在真实型领导和工作投入间起中介作用,三个变量的并式多重中介效应在真实型领导和工作投入间起完全中介效应。(3)职业认同、情感承诺、组织支持感的特定中介作用分别占总间接效应的44.0%、42.4%和13.6%。结论:职业认同、情感承诺和组织支持感在真实型领导影响员工工作投入的过程中起完全中介作用。

自我效能感在护士感知的高绩效工作系统与工作幸福感间的中介作用

目的探讨护士感知的高绩效工作系统、一般自我效能感及工作幸福感之间的关系。方法采用感知高绩效工作系统量表、一般自我效能感、工作幸福感量表,对327名护士进行调查。结果护士感知的高绩效工作系统得分为(64.21±9.54)分,一般自我效能感得分为(30.61±6.57)分;护士工作幸福感中积极情感和工作满意度维度与感知的高绩效工作系统呈正相关(均P<0.05);积极情感和工作满意度维度与一般自我效能感呈正相关(均P<0.05);感知的高绩效工作系统与一般自我效能感呈正相关(P<0.05),一般自我效能感是护士感知的高绩效工作系统和积极情感的中介变量,中介效应占总效应的17.25%,一般自我效能感是护士感知的高绩效工作系统和工作满意度的中介变量,中介效应占总效应的27.65%。结论护士感知的高绩效工作系统和一般自我效能感影响护士的工作幸福感水平,医院建立一套科学合理的高绩效工作系统可以提高护士的工作幸福感,同时自我效能的提高也会使护士的工作幸福感提高。

领导者信息共享行为对员工绩效的影响机制研究——工作投入的中介作用及情感信任的调节作用

本文基于工作资源要求模型与领导者员工互动的视角,完整地揭示了领导者信息共享行为影响员工绩效的内在机理。通过对210份调研问卷的分析发现:(1)领导者信息共享行为正向影响员工绩效;(2)工作投入在领导者信息共享行为与员工绩效间起完全中介作用;(3)情感信任正向调节领导者信息共享行为与工作投入、员工绩效间的关系,即在高情感信任的情况下,领导者信息共享行为与工作投入、员工绩效之间的正相关关系才显著;(4)情感信任加强了工作投入在领导者信息共享行为与员工绩效之间的中介作用。