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1.
J Appl Psychol ; 2019 Jul 25.
Artigo em Inglês | MEDLINE | ID: mdl-31343202

RESUMO

Drawing from the group engagement model of justice, we examine how and when higher abusive supervision relates to fewer safety behaviors and worse safety performance. In Study 1, a 2-wave survey study of 468 manufacturing technicians, we found that belongingness need satisfaction mediated the negative relationship between abusive supervision and safety behavior. In Study 2, a multiwave survey study of 589 airline pilots, we found that safety behavior mediated the adverse relationship between abusive supervision and downstream objective safety performance. Higher trait social standing uncertainty was associated with a stronger adverse relationship between abusive supervision and safety. Indirect relationships of abusive supervision with safety behavior (Study 1) and safety performance (Study 2) were stronger among individuals with higher social standing uncertainty. We discuss the theoretical implications of these findings for managing abusive supervision and safety at work. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

2.
J Psychol ; 150(7): 837-48, 2016 Oct 02.
Artigo em Inglês | MEDLINE | ID: mdl-27419467

RESUMO

The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.


Assuntos
Emprego/psicologia , Autoeficácia , Estresse Psicológico/psicologia , Desempenho Profissional , Adulto , Feminino , Humanos , Masculino
3.
Stress Health ; 31(4): 306-14, 2015 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-26468889

RESUMO

On the basis of conservation of resources theory (Hobfoll, ) and the resource-gain-development perspective (Wayne, Grzywacz, Carlson, & Kacmar, ), this paper examines the differential impact of specific social resources (supervisory support and family support) on specific types of affect (job satisfaction and family satisfaction, respectively), which, in turn, influence work-to-family enrichment and family-to-work enrichment, respectively. A sample of 276 Chinese workers completed questionnaires in a three-wave survey. The model was tested with structural equation modelling. Job satisfaction at time 2 partially mediated the relationship between time 1 supervisory support and time 3 work-to-family enrichment (capital), and the effect of supervisory support on work-to-family enrichment (affect) was fully mediated by job satisfaction. Family satisfaction at time 2 fully mediated the relationship between time 1 family support and time 3 family-to-work enrichment (affect, efficiency). Implications for theory, practice and future research are discussed.


Assuntos
Família/psicologia , Satisfação no Emprego , Satisfação Pessoal , Apoio Social , Local de Trabalho/psicologia , Adolescente , Adulto , Grupo com Ancestrais do Continente Asiático , China , Feminino , Humanos , Masculino , Modelos Teóricos , Inquéritos e Questionários , Trabalho , Adulto Jovem
4.
J Appl Psychol ; 100(4): 1249-58, 2015 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-25402953

RESUMO

Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low.


Assuntos
Emprego/psicologia , Cultura Organizacional , Justiça Social , Incerteza , Desempenho Profissional , Adulto , Feminino , Humanos , Masculino
5.
J Soc Psychol ; 151(6): 767-83, 2011.
Artigo em Inglês | MEDLINE | ID: mdl-22208113

RESUMO

Work values influence our attitudes and behavior at work, but they have rarely been explored in the context of work stress. The aim of this research was thus to test direct and moderating effects of Chinese work values (CWV) on relationships between work stressors and work well-being among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Work stressors were negatively related to work well-being, whereas CWV were positively related to work well-being. In addition, CWV also demonstrated moderating effects in some of the stressor-job satisfaction relationships.


Assuntos
Grupo com Ancestrais do Continente Asiático/psicologia , Satisfação no Emprego , Qualidade de Vida/psicologia , Valores Sociais/etnologia , Estresse Psicológico/complicações , Adulto , China , Coleta de Dados , Feminino , Humanos , Relações Interpessoais , Masculino , Autonomia Pessoal , Estresse Psicológico/etnologia , Inquéritos e Questionários , Taiwan , População Urbana , Carga de Trabalho/psicologia
6.
Int J Psychol ; 45(4): 294-302, 2010 Aug 01.
Artigo em Inglês | MEDLINE | ID: mdl-22044015

RESUMO

The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied but important strain variable from the organizational point of view.


Assuntos
Adaptação Psicológica , Avaliação de Desempenho Profissional , Satisfação no Emprego , Adulto , China , Feminino , Passatempos , Hong Kong , Humanos , Controle Interno-Externo , Masculino , Cultura Organizacional , Meio Social , Apoio Social , Taiwan , Carga de Trabalho/psicologia
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