How do transformational leaders foster positive employee outcomes? A self‐determination‐based analysis of employees' needs as mediating links

Although followers' needs are a central aspect of transformational leadership theory, little is known about their role as mediating mechanisms for this leadership style. The present research thus seeks to integrate and extend theorizing on transformational leadership and self‐determination. In particular, we propose that the satisfaction of followers' basic needs (autonomy, competence, and relatedness) mediates the relationship between transformational leadership and employee outcomes (job satisfaction, self‐efficacy, and commitment to the leader). We tested this model in two studies involving employees from a broad spectrum of organizations in Germany (N = 410) and in Switzerland (N = 442). Results revealed largely consistent patterns across both studies. The need for competence fulfillment solely mediated the link between transformational leadership and occupational self‐efficacy; the need for relatedness fulfillment solely mediated the link between transformational leadership and commitment to the leader. The mediating pattern for the link between transformational leadership and job satisfaction varied slightly across studies. In Study 1, only the need for autonomy fulfillment was a significant mediator, whereas in Study 2, all three needs mediated this relationship. Taken together, our study integrates theorizing on transformational leadership and self‐determination by corroborating that need fulfillment indeed is a central mechanism behind transformational leadership. Copyright © 2012 John Wiley & Sons, Ltd.     

A moderated mediation test of personality,coping, and health among deployed soldiers

Our study examines how personality and coping influence soldiers' psychological health among 648 US Army personnel who were at that time deployed in Iraq at the height of an insurgency. Conscientiousness, neuroticism, and extraversion were associated with different coping behaviors, and these were in turn related to psychological distress. Conscientiousness was positively associated with problem‐focused coping and negatively with avoidance coping, whereas neuroticism was most positively associated with avoidance coping. Extraversion was positively related to both seeking social support and avoidance coping. As expected, avoidance coping was positively associated with psychological distress. Coping style explained more variance in the relationship between personality and distress among soldiers who perceived higher levels of threat, thus supporting a moderated mediation hypothesis. We discuss implications for facilitating the stress coping of workers who face acute and potentially traumatic stress exposures. Copyright © 2011 John Wiley & Sons, Ltd.     

Measuring implicit psychological constructs in organizational behavior: An example using psychological capital

Implicit psychological constructs are effective predictors of behavioral outcomes but are rarely used in organizational settings because of real or imagined problems with measurement validity and administration. To address these concerns, we present a means of assessing implicit constructs quickly and easily by using psychological capital as an example. Copyright © 2012 John Wiley & Sons, Ltd.     

Effects of physical exercise on musculoskeletal disorders,stress and quality of life in workers

Background. The effect of physical exercise in the workplace (PEW) on health promotion of workers is contradictory. Objective. To evaluate the effects of the PEW in musculoskeletal disorders (MSDs), perception of stress and quality of life in workers. Methods. The participants were divided into two groups: control group (n?=?46) including non-participant workers of the PEW program, and PEW group (n?=?50) including workers who regularly participate in the exercise program. All workers answered the Nordic general questionnaire, the perceived stress scale and the quality-of-life questionnaire. Results. The PEW group reported a lower prevalence of MSDs for the trunk in the last 7 days and 12 months (p?=?0.021 and p?=?0.001, respectively), and for the upper limbs in the last 12 months (p?=?0.001) compared with the control group. The results for the perception of stress and quality of life showed no significant differences between the groups. Conclusion. PEW is a potential method to reduce MSDs in workers, but it was not efficient in reducing stress levels or improving the quality of life of the workers.     

矿工心理因素、工作压力反应和不安全行为关系研究

为研究在巨大工作压力下，矿工的心理因素与工作压力反应和不安全行为的关系，以问卷的形式调查陕西省2家具代表性煤矿的工人，分别以矿工的心理因素、工作压力反应和作业过程中的不安全行为作为外生变量、中介变量和内生变量，构建心理因素、压力反应和不安全行为的结构方程模型。通过对调研数据处理与分析，得出如下结论:本研究中的4项心理因素，性格因素、心理素质、注意力和工作态度显著影响不安全行为的发生；性格因素、心理素质和注意力对压力反应有显著影响；工作态度与煤矿工人的压力反应的关系不显著；性格因素、心理素质、注意力和工作态度通过影响矿工的压力反应，间接影响矿工的不安全行为。     

安全信息认知对心理安全感的作用机理研究

为揭示安全信息认知对员工心理安全感的影响，把握信息时代背景下心理安全感的研究趋势。基于安全信息认知的背景与特征，构建心理安全感的安全信息认知流程模型。通过描述安全信息对心理安全感的影响机理，从需要、动机、意识、期望剖析心理安全感的安全信息认知动力，归纳心理安全感的安全信息认知偏好，并从风险管控、安全氛围、安全管理落地、安全防护措施设计、员工安全生产积极性方面论述心理安全感在企业的应用对策。研究表明，员工安全信息认知对其心理安全感具有重要影响，是引起心理安全感波动的关键因素，也为心理安全感在企业的应用提供指导。     

发展型心理契约视角下情感性组织安全文化对员工安全风险作用机理研究——基于国有煤炭企业的调研数据

为了探索情感性组织安全文化对员工安全风险的作用机理,从发展型心理契约视角出发,设计情感性组织安全文化、发展型心理契约及员工安全风险测度量表,采用结构方程方法分别构建了情感性组织安全文化对员工安全风险直接作用、间接作用和两种作用耦合情形下的作用模型。结果表明:"情感性组织安全文化"对"员工安全风险"有正向影响,"情感性组织安全文化"对"发展型心理契约"有显著正向影响,同时"发展型心理契约"对"员工安全风险"有显著正向影响;在以上直接作用和间接作用耦合情形下,"情感性组织安全文化"对"员工安全风险"不存在直接的正向作用,但"情感性组织安全文化"通过"发展型心理契约"对"员工安全风险"产生正向影响的效果更加显著。研究表明,通过情感性组织安全文化建设降低员工安全风险,融入促进员工发展型心理契约均衡因素,能起到事半功倍的效果。     

A new look at the psychological contract during organizational socialization: The role of newcomers' obligations at entry

Previous studies have demonstrated that the psychological contract is largely shaped during socialization. This study adopts a complementary perspective and analyzes how the psychological contract at the start of employment shapes the subsequent socialization process. Drawing upon social exchange theory, we propose that newcomers with a higher sense of their personal obligations at entry will perceive orientation training as more useful and develop better relationships with their supervisors and peers, which in turn will facilitate their work adjustment. Results of a longitudinal survey on a sample of 144 recruits from a European Army show that newcomers with a higher initial sense of their employee obligations toward their employer report higher perceived training utility, higher leader–member exchange (LMX) with their instructors, and higher team–member exchange (TMX) with their platoon peers. Moreover, perceived training utility and LMX predict the fulfillment of employers' obligations; and training utility predicts the level of newcomers' employee obligations. Finally, training utility, LMX, and TMX predict some of three indicators of newcomers' adjustment, namely, role clarity (training utility and LMX), group integration (TMX), and organizational values understanding (training utility). These results highlight how newcomers' obligations at the start of employment contribute to the social exchange dynamic underlying organizational socialization. Copyright © 2015 John Wiley & Sons, Ltd.     

炼厂职工安全心理状态研究

探讨了炼厂职工心理因素与安全生产的联系,阐述了可能诱发事故的几种心理状态,从心理学的角度剖析了不安全心理状态的产生原因,提出了安全对策。     

多维公平测度下考虑灾民心理痛苦效应的应急资源调配*

为有效降低灾后初期应急资源短缺情况下灾民生理和心理受到的伤害,提出等待效应和短缺效应衡量救援过程中的灾民心理痛苦效应,同时耦合时间和供需情况2个维度测度救援过程中的公平性指标,构建调度总时间最短、时间攀比最小和灾民心理痛苦效应最低的多目标应急资源调配模型,研究多灾点、多配送中心、多种类物资救援场景下的应急资源分配和路径规划决策选择问题。应用NSGA-Ⅱ算法对模型求解,以新冠疫情下武汉市医疗物资调度为算例分析验证模型的有效性。结果表明:模型和算法能有效减少供不应求情况下的灾民心理痛苦效应,保证救援活动的公平性,能得到不同目标偏好下的应急资源调配方案。