Linking work experiences to facets of marital functioning

Few studies on the interaction between work experiences and family functioning have focused on specific aspects of work and the family, nor have many studies identified links in the process whereby work affects the family. A four-stage model of how role ambiguity, role conflict, job insecurity and job satisfaction affect three aspects of marital functioning (sexual satisfaction, psychological aggression and general marital satisfaction) was tested. The two mediator variables linking work experiences and marital functioning were concentration difficulties and depression. In a sample of 190 employed married people the model fit the data. The three work stressors (ambiguity, conflict and job insecurity) affected all three aspects of marital functioning via concentration and depression, and the relationship between job satisfaction and marital functioning was mediated by depression.     

Work centrality and work alienation: distinct aspects of a general commitment to work

The authors tested the proposition that identification with the work role and engagement in the work role constitute different aspects of a general commitment to work. Whereas work centrality (a strictly normative attitude) represents the extent to which a person identifies with the work role, work alienation (an affect‐inclusive attitude) represents the extent to which a person is engaged in the work role. Predicated on these conceptual distinctions, the authors tested whether work centrality and work alienation exhibited theoretically‐meaningful, differential correlations with six variables reflecting various work‐related commitments. Using data from 349 employed individuals, the results of Hotelling–Williams t tests revealed that, compared to work alienation, work centrality had stronger correlations with Protestant work ethic and leisure ethic. In contrast, compared to work centrality, work alienation was more strongly correlated with work locus of control, work self‐discipline, and affective organizational commitment. Work centrality and work alienation did not differ in their correlations with job involvement–role. Taken together, the results suggest that people who are highly committed to work not only identify with the work role, they are also engaged in the work role. Copyright © 2000 John Wiley & Sons, Ltd.     

Examination of the combined effects of work values and early work experiences on organizational commitment

We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organizational entry, and obtained measures of commensurate work experiences and three forms of commitment (affective, continuance, and normative: Allen and Meyer, 1990) on different occasions following entry. Regression analyses revealed that values and experiences did interact in the prediction of affective commitment and normative commitment, but that the nature of the interaction was different for different work value/experience combinations. The findings provide some challenge to the common sense assumption that positive work experiences will have the strongest effect on commitment among those who most value such experiences. Implications for research and practice are discussed. © 1998 John Wiley & Sons, Ltd.     

Fathers' work experiences,the father-child relationship and children's behaviour

The effects of fathers' subjective work experiences on their children's behaviour have been largely neglected, despite increasing recognition accorded to the fathers' role in all aspects of child development. The present study redresses this issue by assessing whether (a) fathers' work experiences are related to children's behaviour, (b) the father-child relationship moderates the effects of fathers' work experiences on children's behaviour, and (c) specific child behaviours are associated with paternal work experiences. One hundred and forty two fathers (M age = 39.55 years) and their eldest child (M age = 9.2 years; 66 boys, 76 girls) participated. Moderated multiple regressions demonstrated that fathers' job satisfaction was related to specific child behaviours, viz. conduct problems and hyperactivity. More importantly, the father-child relationship moderated both these relationships: Where fathers were dissatisfied with their jobs, conduct problems and hyperactivity were significantly greater when the father-child relationship was of a higher quality. Implications for studying the effects of both mothers' and fathers' work experiences on their children's behaviour are drawn.     

Flow experiences at work: for high need achievers alone?

Applying Csikszentmihalyi's ( 1990 ) flow theory of optimal experience to the workplace, two studies examined the relationships of employees' perceived skill and challenge at work and need for achievement with their positive mood, intrinsic task interest, and extra‐role performance. Among achievement‐oriented employees only, high skill and challenge was associated with greater positive mood, task interest, and performance than other skill/challenge combinations. Additionally, positive mood mediated the interactive relationship of skill/challenge and need for achievement with performance. Copyright © 2005 John Wiley & Sons, Ltd.     

Work stress and the stress-buffering roles of work and family resources

This paper describes the development of the Work Environment Scale, which includes measures of perceived stressful and supportive aspects of the job milieu. This scale is used to examine stressful effects of the work environment on personal functioning and the stress-buffering value of work and family social resources among a representative community group of men and women. Work stressors had a greater impact on men, but supportive social resources provided more attenuation of such effects among men than among women. Although work stressors generally had less effect on men whose wives were employed, high stress in the women's work settings had some indirect negative consequences for their husbands. Reprint requests should be directed to the authors, Social Ecology Laboratory, Department of Psychiatry and Behavioral Sciences, Stanford University Medical School, Stanford, California 94305, U.S.A.     

Work and nonwork relations: The conical structure of work and home life relationship

The major objective of the present study was to analyze the structure of work-nonwork relations. A definitional framework of the work-nonwork domain was first suggested, based on the extant literature. The definition was then empirically tested by applying Similarity Structure Analysis to analyze the data, collected from a sample of 106 Israeli workers. The results support the hypotheses of the study. An empirical double ordered conceptual system was obtained, reflecting the two facets of the definition: behavior modality (instrumental, affective and cognitive) and social environment (work and home). A general lawfulness of a conical type was found that relates the definitional framework with the empirical structure. The facet approach applied in this study suggests that the various aspects of the domain may be characterized by different patterns of relationships. The results showed a clear distinction between the work and home regions. Further analysis revealed a compensation type of relationship between home and work in the instrumental and cognitive items and segmentation in the affective items. The results thus support the facet approach rather than the conventional approaches which consider work and non-work as unitary concepts and attempt to establish which of three proposed patterns: compensation, spillover or segmentation, best characterizes their relationships.     

Work performance,affective commitment,and work motivation: the roles of pay administration and pay level

The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational company with pay plans combining individual and collective performance and behaviors as the foundations for individual bonuses; one with two collective components (profit and behavior of the unit and the organization) and one with an individual component in addition to the two collective components. After controlling for organizational tenure, education, gender, perceived unit support, perceptions of distributive and procedural justice, and type of pay plan, the key findings are that base pay level, but not bonus level, was positively related to both self‐reported work performance and affective unit commitment, and that these relationships were partly mediated by intrinsic motivation. Furthermore, moderation analyses revealed that the relationships between bonus level and the outcome variables were not affected by type of pay plan. Implications and directions for future research on pay in knowledge intensive organizations are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

Fathers' work experiences effect children's behaviors via job-related affect and parenting behaviors

We suggest that fathers' work experiences (decision latitude, job demands, job insecurity and interrole conflict) indirectly influence children's behaviors (acting out, shyness and school competence) through their sequential effects on job-related affect (job satisfaction, negative job-related mood and job tension) and parenting behaviors (punishing, rejecting and authoritative behaviors). Data on work experiences, job-related affect and parenting behaviors were obtained from 189 fathers; teachers provided ratings of the children's behaviors. Path analysis provided support for the proposed model. Conceptual implications and suggestions for future research on fathers' employment and the links between work and family are discussed.     

How negative social interactions at work seep into the home: A prosocial and an antisocial pathway

We combined Bakker and Demerouti's spillover–crossover model with Taylor's biobehavioral perspective, tested the comprehensive model, and pursued a set of gender‐related research questions. Negative work interactions were expected to entail two strain responses, high‐ and low‐arousal negative affect. Both should be related to cortisol secretion but transmitted via different social pathways, a positive and a negative one. During a 7‐day ambulatory assessment with 56 couples, we assessed daily variations in the severity of negative social interactions at work and at home along with participants' affect and cortisol levels. Using multilevel structural equation modeling, we found evidence for the three hypothesized processes: strain at work as a consequence of social stress, spillover of strain into the home, and crossover to the partner. On socially more stressful days, participants showed increased high‐ and low‐arousal negative affect at work. Low‐arousal negative affect spilled over into the home. Only for men, high‐arousal negative affect spilled over, and only women showed a tendency for slowed decline of cortisol levels on more socially stressful days (i.e., slower recovery). Surprisingly, high‐arousal negative affect at work tended to be negatively related to partners' high‐arousal negative affect. Commonalities predominated differences between men and women. Copyright © 2016 John Wiley & Sons, Ltd.     

Rested,friendly, and engaged: The role of daily positive collegial interactions at work

This diary study examined within‐person effects of positive work and off‐work experiences on daily work engagement. Assessing the gain cycle assumption of conservation of resources theory, we investigated the relationship of nighttime recovery experiences and subsequent resources including elevated sleep quality and morning positive affect; the relationship of morning positive affect with positive collegial interactions and subsequent work engagement; and the relationship of work engagement with nighttime recovery experiences. Sixty‐nine employees completed 3 daily questionnaires over 5 consecutive working days. Multilevel analyses revealed that sleep quality positively predicted morning positive affect, which in turn predicted work engagement directly and also indirectly through having positive interactions with colleagues. Work engagement positively predicted nighttime recovery experiences, whereas nighttime recovery experiences were not related to sleep quality or morning positive affect the next day. Overall, on days after a good night's sleep, individuals feel more positive, bring this positivity to their workplace, reach out to their workplace colleagues, and are in turn more likely to be engaged in their work. Additionally, on days when individuals experience higher levels of positive collegial interactions at work and in turn higher work engagement, they are likely to enjoy better recovery experiences.     

The effects of job complexity and autonomy on cohesiveness in collectivistic and individualistic work groups: a cross‐cultural analysis

Increased job complexity and autonomy have often been associated with improved performance in work groups. This study examines the mediating effect of group cohesiveness. The moderating effects of individualism/collectivism on the relationship between job characteristics (both complexity and autonomy) and cohesiveness are also tested. The sample consists of 381 teams drawn from the Hong Kong and U.S. branches of an international bank. The findings indicate that an increase in job complexity and/or task autonomy will increase group cohesiveness, which subsequently translates to better performance. The positive effects of job complexity and autonomy on group cohesiveness are also found to be more prominent for individualistic rather than collectivistic work groups. The theoretical implications of the results and the limitations of the study are also discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

The complexity of failure: Implications of complexity theory for safety investigations

Complexity theory suggests that we see performance as an emergent property, the result of complex interactions and relationships. This can clash, however, with what stakeholders see as legitimate and normal in accident investigations. When systems fail, it is still common to blame components (e.g. human errors) and when they succeed spectacularly, to think in terms of individual heroism (e.g. the A320 Hudson River landing). In this paper, we lay out the contrast between a Newtonian analysis of failure that can be recognized in many efforts at safety analysis and improvement. It makes particular assumptions about the relationship between cause and effect, foreseeability of harm, time-reversibility and the ability to produce the “true story” of an accident. With inspiration from complexity theory, failures are seen as an emergent property of complexity. We explore what that means for safety science and work towards a post-Newtonian analysis of failure in complex systems.     

攀钢"强基健体"安全管理之经验

安全生产是一个系统工程,涉及到人、机、料、法、环等5大因素.笔者认为企业要实现安全生产必须"强基健体",做好以下几方面工作.     

Employed mothers: Interrole conflict,spouse support and marital functioning

Increased participation by mothers in the labour force may exert a negative effect on working mothers themselves (e.g. interrole conflict) and influence the marital relationship negatively. Recent research suggests that not all individuals experiencing psychological distress suffer psychological strain (e.g. marital discord). Rather, variables such as social support moderate negative effects of psychological stressors. To test this, sixty-four employed mothers (M age = 36 years) completed interrole conflict and spouse support scales. Marital satisfaction, verbal and nonverbal communication were the criteria operationalized to assess marital functioning. Using moderated multiple regression analyses, interrole conflict and spouse support predicted marital satisfaction and verbal communication significantly. In addition, spouse support may moderate negative effects of interrole conflict on marital satisfaction and verbal communication. With regard to nonverbal communication, spouse support was both a significant main effect and possibly a moderator of interrole conflict. The role of spouse support, conceptual and treatment implications, and future research priorities are identified.     

大练兵 大阅兵——北京市安监局国庆安全保障工作回顾

从2008年北京奥运会,到新中国成立60周年国庆庆典,北京市安全监管队伍在保障首都的安全生产工作中,发挥了重要作用。特别是在国庆60周年庆典之际,北京市安监局作为国庆期间安全生产保障工作的牵头协调单位,在保障首都生产环境安全、有序、良好的同时,也对安全监管队伍进行了一次阅兵与练兵。北京市安监局局长张家明在2009年10月15日召开的“平安国庆”专题评选表彰大会上说：“在国庆安全保障工作中,北京市安监系统经受住了考验,     

Stigma at work: The psychological costs and benefits of the pressure to work safely

Introduction: Workplace accidents and injuries can be quite costly to both individual employees and their organizations. While safety climate (i.e., perceptions of policies and procedures related to safety that should reflect an organization's value of safety) has been established as a predictor of safety behaviors, less research has considered the possible negative pressures that could result from an environment that emphasizes safety. Though organizations may intend to create a positive safety climate, concerns about being treated differently if an employee were to be involved in a safety incident may result in unintended, but detrimental safety and health outcomes. Method: This study investigated the stigma associated with being involved in a safety-related incident in relation to self-reported safety behaviors and psychological health outcomes. The data were acquired through a two-wave prospective design, surveying workers from Amazon Mechanical Turk (MTurk; N = 528) who indicated they were exposed to at least one physical work stressor (e.g., heavy lifting; air quality; standing for extended periods) a few times each month or more. Results: When controlling for safety climate, safety stigma was related to decreased safety compliance and poorer psychological health. There was a marginally significant interaction between safety stigma and safety motivation in relation to safety compliance. Conclusions: These findings suggest that experiencing pressure to work safely, for fear of being evaluated negatively, may actually come at the cost of employees' safety compliance and psychological health. Practical applications: These results may be useful in assessing and intervening to improve an organization's safety climate. Organizations should closely examine the climate for safety to ensure that positive aspects of safety are not undermined by a stigmatizing pressure associated with safety in the work environment.     

Stressful work characteristics,health indicators and work behavior: the case of machine operators

This article shows the results of research on psychosocial risks for a group of machine and plant operators (n?=?1014) from the construction, chemical, energy, mining, metal and food industries in Poland. The Psychosocial Risk Scale designed in Nofer Institute of Occupational Medicine (NIOM) by Moscicka-Teske and Potocka was used to indicate the occurrence of general and specific occupational stressors and the level of their stressfulness. The results revealed that the studied machine and plant operators experience job context stress – related to working environment features concerning work organization – more frequently than job content stressors – related to the type of tasks they perform. Moreover, a correlation analysis between work features and the health and occupational functioning of the respondents revealed significant but weak relationships between the variables (from ?0.08 to ?0.23). Comparative analysis revealed the differences between the studied sectors. Such a comparison makes it possible to set goals for each sector and to attempt to improve the distinctive areas.     

为中国火箭安全腾飞奠基

中国运载火箭技术研究院（以下简称“研究院”）作为中国航天发祥地,是国内最大的运载火箭设计、研究和生产实体,火箭总体性能达到国际一流水平。建院52年来,研究院成功发射了我国第一颗人造地球卫星、第一艘载人飞船和第一颗探月卫星（嫦娥一号）,实现了中国航天3个里程碑,先后将6名航天员成功送入太空,圆了中华民族千年的飞天梦想。