Exploring the linkage between the home domain and absence from work: Health,motivation, or both?

The aim of this study was twofold. First, we examined depleting and enriching effects of employees' home domain (home demands and quality time spent at home) on unscheduled absence from work. Second, we tested the assumption of the medical and withdrawal models that absence duration and frequency are uniquely predicted by respectively health condition and job motivation. We used longitudinal, different‐source data from 1014 employees. The results showed that home quality time was negatively related to absence frequency and duration in the following year through a physical pathway (less physical stress symptoms and health complaints) and through a psychological pathway (less psychological stress symptoms, increased job motivation). Employees with heavy home demands reported more physical and psychological stress symptoms, more health complaints, and lower job motivation. Accordingly, they had longer and more frequent sick leaves in the consecutive year. We conclude that the home domain adds to our understanding of absence from work. In addition, the model including cross pathways between health complaints and job motivation on the one hand, and absence frequency and duration on the other, best fitted the data. Thus, a clear distinction between volitional absence (frequency) and absence due to illness (duration) seems hard to justify. Copyright © 2012 John Wiley & Sons, Ltd.     

A multi‐level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership: Testing a moderated–mediated model

Drawing on the perceived organizational membership theoretical framework and the social identity view of dissonance theory, I examined in this study the dynamics of the relationship between psychological contract breach and organizational identification. I included group‐level transformational and transactional leadership as well as procedural justice in the hypothesized model as key antecedents for organizational membership processes. I further explored the mediating role of psychological contract breach in the relationship between leadership, procedural justice climate, and organizational identification and proposed separateness–connectedness self‐schema as an important moderator of the above mediated relationship. Hierarchical linear modeling results from a sample of 864 employees from 162 work units in 10 Greek organizations indicated that employees' perception of psychological contract breach negatively affected their organizational identification. I also found psychological contract breach to mediate the impact of transformational and transactional leadership on organizational identification. Results further provided support for moderated mediation and showed that the indirect effects of transformational and transactional leadership on identification through psychological contract breach were stronger for employees with a low connectedness self‐schema. Copyright © 2012 John Wiley & Sons, Ltd.     

An Empirical Investigation of the Influence of Safety Climate on Organizational Citizenship Behavior in Taiwan’s Facilities

Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed.     

心理迫切因素对行人疏散动力学的影响研究

为更准确地描述行人疏散动力学特征,利用目前行人疏散模型对行人疏散进行模拟研究发现:疏散空间行人拥堵时,会出现疏散区域某些位置的行人一直处于竞争劣势而保持位置不动的现象,这与行人实际疏散运动不符.考虑到现实情况,行人在等待的过程中会积极寻找机会,实现成功疏散;基于此,在疏散模型中引入了心理迫切因素的概念,表征了行人等待过程中竞争能力的变化,完善了行人疏散模型.对新模型模拟研究发现,在考虑等待时的心理迫切因素后,该模型能够更好地表达行人疏散的动力学特征,可更为准确地再现行人的疏散运动轨迹和路径,同时研究发现,引入等待迫切因素后并不会影响总的疏散时间.     

国外环境行为影响因素研究述评

基于心理性因素与内外因素相结合的视角对国外环境行为影响因素研究加以梳理,发现大多数研究认为环境行为是在自我约束和自我控制下做出的契合自身实际的选择,其对改善环境状况与提升环境质量有着积极正向作用,并将环境态度/环境关心视为关键变量,以揭示实施环境行为复杂的内在过程与心理机制;大多数研究采取问卷调查的方式收集某一时点的数据,借助结构方程模型等高级统计方法着重探究自我报告的一般意义或某类具体环境行为.其相对忽视了社会经济发展、文化变迁、制度政策变化、阶层分化、地区差异、信息分割等外在结构性因素对环境心理的可能塑造及其对环境行为的动态影响,进而提出在准确厘定环境行为内涵的基础上,针对社会群体成员或社区居民采用问卷调查、实验法、实地观察、深度访谈等多元研究方式长期追踪收集纵向数据或资料,以及将心理性因素与结构性因素结合起来探讨不同类别的环境行为,有助于突破既有研究的心理学局限与行为决定论桎梏,且切实反映环境行为的历时性变化与动态性影响.     

The call for an increased role of replication,extension, and mixed‐methods study designs in organizational research

Examples from previously published work by the lead author on the role of employee health indicators on individual and organizational outcomes provide an intriguing backdrop through the use of illustration for suggesting some of the many benefits obtained by the incorporation of replication, extension, and mixed‐methods study designs in organizational research. Copyright © 2015 John Wiley & Sons, Ltd.     

Knowledge hiding as a barrier to thriving: The mediating role of psychological safety and moderating role of organizational cynicism

Research demonstrates that knowledge hiding has a detrimental effect on the knowledge hider himself or herself. Extending this area, the present research examines how and when knowledge hiders struggle to thrive at work. Integrating self‐perception theory and the socially embedded model of thriving, we propose that knowledge hiding negatively influences employees' thriving through psychological safety, and this influence is contingent on organizational cynicism. In Study 1a, a cross‐sectional survey of 214 Chinese participants from a general working population supported the mediating role of psychological safety in the knowledge hiding and thriving relationship. Study 1b verified this result using two‐wave data collected from 392 working adults in a panel that recruited participants mainly in Europe and North America. In addition to confirming the mediation with a two‐wave field survey conducted among 205 employees in three Chinese organizations, Study 2 supported the moderating role of organizational cynicism. Specifically, the negative effect of knowledge hiding on psychological safety was greater under higher levels of organizational cynicism, as was the indirect effect of knowledge hiding on thriving via psychological safety. These findings contribute to both the knowledge hiding and the thriving literature and provide practical implications for both the manager and the employee.     

考虑心理阈值的突发事件多部门应急决策动态调整方法

针对多部门协同参与应急决策并执行应急方案的情形,提出一种考虑心理阈值的多部门应急决策动态调整方法。首先,将各部门的心理参照点作为识别框架,合成各部门心理参照点的基本概率分配,得到部门协同心理参照点;然后,引入心理阈值区间量化描述决策部门的心理行为,并结合部门协同心理参照点,得到不同情景关于经济损失和人员伤亡的满意度,进而合成情景属性满意度,计算各备选方案的总体满意度,并对方案排序择优;最后,通过案例分析验证本文提出方法的有效性和适用性。     

Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective

Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career‐related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities and focus on limitations). Data came from 405 employees in Australia, who responded to three surveys across 12 months. Results showed that psychological contract breach had indirect effects on emotional engagement and exhaustion through focus on opportunities and focus on limitations, respectively, and on career‐related behavior through focus on opportunities. Another mechanism, psychological contract violation, was only related to employees' organizational deviance. These findings highlight the important role of occupational future time perspective dimensions as employees' evaluations of future career‐related opportunities and limitations. These evaluations may change in response to psychological contract breach and, in turn, might impact on employee well‐being and career‐related behavior.     

Psychological consequences of prenatal diagnosis in a case of familial Angelman Syndrome

Angelman Syndrome (AS), characterized by mental retardation, absence of speech, seizures and motor dysfunction, is caused by genetic defects leading to loss of expression of the maternal copy of the chromosome 15q11–13 imprinted region. Most cases are sporadic, being caused by de novo deletion of maternal chromosome 15q11–13 (75%) or by paternal uniparental disomy (3–4%). Familial cases can occur, due to mutations in the UBE3A gene or in the imprinting center. We describe the case of a pregnant woman having two nephews with AS caused by a UBE3A mutation; lack of communication within the family led the woman to be completely unaware of the risk of disease recurrence until 15 weeks of gestation. UBE3A genetic testing revealed she carried the familial mutation 892–893delCT. Prenatal diagnosis was performed on amniotic fluid and demonstrated that the fetus had inherited the mutation. The unexpected diagnosis and the subsequent termination of the pregnancy caused the woman to undergo acute psychological distress showing relevant psychopathological symptoms. Nevertheless, at 2-year follow-up, adverse consequences were minimized, and the couple was planning a new pregnancy. Factors affecting the psychological outcome of abortion and the role of psychological support in reducing the risk of long-term unfavorable consequences are discussed. Copyright © 2006 John Wiley & Sons, Ltd.