Source attribution matters: Mediation and moderation effects in the relationship between work‐to‐family conflict and job satisfaction

On the basis of the source attribution perspective of work–family conflict, this study aims to first test whether threat to the family role mediates the relationship between work‐to‐family conflict and job satisfaction. We then examine boundary conditions of the source attribution perspective by drawing on boundary management and gender role orientation theories to examine whether role segmentation enactment and gender role orientation moderate the relationship between work‐to‐family conflict and job satisfaction. Using a scenario‐based experiment in Study 1, we find that threat to the family role mediates the relationship between work‐to‐family conflict and job satisfaction. This finding provides evidence supporting the appraisal process proposed by the perspective of source attribution. Using survey data collected from 216 Chinese managers and their spouses in Study 2, we find that work‐to‐family conflict has a negative relationship with job satisfaction only among people with high levels of role segmentation between work and home. In addition, for male managers, the negative moderating effect of role segmentation enactment on the relationship between work‐to‐family conflict and job satisfaction is stronger for those with a nontraditional gender role orientation, compared with those with a traditional gender role orientation. Theoretical and managerial implications are discussed.     

Hardworking coworkers: A multilevel cross‐national look at group work hours and work–family conflict

This study investigates the relationship between coworker work hours and perceived work‐to‐family conflict (WFC) in a multinational sample of professional service employees. Building on recent research on the ways in which workgroups influence individual WFC, we demonstrate that the average hours worked by coworkers has a significant relationship to reported WFC independent of an employee's own work hours. Although this finding is universal across the multinational sample, national cultural differences were found to moderate the relationship, such that employees in more collectivist countries are more strongly influenced by average coworker hours than their counterparts in less collectivist countries. The multilevel analysis was conducted using a sample of 7,600 professional service employees in 497 different workgroups across 20 countries. The results provide support for the effect of culture on the relationship between group average hours and perceptions of WFC. We conclude with a discussion of how national culture affects WFC.     

Steel sharpens steel: A review of multilevel competition and competitiveness in organizations

Competition between individuals permeates people's lives as they strive for limited resources, services, and status. However, research on competition and competitiveness in organizations is limited despite its relevance to relational dynamics (e.g., rivalry), individual differences (e.g., traits and gender), social factors (e.g., competitive climate), and organizational outcomes (e.g., work performance and unethical behavior). In this article, we propose a multilevel model of competition and competitiveness that includes the individual, the group, and the situation. By providing a holistic overview of research across a broad array of disciplines, we organize the field and create a usable framework to advance knowledge of competition and competitiveness. In doing so, we identify what we know, what we still need to discover, and provide direction for future research. The article closes with an assessment of methods and measures used in studying competition. In conclusion, this review establishes a multilevel and integrative structure that incorporates individual and team competitiveness with competitive situations that prompt competitive processes and important organizational outcomes.     

工作价值观、调节焦点与安全绩效的关系研究——基于煤矿企业新生代员工的实证分析

为了从价值观和调节焦点的双重视角给煤矿企业新生代员工的安全管理提供科学依据,在文献研究和问卷调查的基础上,对 244 个有效样本进行分析,揭示煤矿企业新生代员工工作价值观的具体内容,结合动机理论和调节焦点理论,构建煤矿企业新生代员工工作价值观、调节焦点和安全绩效的结构方程模型。研究结果表明:煤矿企业新生代员工的工作价值观包含发展导向、自我导向、关系认同、独立自主、利益导向和创造导向6个因子结构;煤矿企业新生代员工的工作价值观、调节焦点和安全绩效两两之间均显著相关;煤矿企业新生代员工的工作价值观不仅可以直接预测安全绩效,还可以通过调节焦点的中介作用间接影响煤矿员工的安全绩效。     

Getting away from them all: Managing exhaustion from social interaction with telework

Drawing on the conservation of resources and recovery literatures, we examine how social job characteristics—interpersonal interaction, job interdependence, and external interaction—relate to work exhaustion. We then explore the efficacy of a part‐time telework (PTT) practice in alleviating work exhaustion associated with social interaction. Study 1 is a within‐subject assessment of work exhaustion before and after a PTT practice; participants are 51 information technology professionals in a financial services firm. Study 2 is a between‐subject assessment of work exhaustion among part‐time teleworkers and non‐teleworkers; participants are 258 U.S. workers spanning a variety of industries. Study 2 replicated the model tested in Study 1, and we extended the conceptualization of interpersonal interaction to examine both quantity and quality of interaction. In both studies, PTT provided a recovery opportunity, attenuating the relationship between interpersonal interaction and work exhaustion; however, after PTT but not before, work exhaustion increased as external interaction increased. In Study 2, work exhaustion decreased as interaction quality increased; in contrast, work exhaustion increased as interaction quantity increased and PTT attenuated this relationship. Our recommendations aim to help balance telework practices in light of social job characteristics and their opposing effects on work exhaustion. Copyright © 2017 John Wiley & Sons, Ltd.     

The effect of positive work reflection during leisure time on affective well‐being: Results from three diary studies

Previous research showed that psychological detachment from work during leisure time is beneficial and that reflecting on negative aspects of work is detrimental for employees' well‐being. However, little is known about the role of positive reflection about work during leisure time. In the present research, we examined the effects of positive work reflection on affective well‐being. Additionally, we tested the effectiveness of an intervention to increase positive work reflection and to improve well‐being with a randomized controlled field experiment. Findings from three diary studies showed that positive work reflection was related to an increase in affective well‐being with regard to both positive and negative moods. The results further indicated that the benefits of positive work reflection were incremental to that of psychological detachment and the absence of negative work reflection. Contrary to our expectation, no evidence was found for the effectiveness of the intervention. Theoretical implications of main findings as well as supplementary findings are further discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

Going beyond work and family: A longitudinal study on the role of leisure in the work–life interplay

Going beyond the relation of work and family, the present three‐wave longitudinal study spanning one year assessed different forms of conflict and facilitation between leisure and the life domains work and family and their relation to subjective well‐being. A sample of N = 277 employed men and women reported their perceived conflict and facilitation between leisure, work, and family and subjective well‐being. Results suggest that leisure is a source of facilitation for work and family, and, at the same time, a major recipient of conflict from work and family. Moreover, leisure conflict was negatively correlated and leisure facilitation was positively associated with concurrent subjective well‐being. Both conflict and facilitation between all three life domains remained highly stable over the course of one year. Only few and non‐systematic lagged effects were found, indicating that the variance of the stability of the constructs and their relations over time leave little room for longitudinal predictions. Taken together, the study demonstrates that, similar to work–family relations, conflict and facilitation with the leisure domain are also associated with subjective well‐being and remain highly stable over the course of a year in the lives of young and middle‐aged adults. Copyright © 2016 John Wiley & Sons, Ltd.     

Daily shifts in regulatory focus: The influence of work events and implications for employee well‐being

Although theory suggests that regulatory focus fluctuates within person and such fluctuations impact employee well‐being, there is little empirical investigation of such propositions. These are important research questions to address because work events may elicit within‐person fluctuations in regulatory focus, which can then affect well‐being. The primary purpose of this study is to examine specific predictors of daily regulatory focus at work and the foci's impact on employee well‐being at work and home as indicated by mood and psychosomatic complaints, respectively. We present and test an overarching theoretical framework that integrates conservation of resources theory, the cognitive‐affective processing system framework, and regulatory focus theory to delineate why and when work events affect regulatory focus and how the foci affect well‐being. Consistent with our expectations, we found that positive work events positively predicted daily promotion focus, but this effect was weaker when employees had high‐quality relationships with leaders. Furthermore, daily regulatory focus was associated with employee well‐being (mood and psychosomatic complaints) such that (i) promotion focus improved well‐being; (ii) prevention focus reduced well‐being; and (iii) the effects of promotion focus on well‐being were strongest when prevention focus was low. We discuss theoretical and practical implications and offer directions for future research. Copyright © 2016 John Wiley & Sons, Ltd.     

When control becomes a liability rather than an asset: Comparing home and office days among part‐time teleworkers

Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days and three office days. This setup enables us to contribute to the theoretical debate on the duality of control and accountability. Specifically, by comparing job locations (home versus office), we identify conditions under which job control (worktime control) is more likely to act as an asset or as a liability. Results suggest that ability to concentrate is higher and need for recovery is lower, on home days than on office days. However, on home days, generally high level of worktime control amplifies the association between job demands and need for recovery—whereas this association is reversed when worktime control is generally moderate. No similar differences are observed on office days. Finally, whereas employees experiencing high job demands are more able to concentrate during home days than during office days, worktime control has no differential effect in this respect. Copyright © 2016 John Wiley & Sons, Ltd.     

电力工程地下水环境影响评价工作等级及范围确定方法探讨

随着地下水环境影响评价工作的开展和深入,各行各业在开展地下水环境影响评价工程的实践过程中遇到了一些问题,这给电力工程地下水环境勘测评价工作的开展造成了诸多不便,尤其是地下水环境影响评价的工作等级和范围的界定方面.文章根据对电力行业地下水环境工作的认识,结合多年的实践经验,主要针对最新颁布的《环境影响评价技术导则-地下水环境》(HJ610-2016),进行了地下水环境影响评价等级及范围确定方法的深入研究和探讨.