工作幸福感的结构、测量及作用机制

With the emergence and development of positive psychology, happiness has been the focus of academia and business. However, there is no uniform measure of happiness, because of many different theories of happiness, which are not compatible with others. It bounds the further development of happiness theory. It is also the same with the research of work well-being, which refers to the emotional experience and quality of psychological functioning of employee in the workplace. Subjective well-being (SWB) and psychological well-being (PWB) are two major theories of happiness. Prior research has demonstrated the integration of these two theories theoretically, but still needs more empirical support. Besides, in line with the development of positive psychology, a body of knowledge about positive leadership is advocated. Transformational leadership is treated as one kind of positive leadership, since it emphasizes the leader’s motivational and elevating effect on followers. But the extent to which the transformational leadership can enhance work well-being, and what the mechanism is, these are the questions need to be explored. Based on the integration of SWB and PWB, this research tried to investigate the structure, measurement and mechanism of work well-being, and combining with the theory of transformational leadership, this study also tried to investigate the relationship between transformational leadership and work well-being. The structure and measurement of work well-being, the relationships between work well-being and job characteristics (including job resources and job demands), the relationships among transformational leadership, job resources, work well-being and corresponding outcomes, the relationships among transformational leadership, job demands, work well-being and corresponding outcomes, and the relationships among transformational leadership, group job characteristics, group work well-being and corresponding group outcomes were explored by using content analysis, Subject Matter Experts (SMEs) discussion, and structural questionnaire surveys. More than 7000 subjects were surveyed, and Explore Factor Analysis (EFA), Confirm Factor Analysis (CFA), Structural Equation Modeling (SEM), Hierarchical Linear Modeling (HLM) and other statistics methods were used. The following is the major conclusions. Firstly, work well-being is a two high-order factors structure, which includes affective well-being (AWB) and cognitive well-being (CWB). AWB is similar to SWB, and CWB is similar to PWB. Besides, the construct of AWB includes sub-dimensions of positive emotional experience and negative emotional experience. And the construct of CWB consists of work autonomy, personal growth, work competent, and work significance. Secondly, the relationships between job characteristics and AWB and CWB are different. On one hand job demands are directly related to AWB, and are indirectly related to CWB through the full mediation of AWB, on the other job resources are directly related to CWB, and are indirectly related to AWB through the full mediation of CWB, which means AWB and CWB reciprocally influences each other in the model of job demands-resources. These results were concluded as the process model of work well-being. Thirdly, AWB and CWB are positively related to many workplace outcomes, including job satisfaction, group satisfaction, organizational commitment, turnover intention, job performance, organizational citizenship behavior (OCB), and general psychological health and general physiological health. Fourthly, transformational leadership is indirectly related to CWB through the full mediation of job resources, and is related to AWB through the partial mediation of job demands. Meanwhile, transformational leadership is related to many workplace outcomes through the mediation of job characteristics and work well-being. These results implied that transformational leadership is indeed one kind of positive leadership. Fifthly, in the group level, transformational leadership is indirectly related to group CWB through the full mediation of group job resources, and is related to group AWB through the full mediation of group job demands. Group AWB has positive influence on group CWB, but not vice versa. Group job characteristics and group work well-being fully mediate the relationships between transformational leadership and intragroup cooperation and group performance.

金融工作者的抑郁症状的影响因素及其形成机制研究

Ill-health prevails in the workplace. A key problem encountered in the area of stress management is a lack of research into the way job burnout turns into mental problems, especially depressive symptoms, the most prevalent and costly psychiatric condition in the workplace. This research belongs to a cross-discipline area of industrial psychiatry and organizational behavior, which has seldom been investigated before. This research will contribute to the theoretical development of organizational behavior, especially to stress management and industrial psychiatry. This study aims to explore etiological factors and mechanisms of depressive symptoms of workers in the financial industry. By using literature review, semi-structured interviews and surveys as the major research methods, this Ph.D. study systematically investigated the risk factors of workers’ depressive symptoms within and outside of the work area. These risk factors are worker-work environment fits, work family conflicts, and workers’ psychological vulnerabilities to depression. A thorough literature review and 20 semi-structured interviews of brokers in different kinds of financial markets show the feasibility and necessity of this Ph.D. study when it comes to the issue of financial workers’ depressive symptoms. Two surveys of workplace-etiological factors of depressive symptoms were conducted among 244 financial workers and 1024 financial workers. This cross-sample verification showed that worker-work environment fit was a good framework to study risk factors of workers’ depressive symptoms. Results revealed that job demands-abilities misfit could lead to job burnout which in turn contributed to worker’s depressive symptoms; besides this, work effort-reward imbalance could directly cause workers’ depressive symptoms. Emotional labor enhanced the positive effect of job burnout on workers’ depressive symptoms. In the third study, a prominent risk factor outside of the work area, namely work family conflict, and workers’ psychological vulnerabilities of depression were included with workplace etiological factors to investigate the overall predictive model of depressive symptoms of financial workers. The survey was conducted among the same 1024 financial workers. Results indicated that work effort-reward imbalance, job burnout and work interfering in family life were three external etiological factors of workers’ depressive symptoms. Neuroticism, autonomy and low emotional intelligence were three individual etiological factors which had a positive effect on workers’ depressive symptoms. Moreover, neuroticism enhanced the relationship between job burnout and depressive symptoms as well as between work interfering in family life and depressive symptoms. Autonomy aggravated the relationship between job burnout and depressive symptoms. However, emotional intelligence attenuated the relationship between job burnout and depressive symptoms as well as between work effort-reward imbalance and depressive symptoms. Besides, workers’ dysfunctional attitudes played a partial mediating role in the relationships between above etiological factors and depressive symptoms. In the same sample, research evidence of impairments of workers’ depressive symptoms to their work-life quality was also obtained. Specifically, depressive symptoms could predict workers’ presenteeism, absenteeism and turnover intention. Their subjective well-being was also lowered when suffering more severe depressive symptoms. This research provides a theoretical basis to management practices targeted to set up the Employee Assistance Program or even more specilised rehabilitation programs for workers with depressive symptoms so as to improve their work-life quality and and establish a harmonious enterprise.

工作投入的影响因素及其作用机制研究

Work engagement (WE) has recently become a fashionable term among Human Resource practitioners and Organizational Behavior researchers. However, academic research that has theoretically examined WE at the psychological level is limited, as is research on its place among other job attitude constructs that are used to describe employees at work, and its antecedents and consequences. This dissertation addresses a number of issues with regard to the discriminant validity of WE, the influences of WE and the mediating role of affective commitment, and the interaction effects of different job demands, job resources and personal resources on WE. The major findings are listed as follows: Firstly, the concept of WE is different from JB and job involvement (JI), and is more positively related to quality of employees’ work and life than the other two concepts. Specifically, WE is more related to employees’ creative performance than JB does; compared with JI, WE can better predict task performance, creative performance, organizational citizenship behavior (OCB), and life satisfaction; although both WE and JB cause work to family conflict, WE improves employees’ life satisfaction, while JB is deleterious to life satisfaction. Secondly, WE influences employees’ work and life directly or through the mediation effect of affective commitment. Specifically, WE reduces employees’ turnover intention and increase their OCBs by the the mediation effect of effective commitment. Furthermore, WE is positively related to task performance, creative performance, and life satisfaction directly. Thirdly, challenge job demands influence WE by the mediation effect of intrinsic motivation, and the impact of challenge job demands on WE is moderated by perceived supervisor support and growth needs. Specifically speaking, challenge job demands enhance employees’ intrinsic motivation, therefore boost WE. Employees with higher growth needs are more likely to be motivated by challenge job demands. In other words, the moderation effect of growth need is mediated by intrinsic motivation. In addition, those who perceive more supervisor support have higher level of WE when challenge job demands are high.

基于分布式认知理论的扩展资源模型

分布式认知理论通过协调人机对话，结合人和计算机各自的优势解决问题，在人机交互研究中扮演了指导者的角色．尽管分布式认知理论支持的资源模型在分析人机交互时取得了成功，但模型存在不能提供复杂用户任务支持、缺乏对模型中元素的准确定义等问题，在一定程度上导致了表现形式上的混乱．使用分布式认知理论构造了扩展资源模型，建立人机交互活动中的动作和表征之间的联系，从而指导界面的设计和实现．扩展资源模型从静态结构和交互策略两个方面对界面交互动作提供支持，在交互中减少人的认知负担．该研究对设计符合人的认知特点的界面具有一定的指导作用．

A non-linear perturbation model considering catchment wetness and its application in river flow forecasting

A non-linear perturbation model for river flow forecasting is developed, based on consideration of catchment wetness using an antecedent precipitation index (API). Catchment seasonality, of the form accounted for in the linear perturbation model (the LPM), and non-linear behaviour both in the runoff generation mechanism and in the flow routing processes are represented by a constrained nan-linear model, the NLPM-API. A total of ten catchments, across a range of climatic conditions and catchment area magnitudes, located in China and in other countries, were selected for testing daily rainfall-runoff forecasting with this model. It was found that the NLPM-API model was significantly more efficient than the original linear perturbation model (the LPM). However, restric tion of explicit nan-linearity to the runoff generation process, in the simpler LPM-API form of the model, did not produce a significantly lower value of the efficiency in flood forecasting, in terms of the model efficiency index R-2. (C) 1997 Elsevier Science B.V.

Study on Water Resources Regulation and Reservoir Operating Prediction for Suppression of Salt Water Intrusion in the Pearl River Estuary

Salt water intrusion occurred frequently during dry season in Modaomen waterway of the Pearl River Estuary. With the development of region's economy and urbanization, the salt tides affect the region's water supply more and more seriously in recent years. Regulation and allocation of freshwater resources of the upper rivers of the estuary to suppress the salt tides is becoming important measures for ensuring the water supply security of the region in dry season. The observation data analysis showed that the flow value at the Wuzhou hydrometric station on the upper Xijiang river had a good correlation with the salinity in Modaomen estuary. Thus the flow rate of Wuzhou has been used as a control variable for suppression of salt tides in Modaomen estuary. However, the runoff at Wuzhou mainly comes from the discharge of Longtan reservoir on the upper reaches of Xijiang river and the runoff in the interval open valley between Longtan and Wuzhou sections. As the long distance and many tributaries as well as the large non-controlled watershed between this two sections, the reservoir water scheduling has a need for reasonable considering of interaction between the reservoir regulating discharge and the runoff process of the interval open watershed while the deployment of suppression flow at Wuzhou requires longer lasting time and high precision for the salt tide cycles. For this purpose, this study established a runoff model for Longtan - Wuzhou interval drainage area and by model calculations and observation data analysis, helped to understand the response patterns of the flow rate at Wuzhou to the water discharge of Longtan under the interval water basin runoff participating conditions. On this basis, further discussions were taken on prediction methods of Longtan reservoir discharge scheduling scheme for saline intrusion suppression and provided scientific and typical implementation programs for effective suppression flow process at the Wuzhou section.

Mud mass transport due to waves based on an empirical rheology model featured by hysteresis loop

A vertical 2-D water-mud numerical model is developed for estimating the rate of mud mass transport under wave action. A nonlinear semi-empirical rheology model featured by remarkable hysteresis loops in the relationships of the shear stress versus both the shear strain and the rate of shear strain of mud is applied to this water mud model. A logarithmic grid in the vertical direction is employed for numerical treatment, which increases the resolution of the flow in the neighborhood of both sides of the interface. Model verifications are given through comparisons between the calculated and the measured mud mass transport velocities as well as wave height changes. (C) 2006 Elsevier Ltd. All rights reserved.

成年女儿照料老年父母的心理体验及关系质量作用的研究

Previous researches about family caregiving revealed that caregiving has both negative and positive effects on caregivers’ well-being. Based on Lawton’s two-factor model, this study aims at examining how caring for old parents would affect adult daughters’ psychological well-being. According to Lawton, objective stressors as caregiving would arouse two different kinds of caregivers’ subjective appraisal, i.e., negative appraisal and positive appraisal, which in turn correlate with the negative and positive dimensions of caregivers’ psychological well-being, respectively. There were two main purposes of this study: a) to verify both the negative and positive paths in the two-factor model and their relatively independence; and b) to examine the effects of relationship quality between caregiver and care-recipient on those paths. The results are as follows: 1) Caregiving stressors have significant positive predictive effect on caregivers’ negative appraisal, but have no direct effect on caregivers’ positive appraisal. 2) Caregivers’ negative appraisal has significant positive predictive effect on their negative emotional experience, while caregivers’ positive appraisal has significant positive predictive effect on their positive emotional experience. 3) Certain dimensions of relationship quality, including the Appreciation and General Appraisal, have significant negative predictive effect on caregivers’ negative appraisal, and have significant positive predictive effect on caregivers’ positive appraisal. 4) The Appreciation dimension of relationship quality moderates the path from caregiving demands to caregivers’ burden; and the General Appraisal of relationship quality moderates the path from caregivers’ positive appraisal to life satisfaction. Based on the above results, the researcher concluded that a) both the negative path and positive path exist in caregiving process, and they are relatively independent from each other; and b) relationship quality does moderate certain paths in the model. Meanwhile, the main effect of relationship quality on caregivers’ experience is also significant and more remarkable. This study attempts to explain these results in terms of coping resources. Both relationship quality and many other factors might be explained as resources that caregivers utilize to cope with stress of caregiving. With more resources, caregivers tend to appraise more positively, and less negatively, and vice versa. However, the resources which might affect caregivers’ positive appraisal, as well as the ways they work, may be different from that affect caregivers’ negative appraisal.