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"Do positive affectivity and boundary preferences matter for work-family enrichment? A study of human service workers": Correction to McNall, Scott, and Nicklin (2015).
Journal of Occupational Health Psychology ( IF 7.707 ) Pub Date : 2016-05-06 , DOI: 10.1037/ocp0000034


Reports an error in "Do positive affectivity and boundary preferences matter for work-family enrichment? A study of human service workers" by Laurel A. McNall, Lindsay D. Scott and Jessica M. Nicklin (Journal of Occupational Health Psychology, 2015[Jan], Vol 20[1], 93-104). In the article there was an error in Figure 1. The lower left bubble should read "Boundary Preference Toward Segmentation" instead of "Boundary Preference Toward Integration." (The following abstract of the original article appeared in record 2014-44477-001.) More individuals than ever are managing work and family roles, but relatively little research has been done exploring whether boundary preferences help individuals benefit from multiple role memberships. Drawing on Greenhaus and Powell's (2006) work-family enrichment theory, along with Boundary Theory (Ashforth, Kreiner, & Fugate, 2000) and Conservation of Resources Theory (Hobfoll, 2002), we explore the impact of personal characteristics as enablers of work-family enrichment, and in turn, work outcomes relevant to human service workers: turnover intentions and emotional exhaustion. In a 2-wave study of 161 human service employees, we found that individuals high in positive affectivity were more likely to experience both work-to-family and family to-work enrichment, whereas those with preferences toward integration were more likely to experience work-to-family enrichment (but not family to-work enrichment). In turn, work-to-family enrichment (but not family to-work enrichment) was related to lower turnover intentions and emotional exhaustion. Enrichment served as a mediating mechanism for only some of the hypothesized relationships. Implications for theory and practice are discussed. (PsycINFO Database Record

中文翻译:

“积极的情感和边界偏好对工作家庭的富裕有影响吗?对服务人员的研究”:对McNall,Scott和Nicklin的修正(2015年)。

Laurel A. McNall,Lindsay D. Scott和Jessica M. Nicklin在“职业家庭富裕中的积极情感和边界偏好是否重要吗?”一文中报道了错误(《职业健康心理学杂志》,2015年1月) ],第20卷[1],第93-104页)。在本文中,图1中有一个错误。左下角的气泡应该显示为“将边界偏好移向分段”,而不是“将边界偏好移向积分”。(原始文章的以下摘要出现在记录2014-44477-001中。)管理工作和家庭角色的个人数量比以往任何时候都要多,但是针对边界偏好是否有助于个人从多个角色成员资格中受益的研究相对较少。借鉴格林豪斯和鲍威尔(2006)的工作家庭富集理论,连同边界理论(Ashforth,Kreiner和Fugate,2000年)和资源保护理论(Hobfoll,2002年),我们探讨了个人特征作为工作家庭充实促成因素的影响,进而研究了与人类服务相关的工作成果工人:离职意图和情绪疲惫。在一项对161名服务人员的2波研究中,我们发现,具有积极情感的人更有可能同时经历工作对家庭和家庭对工作的充实,而那些倾向于融合的人则更有可能经历工作到家庭的充实(但不是家庭上班的充实)。反过来,从工作到家庭的充实(而不是从家庭到工作的充实)与离职意愿降低和情绪疲惫有关。富裕仅充当某些假设关系的中介机制。讨论了对理论和实践的影响。(PsycINFO数据库记录
更新日期:2019-11-01
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