The curvilinear relationship between work pressure and momentary task performance: the role of state and trait core self-evaluations

Monitoring and Model Analysis of Vocal Performance Teaching Environment Using Cluster Analysis from the Perspective of Core Literacy

To cultivate students' artistic quality, enhance their vocal music quality, and prepare them to make great contributions to the innovation and development of my country's vocal music art is the main goal of opening vocal music performance major in colleges and universities. With the advancement of technology and the demands of talent development, the vocal music teaching methodology for the vocal music performance major in colleges and universities must be continuously enhanced. Otherwise, there will be an issue of disconnect between teaching style and talent development, which will harm both the development of high-quality vocal music talents and the innovation and growth of vocal music performance majors in colleges and universities. The vocal music performance major at colleges and universities should actively support the reform and innovation of the vocal music teaching mode in order to extend students' knowledge, develop their all-around ability, and provide a strong foundation for vocal music performance, to develop students' all-encompassing musical abilities. This research suggests a design strategy for the monitoring and model optimization of the teaching environment for vocal performance majors from the standpoint of core literacy. To increase the efficiency and objectivity of course instruction, cluster analysis aids students in categorising and searching for vocal music performance main repertoire as well as using collaborative filtering recommendations to locate their own vocal music performance. The simulation test analysis is completed lastly. The method has a certain accuracy, which is 7.59% higher than the conventional algorithm, according to the simulation findings. In addition to significantly increasing student interest in studying vocal music performance courses, we further reform and innovation of the teaching method for these courses at colleges and universities can also strengthen students' understanding of various repertoire styles and significantly enhance their musical literacy.

Emotional Intelligence and Knowledge Hiding Behaviors: The Mediating Role of Job Stress

Emotion is fundamental to human experiences influencing our daily activities including cognition, communication, learning, and decision-making, but the effect of emotion on knowledge management in firms receives a little attention, especially in the field of knowledge hiding behaviors. Drawing on the cognitive appraisal theory of stress and coping as a unique theoretical lens to explicate how knowledge hiding behaviors happen, this study investigates the mediating effect of job stress in the relationship between emotional intelligence (EI) and knowledge hiding behaviors. We conducted a field study with 193 full-time employees in smart healthcare firms to test our hypotheses. Results supported the mediating effects of job stress in accounting for the relationship between EI and knowledge hiding behaviors. Our study is among the first to examine how emotional intelligence predicts knowledge hiding behaviors. This study contributes to the literature on knowledge management and emotional intelligence.

Training method and system for stress management and mental health care of managers based on deep learning

In recent years, with the rapid development of the economy, in order to stabilize in the market and expand their own business, various companies in the form of various indicators, tangible or intangible to improve the management of the work of workers, speed up the pace of work, take up more work time. This article studies its relationship with stress management from the perspective of psychological capital, in order to achieve prior control of work stress from the perspective of individual positive psychological capital, and provide a new perspective for work stress management in the field of human resource management, and at the same time Enterprises and colleges and universities improve the psychological capital of employees and provide new management models. The unreasonable distribution of work even affects the daily life of management workers and aggravates the working pressure of company management workers. The training process of deep learning is actually the process of repeated forward and reverse calculations of the deep neural network based on the provided data. This process can actually be abstracted, and the deep learning framework is designed to accomplish this task. The existence of a deep learning framework allows users not to fully understand the principles and training process of deep neural networks, but can effectively train the models they want. A long time of high mental state tension leads to a variety of physical and psychological discomfort. If the pressure cannot be alleviated and released, this article extends the health collection equipment of the deep learning to households, continuously records the health status of residents through the mobile Internet, and uses the information resources of the regional residents' health file platform to provide residents with health status evaluation, management and guidance, health care consultation, education and education. A series of personal health management services such as health risk factor assessment. The positive emotion index of managers increased from 18 to 27, and the negative emotion index decreased from 29 to 13. The positive emotion was significantly more than the negative emotion, and the emotional situation was improved.

Personalities in sync: The covariation of psychological resources in leader–follower dyads

Based on a two-week daily diary study of 31 leader–follower dyads, this article demonstrates that within-person variation in the leader’s level of state core self-evaluations is associated with within-person variation in the follower’s level of state core self-evaluations. Moreover, we provide tentative evidence that this crossover effect might be mediated by transformational leadership behavior. Our study contributes to personality and leadership research by exploring within-leader, within-follower, and within-dyad personality processes. By showing that the personality states of leader and follower fluctuate in sync, we shed light on a new way in which leaders and followers connect.

Gratitude at Work Prospectively Predicts Lower Workplace Materialism: A Three-Wave Longitudinal Study in Chile

Materialism at work refers to a higher importance attached to extrinsic (e.g., money, fame, image) versus intrinsic (self-development, affiliation, community participation) employees' 'aspirations'. Research from self-determination theory has consistently found that materialism at work is strongly detrimental for both employees and organizations. For example, materialism is negatively associated with lower job satisfaction and engagement and positively associated with higher turnover intentions and job insecurity. Unfortunately, there are no viable strategies for reducing materialism in the workplace yet. In this sense, based on emergent research in psychology, we theorized that dispositional gratitude-a key construct within the Positive Organizational Psychology field-could be a protecting factor against materialism. Further, we conducted a three-wave longitudinal design among a large sample of Chilean workers (n = 1841) to test, for the first time, the longitudinal link between gratitude and materialism. We used two novel methodologies: A cross-lagged panel model (CLPM) to test between-person changes and a trait-state-occasion model (TSO) to test within-person changes. We found that both the CLPM as well as the TSO models showed that gratitude at work prospectively predicted further lower workplace materialism. Specifically, the CLPM shows that individuals with higher than average gratitude at Ti, are more likely to show lower than average materialism at Ti+1. The TSO shows that individuals with a higher than their usual level of gratitude at Ti are more likely to show a lower than their usual level of materialism at Ti+1. Important implications for materialism research as well as for the Positive Organizational Psychology field are discussed.

Stop Thinking: An Experience Sampling Study on Suppressing Distractive Thoughts at Work

In modern work environments, it can be difficult for workers to avoid becoming distracted from their current task. This study investigates person-situation interactions to predict thought control activities (kind of self-control), which aim to stop distracting thoughts that enter the mind. Specifically, it was examined (1) how challenging work demands (time pressure, task complexity) activate workers' thought control to stop distractive thoughts (n level 2 = 143) and relate to the effort to do so (n level 2 = 91) in daily working life and (2) how these relationships differ according workers' general cognitive ability to suppress unwanted thoughts. To understand these person-situation interactions, an experience sampling study was combined with a laboratory task assessing the ability to suppress unwanted thoughts (think/no-think task). Multilevel modeling revealed that workers' engage more often and more intensively in thought control activities at a moderate level of time pressure but only when they had a higher general ability to suppress unwanted thoughts. For workers with a lower ability to suppress unwanted thoughts, increasing time pressure was negatively related to thought control activities, even at very low levels of time pressure. Thus, whether time pressure activates or hinders thought control depends on individuals' ability to suppress distractive thoughts.

The effects of job satisfaction and psychological resilience on job performance among residents of the standardized residency training: a nationwide study in China

High resident job performance is essential for effective medical professionalism. To date, few studies have investigated the potential predictors of job performance among residents in standardized residency training (SRT) program in China. Therefore, a nationwide survey among Chinese residents in SRT program was conducted to evaluate the impact of job satisfaction and psychological resilience on job performance. A total of 1146 residents from 9 hospitals were recruited in this study. Demographic and work-related information, job satisfaction, psychological resilience and job performance were collected through questionnaires. Hierarchical regression analyses indicated that, "work pressure", "doctor-patient conflict", "intrinsic job satisfaction" and "psychological resilience" were significant predictors of job performance for residents in SRT programs and explained 61.3% of variance, while the three dimensions of psychological resilience (tenacity, strength and optimism) accounted for 27.2% of variance. The area under curve (AUC) of the receiver operating characteristic (ROC) curve showed that resilience had the highest predictive accuracy than another three subscales. This study indicated that intrinsic job satisfaction and psychological resilience had a significant influence on job performance. Strategies and measures to improve residents' intrinsic job satisfaction and psychological resilience may be efficacious ways to enhance their job performance.

Core Self-Evaluations Over Time

Abstract. Core self-evaluations (CSEs) represent a prominent construct with links to a number of important organizational behaviors and outcomes. Previous research on this variable appears to have assumed that CSE is a stable trait. However, very little research has examined this assumption, particularly over longer time periods. This study investigated this issue, focusing on within-person variability in CSE. Drawing from several theoretical perspectives related to self-concept, we examined the extent to which levels of this construct varied over several years as well as potential predictors of this variability. Hierarchical linear modeling analyses indicated there was substantial within-person variance in CSE over time and this variability was related to income and education. These findings shed additional light on the fundamental nature of CSE, contributing to a new perspective on this construct with potential implications for employees, organizations, and researchers.

Relating Neuroticism to Emotional Exhaustion: A Dynamic Approach to Personality

We build on a novel model of personality [PersDyn] that captures three sources of individual differences (here applied to neuroticism): (1) one’s baseline level of behavior, affect, and cognitions (baseline); (2) the extent to which people experience different neuroticism levels (variability); and (3) the swiftness with which they return to their neuroticism baseline once they deviated from it (attractor strength). To illustrate the model, we apply the PersDyn model to the study of the relationship between neuroticism and emotional exhaustion. In the first study, we conducted a 5-day experience sampling study on 89 employees who reported on their level of state neuroticism six times per day. We found that higher levels of baseline neuroticism and variability were related to increased emotional exhaustion. Furthermore, we found an interaction effect between baseline and attractor strength: people with a high baseline and high attractor strength tend to experience a high degree of emotional exhaustion, whereas people with low levels of baseline neuroticism are less likely to suffer from exhaustion if their attractor strength is high. In the second study, we conducted a laboratory experiment on 163 participants, in which we manipulated state neuroticism via short movie clips. Although the PersDyn parameters were not related to post-experiment emotional exhaustion, the interaction effect between baseline and attractor strength was replicated. It is concluded that a dynamic approach to neuroticism is important in understanding emotional exhaustion.

If it isn't finished at five, then I'll continue until it is. A qualitative study of work pressure among employees in vocational education

BACKGROUND

Prolonged work pressure can contribute to burnout. The Job-Demands Resources model (the health impairment process and the roles of job and personal resources in it) provides a framework for studying work pressure.

OBJECTIVE

The study aims were to understand the experiences of employees in the career services and a teaching department of a school for vocational education regarding the following: A) work pressure; B) its negative consequences; and C) how job resources and D) personal resources play a role in the employees' experience of work pressure or in helping to cope with it.

METHODS

A qualitative study based on 11 in-depth interviews with teachers (5) and supporting personnel (6) was performed at a Dutch organization for vocational education. The interviews were analyzed interpretatively.

RESULTS

A) The teachers and supporting personnel generally experienced work pressure, which had both qualitative and quantitative aspects. B) The consequences included working overtime and lower job performance. Factors such as autonomy and social support from colleagues were C) job resources, and moving from idealism towards realism was D) a personal resource.

CONCLUSIONS

Both the teachers and supporting personnel who were interviewed experienced work pressure and its related consequences, as well as job and personal resources. Work pressure may threaten the sustainable employability of these employees.

Does Work-Family Conflict Mediate the Associations of Job Characteristics With Employees' Mental Health Among Men and Women?

Job characteristics are important to work-family conflict (WFC). Additionally, is well established that WFC has a negative impact on mental health. As such, this research aims to examine the role of WFC as a mechanism that explains the relationship between job characteristics (i.e., those establishing by the Job Demands-Control-Support Model) and workers' mental health. Moreover, based on gender inequalities in work and non-work roles, this study analyzed gender as moderator of this mediation. Specifically, the relationship between job characteristics and WFC and the relationship between WFC and mental health could be stronger for women than for men. With a sample of 254 workers from a Portuguese services company, (61% males), and based on a multiple-group analysis, the results indicated that the WFC mediates the relationship between job characteristics (i.e., job demands and job control) and mental health. It was reinforced that job demands and lack of control could contribute to employees' stress and, once individual' energy was drained, the WFC could emerge. Ultimately, may be due to the presence of this conflict that individuals mental health' is negatively affected. Contrary to our expectations, this relationship is not conditioned by gender (Z-scores were non-significant). The study results have implications for human resource management, enhancing the knowledge on the relationship between the WFC and workers' mental health.

The Too Little/Too Much Scale

This article describes the too little/too much (TLTM) scale as an innovation in rating scale methodology that may facilitate research on the too-much-of-a-good-thing effect. Two studies demonstrate how this scale can improve the ability to detect curvilinear relationships in leadership research. In Study 1, leaders were rated twice on a set of leader behaviors: once using a traditional 5-point Likert scale and once using the TLTM scale, which ranged between –4 ( much too little), 0 ( the right amount), and +4 ( much too much). Only linear effects were observed for the Likert ratings, while the TLTM ratings demonstrated curvilinear, inverted U-shaped relationships with performance. Segmented regressions indicated that Likert ratings provided variance associated with the too little range of the TLTM scale but not in the too much range. Further, the TLTM ratings added incremental validity over Likert ratings, which was entirely due to variance from the too much range. Study 2 replicated these findings using a more fine-grained, 9 -point Likert scale, ruling out differences in scale coarseness as an explanation for why the TLTM scale was better at detecting curvilinear effects.

Psychological Detachment Mediating the Daily Relationship between Workload and Marital Satisfaction

Scholars already demonstrated that psychologically detaching from work after workhours can diminish or avoid the negative effects of job demands on employees' well-being. In this study, we examined a curvilinear relationship between workload and psychological detachment. Moreover, we investigated the moderating influence of an employee's work-home segmentation preference on the relation between detachment and marital satisfaction. In addition, we applied and extended the stressor-detachment model by examining detachment as a mediator of the relation between workload and marital satisfaction. A total of 136 employees participated in our daily diary survey study during 10 consecutive working days. The results of the Bayesian 2-level path analyses revealed a negative linear and curvilinear relationship between workload and psychological detachment on a daily basis. Daily detachment positively related to marital satisfaction, with one's preference to segment work from home reinforcing this relationship. Moreover, psychological detachment fully mediated the daily relationship between workload and marital satisfaction. Implications for practice and suggestions for future research are discussed.