期刊：
Social Indicators Research,2024年:1-15 ISSN：0303-8300
通讯作者：
Tang, HY
作者机构：
[Tang, Hanying; Gan, Zhiyi; Tang, HY] Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.;[Tang, Hanying; Gan, Zhiyi; Tang, HY] Cent China Normal Univ, Sch Psychol, Key Lab Human Dev & Mental Hlth Hubei Prov, Wuhan 430079, Peoples R China.;[Gan, Jinhua] Yangtze Univ, Coll Educ & Sports Sci, Dept Psychol, Jingzhou, Peoples R China.;[Zhou, Zhiqing E.] Johns Hopkins Bloomberg Sch Publ Hlth, Dept Mental Hlth, Baltimore, MD USA.
通讯机构：
[Tang, HY ] M;Minist Educ, Key Lab Adolescent Cyberpsychol & Behav CCNU, Wuhan 430079, Peoples R China.;Cent China Normal Univ, Sch Psychol, Key Lab Human Dev & Mental Hlth Hubei Prov, Wuhan 430079, Peoples R China.
关键词：
Flexible working hours;Commuting control;OCB;Commuting experiences
摘要：
Flexible working hours has many benefits in improving employee's in-role performance, and thus become more popular in modern cities. However, we knew little about the relationship between flexible working hours and organizational citizenship behavior (OCB). To clarify the question, we constructed a moderated-mediation model to examine the mechanism of commuting control. A total of 284 full-time employees took part in this study. We found that: (1) Employees with flexible working hours had higher levels of commuting control; (2) Then, higher levels of commuting control predicted higher levels of OCB; (3) Commuting control fully meditated the association between flexible working hours and employees' OCB; (4) Commuting control and road unimpeded interaction to influence OCB. That is, the relationship between commuting control and OCB was stronger when roads were clear. These results not only provide a new explanation of the impact of flexible working hours on commuting control and OCB, but also help to broaden commuting research. These findings additionally have implications for the government and organizations.
期刊：
INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT,2023年34(15):2901-2923 ISSN：0958-5192
通讯作者：
Hanying Tang<&wdkj&>Hongyu Ma
作者机构：
[Gan, Zhiyi; Ma, Hongyu; Gan, Jinhua] Cent China Normal Univ, Sch Psychol, Wuhan, Peoples R China.;[Tang, Hanying; Gan, Zhiyi; Ma, Hongyu; Gan, Jinhua] Key Lab Adolescent Cyberpsychol & Behav CCNU, Key Lab Human Dev & Mental Hlth Hubei Prov, Minist Educ, Wuhan, Peoples R China.;[Zhou, Zhiqing E.] CUNY, Baruch Coll, Dept Psychol, New York, NY 10021 USA.
通讯机构：
[Hanying Tang; Hongyu Ma] S;School of Psychology, Central China Normal University, Wuhan, China<&wdkj&>Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Key Laboratory of Human Development and Mental Health of Hubei Province, Wuhan, China<&wdkj&>School of Psychology, Central China Normal University, Wuhan, China<&wdkj&>Key Laboratory of Adolescent Cyberpsychology and Behavior (CCNU), Ministry of Education, Key Laboratory of Human Development and Mental Health of Hubei Province, Wuhan, China
关键词：
COVID-19 crisis;telecommuting;supervisor control behavior;supervisor support behavior;self-regulation at work
期刊：
Current Psychology,2023年42(3):1773-1788 ISSN：1046-1310
通讯作者：
Hongyu Ma
作者机构：
[Tang, Hanying; Zhang, Jing; Zhang, Nan; Ma, Hongyu] Cent China Normal Univ, Sch Psychol, 152 Luoyu Ave, Wuhan 430079, Hubei, Peoples R China.;[Shi, Yanwei] Shanghai Normal Univ, Dept Human Resource Management, Shanghai 200234, Peoples R China.;[Zhang, Linlin] Harbin Engn Univ, Dept Humanities & Social Sci, Harbin 150001, Heilongjiang, Peoples R China.
通讯机构：
[Hongyu Ma] S;School of Psychology, Central China Normal University, Wuhan, China
关键词：
Work-related use of ICTs after work hours;Recovery from work;Emotional exhaustion;Spillover-crossover model;Effort-recovery model;Actor-partner interdependence model (APIM)
作者：
Li, Weihe;Tang, Hanying;Ma, Hongyu;Zhang, Jing;Zhang, Nan
期刊：
JOURNAL OF MANAGERIAL PSYCHOLOGY,2021年36(8):606-619 ISSN：0268-3946
作者机构：
[Zhang, Jing; Li, Weihe; Zhang, Nan; Ma, Hongyu] Cent China Normal Univ, Wuhan, Peoples R China.;[Tang, Hanying] Cent China Normal Univ, Sch Psychol, Wuhan, Peoples R China.
关键词：
Work family issues;Family-friendly benefits;Motivation
摘要：
<jats:sec><jats:title content-type="abstract-subheading">Purpose</jats:title><jats:p>This study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Design/methodology/approach</jats:title><jats:p>Participants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Findings</jats:title><jats:p>Results showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Practical implications</jats:title><jats:p>For organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.</jats:p></jats:sec><jats:sec><jats:title content-type="abstract-subheading">Originality/value</jats:title><jats:p>This study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.</jats:p></jats:sec>
摘要：
Abstract: The present paper reviews the research status of core self-evaluations, and the revision status of core self-evaluations scale (CSES) inChina, and investigates 2564 samples, consisting of college students and middle school students, by questionnaire in order to validate again the structure stability for use of CSES under the background ofChina. The finding indicates that 11 items of CSES load in “Positive Factor” and “Negative Factor”, respectively, except the second item.#@#@#摘要: 总结了目前在中国背景下有关核心自我评价的研究情况和对Judge开发的核心自我评价量表(CSES)的修订情况，并通过问卷法调查了中学生及大学生两类群体，共计2564个样本，以再次验证CSES在中国使用的结构稳定性。结果表明：除删除第2题外，CSES量表中其他的11个题目分别负荷在“正向因子”和“负向因子”上。
