公安民警MMPI测查结果

以MMPI测查222名男民警、23名女民警的结果显示:1.男女公安民警的群体心理特点:防御戒备心理突出,比普通人更敏感;更夸张做作;抑郁心态、精神变态、性度倒错、妄想偏执、精神衰弱、精神分裂症倾向和社会内向的水平较低,尤以大学学历男警最为显著。2.公安民警的心理健康状况不容乐观:仅32.9%男警和13.0%女警可确信无心理障碍;有49.5%男警和60.9%女警可能存在不同程度的心理障碍,男警中还可能有重性精神病患者存疑待查。3.公安民警心理偏常绝大多数属于心理亚健康,心理亚健康与疑似病态的比例,男警7.3:2.7,女警9.3:0.7;其主要类型,男民警亚健康和疑似病态均为神经症性障碍(主要是躯体形式障碍和抑郁性神经症);女民警亚健康为神经症性障碍(主要是躯体形式障碍、抑郁性神经症)和情感性障碍(多为躁狂倾向)。因此,切实加强公安民警的心理保健工作,刻不容缓。     

高职院校德育应关注心理健康教育

心理健康教育是高职院校德育工作的重要内容 ,已成为专家、学者的共识。本文通过对高职学生心理素质的现状和常见心理问题的分析 ,提出高职院校德育在关注心理健康教育中的对策。     

对心理学方法论的扩展性探索

方法论是任何一门科学研究的基础.它既是理论的基础,也是方法和技术的基础,因此,心理学的方法论也是心理学研究的基础.方法论的探索是关系到心理学学科发展的核心问题.原有的心理学方法论的研究仅仅涉及关于心理学研究方法的探索,其实,心理学研究的方法论应该得到扩展.方法论的探索包括关于对象的立场,关于方法的认识,关于技术的思考.     

长吉图开发与吉林省县域经济发展

在国家开发长吉图的背景下,吉林省县域经济的发展迎来了新的发展契机,如何更好地利用长吉图的辐射带动作用来发展全省的县域经济成为了现阶段的主要问题。因此,在发展县域经济时,体现出新时期吉林省县域经济科学发展的新思路:将农业产业化、工业化、城镇化"三化"并进作为县域经济发展的主题和方向,通过县域经济的外向化、县域产业选择市场化和县域城乡一体化的"三化"措施,作为县域经济发展的主要途径。     

心理资本视角下企业员工心理健康教育的思考

竞争压力考验员工的心理承受力,拥有心理健康的员工无疑是企业重要的竞争力.心理资本的出现为员工心理健康教育和管理提供了崭新的视角.心理健康的教育目标是培养和提升员工心理资本,对象是全体员工,教育方式是教育咨询一体化,要以机制和积极的企业文化来保障心理健康教育的实施.     

职业倦怠心理因素分析及解决对策

社会转型,经济结构调整,职业竞争激烈,当超出自我调节以外的压力长期存在时,导致一些职场人成就感下降、自我评价低而患上职业倦怠.最易患职业倦怠的人或多或少存在一定的心理问题,这些问题影响着个体对现实的评价,影响着对自我和他人的看法.解决心理问题、缓解职业倦怠的症状,要从积极的角度看自己及职业,使用认知调整,接纳不完美自己...     

The role of authentic leadership on healthcare Street-Level Bureaucrats’ well-being during the pandemic

This study uses Conservation of Resources Theory, to explain Street-Level Bureaucrats’ (SLBs) workplace behavioural responses to threats to their well-being. We examine whether authentic leadership within street-level organisations positively impacts employee well-being by increasing SLBs’ perception of personal resources, and reducing their perceptions of work harassment. The research design comprises a survey that solicited quantitative and qualitative data from 163 healthcare SLBs working in Australian hospitals during the pandemic in April 2020. Analysis of the means indicates low levels of satisfaction with leadership and low levels of well-being for SLBs. The structural equation modelling findings show that poor leadership is associated with higher levels of work harassment and lower levels of employee well-being. Qualitative data support these findings. As healthcare workers were already listed as over-represented in the stress-related workers compensation statistics, one strategy may be to improve the level of organisational support by upskilling managers in authentic leadership behaviours with the aim of increasing their perception of support so as to increase employee well-being. This will benefit employees and their families, and the community they service.

Points for practitioners

• Street-Level Bureaucrats (SLBs) have been increasingly experiencing the public sector gap (demand outstripping supply of resources) because of the dominance of the austerity-driven managerialist paradigm.
• The recent COVID-19 crisis amplified the severity and impact of the public sector gap causing increased perceptions of work harassment and reductions in SLBs’ well-being.
• However, SLBs with high levels of Psychological Capital had a natural buffer in place to protect their well-being, and as such, they perceived less work harassment and erosion of their well-being.
• The way forward is to complement the austerity-driven managerialist paradigm in management decision-making with authentic leadership behaviours focused on maximising the well-being of SLBs and the public.

     

我国企业走出去需加强劳资关系管理

当前我国企业响应国家号召,积极实施"走出去"战略.然而在我国企业不差钱情况下,越来越多的企业劳资矛盾和纠纷在不同国家和地区显现出来,成为影响我国企业国外投资和经营成败的关键问题之一.针对存在的诸多问题,我国对外经营企业必须增强法律法规和风险意识,重视企业劳资关系管理,与当地工会和睦相处,积极担负企业社会责任,树立企业良好形象,努力构建和谐的企业劳资关系,为我国企业"走出去"战略顺利实施创造良好的条件.