The Psychometric Properties and Effectiveness of the Approach-Avoidance Job Crafting Scale among Chinese Kindergarten Teachers.

Job crafting is an important concept associated with many positive outcomes, particularly for kindergarten teachers. Specifically, job crafting can play a key role in improving kindergarten teachers' work experiences and reducing professional dysfunction, considering their stressful work environment. However, the existing scale that integrates the most accepted theories of job crafting-approach-avoidance theory-has not been examined for efficacy in a multicultural context. Thus, in this study, 1273 Chinese kindergarten teachers were selected as subjects to explore the psychological properties of the German version of the Approach-Avoidance Job Crafting Scale (AAJCS) within the Chinese culture context. The sample was randomly divided into two subsamples. In Sample 1 (N = 618), item analysis and confirmatory factor analysis (CFA) were conducted. In Sample 2 (N = 655), CFA, reliability, and criterion-related validity tests were conducted. The results showed that job crafting has two independent components, each containing four factors, and the third-order model had the best fit. The reliability and validity of the scale were good, suggesting that AAJCS is an appropriate tool for measuring job crafting in a kindergarten population. Future research is needed to test the validity and reliability of the AAJCS on other populations.

A Challenging Transition: Factors Influencing the Effort-Reward Imbalance and Coping Strategies of Beginning Teachers in China.

Purpose: The initial phase can be difficult for teachers: beginning teachers are more likely to experience effort-reward imbalance (ERI) and its harmful effects. To reduce this risk, this study analyzed the factors that impact ERI among beginning teachers in China and investigated the coping strategies they use. Methods: The study used qualitative research methods to conduct semi-structured interviews with 20 beginning teachers. Each participant was interviewed for at least 40 minutes via an online platform. Results: The qualitative results showed that ERI among beginning teachers is influenced by the interaction of internal and external factors. The typical factors identified were organizational justice, leadership style, work motivation, and personality type. Beginning teachers in the Chinese context demonstrated a proactive attitude towards challenging situations and chose moderate approaches to cope with ERI. The effectiveness of these strategies varied due to individual differences and contextual factors. Conclusion: Overall, the findings emphasized the importance of addressing the challenges of beginning teachers to promote their well-being and improve the quality of education. Reducing the ERI of beginning teachers relies on a tripartite effort between society, schools and teachers themselves.

Research on the Impact of Entrepreneurship Education on Employee Creativity from the Perspective of Career Environment Based on an Intermediary Model.

Based on the human capital theory and creativity component theory, this study empirically examines the direct effect of entrepreneurship education on employees' environment protection creativity in the workplace and the dual mediating effect of boundary-free mental model and organizational mobility preference based on 266 valid sample data. The results show that entrepreneurship and environmental protection education received in colleges and universities can significantly promote the improvement of employees' environment protection creativity. Borderless mental model and organizational mobility preference play an intermediary role between them. The impact of entrepreneurship education on creativity is expanded from college students to employees through the bridge of borderless career attitude, which effectively verifies the lag effect of entrepreneurship education in colleges and universities and the dual intermediary effect of borderless mental model and organizational mobility preference. It further expands the research on the impact of entrepreneurship education in colleges and universities and has certain theoretical value.

Research on the Effect of Narcissistic Leadership on Employee Job Embeddedness.

Narcissistic leadership is the synthesis of narcissistic personality traits and leadership behaviors that are motivated mainly by self-interest needs and arrogant beliefs. Such leadership style has multiple effects on organizations and employees. The amplifying influence of narcissistic leadership on their subordinates has become a hot topic in the field of organizational behavior. Based on the social exchange theory and the resource conservation theory, the current study constructs a chain mediation model of narcissistic leadership affecting employees' job embeddedness with 405 corporate employees as survey respondents. The results of data analysis show that narcissistic leadership is significantly and negatively related to employees' job embeddedness; Leader-member exchange (LMX) and perceived insider status not only play a mediating role between narcissistic leadership and job embeddedness but also play a chain mediating roles in the relationship between narcissistic leadership and job embeddedness. Our findings deepen the theoretical exploration of narcissistic leadership and help all types of organizations to improve their leadership practices.

Surprisingness and Occupational Engagement Influence Affective Forecasting in Career-Relevant Contexts.

People tend to misestimate their future emotions. This phenomenon is thought to be associated with information accessibility. However, few studies have demonstrated the impact of context-specific information accessibility on affective forecasting. This research investigated the effects of information accessibility on affective forecasting in career context (i.e., occupational engagement was seen as information accessibility), during which surprise or not surprise context was played simultaneously. We found that affective forecasting appeared stably across emotional response types. Specifically, there was an underestimation in interest appraisals and an overestimation in satisfaction. These biases were influenced by occupational engagement, which only worked in career interest appraisals. High occupational engagement made people estimate their future emotions more accurately and overcome their forecasting bias. Surprisingness was then manipulated further to explain whether it could impact the effect of occupational engagement on affective forecasting. The emotional responses in both prediction and experience were affected by surprisingness, thus causing no affective forecasting biases. These results suggest the role of occupational engagement in affective forecasting and provide evidence supporting the information accessibility model about the mechanism in affective forecasting.

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.

The Search for and Presence of Calling: Latent Profiles and Relationships With Work Meaning and Job Satisfaction.

Previous studies showed inconsistent results on the association between searching for calling and its psychosocial functioning outcomes (i.e., work meaning and job satisfaction). The link of searching for calling to its psychosocial functioning outcomes may be influenced by the presence of calling because the search for and presence of calling can co-exist within individuals. Thus, the present study employed a person-centered method (latent profile analysis) to identify subgroups combining the search for and presence of a calling and then explore the identified profiles' differences in work meaning and job satisfaction. Study participants were Chinese kindergarten teachers (n = 726). Latent profile analysis revealed four different groups: (1) actively maintaining calling (24.93%), (2) unsustainable calling (11.43%), (3) moderately increasing calling (23.14%), and (4) actively increasing calling (40.50%). Subsequent analyses showed notable differences across the four groups on work meaning and job satisfaction. Participants in profile 1 with both the highest searching for and presence of calling would experience more work meaning and job satisfaction than those in the other profiles whose strengths of searching for and presence of calling were relatively low. Participants in profile 4 had higher searching for and presence of calling than those in profile 3, and they experienced more meaningfulness at work and were more satisfied with their job. These findings indicate that actively searching for calling is closely associated with more work meaning and job satisfaction among people who already perceive intensive calling. Implications, limitations, and future directions of the results are discussed.

Latent Classes of Principals' Transformational Leadership and the Organizational Climate of Kindergartens.

BACKGROUND: Organizational climate refers to an individual's perception and experience of the climate of the work environment, and it is the most important environmental variable that affects individuals' work performance. This study aims to classify characteristics of transformational leadership among kindergarten principals and examine their relationship to organizational climate. METHODS: Convenience sampling yielded 498 kindergarten principals who completed the "Questionnaire on the Principal's Transformational Leadership Behavior" and "Questionnaire on Organizational Climate." Ethics approval was obtained from the Academic Ethics Committee of the College of Psychology of Northeast Normal University prior to starting the study. RESULTS: Three latent classes were identified, including the high-level (68.8%), care-virtues (35.7%), and virtues groups (5.3%). There were significant differences in support, directive, restrictive, colleague, intimate, and disengaged behavior scores between groups. In terms of support, colleague, and intimate behavior, the high-level group had the highest scores, followed by the care-virtues group and virtues group, respectively. Regarding restrictive and disengaged behaviors, the highest scores were received by the virtues group, followed by the care-virtues and high-level group, respectively. CONCLUSION: The study suggested that principals' transformational leadership could be classified into three latent classes that are related to organizational climate.

Parafoveal Processing in Chinese Sentence Reading: Early Extraction of Radical Level Phonology.

The present study separated radical level phonology from character level phonology to explore the reliance on phonology during Chinese sentence reading with eye movement recording in a boundary paradigm. Participants viewed sentences with either regular, irregular, orthographically dissimilar homophone, or orthographically dissimilar non-homophone previews for the targets. Both regular and irregular characters contained the target character as the phonetic radical, with the regular character sharing the identical sound with its target phonetic radical. In Experiment 1, the irregular previews were different from the target phonetic radicals both in the first consonant and final compound vowels. In Experiment 2, the irregular characters would be replaced by the semi-regular previews, which shared the same final compound vowels but not the first consonant with the target characters. The radical level phonological preview benefit was obtained by the comparison between regular and irregular characters, while the character level phonological preview benefit was shown by the visually dissimilar homophones compared with the unrelated control condition. The preview benefit from parafoveal regular characters compared with irregular characters was observed in the first fixation duration, suggesting the early activation of phonological codes at radical levels. However, this preview benefit depends on phonological overlapping between the phonetic radicals and their host characters; it could be activated only when the pronunciation of the phonogram was totally consistent with that of its phonetic radical. Furthermore, the null preview effect of visually dissimilar homophones indicates no activation of phonological codes at the character level during Chinese sentence reading.