Парадигма „українська – зарубіжна література” крізь призму діалогу культур

Предметом статьи является одна из самых актуальных проблем современного литературного образования – «диалог культур», рассматриваемый в качестве методологической основы преподавания литературы. «Диалог культур» автор анализирует в парадигме «украинская – зарубежная литература».Предметом статті є одна з найактуальніших проблем сучасної літературної освіти – „діалог культур” як методологічна засада сучасного викладання літератури. „Діалог культур” автор розглядає у парадигмі „українська – зарубіжна література”.The methodological bases of present-day literature education and in particular discipline “Foreign literature” are analyzed in the given paper. The problem “dialogue of cultures” in the paradigm “Ukrainian-Foreign literatures” attracts special author’s attention among these mentioned bases

Skill utilization and well-being: a cross-level story of day-to-day fluctuations and personal intrinsic values

The opportunity to use one's skills at work is an important prerequisite for employee well-being. Drawing on self-determination and person-environment fit theory, this diary study aims to add to our understanding of this important phenomenon in two ways. Firstly, we examine the associations of within-subject daily variations in skill utilization with well-being. Secondly, we model work value orientation as a between-subject factor that moderates this within-subject relationship. Specifically, we advocate that daily skill utilization is more beneficial (in terms of more daily work engagement and less daily emotional exhaustion) for employees holding predominantly intrinsic (i.e. self-development, community contribution) as opposed to extrinsic (i.e. financial success, status) values. Results of multilevel modelling using diary data from 99 service workers over five working days, supported the assumption that daily skill utilization was positively related to daily work engagement, particularly among employees holding a predominantly intrinsic work value orientation. Contrary to our expectations, daily skill utilization was unrelated to daily exhaustion, both for employees holding high and low intrinsic values. The discussion highlights the importance of, and employees’ receptiveness to, variations in beneficial working conditions

Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates

The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed

Battling the war for talent: An application in a military context.

Purpose - The purpose of this paper is to introduce a comprehensive new recruitment model that brings together research findings in the different areas of recruitment. This model may serve as a general framework for further recruitment research, and is intended to support Human Resource managers in developing their recruitment policy. To highlight its utility, how the model can be applied to describe the recruitment process of the military is exemplified. Design/methodology/approach - The model is developed based on an extensive search for published studies on employee recruitment and on the efforts of the members of the NATO Task Group on Recruitment and Retention of Military Personnel. Findings - The model proposes that individuals' cognitions (beliefs, perceptions, expectations) influence job pursuit behavior, via influencing job pursuit attitudes and intentions. Individuals' cognitions are shaped by information about job and organizational characteristics. Job/organizational information can be obtained from sources that are or are not under the direct control of the organization. Finally, several inter-individual difference variables (e.g. values, needs) are proposed to moderate the relationships depicted in the model. Originality/value - The model extends previous recruitment models through its integrated focus on both the applicant's and organization's perspective, its recognition of the multiphased nature of recruitment, and its applicability to real-life recruitment contexts

When does self-promotion work? The influence of temporal distance on interviewer evaluations

Based on temporal construal theory, this study examined how temporal distance (i.e., hiring someone for the near vs. distant future) influences the effectiveness of different types of self-promotion, applied by a fictive applicant in a personnel selection interview. Findings of two experiments were in line with our predictions that promoting oneself in a direct way (i.e., referring to one's own achievements) or in concrete terms (i.e., focusing on situation-specific behaviors) is more successful when applying for immediate entry whereas promoting oneself in an indirect way (i.e., emphasizing connections with others) or in abstract terms (i.e., focusing on traits) is more successful when applying for a vacancy to be filled in the distant future

The negative effects of delays in information exchange: Looking at workplace relationships from an affective events perspective

Although timely exchange of information is critical to organizations, it often fails to happen. In this paper, we present a conceptual framework for understanding how delays in information exchange negatively impact employee outcomes. Using affective events theory, delays are conceptualized as workplace events. In contrast to prior delay research, we adopt a temporal perspective for studying employees' experiences during a delay and how these experiences influence interpersonal behavior. We suggest that how employees appraise and experience delays depends, critically, upon the coworker and his or her behavior during the delay. We also identify a set of situational and dispositional factors that are important for predicting when delays in information exchange are likely to undermine coworker relationships and when they are not. Throughout the paper, we develop propositions to guide research and human resource management practice

A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance

In this article, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship. Weekly diary data gathered over the course of three weeks from 56 employees confronted with organizational restructuring and analyzed with a hierarchical linear modeling approach showed that weekly fluctuations in job insecurity negatively predicted week-level in-role performance. As predicted, supervisor support moderated the intra-individual relationship between job insecurity and in-role performance, so that employees' in-role performance suffered less from feeling job insecurity during weeks in which they received more support from their supervisor. No relationship between job insecurity and extra-role performance was observed. This within-person study contributes to research on job insecurity that has primarily focused on inter-individual differences in job insecurity and their associations with job performance. Theoretical and practical implications for human resource management are discussed

When faking emotions is especially hurtful: the role of punishment sensitivity

Based on a social functional account of emotion, this study investigated the possibility that surface acting is more harmful to individuals who are afraid of social disapproval. Using daily diary data collected from 275 Dutch service workers over ten working days, we examined whether punishment sensitivity, as a measure for fear of social disapproval, moderates the within-person relationship between daily surface acting and daily job-related well-being (i.e., emotional exhaustion, depersonalization, and work engagement). Consistent with predictions, the results of multilevel analyses showed that surface acting is particularly harmful for punishment-sensitive employees. We discuss scholarly and practical implications of this finding