电信员工职业承诺因素结构的研究

本文在访谈、问卷调查的基础上,采用因素分析、回归分析等方法对电信业员工职业承诺的因素结构及其相关变量、人口统计学变量进行了深入研究。结果表明,电信业员工的职业承诺包括情感承诺、继承承诺、规范承诺、理想承诺四个维度。修订后的量表具有良好的信效度,职业承诺与相关变量间相关显著。     

护士职业承诺结构的研究

目的:寻找适用于护士群体的职业承诺测评工具,探索护士职业承诺的结构维度,以期为解释护士离职现象、稳定护理队伍提供参考。方法:引入Blau(2003)的职业承诺问卷,以344名护士为预试样本,探索职业承诺的因子结构;采用正式问卷调查500名护士,再次验证问卷的信、效度。结果与结论:护士职业承诺问卷具有良好的信、效度,其因子结构由5维度组成,包括情感承诺、规范承诺、经济成本承诺、情感代价承诺和机会承诺。     

国内外职业承诺研究述评

从职业与事业的区别入手,对国内外职业承诺的概念、常用的几种职业承诺量表、职业承诺形成过程以及相关模型、前因与后果变量等方面的已有研究进行回顾和分析。研究发现,职业承诺与一些重要的效果变量有比较显著的关系,如职业满意度、工作投入、工作绩效等。文章最后指出了目前存在的问题及今后努力研究的方向,如现有的职业承诺概念比较凌乱,测量工具虽然多数是参照国外的重新编制,但其适用范围比较狭窄,因此需要对职业承诺的概念进行重新整合,职业承诺量表也需要对其在信效度指标上进行深入探索     

心理资本对企业员工职业成功的影响：职业承诺的中介效应

采用问卷调查法,以265名企业员工为调查对象,在控制被试的人力资本及人口统计学变量之后,使用结构方程模型分析员工心理资本与职业承诺、职业成功的关系。结果发现：（1）心理资本对员工的职业承诺、职业成功有显著地预测作用;（2）职业承诺在心理资本与员工客观职业成功之间起部分中介作用;（3）职业承诺在心理资本与员工主观职业成功之间起完全中介作用。     

企业员工敬业度的结构模型研究

在文献研究基础上,通过访谈等方法,编制企业员工综合敬业度问卷(MEEI).通过对264名被试进行预测试,修订得到正式问卷.重新选取6家企业的员工进行测试,获得193份有效问卷,数据的验证性因素分析结果表明:企业员工的敬业度是六因素结构,包括任务聚焦、活力、主动参与、价值内化、效能感和积极坚持.     

IT企业员工多层次承诺对离职意向的影响

IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。     

职业承诺的理论与测量

国外的职业承诺主要有三种理论即单维态度论(注重对职业的情感)、动机论(注重职业行为的动力)和三维态度论(将职业承诺分成情感承诺、继续承诺和规范承诺)。文章还指出了今后的相关研究方向。     

幼儿教师职业幸福感的特点及其与职业承诺的关系

为探索幼儿教师职业幸福感的特点及其与职业承诺的关系,随机选取川渝两地幼儿教师533名,用修编的幼儿教师职业幸福感量表（KTOWBS）和教师职业承诺问卷（TOCS）进行调查。结果表明：（1）除认知幸福感外,幼儿教师职业幸福感整体水平较高。其中,城市幼儿教师的心理幸福感和情绪幸福感显著高于农村,公办园幼儿教师的社会幸福感显著高于民办园;（2）月薪超过1000元的幼儿教师其社会幸福感显著高于月薪低于1000元者,月薪超过2000元者其心理幸福感、情绪幸福感和认知幸福感显著高于月薪低于2000元者,但心理幸福感随日工作时间增加而降低;（3）幼儿教师职业幸福感各因子与情感承诺、规范承诺和继续承诺存在不同关系。分层线性回归分析显示,社会幸福感、认知幸福感、情绪幸福感和心理幸福感对情感承诺的正向预测作用为17%,认知幸福感和社会幸福感对规范承诺的正向预测作用为7%,社会幸福感对继续承诺的正向预测作用为1%。     

双语教师职业承诺结构初探

采用半结构化访谈、开放式问卷调查的方法,对220名中小学双语教师进行访谈和调查,编制了《双语教师职业承诺量表》。研究得出以下结论:双语教师职业承诺由六个维度构成,分别是经济承诺、情感承诺、现实价值承诺、规范承诺、理想承诺和机会承诺。本研究所得双语教师职业承诺问卷具有较好的信度和效度,可作为研究双语教师职业承诺的测量工具。     

中国职工组织承诺的结构模型检验

本文对作者所研究的中国职工组织承诺五因素结构模型采用SEM技术进行了检验。结果证明其是理想模型。二阶因子分析表明,五因素模型又可划分为心理因子和社经因子。根据相关分析,得到了五个新的承诺组合模型。     

幼儿教师职业承诺对工作绩效的影响:职业幸福感的中介作用

为探索幼儿教师职业承诺和职业幸福感对工作绩效的影响,选取川渝两地幼儿教师328名,用幼儿教师职业幸福感量表(KTOWBS)、教师职业承诺问卷(TOCQ)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、工作时间、每月收入、教师年龄以及教龄影响后,幼儿教师情感承诺和规范承诺分别对工作绩效有显著的积极影响,继续承诺则对工作绩效有显著的消极影响;(2)幼儿教师职业幸福感在情感承诺、规范承诺和继续承诺对工作绩效的影响中起部分中介作用。以上研究结果对保护和提高幼儿教师工作绩效具有重要理论价值和实践意义。     

大学生性道德价值观的结构及问卷编制

以文献综述为基础,结合开放式问卷调查、专家分析和探索性施测,提出了大学生性道德价值观的理论构想,在此基础上编制了大学生性道德价值观问卷,并对正式问卷调查结果进行探索性因子分析和验证性因子分析,初步确定大学生的性道德价值观是一个多层次多维度的结构,包括3个二阶因子和8个一阶因子。该研究建构的大学生性道德价值观的理论结构比较合理,初步编制的问卷各项测量学指标总的表现良好,经过修改可以作为测量当代大学生性道德价值观的工具。     

The Logical Structure of Linguistic Commitment III Brandomian Scorekeeping and Incompatibility

Curiously, though he provides in Making It Explicit (MIE) elaborate accounts of various representational idioms, of anaphora and deixis, and of quantification, Robert Brandom nowhere attempts to lay out how his understanding of content and his view of the role of logical idioms combine in even the simplest cases of what he calls paradigmatic logical vocabulary. That is, Brandom has a philosophical account of content as updating potential – as inferential potential understood in the sense of commitment or entitlement preservation – and says that the point of logical vocabulary is to make available the expressive resources to make explicit such semantic structures as arise from discursive scorekeeping practice. Thus, one would expect an account of the updating or inferential potential of sentences involving logical vocabulary, an account which is such as to assign to those sentences the inferential significance necessary for this expressive job. In short, one would expect a semantics of logical vocabulary – &, , – in terms of the difference an assertion of a sentence involving it makes to the atomic score of a linguistic agent, and a completeness proof for the logic generated by this semantics. Despite this, no such semantics is given in MIE. It is in the current paper.     

《儿童元认知问卷》的编制与修订

通过对现有元认知概念体系的分析与整合,初步确立《儿童元认知问卷》的六个基本维度:自我认知、动机信念、策略、计划、监控、调节。以此为基础编制原始问卷,对小学四~六年级学生取样测试。结果表明:修订后的问卷各题目在对应潜变量上有较高的负荷,数据与理论模型拟合良好,问卷具有较好的信度和效度。     

The Role of Human Resource Practices in Reducing Occupational Stress and Strain

The current study examined the occupational stress-strain relationship among a sample of 109 white-collar employees in Singapore. Participants completed a survey that assessed the presence of 8 human resource practices (job training, communication, job redesign, promotional opportunities, employee involvement, family-friendly policies, pay systems, and individual-focused stress interventions [SMIs]), 2 major stressors (role overload and responsibility), 2 types of strain (vocational and interpersonal), and organizational commitment. Results indicate that human resource (HR) practices did not reduce the sources of stress (role overload and responsibility) within the workplace. However, there was a direct negative relationship between HR practices and interpersonal strain. In particular, family-friendly practices, job training, and SMIs reduced interpersonal strain. An examination of vocational strain showed that it was negatively associated with SMIs and job training. In addition, organizational commitment mediated the relationship between HR practices and vocational strain. It was concluded that HR practices may be effective as part of a symptom-directed approach to stress intervention and that further replication of these results in both Asian and Western samples is required.     

农民工职业自我效能感的结构

职业自我效能感是影响个体职业发展的重要心理因素。在开放式问卷调查和文献研究的基础上,初步建构了农民工职业自我效能感的结构。对155人样本数据的探索性因素分析和对146人样本数据的验证性因素分析的结果支持了农民工的职业自我效能感包括职业胜任自我效能感、职业关系自我效能感、职业学习与发展自我效能感、职业问题解决自我效能感四个因素的建构。对农民工职业自我效能感问卷的信度与效度的检验显示,问卷的信度与效度能够达到心理测量的基本要求,可以作为农民工职业自我效能感的测量工具。     

The Development and Initial Validation of the Cognitive Fusion Questionnaire

Acceptance and Commitment Therapy (ACT) emphasizes the relationship a person has with their thoughts and beliefs as potentially more relevant than belief content in predicting the emotional and behavioral consequences of cognition. In ACT, “defusion” interventions aim to “unhook” thoughts from actions and to create psychological distance between a person and their thoughts, beliefs, memories, and self-stories. A number of similar concepts have been described in the psychology literature (e.g., decentering, metacognition, mentalization, and mindfulness) suggesting converging evidence that how we relate to mental events may be of critical importance. While there are some good measures of these related processes, none of them provides an adequate operationalization of cognitive fusion. Despite the centrality of cognitive fusion in the ACT model, there is as yet no agreed-upon measure of cognitive fusion. This paper presents the construction and development of a brief, self-report measure of cognitive fusion: The Cognitive Fusion Questionnaire (CFQ). The results of a series of studies involving over 1,800 people across diverse samples show good preliminary evidence of the CFQ’s factor structure, reliability, temporal stability, validity, discriminant validity, and sensitivity to treatment effects. The potential uses of the CFQ in research and clinical practice are outlined.