企业员工工作价值观与组织公民行为的关系研究

本研究旨在探讨企业员工工作价值观与组织公民行为的关系。用工作价值观调查表、中国组织公民行为量表对525名企业员工进行了问卷调查,结果发现：整体工作价值观与整体组织公民行为存在着显著性相关;工作价值观的能力警曼等璧翌组织公民行为的公司认同、个人主动性、保护公司资源因素有显著正向影响;工作价值观的地位因素对组织公民行为的公司认同、同事间的利他行为、个人主动性因素有显著正向影响。     

教师工作价值观与工作绩效的关系研究

目的 探讨教师工作价值观与工作绩效的关系。方法 采用教师工作价值观量表和工作绩效量表,对645名中小学教师进行了测量,运用SPSS17.0对数据进行统计分析。结果 教师工作价值观与工作绩效间存在显著的正相关,但相关水平较低;利他奉献、安全稳定及声望地位维度是任务绩效、工作奉献及总体绩效的预测指标,利他奉献、安全稳定及人际关系维度是人际促进绩效的预测指标。结论 教师工作价值观能在一定程度上预测其工作绩效。     

The Relationship Between Spirituality,Health Beliefs,and Health Behaviors in College Students

The United States is a country in which religion and spirituality play a significant role in people’s lives. The relationship between religion, spirituality and health has long been investigated. However, most of these studies have focused only on patient populations and the elderly. The present study examines whether the same pattern of relations reported earlier is seen in a sample of healthy, college students using measures of both spirituality and religion. Health beliefs and behaviors were also examined. The results show that individuals with higher spirituality scores are more active and hold difference health beliefs than those who scored in the low spirituality group. However, some contradictions from previous research were reported in this sample. The study suggests religion may have some different pattern of relations in the overall health and health behaviors of younger, healthier populations. Dr. Sgoutas-Emch teaches at the University of San Diego. Erik Nagel received his BA from there.     

服务破坏行为：概念、测量与相关变量

服务破坏行为是指服务行业组织成员在向顾客提供服务的过程中,故意做出的对服务造成负面影响的行为,也是以往研究中关于工作场所中的破坏行为在服务行业中的体现;服务破坏行为的表现主要有四种类型：习惯且私下的服务破坏,习惯且公开的服务破坏,偶发且私下的服务破坏,偶发且公开的服务破坏;服务破坏行为的测量方法主要有：访谈法,问卷调查法和情景投射法;从个人、群体、组织与环境四个水平分析服务破坏行为的前因变量,从对个体、服务绩效及组织绩效三个方面探讨服务破坏行为的结果变量;该领域未来的研究应着重于进一步改进测量的方法,分析相关变量之间的作用机制,寻求控制服务破坏行为的有效对策,拓展视野,进一步扩大研究中被试的类型及行业领域     

The Mediating Effects of Psychological Contracts on the Relationship Between Human Resource Systems and Role Behaviors: A Multilevel Analysis

Purpose  The purpose of this study was to examine the mediating effect of the psychological contracts on the relationship between human resource (HR) systems and role behavior. Design/Methodology/Approach  Multilevel analyses were conducted on data gathered from 146 knowledge workers and 28 immediate managers in 25 Taiwanese high-tech firms. Findings  Relational psychological contracts mediated the relationship between commitment-based HR systems and in-role behaviors, as well as organizational citizenship behaviors. Transactional psychological contracts did not significantly mediate these relationships. In addition, the results also indicated that commitment-based HR systems related positively to relational psychological contracts and negatively to transactional psychological contracts. Practical Implications  Commitment-based HR systems could elicit a wide range of knowledge workers’ behaviors that are beneficial to the goals of the firms. Furthermore, our findings also provide insight into, how HR systems potentially elicit employees’ role behaviors. Organizations could elicit employees’ in-role behaviors by providing financial and other non-financial, but tangible, inducements and facilitate employees’ extra-role behaviors by providing positive experiences, such as respect, commitment, and support. Originality/Value  The study is one of the primary studies to empirically examine the mediating effect of psychological contracts on HR systems and employee behaviors.

航线飞行员危险态度测量及对驾驶安全行为的影响

为了探讨现代航线飞行员危险态度特点及其与驾驶安全行为的关系,采用文献分析、问卷调查和专家访谈,编制了中国文化背景下航线飞行员危险态度问卷,并对中国南方航空公司257名飞行员进行调查。结果发现,自信、冲动性、男子气概、焦虑、服从性和风险意识等因素能解释飞行员危险态度总体变异的60.275%,同时对驾驶安全行为产生显著负向影响。这一结果表明六维结构模型具有较好的信度和效度,可以作为现代航线飞行员驾驶安全行为评估的预测指标。     

学前儿童问题行为对父母抚养压力的影响及夫妻亲密的调节作用

研究旨在探讨学前儿童问题行为对父亲、母亲抚养压力的影响及夫妻亲密在其中的作用机制。采用儿童问题行为问卷、抚养压力量表和夫妻亲密量表对3164名学前儿童的父母进行测查。研究发现：（1）母亲抚养压力在学前儿童问题行为与父亲抚养压力之间起部分中介作用;（2）夫妻亲密调节母亲抚养压力对父亲抚养压力的作用,夫妻亲密越高,母亲抚养压力对父亲抚养压力的预测作用越强,学前儿童问题行为通过母亲抚养压力对父亲抚养压力的间接作用也越大。     

Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes

Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.     

Body-Focused Repetitive Behaviors: The Proximal and Distal Effects of Affective Variables on Behavioral Expression

This paper reports on 2 studies designed to examine the contribution of affective variables on the expression of body-focused repetitive behaviors (BFRBs; e.g., skin picking, nail biting). The first study revealed that persons engaging in a BFRB experienced significantly higher levels of anxiety and depression than those without BFRBs. The second study was conducted to determine if repetitive behaviors were differentially affected across various emotional states and across those persons with and without BFRBs. Participants were randomly exposed to anxiety, depression, boredom, and control conditions. Results showed no differential effects on the occurrence of repetitive behaviors within the no-BFRB group; however, the BFRB group engaged in more repetitive behaviors in the Bored condition than in the Control condition. This study offers the first experimental evidence that emotional variables can have a differential impact on the expression of BFRBs.     

Exploring the Relationships Between Perceived Coworker Loafing and Counterproductive Work Behaviors: The Mediating Role of a Revenge Motive

Purpose  The purpose of this study is to explore the relationships between perceived coworker loafing and counterproductive work behaviors toward the organization (CWB-O) and toward the coworkers (CWB-I). Design/Methodology/Approach  Data were collected from 184 supervisor–employee pairs from multiple sources (i.e., self-rated and supervisor-rated). Structural equation modeling (SEM) analyses were conducted to test our hypotheses. Findings  The results of SEM showed that perceived loafing was positively related to CWB-O (self-rated) and CWB-I (self-rated and supervisor-rated). Moreover, a revenge motive toward the organization fully mediated the relationship between perceived loafing and CWB-O, whereas a revenge motive toward coworkers fully mediated the relationship between perceived loafing and CWB-I. Implications  This study advances our understanding as to how and why perceived coworker loafing increases employees’ CWB-I and CWB-O. Our investigation also highlights the important cognitive mediator: revenge motive in the perceived loafing–CWB linkage. Originality/Value  This is one of the first studies which examines the relationships between perceived coworker loafing and two facets of CWB, and investigates a cognitive mediator (i.e., a revenge motive) that underlines the perceived loafing–CWB linkage. In addition, we respond to Bennett and Robinson’s (J Appl Psychol 85:349–360, 2003) call to test the nomological network of CWB in a collectivist culture (i.e., Taiwan).

自尊与攻击行为的关系述评

传统观点认为低自尊容易导致攻击,但最近此观点遭到置疑。一些实验证实了低自尊者容易陷入被欺负的境地;Salmivalli等认为某些高自尊的人更具攻击性,而另一些却没有;Bushman和Baumeister等认为自尊与攻击之间没什么联系,但自恋与攻击有高相关。总之,目前自尊与攻击的关系还很难明了,但很多结论都证实了自我中心被威胁学说和高自尊异质性学说。     

校长领导行为与教师工作满意度关系研究

校长领导行为与教师工作满意度的关系．是教育管理领域的重要理论问题之一．也是教育实践中广大校长和教师非常关注的问题。国外在这一领域也取得了许多研究成果。Fast(1964)的研究指出．教师所描述的校长的实际关心体谅与建立结构行为与教师的满意呈正相关。Kohan和AlanR．(1989)的研究结果显示．领导的关心体谅维度与教师的工作满意有显著影响,而建立结构行为则不然。Heller和H．wmiam(1993)等人的研究结果显示．教师的工作满意与校长的领导行为风格没有显著的相关。     

The Relationship Between Certain Examiner Personality Variables and Subjects' Rorschach Scores

A projective instrument entitled the "Kilmann Insight Test" (KIT) was devised to measure the Interpersonal Value Constructs (IVCs) of individuals, defined as: the mental categories through which an individual perceives and interprets the desirable and undesirable features of interpersonal behavior. The KIT requires an individual to differentiate on a seven-point scale, 18 IVCs according to how relevant they are to a series of six ambiguous pictures of interpersonal situations. A factor analysis of the KIT's values resulted in two comprehensive factors: (a) Good Fellowship versus Functional Task Activity, and (b) Interpersonal Restraint versus Boldness. Comparing the KIT with a self-report instrument containing the same value items as the KIT, suggested that the KIT is assessing value dimensions, but that the KIT seems to be tapping a different concept of values than the self-report assessment.     

肿瘤社会工作的发展背景、实践模式与挑战

21世纪以来,得益于医学模式转型,对患者多元需求的关注,以及国家政策和国际经验等方面的影响,我国肿瘤社会工作得到初步发展。基于生态系统理论,肿瘤社会工作从微观、中观、宏观三个层面开展心理社会干预,总结了一些本土化实践经验。然而由于政策规划、组织支持、自身建设等限制性因素,给肿瘤社会工作的可持续发展带来挑战。肿瘤社会工作需要坚持需求导向和家庭为本,关注患者的环境资源与支持系统,以优势与赋权为视角,坚持跨学科合作理念和全程管理,满足患者及其家庭的心理社会需求,提高患者生命质量。

     

特殊教育教师工作家庭冲突、情绪智力与工作投入的关系

在积极心理学视野下探讨特殊教育教师情绪智力对工作家庭冲突与工作投入之间关系的调节作用。采用工作家庭冲突量表、情绪智力量表和工作投入量表,通过整群取样选取河南省7所特殊教育学校共256名教师进行调查。结果表明：（1）特殊教育教师工作家庭冲突和工作投入在性别、有无孩子及年龄方面差异显著。就工作家庭冲突水平而言,女教师显著高于男教师,有孩子的教师显著高于没孩子的教师,30-40岁的教师冲突水平最高,30岁及以下教师次之,41岁及以上教师最低;在工作投入水平上,女教师显著低于男教师,有孩子的教师显著低于没孩子的教师,41岁及以上教师投入水平最高,30岁及以下教师次之,31-40岁教师最低。（2）特殊教育教师工作家庭冲突与情绪智力、工作投入均呈负相关;情绪智力与工作投入呈正相关。（3）特殊教育教师情绪智力对工作家庭冲突与工作投入之间的关系有显著的调节作用。     

农村流动人口的流动模式与其STD/HIV高危性行为的关系

本研究旨在探讨从农村到城市的流动人口的流动模式和高危性行为状况,分析流动模式与他们高危性行为的关系。根据流动人口的职业分布采取配额的方式从北京和南京两座城市共选取了有效被试4301名,其中北京2201名。评估了他们的流动性包括流动时间、流动城市和与性病/艾滋病(STD/HIV)有关的高危性行为包括发生性行为的时间、多个性伙伴和参与商业性行为状况、使用安全套状况。分析结果发现:(1)流动人口的流动性大,平均为0.77,男性、未婚的、年龄小于20岁的流动性比女性、已婚的和年龄大于20岁的显著大;(2)流动人口存在一定比例的高危性行为,男性和未婚的高危性行为显著多于女性和已婚的,尤其是安全套使用率低;(3)不同流动时间、流动城市和流动性的人在高危性行为有些显著差异,总的来说,流动时间越长、流动城市越多、流动性越大的人存在着更多的高危性行为。     

母子关系、师幼关系与学前流动儿童的社会适应行为

母子关系和师幼关系是儿童早期发展中最重要的人际关系, 在儿童社会适应中扮演着重要的角色。研究以北京市271名学前流动儿童和552名学前城市儿童为被试, 采用问卷法考察母子关系、师幼关系与学前流动儿童的社会技能、外显和内隐问题行为之间的关系。结果发现:(1)流动儿童母子关系亲密程度低于城市儿童, 母子关系冲突性、师幼关系亲密性和冲突性与城市儿童没有差异;(2)母子关系对儿童社会适应行为的预测作用在流动儿童和城市儿童上没有显著差异, 母子关系亲密性正向预测社会技能, 负向预测内隐问题行为;母子关系冲突性负向预测社会技能, 正向预测外显和内隐问题行为;师幼关系亲密性正向预测城市和流动儿童的社会技能, 并且显著负向预测流动儿童的内隐问题行为;(3)师幼关系对母子关系的调节作用主要表现在流动儿童而非城市儿童上, 师幼关系低冲突能够减少母子关系冲突性对流动儿童社会技能的负向预测作用, 师幼关系高亲密能够减少母子关系冲突性对流动儿童内隐问题行为的正向预测作用。     

医务社会工作与医疗志愿服务联动机制的实践研究

医务社会工作与医疗志愿服务联动对于构建和谐医患关系、提高医院的医疗服务水平和质量具有重要作用。从医务社会工作和医疗志愿服务的发展状况入手,对医务社会工作与医疗志愿服务联动的必要性、联动机制、策略和具体实践进行了探讨,提出要有针对性地采取相应的措施来提高联动的效果,如推进医务社会工作与医疗志愿服务的项目化的建设及建立医疗志愿者服务团队的激励机制。这些实践和探索为医疗机构创新和优化医疗服务模式提供了参考依据。     

Work Values and Organizational Citizenship Behaviors: Values That Work for Employees and Organizations

This study examines the question: Why would an employee engage in work that enhances organizational performance but is not necessarily recognized or rewarded by his or her employer? This study suggests that this question can be answered in part by the degree to which an employee endorses the Protestant work ethic (PWE). The relationship between the PWE and organizational citizenship behaviors (OCB) is analyzed using two separate survey data samples. Findings support a positive and significant relationship between OCB and two dimensions of the PWE, hard work and independence.     

The Relationship Between Financial History and Counterproductive Work Behavior

To reduce employee counterproductive work behaviors (CWBs), organizations may choose to utilize a financial history (FH) instrument during the selection process. To date, no published empirical research has attempted to determine the validity of such a practice. Consequently, the purpose of this study was to determine if employees with FH concerns, which were identified during the selection process and their 5‐year subsequent reinvestigation, were more likely to engage in CWBs, which were objectively measured through an examination of misconduct cases. Results from a random sample of 2519 employees indicated that those with FH concerns were significantly more likely to engage in CWBs than those without FH concerns. Implications to research and practice are discussed.