The Relationship Between Organizational Practices and Values with Burnout and Engagement

Organizational practices and values have the potential to reduce burnout and increase feelings of job engagement. The aim of the present study was to assess the relationship between organizational practices and values with burnout and engagement among a sample of nurses. Specifically, practices and values were operationalised as support, goals, innovation and rules. A cross-sectional study of 214 Nurses (response rate = 71.3%) working both inside a hospital and community health centers in the North of Greece was conducted. Participants did not differ in the examined variables with regard to gender, age, tenure or educational level. Analyses indicated that nurses working inside the hospital reported significantly higher scores on emotional exhaustion and depersonalization, and lower scores on dedication. Controlling for organizational practices, organizational values was negatively associated with emotional exhaustion, and positively associated with dedication. Consistent with the Job-Demands Resource (JD-R) model, both practices and values were significant resources for nurses. As predicted, organizational values were more significantly associated with burnout and engagement. The practical implications for practitioners are that interventions that are based on changing values have the potential to ameliorate feelings of exhaustion and buffer feelings of dedication. Organizational culture is established as an important element of work behaviors. The present study was to first to assess practices and values among a sample of Greek healthcare professionals. The research provides evidence that in healthcare values are more important than practices with regard to well-being.     

The Moderating Effects of Equity Sensitivity on The Relationship Between Organizational Justice and Organizational Citizenship Behaviors

This study explores equity sensitivity as an explanation for the differences in individuals’ organizational citizenship behaviors in response to their perceptions of organizational justice. The concept of equity sensitivity recognizes three categories of individuals: benevolents, entitleds, and sensitives. As predicted, benevolents perform more OCBs than entitleds regardless of the level of perceived justice. However, sensitives did not react as hypothesized and instead reacted similarly to benevolents. Entitleds were the most sensitive to perceived justice, responding consistently with Adam’s (1963, 1965) equity theory.     

The Relationship Between Leadership Behaviors and Group Cohesion in Team Sports

The relationship between leadership behaviors and team cohesion among baseball and softball players at two school levels was analyzed in relation to predictions based on Chelladurai and Carron's (1978) Multidimensional Model of Leadership (MML). Athletes (n = 307) completed the perceived and preferred versions of the Leadership Scale for Sports (LSS) and the Group Environment Questionnaire (GEQ). Athletes' coaches (n = 23) completed the self-perceived version of the LSS. Task and social cohesion were assessed in relation to the scales of the three individual versions of the LSS and in relation to two types of discrepancy scores: value and perceptual. Although the concept of discrepancy is prominent in MML theory, the perceptual discrepancy score represents an innovation. Results indicated that, in general, team cohesion was most strongly related to the perceived LSS version and the perceptual discrepancy scores.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

高校教师组织支持感与组织承诺关系研究

以263名高校教师为被试,探讨了高校教师组织支持感与组织承诺的关系。结果表明：高校教师组织支持感与组织承诺及其各维度呈显著的正相关;高校教师组织支持感对组织承诺及其各维度均产生正向的预测作用。     

The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes

Research suggests that perceptions of organizational politics consistently result in negative outcomes for individuals. In the current study, distributive and procedural justice are explored for their effects on the relationships between perceptions of organizational politics and turnover intentions and job satisfaction. We tested these relationships in a sample of 311 employees of a water management district. Results indicated the politics––turnover intentions and politics––job satisfaction relationships were weaker when perceptions of both forms of justice are high. Further, and potentially more interestingly, politics mattered the most when the distribution of outcomes was unfair (distributive justice) as opposed to when procedures were unfair (procedural justice). Implications for future research and management practice are discussed.     

The Relationship Between Gender Role Stereotypes and Requisite Military Leadership Characteristics

The continuing emphasis on the need to utilize fully women's leadership skills in traditionally or predominantly male environments highlights the need for understanding gender stereotypes and leadership characteristics perceived to be associated with various jobs. This study essentially replicates Schein's research (1973, 1975) to determine the extent of gender stereotypes held by military students for military leadership positions. The results indicate (1) continued disparity in men's perceptions of the similarities between women and leaders, (2) support of previous findings that women recognize similarities between women and leaders, (3) senior military students possess stronger masculine gender role stereotypes of successful officers than do students with less than 1 year of service in the military academy, (4) greater experience with being led by female leaders did not affect men's masculine gender role stereotypes of successful leaders, and (5) successful female cadet leaders perceive successful officers as having characteristics commonly ascribed to both women and men. These results are interpreted in light of previous research on gender roles and leadership, and the practical implications for meeting organizational, and individual objectives for successful utilization of women in military leadership positions are discussed.     

组织变革背景下团队主动性的结构与测量

旨在探索组织变革背景下团队主动性行为的结构,并开发出相应的测量工具。首先对20家企业的27位高管进行了深度访谈,然后按照扎根理论思路对获取资料进行细致分析,探索团队主动性的结构,再按照严格的心理测量学程序开发团队主动性的测量问卷,并以来自60家企业的70个团队（共292位成员）为对象进行了测验。研究发现：团队主动性的主要维度包括群策、协作和适应。经过探索性因素分析和验证性因素分析,结果表明测量工具有着良好的信度和构思效度。     

Correlates of Team Success in Higher Education

Summary

An attitude questionnaire was filled out by 75 undergraduates who subsequently evaluated a hypothetical male convict's responses to the same survey—the convict's attitudes being either 10% or 90% similar to each S's own views. Ss then made judgments of the convict's emotional maturity, sense of personal responsibility, and control of violent impulses, as well as how much they would like him as a person and how willing they would be to recommend him for parole. The results indicated that attitudinal similarity to the convict was associated with significantly more positive evaluations of him on each of the five response measures. It was suggested that attitudinal similarity to a convict could be a biasing factor in judgments of whether or not the convict should be paroled.     

The Relationship Between Therapist Characteristics and Decreased Medical Utilization: An Exploratory Study

This was an exploratory study examining the relationship between the therapist characteristics of age, experience, gender, and profession and the medical utilization of clients. Marriage and family therapists, clinical social workers, and psychologists participated in the study along with 197 clients as identified by archival research methods. The results of logistic regression analysis suggested that psychotherapy in general, rather than professional training or therapist characteristics is responsible for reductions in healthcare utilization.     

团队任务冲突与团队领导行为及团队学习的关系研究

本研究旨在探讨项目团队领导基于角色的不同行为对团队内部的任务冲突互动,以及团队学习的影响.以128个项目团队为研究对象进行的问卷调查结果表明,在领导行为与团队学习的关系中任务冲突存在显著的中介效应.其中,团队领导的促进者与指挥者角色行为完全通过任务冲突的中介传导,对团队学习产生影响,;而领导的创新型行为则通过任务冲突的部分中介作用,产生对团队学习的正向影响.     

组织不公平与反生产行为的关系

本文以118名企业员工为被试,以自编实验材料和量表为研究工具,探讨组织不公平与反生产行为之间的关系,并考察了权力距离对组织不公平与反生产行为关系的调节作用。结果发现:当被试面对组织不公平情境时,倾向于实施反生产行为;组织不公平情境下,低权力距离组被试在反生产行为得分上显著高于高权力距离组个体,而在中性情境下,两组被试得分差异不显著,即权力距离在组织不公平与反生产行为之间起负向调节作用。由于反生产行为的产生常与组织不公平相关,因此本研究结果将有助于我们更好地理解反生产行为产生的原因,并从心理学角度帮助组织管理者制定减少反生产行为发生的措施。     

The Relationship Between Male-Perpetrated Interparental Aggression,Paternal Characteristics,and Child Psychosocial Functioning

It is well established that children in homes where interparental violence is present are at increased risk for psychosocial (i.e., internalizing, externalizing, and attention) difficulties. However, previous studies have provided a limited view on the variety of factors that commonly co-occur in these environments (e.g., other characteristics of the parents and family) and how they may collectively impact children. Knowing this information could have implications for parental interventions aimed at preventing the continuation or initiation of psychosocial problems in children. Thus, the present study simultaneously examined the association between father-perpetrated interparental aggression, father characteristics, and child psychosocial functioning in a sample of 145 men arrested for domestic violence. Results showed that of all the variables examined, paternal antisocial personality traits and interpersonal hostility were uniquely associated with overall child psychosocial impairment, externalizing problems, and attention problems. Implications for intervention programs are discussed.     

The Relationship Between Faith and Well-Being

Despite the considerable literature that documents the existence of a positive relationship between religious faith and individual well-being, there has been little investigation of the mechanisms by which this connection operates. An investigation of this issue, using qualitative research methods and based on classical and contemporary sociological theory, suggests that Christian faith provides its adherents with several tools with which they can combat those circumstances in their lives that are likely to lead to distress and disease. These tools include community, hope, meaning systems, behavioral constraints, and elements of church practice and church life, all of which work together to provide the faithful with a sense of peace that contributes to their well-being.     

论心理学与文化关系

心理学与文化之间的关系历来是心理学研究中所关注的核心问题,也是根本问题。考察与探究心理学与文化之间关系,可关联和涉及到心理学的新视野、新领域、新理论、新方法。心理学与文化心之间关系走过了一条复杂而又深刻的道路。深入考察与解读心理学与文化之间不同历史阶段的不同关系,其中折射的不仅仅是心理学研究思维和方法论的根本转变,更重要的也是心理学科学观的深刻变革。     

The Relationship Between Religiosity and Narcissism

Intrinsic religiosity correlated negatively and specifically with the maladaptive exploitiveness dimension of narcissism. Data are discussed in terms of the contemporary controversy regarding humanistic-theistic values.     

The Relationship Between Assessment and Psychotherapy

The many arguments, pro and con, about the usefulness and roles of diagnosis in general, and a psychological test battery in particular, can be settled only with reference to particular tests, a particular tester, particular patients, with reference to particular questions, in a particular context. Psychologists need to establish the usefulness of tests in cost-effective ways and demonstrate how tests provide a means of studying the mind. It follows that all psychotherapists should be able to use the tests, as all physiologists should be able to use a microscope. The rule of thumb that therapists should not give tests to their patients is unnecessary, though it is preferable that the tests be given early in the relationship, and that patients have the opportunity to explore their reactions to the procedure. To maximize the usefulness of tests given by someone who is not the patient's therapist, the test report should be designed as a means of persuasion toward therapeutic action more than a passive report of findings. An outline for test report writing is suggested. Finally, the use of tests helps elucidate the many factors that contribute to change through psychotherapy.     

企业组织氛围与组织隐性知识共享之关系研究

本研究旨在考察组织氛围是否与企业中隐性知识的共享存在相关。是否可以以组织氛围的高低来预测企业中隐性知识的共享程度。本研究对辽宁省沈阳市和辽阳市的8家工业企业54个部门(班组)的463名员工组成的样本进行了问卷调查。结果表明,组织氛围的不同维度与隐性知识的不同因子的共享存在相关,组织氛围的不同维度能够在一定水平上预测隐性知识不同因子上的共享程度,但也显示隐性知识的不同因子共享机制并不一致。     

Organizational Support and Contract Fulfillment as Moderators of the Relationship Between Preferred Work Status and Performance

Purpose  

The purpose of this study was to examine organizational context variables as moderators of the relationship between preferred work status and job performance. The moderators were perceived organizational support (POS) and psychological contract fulfillment.