当代大学生职业价值观现状研究

为了解当代大学生的职业价值观现状,研究者依据相关理论编制了大学生职业价值观问卷,对全国30所高校5000多名大学生进行了问卷调查.结果发现,当代大学生的职业价值观结构可由才能发挥、自我实现、社会地位与声望、工作环境与福利保障4个因子组成.当代大学生将个人的自我实现排在首位.大学生的职业价值现在性别、学校性质、文理科、学分绩排名、学校所在区域上均存在一定差异.在就业去向意愿上,大学生仍偏向去南方及沿海开放城市、北京上海等一线城市.在工作单位的选择上,大学生更倾向去国有企业、政府机关单位和外资合资机构.     

当代农民职业价值观及其影响因素研究

随着农村劳动力大量地向城镇和非农产业转移,我国农民的职业价值观也发生了前所未有的变化。本研究以问卷调查为手段,以浙江省本地和来自外省的503名农民为样本,对农民的职业价值观进行了较为系统的分析,探讨了当代农民职业价值观的结构模式,考察了不同因素对于农民职业价值观的影响。研究结果有助于人们更好地理解农民的择业心理和就业行为。     

高师大学生职业价值观研究

高师院校学生的基本职业定位主要是教师,他们对教师职业的价值判断直接影响着职业选择和教育质量.本文通过对浙江省某重点师范大学学生的抽样调查,分析了高师大学生职业价值观各因子在性别、年级、专业等变量上的差异,探索了转型期高师大学生职业价值观的特点,并提出了高师大学生职业价值观教育的若干对策:树立正确的职业价值取向、突出职业价值观教育的实践性、强化就业指导教育、培养高师大学生的敬业精神.     

新闻工作者职业认同问卷的开发与编制

在文献分析、开放式问卷调查的基础上,构建了新闻工作者职业认同的理论维度,并据此编制了新闻工作者职业认同问卷。通过探索性和验证性因素分析,揭示了新闻工作者职业认同是一个包含职业情感、角色价值观、职业价值观、职业能力、职业信念的二阶五因子结构。新闻工作者职业认同具有不同于其他职业群体的特点。问卷的信效度良好,可以作为新闻工作者职业认同的测量工具。     

多级估量法在大学生职业价值观研究中的应用

用模糊数学中的多级估量法对532名大学生的职业价值观进行调查研究,结论如下(1)当代大学生的职业价值观呈现出多元化的特点,在多元化的职业价值体系中,"充分发挥能力"、创造性"、"收入"处于前三位,"地位、名声"、"成长为领导者"、"冒险",处于后三位.(2)用多级估量法不但可以得到用排序法得到的信息,而且可以得到用排序法得不到的更加细致的信息.(3)就整体而言,大学生的职业价值观不因其所在的学校、所学的专业科类、是否临近毕业、性别等因素的不同而不同.就部分而言,上述四大因素都对大学生的某些职业价值项目有一定的影响.     

研究生职业价值观的定量比较研究

用修订后的中文super职业价值观量表为工具对377名在读硕士研究生的职业价值观进行调查,研究结果表明：1．在研究生职业价值观中影响最大的因素为进取心、经济价值和工作关系。2．研究生对15种职业价值尺度最重视的前4位依次为生活方式、成就、独立性、同事关系,而对监督关系、变动性、安全性、管理最不重视。研究生的职业价值观在不同年级、性别、工作经历、婚姻状况、学科间重视顺序一致性程度很高,但在一些价值尺度上也表现出了团体差异和个别差异。     

大学毕业生的职业期望及其影响因素研究

本研究对当代大学生职业期望所包括的关键因素以及各因素之间的结构模式进行了深入分析,从职业动机、自我意识、环境意识以及个人的职业发展计划等多种不同角度对影响职业期望的因素进行了有益的探索,并在此基础上建立了"当代大学生职业期望的初步模型".     

我国大学生的职业价值观研究

考察从８０年代初期到９０年代中期我国青年学生择业标准的变迁及其原因。同时,探讨了不同职业兴趣类的人在职业价值观上的异同。从而揭示了环境的变化及职业兴趣类型对职业价值观的影响作用。     

当代北京大学生工作价值观结构研究

本研究旨在考察当代北京大学生的工作价值观。研究使用作者自编的调查问卷调查了北京4所大学的350名学生。调查结果揭示,当代大学生看重的工作价值观呈现4因子的结构模型,分别是:经济报酬与工作环境,个人成长与发展,组织文化与管理方式,社会地位与企业发展。与10年前的大学生需要结构相比,当代北京大学生已经从绝对个体观念转为集体中的个体观念,能够更加全方位地考虑个人的工作价值观。     

大学生传统人际价值观的探索性与验证性研究

选取传统谚语、俗语中关于人际关系的语句编制成传统人际价值观问卷,通过探索性因子分析,构建传统人际价值观的维度。并通过验证性因子分析检验理论构想的拟合性。探索性因子分析中,一阶因子分析抽取了14个因子,对14个因子进行二阶因子分析又抽取了人际道德、人际亲疏性、人际防御、人际智慧4个主因子。根据这一结果建构了一个含有人际道德、人际亲疏性、人际防御三个主因子的模型。在验证性因子分析中,对模型进行修正,使之分别含有4个、3个、2个次因子,经检验,模型的拟合比较良好。     

企业职工的工作价值观特征分析

企业管理者可以借助三种不同的力量来激励和影响职工的工作行为 ,一种是外在的经济力量 ,一种是与工作相关的内在激励 ,还有一种是以人的信念和价值观念为基础的影响力。前两种行为激励是组织行为学研究的传统领域 ,而工作价值观则是近来随着组织文化的兴起而提出的新课题。本研究以企业现场调查为基础 ,分析了企业职工的工作价值观的特点 ,指出工作价值观是由工作行为评价因素、组织集体观念因素和个人要求因素三个方面构成 ,它们与职工的工作动机有着显著的相关。职工的工作价值观还表现出年龄的差异 ,年轻职工 (3 0岁以下 )的工作价值观并不是与年长的职工 (3 0岁及以上 )完全不同 ,他们在工作行为评价因素、组织集体观念因素方面有着共同之处 ,但是他们在考虑问题和判断时 ,思想更复杂 ,更多地考虑个人要求因素。不同所有制企业中的职工 ,其工作价值观也存在着一定的差异 ,其中 ,国有 /集体企业职工的组织集体观念显著地高于外资 /合资企业职工。     

企业伦理:意涵及其功能

企业伦理从日常伦理衍生而来,但也具有自身的场域逻辑;企业伦理主要涵括企业之于社会系统的责任伦理和企业中“利益相关者”之间的职业伦理;企业伦理的功能渐次演绎为“约束效用”、“工具效用”以及“价值效用”;在一定情境下,企业伦理与其组织功效、经济绩效其实还存在着一种“兼容性”。     

Development of a measure of work motivation for a meta-theory of motivation

This study presents a measure of work motivation designed to assess the motivational concepts of the meta-theory of motivation. These concepts include intrinsic process motivation, goal internalization motivation, instrumental motivation, external self-concept motivation, and internal self-concept motivation. Following a process of statement development and identification, six statements for each concept were presented to a sample of working professionals (N = 330) via a paper-and-pencil questionnaire. Parallel analysis supported a 5-factor solution, with a varimax rotation identifying 5 factors accounting for 48.9% of total variance. All 5 scales had Cronbach alpha coefficients above .70. Limitations of the newly proposed questionnaire and suggestions for its further development and use are discussed.     

Savoring with Intent: Investigating Types of and Motives for Responses to Positive Events

To contribute to a growing literature on positive affect (PA) regulation, we report on two studies investigating college students’ responses to hypothetical positive events using a new measure, the Positive Events and Responses Survey (PEARS). The PEARS includes various responses, including savoring (up-regulating PA) and dampening strategies (down-regulating PA), and novel responses (e.g., mass-sharing using Facebook). We examined its convergent and concurrent validity, its relationship with the value of happiness, and motives underlying savoring. Factor analyses supported a 3-factor model: natural savoring (e.g., expressing PA), intentional savoring (e.g., reflecting on the self), and dampening (e.g., minimizing the event). Both natural and intentional savoring were linked to other savoring behaviors, but only natural savoring was linked to perceived savoring ability and (in some bivariate results) to well-being. In contrast, dampening was consistently linked to less savoring and more dampening on other measures, lower well-being, and more depressive symptoms. People reporting valuing happiness more reported higher likelihood of all three types of responses. Qualitative data provided partial support for the hypothesis that intentional savoring strategies are more often used for instrumental reasons (e.g., boosting self-esteem), whereas natural savoring responses may sometimes be more automatic or stem from feeling PA. These studies validate a new measure and suggest that reasons underlying people’s savoring matter.     

Testing factor models of the Psychopathy Checklist: Youth Version and their association with instrumental aggression

Although there is a documented link between psychopathy and instrumental violence in adult offenders, the association between these constructs has not garnered significant attention in adolescent offenders. In this study, we evaluated the relationship between psychopathy and instrumental aggression in a sample of 122 male adolescents incarcerated in a state facility for serious and chronic offenders. We evaluated the primary (2-, 3-, and 4-factor) models of the Psychopathy Checklist: Youth Version (PCL:YV; Forth, Kosson, & Hare, 2003) and assessed their relationship to a separate 5-item measure of instrumental violence. CFA revealed good model fit for the 3- and 4-factor latent variable models of adolescent psychopathy and a single-factor model reflecting a 5-item measure of instrumental violence. Structural equation modeling results indicate that the 4-factor model accounted for 20% of the variance for instrumental violence. In contrast, the 3-factor model of the PCL:YV accounted for 8%, and the 2-factor model accounted for 5% of the variance associated with instrumental violence.     

幼儿教师工作投入问卷的编制

本研究旨在编制适合我国幼儿教师职业特点的工作投入问卷。在文献综述的基础上,根据访谈(N=24)和开放式问卷调查(N=72),编制了问卷的项目;根据探索性因素分析(N=516),抽取了四个因素,即工作愉悦、工作价值、工作责任和工作专注;根据验证性因素分析及信效度检验(N=720),考察了问卷的主要心理测量学指标,均符合要求。幼儿教师工作投入问卷共有21个项目,结构和信效度良好,可以作为幼儿教师工作投入的测评工具。     

工作-家庭支持对员工创造力的影响探讨

采用问卷调查法, 以773对上级-下属配对数据为样本, 探讨了工作-家庭支持对员工创造力的影响及其内在作用机制。结果表明, 在我国文化背景下, 工作-家庭支持由组织支持、领导支持、情感性支持和工具性支持四个因素组成, 其中组织支持和领导支持统称为工作领域支持, 情感性支持和工具性支持统称为家庭领域支持; 工作投入中介工作领域支持对员工创造力的影响; 创造性人格在工作投入与员工创造力关系之间起调节作用。     

An epidemiological study on work and family stress among Chinese in Hong Kong

Hong Kong, with a population of over six million in a modern city, has been shown to be a very stressful place to live in. However, epidemiological data from a big-scale study in this regard are lacking. The present territory-wide survey, from a sample representative of the general population, was aimed to investigate the work and family stress of Chinese adults in the community with respect to the impact on their psychological well-being. The psychosocial context was considered as an important source of stress. The results showed that coping with work demands and rearing children were reported as the highest stress responses. Moreover, workers in Hong Kong took an instrumental attitude, i.e., one emphasizing material rewards, in order to reduce the job stress arising from interpersonal conflicts in the workplace.     

Work stress and employee well‐being: The critical role of Zhong‐Yong

In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction.