变革型领导与员工工作态度：心理授权的中介作用

研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工工作态度。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺     

个体自尊与婚姻满意度关系的模型构建

本研究探讨了个体的自尊、自我保护倾向、对伴侣的回应方式、承诺与删因满意度的关系。结果表明：自尊通过对伴侣的回应方式和自我保护影响着个体的承诺和蜊因满意度;自尊、对伴侣的回应方式和自我保护通过承诺影响着个体的婚姻满意度。本研究还构建了自尊与婚姻满意度关系的理论模型。     

教师职业认同与情感承诺的关系：工作满意度的中介作用

基于社会认同理论,采用教师职业认同量表、工作满意度量表和情感承诺问卷对234名中学教师进行调查,考察教师职业认同与情感承诺的关系,以及工作满意度在这一关系中的中介作用。结果表明：（1）职业认同、工作满意度和情感承诺均呈显著正相关;（2）职业认同可以正向显著地直接预测情感承诺,同时又通过工作满意度的中介作用对情感承诺产生间接的预测作用。     

影响组织承诺的因素探讨

在组织承诺因素结构分析的基础上,采用单因素方差分析、多重比较、交叉分析等方法,先探讨了人口特征因素与组织承诺的关系。继而,采用结构方程模型(SEM)中的路径分析技术探讨了影响组织承诺的因素模型,从而揭示了五种组织承诺类型各自的影响因素。     

心理契约、工作满意度与组织承诺关系

深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。     

情侣依恋与情感投入：性别的调节作用

考察情侣依恋、情感投入和性别之间的关系。结果发现,承诺和满意度与焦虑依恋和逃避依恋相关显著,对两种依恋预测作用显著。性别调节作用仅存在于承诺和满意度与焦虑依恋的关系中:男生的承诺与焦虑依恋关系较强;女生的满意度与焦虑依恋关系较强。承诺和满意度与逃避依恋的关系没有性别差异。焦虑依恋和逃避依恋相对独立。性别对承诺和满意度与焦虑依恋和逃避依恋的关系中有不同调节作用。     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

组织职业生涯管理对职业承诺和工作满意度的影响 ——职业延迟满足的中介作用分析

以321名企业员工为被试,通过自编的职业延迟满足问卷,考察了企业员工的职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中的中介作用。结果表明：职业延迟满足与组织职业生涯管理、职业承诺、工作满意度存在显著正相关;工作年限等人口统计学变量对职业延迟满足没有显著的预测作用;公平晋升、注重培训对职业延迟满足有显著的预测作用;职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中存在中介作用;在结构方程模型中,职业延迟满足在公平晋升、注重培训与职业承诺、工作满意度之间存在中介作用;而职业延迟满足在职业发展与职业承诺、工作满意度之间不存在中介作用     

医疗保险谈判关系承诺影响因素的实证研究

医改"十二五"规划方案明确指出将建立医疗保险谈判机制作为健全全民医保体系的重要任务之一加以推进。而医疗保险供需双方谈判关系的建立会受到诸多因素的影响。文章借鉴关系承诺理论来研究医疗服务提供方如何在医保谈判中获取医疗保险方的关系承诺,通过分析双方在关系承诺中的影响因素构建了一个以"前置影响因素—医疗保险方关系承诺—医疗保险方合作意愿"为思路的模型。以此为基础设定相关假设,并通过搜集样本地区医疗保险谈判影响因素的问卷调查数据对该模型及理论假设进行实证分析。最后在实证研究结果的基础上为医疗服务提供方获取医疗保险方的关系承诺以及进一步推动我国医疗保险谈判机制建设提出相应的政策建议。     

普通高校体育教师职业认同与工作满意度的关系研究

研究探讨了普通高校体育教师的核心自我评价、组织承诺、职业认同和工作满意度的关系.研究发现:职业认同和组织承诺是两种不同的心理结构;普通高校体育教师的核心自我评价和组织承诺影响着职业认同,核心自我评价、组织承诺和职业认同影响着工作满意度.     

Commitment Predictors: Long‐Distance Versus Geographically Close Relationships

In this web‐based study, the authors examined long‐distance relationships (LDRs) and geographically close relationships (GCRs). Two hierarchical multiple regressions (N = 138) indicated that attachment predicted LDR and GCR commitment in Step 1. Final equations indicated that high satisfaction and investments predicted LDR commitment, whereas low attachment avoidance, low cooperative caregiving, high satisfaction, and low alternatives predicted GCR commitment. The pattern of predictors differed for LDRs versus GCRs.     

Perceived parent and friend support for romantic relationships in emerging adults

Positive close relationships with immediate close network members are associated with healthy adjustment among emerging adults (EA). These influence the initiation and maintenance of romantic relationships. A cross‐sectional study (N = 630) explored the role of perceived parental and friend support for the current romantic relationship in relationship quality among early EA (EEA; 18–21 years) and middle EA (MEA; 22–25 years) heterosexuals. Structural equation modeling results showed that in EEA, greater friend support was associated with greater commitment, satisfaction, and investments, and less quality of alternatives. Greater parental support was associated with greater commitment, satisfaction, and investments in MEA. This research advances literature by showing different associations between sources of social support and relationship quality in two EA age groups.     

An examination of organizational and team commitment in a self-directed team environment

A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were not significantly different. Relationships with antecedent variables help explain how differential levels of commitment to the 2 foci may be formed. Indirect effects of exogenous variables are reported.     

Delay of Gratification and Locus of Control as Predictors of Organizational Satisfaction and Commitment: Sex Differences

The relationships of two personality measures—locus of control and delay of gratification—with organizational satisfaction and commitment were investigated. Results indicated that orientation to delay reinforcement was positively related to commitment and satisfaction. Confirming previous findings, internality in locus of control was also positively related to the organizational constructs. However, results of analyses of sex differences and interactions between locus of control and delay of gratification in predicting satisfaction and commitment suggest that the relationships of locus of control with the organizational constructs are less simple than previously thought.     

Relationships Between Organizational Commitment and Its Antecedents: Employee Self-Concept Matters

Employee self-concept is a critical self-regulatory variable in organizational settings. In this paper, we discuss the relevance of self-concept for organizational commitment, and propose that self-concept levels moderate relationships between commitment and its antecedents. Using an experimental design in which we primed the working self-concept of employed participants, we found support for our hypotheses. Specifically, relationships between affective commitment and its antecedents (organizational support, procedural justice, and company and supervisor satisfaction) were more pronounced for employees with salient collective self-concepts. Alternatively, relationships between continuance commitment and its antecedents (outcome and supervisor satisfaction) were stronger for employees with salient individual self-concepts. We discuss the implications of our findings and suggest directions for future research.     

Linking Adult Attachment Styles to Relationship Satisfaction in Hong Kong and the United States: The Mediating Role of Personal and Structural Commitment

Maintaining a satisfying heterosexual relationship is important to many individuals?? happiness and physical health. Evolutionary theories on the formation of relationships suggest that adult attachment and relationship commitment are universal mechanisms for securing and maintaining such mating relationships. This study sought to understand how these two mechanisms may link to each other and how they in turn contribute to relationship satisfaction with one??s current partner in Hong Kong Chinese and American cultures. Similarities in the model for relationship satisfaction were found among young dating couples in the United States and Hong Kong. Specifically, attachment anxiety was positively linked to structural commitment, whereas attachment avoidance was negatively related to personal commitment. Both dimensions of attachment (anxiety and avoidance) and both components of commitment (personal and structural) were found to predict current relationship satisfaction significantly and equivalently across cultures, with the pathway from attachment avoidance to current relationship satisfaction similarly mediated by personal commitment in both cultural groups. These results were interpreted in terms of a probable universal logic informing the interpersonal dynamics involving attachment and relationship commitment.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

CORRELATES OF RELATIONSHIP SATISFACTION IN LESBIAN COUPLES

This study broadens the construct of intimate relationships to include the experience of lesbian couples. Various psychological variables were assessed in both partners of 275 lesbian couples who considered themselves to be dual career. Because of the paucity of information on lesbian relationships in the literature, considerable attention is first given to describing this sizable sample. Individual and couple scores on each variable were correlated with relationship satisfaction scores. Among individuals, role conflict and personal autonomy were found to correlate negatively with relationship satisfaction, whereas dyadic attachment, power, intimacy, self-esteem, and life satisfaction were all positively correlated with relationship Satisfaction. Although career commitment was not correlated with relationship satisfaction among individuals, differences between partners'levels of career commitment correlated negatively with each partner's relationship satisfaction. The findings counter extant stereotypes regarding lesbian relationships and provide a more accurate basis for developing an heuristic model of intimate relationships among women.     

Fluctuation in on‐again/off‐again romantic relationships: Foreboding or functional?

This study explored how fluctuations in satisfaction and perceived partner commitment were associated with stability measures (e.g., commitment, perceived stability, relational uncertainty, turbulence) in both on‐again/off‐again and noncyclical relationships. Participants completed an initial survey, 8 weekly surveys, and a final survey. Results suggest fluctuation in perceived partner commitment across the weekly surveys was associated with all measures of stability when moderated by relationship type; fluctuation was negatively associated with the stability measures for noncyclical relationships but positively for on–off relationships. For fluctuation in satisfaction, this same pattern was found for commitment only. Overall, fluctuation, particularly in perceived partner commitment, was not viewed as disruptive for on–off partners; rather, fluctuation appeared to foster more steady and viable views of the relationship.     

Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis

In this article, a 2-dimensional work stressor framework is used to explain inconsistencies in past research with respect to stressor relationships with retention-related criteria. Results of meta-analyses of 183 independent samples indicated that whereas hindrance stressors had dysfunctional relationships with these criteria (negative relationships with job satisfaction and organizational commitment and positive relationships with turnover intentions, turnover, and withdrawal behavior), relationships with challenge stressors were generally the opposite (positive relationships with job satisfaction and organizational commitment and negative relationships with turnover intentions and turnover). Results also suggested that the differential relationships between challenge stressors and hindrance stressors and the more distal criteria (withdrawal behavior and turnover) were due, in part, to the mediating effects of job attitudes.