高校学生干部个性的因子分析及其选评问题的研究

本研究通过对学生干部进行卡特尔个性测验，经过因素分析得到学生干部个性的主要因子：控制性、挑战性、成熟性、果断性、友善性和聪慧性。这些个性特征是选拔和评价学生干部的主要方面。     

管理人员对影响新产品开发决策宏观动力场因素的认知

在先前一系列研究的基础上,利用问卷考察了管理人员对宏观动力场因素不确定性质的认知,它涉及全国三个地区１２１名管理人员和１５家工厂企业。研究证实了从管理人员角度看,宏观因素变化性的主要维度是波动性、趋势性和时距性,经营信息不确定度、外部管理与招工不确定度、供应与公关不确定度,构成了总的动力场不确定性。最后,研究管理人员的认知结构对新产品开发决策具有的理论意义和实践意义。     

个性倾向对学习影响的研究进展

1　个性倾向的含义及特点个性倾向是指人们对客观事物的基本趋向、基本态度和基本看法 ,包括需要、动机、兴趣、理想、信念和世界观 ,是个性的潜在最活跃的因素 ,是人进行活动的基本动力 ,它制约着人的所有心理活动并表现出个性的积极性和倾向性[1,2 ] 。个性倾向相对稳定 ,常常与知识的增长、积极的情绪和价值的增加相联系。例如 ,Ｓｃｈｉｅｆｅｌｅ(1996 )认为 ,个性倾向可以解释为个体相对长时间地朝向某一种物体、活动或某一知识领域 ,但诸因素是互相联系和相互影响的 ,在一定的时期内 ,总有一个因素占主要地位。占主要地位的个性倾向…     

公务员考生行政职业性格特征的研究

公务员招考最近几年已经发展起来,我国已经开发研制了行政职业能力倾向测验,还没有适合公务员考试的性格测验。我们曾用16PF对管理人员进行个性测验,结果发现无论哪个级别的干部,在16项因素上的得分都在4～6分之间,没有3分以下和7分以上典型特征,16PF不太适合选拔管理者。所以有必要探索编制适合管理者的性格测验。     

医务人员工作满意度调查研究

通过对医务人员工作满意度进行调查,结果显示医务人员总体工作满意度不高,其中后勤、行政管理人员相对高于医生、护士和医技人员;领导与管理、工作本身、报酬与福利、人际关系、工作条件是医务人员工作满意度的主要影响因素。提高工作满意度应考虑这些因素和注意不同群体的差异。     

医务人员工作满意度调查研究

通过对医务人员工作满意度进行调查,结果显示医务人员总体工作满意度不高,其中后勤、行政管理人员相对高于医生、护士和医技人员;领导与管理、工作本身、报酬与福利、人际关系、工作条件是医务人员工作满意度的主要影响因素.提高工作满意度应考虑这些因素和注意不同群体的差异.     

苏联个性心理学基本理论问题评介——试析生物因素和社会因素与个性的关系

对生物因素和社会因素与个性的关系的理论探讨,是个性心理学研究的方法论中的基本问题之一。这一问题的解决,有助于推进个性心理学的发展,因而具有很重要的理论意义和实践意义。(一)苏联的个性心理学试图以辩证唯物主义和历史唯物主义为其指导思想,从“人的本质……在其现实性上,乃是一切社会关系的总和”这一马克思主义的命题出发,通过对“个体”和“个性”两个概念的明确区分,作为中介转换的对象性活动的进入,和对个性的系统分     

企业管理人员成就动机的测量与分析

编制一套“成就动机问卷量表”对成就动机研究、人员培训与人员选拔等各方面都有重要意义,本量表主要依据高成就动机者的十三个方面特征确定测验项目.以某地区机械、电子、轻纺等九家单位抽取了138名管理人员进行了施测,为了比较,抽取了工人(50名)、大专生(48名)进行施测,结果表明,本量表折半信度和重测信度和结构效度都达到要求,测验得分与评定结果有相关,企业管理人员测验平均得分与大专生、工人的测验平均得分有显著差异,而大专生与工人之间无显著差异,根据因素分析结果,抽取了八个因素作为企业管理人员成就动机结构的主要成分.     

愿景式领导的关键特征研究

本研究调查了企业管理人员对愿景式领导关键特征的不同认识。对调查结果进行的因素分析表明,受调查者主要强调的是以下六个因素：分析决断、学习总结、机会意识、战略前瞻、勤奋务实和关注现实。他们在判断这些因素时存在性别差异。     

影响情绪一致性效应的因素

本研究旨在考察情绪一致性效应的本质特点及其影响因素。以模糊程度不同的图片为判断任务,以情绪状态、个性特质以及加工方式为自变量进行实验。结果发现个性因素通过影响情绪间接影响情绪一致性效应,自动加工存在“积极偏向”,图片特征的变化没有显著改变情绪一致性效应。     

人才派遣员工的心理契约管理

人才派遣新型就业用工形式在我国迅速发展,随着人才派遣员工规模不断扩大,人才派遣员工管理逐渐成为理论和实践领域面临的一个现实课题。本文从人才派遣员工心理契约特征分析入手,提出了派遣员工心理契约管理的意义,以及树立新的组织心理契约管理观念、重视派遣员工心理契约的形成管理和过程管理、重视派遣员工心理契约管理的差异化、探索对派遣员工的有效激励模式和规范人才派遣机构的管理行为和用人单位的使用行为等管理思路。     

MANAGERIAL DECISION MAKING ABOUT EMPLOYEE DISCIPLINE: A POLICY-CAPTURING APPROACH

This study examined how personnel managers ( n = 19) and line managers ( n = 28) make disciplinary decisions. Using a policy-capturing approach, subjects were asked to respond to disciplinary incidents that varied in terms of three factors likely to affect managerial attributions about the cause of the disciplinary problem (managerial provocation, personal problems, or tenure). The incidents also varied in terms of factors made relevant by the economic, institutional/legal, and hierarchical contexts. Of the six variables manipulated, the factor relating to the institutional/legal context had the largest impact on the decisions made by the personnel managers, and the factor relating to the hierarchical context had the largest impact on the decisions made by the line managers. While provocation was relatively important for both line and personnel managers, personal problems, tenure, and the economic implications of the decision had more modest impacts on managerial decisions. The results also suggest that there is substantial variation across managers in terms of the decision rules employed when responding to disciplinary cases.     

Content validity: A neglected strategy for developing managerial selection tests?

There is a lack of quick, valid, and cost effective methods for selection of low-and mid-level managerial personnel. Using content-valid methods to develop managerial selection instruments may reap substantial benefits for applicants as well as for the organizations using such tools. To this end, based upon extensive job analysis, a content-valid managerial selection test was developed. Criterion-based validity collected on the new instrument suggested that an instrument developed using content-valid procedures can also show acceptable levels of criterion validity.     

Content validity: A neglected strategy for developing managerial selection tests?

There is a lack of quick, valid, and cost effective methods for selection of low-and mid-level managerial personnel. Using content-valid methods to develop managerial selection instruments may reap substantial benefits for applicants as well as for the organizations using such tools. To this end, based upon extensive job analysis, a content-valid managerial selection test was developed. Criterion-based validity collected on the new instrument suggested that an instrument developed using content-valid procedures can also show acceptable levels of criterion validity.     

管理胜任力特征分析:结构方程模型检验

管理胜任力特征分析是人事选拔与评价的重要内容之一。本研究在运用基于胜任力的职位分析并总结国内外有关文献的基础上,编制了管理综合素质评价量表,并运用此量表调查了220名中高层管理者,采用因素分析和结构方程模型检验企业高级管理者胜任力特征的结构。结果表明,管理胜任力特征结构由管理素质和管理技能等两个维度构成,但在维度要素及其关键度上,职位层次间存在显著差异。本研究为管理职位的测评选拔提供了新的理论依据。     

Illustrating a Hierarchical Approach for Selecting Personality Traits in Personnel Decisions: An Application of the 3M Model

Recent research indicates that managers are not aware of the latest developments in theory regarding the use of personality inventories in personnel selection decisions. This article presents a systematic approach to selecting traits for use in personnel selection that is based on recent developments in hierarchical personality models. Results from a study of real estate sales associates indicate that the new approach does have much to offer the area. Results are discussed along with managerial implications.     

Managerial competency modelling and the development of organizational psychology: A Chinese approach

In recent years, China has undergone rapid economic reform and dynamic organizational changes. Several major developments have given special momentum to those changes: China entering the WTO, opening the western regions of China, building up an information network, transforming new management systems nationwide, and encouraging innovations and entrepreneurship. These developments call for more comprehensive and adaptive competencies and new approaches to organizational psychology in China. This provides a national and cultural context of personnel assessment, selection, and development of organizational psychology. Organizational psychology is one of the most active fields for research and application in psychology in China. Three aspects of recent trends are described under a framework of managerial competency modelling. (1) Leadership competence assessment for personnel selection and development has become one of the key aspects of human resources (HR) management in China. Based upon the results from the structured interview and strategic hierarchical job analysis, a model of leadership competency with four dimensions of leadership characteristics and the managerial performance was proposed. The four dimensions are: psychological traits; leadership predispositions; managerial skills; and professional knowledge. (2) HR competency for person‐job‐organization fit. This includes competencies for compensation and motivational strategies, organizational commitment and career management competence, team competence, and group decision‐making skills. (3) Organizational competency for culture and change. This includes an integrative approach to link values with culture, and cross‐cultural leadership skills. On the basis of the recent practice and research developments, a Chinese approach to organizational psychology with important characteristics is summarized: active theoretical development and conceptualization; continuous methodological improvement; close link with HR and management practices; and systematic cross‐cultural socioeconomic perspective. This becomes a key framework for understanding organizational psychology. New directions for research and application in China are highlighted.     

ORGANIZATIONAL CHARACTERISTICS AS PREDICTORS OF PERSONNEL PRACTICES

This study investigated the relationship between organizational context characteristics and personnel practices. The following organizational characteristics were hypothesized to influence personnel practices: industry sector, the pursuit of innovation as a competitive strategy, manufacturing technology, and organizational structure. In addition, organizational size and unionization were examined. Results based upon data obtained from 267 organizations provided support for the general hypothesis that personnel practices vary as a function of organizational characteristics. In addition to interorganizational differences in personnel practices, this study illustrates that large intraorganiza-tional differences exist with respect to the practices used for managerial and hourly employees. Implications and future research needs are described.     

Emerging Administrative Strategies for College and University Counseling Centers

The current environment in higher education is influencing college and university counseling centers in several new ways. Issues surrounding funding patterns, definitions of service entitlement, and personnel policies have emerged, as have a variety of responses on the part of counseling centers. Administrative and managerial strategiesfor dealing with these issues are described and discussed.     

THE COMPARATIVE VALIDITY OF SELECTED LEADERSHIP SCALES RELATIVE TO SUCCESS IN PRODUCTION MANAGEMENT

For 113 managerial personnel, a new supervisory judgment test, the Leadership Evaluation and Development Scale (LEADS) was found to be the best (r = .36) of four predictors of salary corrected for age and length of service. Other predictors were a verbal comprehension measure and the two Leadership Opinion Questionnaire scores. The R involving all four predictors was .39. LEADS was also found to be the best predictor of personnel department ratings on performance in the employee relations area. None of the predictors was significantly related to supervisors' ratings. Meaningful dimensions of supervisory performance not indicated by the other predictors appear to be measured by LEADS.