护士工作要求-资源问卷的编制

目的：探讨护士群体面临哪些工作要求和工作资源,为护士预防工作倦怠提供依据.方法：对120名护士初始测试后进行探索性因素分析,然后对360名护士正式测验结果进行验证性因素分析.结果：探索性因素分析结果表明,护士工作要求问卷包括工作量、倒班、情感要求、环境、心理和时间六个因素;护士工作资源问卷包括社会支持、奖励、技能多样性、工作控制和决策参与五个因素.验证性因素分析结果表明,护士工作要求问卷所提取的六个因素、工作资源问卷所提取的五个因素与构想模型拟合较好.结论：护士工作要求-资源问卷具有良好的信度和效度.     

中小学教师工作重塑问卷的编制

在文献分析和专家评定的基础上,从重塑的对象与方式出发,通过半结构化访谈和问卷调查,编制了初始的中小学教师工作重塑问卷。通过探索性因素分析和验证性因素分析对初始问卷进行修订,最终形成的正式问卷包含五个维度：任务重塑、角色重塑、关系重塑、技能重塑和认知重塑。结果表明,中小学教师工作重塑问卷具有较高的内部一致性信度、重测信度以及较好的内容效度、结构效度和效标效度。该问卷的心理测量学指标良好,可以作为我国中小学教师工作重塑的测量工具。     

Construct of job performance: Evidence from Chinese military soldiers

The construct of job performance has been one of the important topics in job performance research. The present study investigated the construct of job performance among Chinese military soldiers using both qualitative and quantitative methods. First, after interviewing 95 officers and soldiers, we categorized and conceptualized eight sets of typical behavioural incidents related to soldiers' job performance, and designed a questionnaire measuring job performance. Then, using a sample of 1402 Chinese soldiers, questionnaire reliability and validity were tested, and then the questionnaire was revised. The construct of job performance was further refined using confirmatory factor analyses and regression analyses using another sample of 1068 soldiers. The results showed that Chinese military soldiers' job performance consisted of two dimensions of task performance and contextual performance. Furthermore, task performance had three subfactors: military training, task accomplishment and work capability, whereas contextual performance encompassed four factors: helping others, love of learning, promoting organizational benefit and self-discipline. Task performance and contextual performance contributed independently to overall job performance.     

Workaholism among employees in Japanese corporations: An examination based on the Japanese version of the Workaholism Scales

Abstract: To examine the validity and reliability of the Japanese version of the Workaholism Scales developed originally by J. T. Spence and A. S. Robbins (1992), a questionnaire survey of workers in Japanese industrial organizations was conducted. The Japanese questionnaire was developed by back-translation. Added to the original questionnaire were scales for work overload - quantity, work overload - quality, role ambiguity and role conflict. A total of 1,072 workers (962 men, 110 women) returned usable data (response rate = 87.5%). The factor structure and reliability of the workaholism instrument for Japanese male subjects look almost identical to those obtained by the original study in America except that the work involvement dimension was not reproduced as an independent factor, but overlapped with the drive dimension for the Japanese sample. There was a significant impact of workaholism on job stress and health complaints among Japanese male employees.     

Factorial validity of the Job Expectations Questionnaire in a sample of Mexican workers

The aim of this study was to examine the factorial validity of the Job Expectations Questionnaire (Cuestionario de Expectativas Laborales CEL) in a sample of Mexican workers. Following a cross validation approach, two samples were used in the study. The first sample consisted of 380 professionals who mainly performed administrative work in the Health Services in Puebla-Mexico. The second sample comprised 400 health professionals from the Hospital de la Mujer in Puebla-Mexico. Exploratory factor analysis yielded a three-factor solution, accounting for 51.8% of the variance. The results of confirmatory factorial analysis indicate that the three-factor model provided the best fit with the data (CFI = .96, GFI = .95, NNFI = .95, RMSEA = .04), maintaining the structure with 12 items. The reliability of the questionnaire and the diverse subscales showed high internal consistency. Significant correlations were found between job expectations and autonomy, vigor, dedication, and absorption, providing evidence of its construct validity. The evaluation of the psychometric qualities confirms this questionnaire as a valid and specific instrument to measure job expectations.     

职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响

职业生涯高原是指个体在当前组织中职业生涯发展的停滞。在控制人口统计学变量以及同一方法偏差的基础上,研究发现职业生涯高原的不同维度对不同组织效果变量有不同影响。（1）层级高原对员工工作满意度和组织承诺并没有显著负向影响,但会增加员工离职的可能性。不过,层级高原对员工离职意愿的影响受到工龄的调节;（2）内容高原对员工的工作满意度、组织承诺均具有显著负向影响,并增加员工离开组织的可能性;（3）中心化高原对员工的工作满意度、组织承诺均具负向影响,但对员工离职意愿却没有显著影响     

Measuring Person–Environment Fit: A further validation of the perceived fit scale

Perceived job fit typically encompasses an employee's suitability for the requirements of the job or the culture and values of the organization. This view of job fit overlooks another suitability judgment made by employees in which contribution to the organization is compared with the rewards received in return. Cable and DeRue referred to this type of fit as needs–supplies fit in their 2002 study. To distinguish needs–supply fit from the two more commonly examined types of fit, person–organization fit and person–job fit, the researchers developed the Perceived Fit Scale (PFS). The purpose of the current study was to examine the psychometric properties of the PFS by evaluating its reliability, concurrent validity, and factor structure via confirmatory factor analysis. Three hundred and seventeen certified public accountants participated in the study. The factor analysis results showed that the final model in this study was similar to the factor structure of the PFS reported by the developers, thus providing further support for need–supply fit as a viable dimension of perceived job fit.     

Does parental job insecurity matter? Money anxiety, money motives, and work motivation

A structural model focusing on the spillover effect of parental perceived job insecurity on money anxiety was developed and tested. The crossover effect of parents' money anxiety on their children's money anxiety, money motives, and motivation to work was also examined. Data were collected from a sample of undergraduates and their parents. Results of structural equation modeling analyses supported a spillover effect of paternal perceived job insecurity on paternal money anxiety. However, maternal perceived job insecurity was not significantly associated with maternal money anxiety. Results also supported a crossover effect of parental money anxiety on youths' money anxiety. Youths' money anxiety was significantly related to youths' negative money motives. In turn, youths' negative money motives were associated with their intrinsic motivation to work. Implications of the findings are discussed.     

农民工职业自我效能感的结构

职业自我效能感是影响个体职业发展的重要心理因素。在开放式问卷调查和文献研究的基础上,初步建构了农民工职业自我效能感的结构。对155人样本数据的探索性因素分析和对146人样本数据的验证性因素分析的结果支持了农民工的职业自我效能感包括职业胜任自我效能感、职业关系自我效能感、职业学习与发展自我效能感、职业问题解决自我效能感四个因素的建构。对农民工职业自我效能感问卷的信度与效度的检验显示,问卷的信度与效度能够达到心理测量的基本要求,可以作为农民工职业自我效能感的测量工具。     

The Spanish version of the Vividness of Visual Imagery Questionnaire: factor structure and internal consistency reliability

We examined the factor structure and internal consistency reliability of the Spanish version of the Vividness of Visual Imagery Questionnaire which was applied to a sample of 850 secondary school students. Factor structure investigated by principal components analysis, followed by varimax orthogonal rotation, indicated that a single factor explained 37% of the variance. The internal consistency of the questionnaire was good (Cronbach alpha=.88). We conclude that the Spanish version of the questionnaire, like the English version, has a single factor and high internal consistency reliability.     

大学生快乐水平问卷的编制及信效度检验*

通过文献综述、理论分析、开放式问卷调查,建构快乐的理论模型并编制大学生快乐水平问卷。对预试结果(n=366)进行项目分析、探索性因素分析筛选条目得到正式问卷,选取8所高校的1200名大学生进行正式施测,最终形成19个项目的大学生快乐水平问卷。问卷包括认知性快乐、情绪性快乐和行为性快乐三个因子;各分量表及问卷的Cronbach α系数、Guttman分半信度、重测信度都达到了显著性水平;验证性因素分析结果表明大学生快乐水平问卷结果合理,模型拟合较好。该问卷具有良好的信效度,可用于测量大学生快乐水平。     

中小学生对教师的信任及问卷编制

通过查阅文献、开放式问卷调查、访谈、内容分析等方法提出了中小学生对特定教师的信任结构并编制问卷项目。以小学四年级至初中二年级学生为研究对象,对539名学生进行初步问卷调查,经探索性因素分析得到含20个项目的中小学生对教师信任问卷,然后对1012名学生进行正式调查和验证性因素分析。结果表明:中小学生对特定教师的信任是一个多维结构,包括学生对教师的教学能力、守信可靠和友善关怀三方面的判断;自编的问卷有良好的信度和效度,可作为进一步研究的工具。     

组织信任对员工态度和离职意向、组织财务绩效的影响

为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型（HLM：hierarchical linear modeling）分析的结果显示：组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果;组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节（加强）作用。在组织方面,结构方程模型的分析结果显示：组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效     

EVALUATION OF TASK AND JOB SKILL LINKAGE JUDGMENTS USED TO DEVELOP TEST SPECIFICATIONS

The research on job analysis judgments, such as "time spent," has been relatively limited, particularly with reference to external criteria remote from the job analysis operation. The more complex job analysis judgment linking a job skill to specific tasks or duties has not been systematically examined. While it would appear that a simple scaling of importance of a skill for a task or duty or a retranslation judgment would suffice, the fact is that a single job skill may be a prerequisite for performance in a variety of tasks, and any one task may require multiple skills of varying levels for effective performance. With a multiple assignment of tasks to job skills, the evaluation becomes considerably more difficult. In the present study, a sequence of statistical evaluations was conducted to examine, first, the reliability of the subject matter expert (SME) panel's association of tasks and job skills and, second, the factor structure of the task by job skill relationship. The results are discussed with reference to developing selection test specifications and test budgets.     

A WORKER MOTIVATION SCALE

A 70 item questionnaire was constructed using the rationale of several current value/expectancy theories of motivation and the results of two prior factor analyses of motivation items. It was completed anonymously by 240 employed adults in 35 organizations and the resulting factor analysis yielded a hierarchical structure of motivation and eight reliable subscales. Direct and indirect criterion measures also obtained via the questionnaire and covering job characteristics/components; satisfaction (need) levels for n ach, n affil, n power ; the four elements of Heider's attribution theory of motivation; and salary, education and job classification were used to validate the subscales. Support for the criteria was found and promising validities were indicated. Lastly, personal, job and organizational variables were included with the motivation subscales and criteria in a subsequent factor analysis to examine moderator effects of the obtained validities. Results are discussed in terms of motivation theories, validities, moderator effects in study designs, and future use of the questionnaire by other researchers with business-industrial samples.     

两种取向的工作满意度模型构建及实证研究

工作满意度一般被作为衡量员工工作中的幸福感的指标。幸福感的研究存在两种基本取向：享乐取向和完善取向。为验证两种取向的工作满意度结构,对485名MBA学生和864名企业员工进行了调查,探索性因素分析和进一步二阶探索性因素分析表明,工作满意度量表包含8个因素,这8个因素归于两个维度：享乐取向的满意度（包括享乐的工作结果、享乐的工作本身、享乐的人际关系、享乐的组织氛围）和完善取向的满意度（包括完善的工作结果、完善的工作本身、完善的人际关系、完善的组织氛围）。验证性因素分析支持两种取向工作满意度的结构模型。     

国有企业新员工组织社会化内容的维度研究

在项目搜集、预试与正式调查的基础上,编制了一套具有良好信度和效度的新员工组织社会化问卷。对部分国有企业的员工进行调查,探索性因素分析的结果表明,国有企业员工的组织社会化内容由胜任工作社会化、组织文化社会化和领导政治社会化三个维度构成。文章最后对国有企业员工的组织社会化内容维度与已有研究成果的异同以及不同人口学变量的新员工组织社会化内容的差异进行了分析与讨论。     

Assessment of Anxious Rearing Behaviors with a Modified Version of “Egna Minnen Beträffande Uppfostran” Questionnaire for Children

This study examined the psychometric properties of a modified version of the EMBU for Children (EMBU-C), a 40-item questionnaire measuring youths' perceptions of three main types of parental rearing (i.e., emotional warmth, rejection, and overprotection) as well as anxious rearing behaviors. For this purpose, modified EMBU-C data were obtained in a large sample of children and adolescents (N = 1681). Results showed that the factor structure of the modified EMBU-C was satisfactory: a clear four-factor solution emerged representing the hypothesized types of parental rearing behaviors. Higher-order factor analysis demonstrated the presence of two superordinate dimensions of parental rearing, namely care and control. Furthermore, all modified EMBU-C scales appeared to be reliable in terms of internal consistency and test–retest stability. Finally, positive relationships were found between anxious rearing, overprotection, and rejection, on the one hand, and children's anxiety symptoms, on the other hand.     

工作特征对农村中学教师职业倦怠的影响

对20例农村中学教师的深度访谈进行内容分析,发现人际消耗以及社会偏见对职业倦怠起着重要的影响作用。根据访谈的结果编制了教师工作特征的本地化测量工具,对266名被试的测量结果进行因素分析,显示4个因素：缺乏支持和公平感,忙碌感,人际消耗,社会偏见。人际消耗和社会偏见在预测职业倦怠总分和热情枯竭有大于5%的增益方差。人际消耗通过影响精力枯竭造成职业倦怠,社会偏见则通过所有三条路径造成职业倦怠。本研究揭示了影响中国农村中学教师职业倦怠的重要因素——人际消耗和社会偏见     

中学校风因素结构的探索性分析

本研究结合国内外相关研究,探索了校风的内涵、外延,并在此基础上,通过开放式调查、深度访谈、问卷初测和正式施测,使用探索性因素分析和验证性因素分析等方法探索了校风的因素结构。本研究认为校风的因素结构包括学生风气、教师风气和组织风气三个二阶因子和十三个一阶因子,本问卷具有良好的信度和效度,可以作为评定中学校风的工具。