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采用问卷法调查了138名民航飞行员,探讨了自我效能感对飞行安全绩效的影响,以及在这一影响过程中组织信任、组织承诺和工作投入的作用。结果显示,自我效能感对组织信任、组织承诺、工作投入和安全绩效有直接正向作用。组织信任在自我效能感对组织承诺、工作投入、安全绩效的影响中有部分中介作用。组织承诺与工作投入在自我效能感对安全绩效影响中发挥着部分中介作用。结论:自我效能感对安全绩效有直接效应,并可通过组织信任、组织承诺和工作投入对安全绩效产生间接影响。 相似文献
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了解ICU护士的角色模糊-角色冲突、工作疲渍感和组织承诺水平,探讨角色模糊-角色冲突和工作疲溃感对ICU护士组织承诺的影响作用.角色模糊对ICU护士的组织承诺有显著的预测作用(P<0.01).在情感承诺方面,角色模糊和情绪疲溃感有显著的负向预测作用(P<0.01);情绪疲溃感和个人工作无成就感对继续承诺有显著的影响(P<0.05);情绪疲溃感、角色冲突和角色模糊对规范承诺有显著的负向预测作用(P<0.05).护理管理者应采取积极有效的措施减轻其影响,稳定护理队伍,提高护理质量. 相似文献
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组织中的社会交换:由直接到间接 总被引:5,自引:0,他引:5
社会交换理论被引用来研究组织中的两种交换:员工与所在组织之间的交换——“感受组织支持”(POS)和员工与直接上司之间的交换——“领导—成员交换”(LMX)。以往的研究侧重于“直接交换”,即:从POS和LMX到员工工作产出的直接回归。该文以员工的组织情感承诺和工作满意感为中介变量,考察POS和LMX对员工工作产出的间接影响。在919份有效问卷的基础上,通过结构方程模型的比较,结果发现:组织情感承诺和工作满意感的确可以在POS和LMX与员工工作产出之间承担全部或部分中介的角色。这说明,员工与组织之间、上司与下属之间的交换只有小部分是“直接交换”,大部分则属于“间接交换”。最后,作者讨论了这些新发现的理论意义和实践意义,并指出了该研究的不足之处。 相似文献
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企业员工薪酬公平感实证分析 总被引:2,自引:0,他引:2
在预研究的基础上,自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明,我国企业员工薪龇公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用;程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用。 相似文献
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工作旺盛感是个体在工作中同时感受活力和学习一种心理状态。组织情境中领导、组织支持和公平、工作特征和同伴均影响工作旺盛感。基于特质激活和自我决定理论, 构建“组织情境影响工作旺盛感的心理机制”模型:“全景式”和“离散式”组织情境能直接影响基本心理需求的满足, 或者先激活特质, 再影响基本心理需求满足, 进而影响工作旺盛感。未来应加强“全景式”组织情境及其中介机制研究, 开展个体和组织情境变量以及社会层和任务层等多层次整合研究, 并运用动态研究方法研究组织情境与工作旺盛感之间的联动变化规律, 预测工作旺盛感。 相似文献
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压力与创造力的关系一直是组织行为学研究的热点话题,但研究结论并不一致。基于社会认知理论,我们假设自我效能是连接压力与创造力的中介机制。进一步,我们认为挑战性压力对自我效能和创造力的影响取决于员工的分配公平感,而阻断性压力会对员工自我效能和创造力有显著的破坏作用,程序公平有助于缓冲阻断性压力对自我效能和创造力的破坏效应。采用三阶段的纵向研究设计检验上述假设,对来自256对上下级匹配数据的研究结果表明:挑战性压力对自我效能和创造力没有显著的直接影响;分配公平调节挑战性压力通过自我效能对创造力的间接效应:对高分配公平感的员工而言,挑战性压力通过自我效能对创造力的正向间接效应更强。阻断性压力通过抑制员工自我效能进而对其创造力产生显著的负向影响。程序公平对阻断性压力和自我效能以及创造力之间关系的调节效应不显著。 相似文献
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两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用 总被引:1,自引:0,他引:1
从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。 相似文献
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《The Journal of social psychology》2012,152(2):181-197
ABSTRACT We investigated the associations between supervisor-related time control and two-job attitudes, and the moderating effects of distributive justice on these associations. A total of 505 full-time employees in Hong Kong responded to a structured telephone survey. The results showed that time control and perceived distributive justice were positively related to both job satisfaction and organizational commitment. More importantly, the positive relationships between time control and the two job attitudes were stronger when perceived distributive justice was high rather than low. These findings contrast with the typical buffering effects of organizational justice, in which perceived justice attenuates the beneficial effects of positive stimuli. Theoretical and applied implications of these findings are discussed. 相似文献
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Alain Lacroux 《Psychologie du Travail et des Organisations》2013,19(2):127-142
The aim of this article is to focus on contingent workers’ organizational commitment. A review of literature on contingent workers’ attitudes leads to think that this type of work arrangement is associated with a high level of job insecurity, which is not favourable to organizational commitment. However, empirical studies present very contrasting results. This absence of consensus leads us to propose a research model, which puts the emphasis on the way the temporary workers interpret their job arrangement. The model was tested on 208 temporary help service workers. The results highlight the mediating role of perceived job insecurity on organizational commitment, as well as importance of perceived organizational support (POS). 相似文献
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《Journal of Personal Selling & Sales Management》2013,33(4):333-350
This study examined effects of three dimensions of organizational justice on salesperson perceived organizational support (POS), perceived supervisor support (PSS), performance, and actual salesperson turnover in a business-to-business setting using a sample of 384 salespeople. Results indicated that PSS is an indirect predictor of turnover intentions through POS and performance. Organizational commitment mediated the relationship between POS and turnover intentions. Procedural justice had a direct, positive influence on performance. Distributive justice, procedural justice, and interactional justice were indirect predictors of turnover through other variables. The salesperson’s performance was related directly to both turnover intentions and turnover. 相似文献
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《Psychologie du Travail et des Organisations》2014,20(1):63-89
This paper reports an empirical study in which perceived organizational support is considered as a social resource in a stress model conceived within the perspective of Conservation of Resources theory. A study conducted among 181 employees and their supervisors reveals that role stressors impact work outcomes through perceptions of anticipated or actual resource loss and lack of resource gains. Moreover, perceived organizational support exerts a moderating effect in the relationships between resource loss and lack of resource gains and emotional exhaustion, affective commitment, and job performance. We discuss the implications of these findings for our understanding of the psychological mechanisms associated with perceived organizational support. 相似文献
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This article explores the relationship between on the 1 hand psychological contract fulfilment and affective commitment and on the other hand, normative commitment and job satisfaction. We hypothesized that the perceived supervisor support (PSS) and the perceived organizational support (POS) mediate the relationship between the fulfilment of the psychological contract, commitment and job satisfaction. The sample consists in 337 soldiers in training. In order to test our model, we used 3 measures of psychological contract fulfilment (economic, socioemotional and developmental), PSS and POS measures as well as attitudes. Results show that the developmental psychological contract is related to affective and normative organizational commitment and job satisfaction whereas socioemotional fulfilment is unrelated to affective commitment. Psychological contract fulfilment has a greater impact on normative commitment than affective commitment. Results show also that only PSS plays a mediating role in psychological contract processes. Several implications emerge from this study. First, in a military context, it is important to strengthen the developmental psychological contract. Second, it is essential for organizations to place greater emphasis on encouraging supervisors to establish healthy working relationships with newcomers. 相似文献