管理自我效能感与一般自我效能感的关系

以管理者自我效能感这个具体自我效能感为研究对象,探讨具体自我效能感与一般自我效能感的关系。结果发现：⑴管理自我效能感和一般自我效能感都对管理者工作绩效有显著影响,但前者的影响效果更为明显;⑵管理自我效能感对管理者工作态度有显著影响,但一般自我效能感的影响效果不显著;⑶一般自我效能感主要通过管理自我效能感,对管理者工作态度和工作绩效产生间接影响。这就证明了：⑴自我效能感可以分为两个操作层次,即一般和具体,且前者主要通过后者产生间接作用;⑵要提高自我效能感的预测效果,须针对具体自我效能感进行研究。     

企业员工薪酬公平感实证分析

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。     

自我效能感影响航线飞行安全绩效的多重中介模型

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。     

绩效薪酬对雇员创造力的影响:人-工作匹配和创造力自我效能的作用

采用296对上下级匹配数据考察了绩效薪酬对创造力的影响以及人-工作匹配的调节效应和创造力自我效能的中介效应。研究结果表明:绩效薪酬对创造力有倒U形影响;创造力自我效能部分中介了绩效薪酬对创造力的倒U形影响;人-工作匹配调节绩效薪酬与创造力的关系,人-工作匹配度越高,中等强度绩效薪酬的正面效应越强,高强度绩效薪酬的负面效应越弱;绩效薪酬与人-工作匹配的交互效应通过创造力自我效能的完全中介效应影响创造力。     

目标定向、自我效能感与主观幸福感的关系

以207名企业员工为研究对象,探讨了目标定向、自我效能感与主观幸福感的关系及自我效能感在目标定向和主观幸福感之间的中介作用。结果表明:学习目标定向、工作自我效能感和社交自我效能感均对主观幸福感有着显著的正向影响;主观幸福感对任务绩效有着显著的正向影响;同时,工作自我效能感在学习目标定向和主观幸福感之间起着完全中介作用。     

工作不安全感与幸福感、绩效的关系：自我效能感的作用

旨在探讨工作不安全感对员工工作幸福感和工作绩效(上级评定)的影响,以及一般自我效能感在其中的作用机制。研究采用问卷调查的方法,共收集到513个有效样本。数据分析采用层级回归分析的方法。研究结果发现：⑴工作不安全感对员工工作幸福感和工作绩效都有显著的消极影响;⑵一般自我效能感对工作不安全感与身体健康、心理健康之间关系具有显著的调节作用,但对工作满意度的调节作用不显著;⑶一般自我效能感对不安全感—工作绩效之间关系具有显著的调节作用。这就表明,在当今处于转型期的中国社会里,工作不安全感是影响员工工作幸福感和工作绩效的一个重要压力源,而一般自我效能感可以发挥有效的调节作用     

内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用

通过对325名员工及其领导的配对问卷调查,探讨内部人身份感知对员工创新行为的作用机制。研究发现:内部人身份感知与创新行为显著正相关;内部人身份感知与创新自我效能感显著正相关;创新自我效能感部分中介了内部人身份感知对创新行为的影响;遵从权威对创新自我效能感与创新行为之间的关系具有负向调节作用;遵从权威调节了创新自我效能感在内部人身份感知与创新行为之间的中介作用。     

企业管理者的情绪智力、自我效能感、成就动机研究

采用问卷法对211名企业管理者的情绪智力、自我效能感、成就动机的特征及它们与企业管理者绩效的关系进行了研究。研究表明,不同管理层级、不同管理岗位、不同地区的企业管理者的情绪智力、自我效能感、成就动机存在显著差异;企业管理者的年龄、性别、文化水平、所在企业的性质和规模对情绪智力、自我效能感、成就动机没有显著影响。研究还表明,情绪智力、自我效能感、成就动机对高层、中层、基层企业管理者的绩效有不同的预测力。     

中国背景下自我效能感与心理健康的元分析

社会认知理论指出自我效能感对心理健康具有重要意义,但两者的关系在以往的研究中尚不一致。当前研究采用元分析技术分析自我效能感对心理健康影响的主效应,并重点考察各调节变量在两者关系中的调节效应。通过文献检索和筛查,最终符合元分析纳入标准的文献有117篇。结果表明,自我效能感与心理健康积极因素呈显著正相关,而与心理健康消极因素呈显著负相关。此外自我效能感与心理健康的关系受自我效能感层级、社会发展和性别的调节;而年龄阶段仅调节了自我效能感与心理健康积极因素的关系。以上结果说明,高自我效能感个体的心理健康水平更高,同时还要考虑年龄阶段、自我效能感层级、社会发展和性别在两者关系中的作用。     

领导者的希望和自我效能感对其主观幸福感的影响

该研究采用问卷调查法,检验领导者的希望和自我效能感对其主观幸福感的影响作用。通过对来自重庆市各县、市、区政府机关、公检法和事业行政单位的237名领导者进行调查,将搜集的数据进行层次回归分析、中介效应检验和优势分析,结果显示：希望和自我效能感是领导者的主观幸福感的显著正向预测变量;自我效能感在领导者的希望与其主观幸福感之间有显著的完全中介作用;增强领导者的希望与自我效能感水平对提升领导者的主观幸福感有显著的促进作用。     

Relationships Among Self-Efficacy,Pay-for-Performance Perceptions,and Pay Satisfaction: A Korean Examination

This study is an effort to extend our understanding of the antecedents of pay satisfaction, particularly in multiple South Korean firms. We first examine the impact of self-efficacy on overall pay satisfaction and three of its subdimensions: satisfaction with pay level, satisfaction with benefits, and satisfaction with pay structure/administration. Next, we assess the moderating effects of pay-for-performance perceptions on the relationship between self-efficacy and pay satisfaction. Results from 256 employees in four South Korean companies support the proposed hypotheses that self-efficacy is negatively related to overall pay satisfaction and its three subdimensions. We also found support for the moderating role of pay-for-performance perceptions on the self-efficacy–pay satisfaction relations, for all pay satisfaction subdimensions except pay-level satisfaction. We discuss implications, future research directions, and limitations of this study.     

THE RELATIONSHIP BETWEEN PAY-FOR-PERFORMANCE PERCEPTIONS AND PAY SATISFACTION

A study was conducted with 104 hospital employees to assess the relationship between pay-for-performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi-item measure of pay-for-performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfaction are discussed.     

Positive Affectivity and Collective Efficacy as Moderators of the Relationship Between Perceived Politics and Job Satisfaction

This study explores the moderating potential of positive affectivity (PA) and perceived collective efficacy (PCE) on the relationship between 3 dimensions of politics perceptions and job satisfaction. We hypothesized that high levels of PA and PCE, in unison, would buffer the harmful effects of perceived politics on job satisfaction. Regression analyses for the 3 dimensions (i.e., general politics, go along to get along, and pay and promotion) yielded a significant finding for the PA × PCE × Go Along to Get Along 3-way interaction only. Consistent with our expectations, low PA-low PCE individuals were less satisfied with their jobs when levels of go-along-to-get-along politics increased. Contrary to our hypothesis, however, high PA-high PCE individuals reported a significant inverse relationship between perceived politics and job satisfaction. Implications of these findings and directions for future research are provided.     

课业负担对学校生活满意度的影响:学校氛围的多水平调节作用

课业负担对学校生活满意度有重要影响,但是学校氛围对课业负担的多水平调节作用少有研究涉及。在发展系统理论的基本框架下,本研究构建了一个多水平的调节模型,同时考察学校氛围中不同水平的变量对学生学校生活满意度的影响及其作用机制。以20155名五、八年级学生为研究对象,本研究采用学生知觉的师生关系及校长知觉的学生士气、教师士气、学生消极行为、教师负面状态来考察学生和校长对学校氛围的评价。多水平模型分析发现:(1)在控制了年级、性别、城乡后,课业负担对学校生活满意度仍有显著的消极影响;(2)课业负担对学校生活满意度的负向影响,随学生知觉的师生关系和校长知觉的学生士气的变好而减弱。研究结果有利于从发展系统理论及相互作用的视角理解学校氛围的作用,"减负"不仅要确实减少学生的课业负担,也要重视学校中其他环境变量的综合影响。     

Leisure in romantic relationships: An avenue for differentiation of self

Bowen Family Systems Theory predicts that the ability to balance emotional intimacy with one’s partner with one's own sense of autonomy, called differentiation of self, results in stronger relationships. We tested whether this balance manifests in how individuals manage their time spent with and without their partner. Analyses utilized differentiation of self, leisure time balance with and without one's partner, and couple leisure satisfaction to predict dyadic adjustment. Although leisure time balance did not mediate the relationship between differentiation of self and relationship functioning, couple leisure satisfaction was found to partially mediate this relationship. The moderating effect of differentiation was also examined, which demonstrated that differentiation of self buffered the relationship between low couple leisure time satisfaction and relationship adjustment.     

Organizational Politics,Perceived Control,and Work Outcomes: Boundary Conditions on the Effects of Politics1

This investigation examined the moderating influences of perceived control (i. e., personal control and job self‐efficacy) on relationships between perceptions of organizational politics and organizational commitment, job satisfaction, intention to turnover, and job stress. Although results failed to support predictions concerning the interaction of perceptions of organizational politics and personal control, some support was found for predictions concerning the interactive influence of perceptions of organizational politics and job self‐efficacy on outcomes. Data from 189 hotel managers supported the hypothesized interactive effects of perceptions of organizational politics and job self‐efficacy for the outcomes of organizational commitment and job satisfaction. These results suggest that job self‐efficacy exacerbates the relationship between perceived politics and certain dysfunctional attitudes.     

It’s not only Work and Pay: The Moderation Role of Teachers’ Professional Identity on their Job Satisfaction in Rural China

All professions include work and pay and some prior studies have pointed to the role that professional identity might play in the relationship between work conditions and job satisfaction. Based on data collected from rural teachers in mainland China, this study used two-level modelling to examine the moderating effects of teacher’s professional identity (TPI) on their job satisfaction. Our research findings confirm that longer work hours, larger class size, and lower perception of income status are significantly associated with lower levels of job satisfaction, and TPI can moderate the negative effects caused by work hours and income status.

     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

Creative Self‐Efficacy and Innovative Behavior in a Service Setting: Optimism as a Moderator

Creativity research on the personality approach has focused on the relationship between individual attributes and innovative behavior. However, few studies have empirically examined the effects of positive psychological traits on innovative behavior in an organizational setting. This study examines the relationships among creative self‐efficacy, optimism, and innovative behavior as well as the moderating effect of optimism. Longitudinal data across two periods were collected from 120 spa employees of a diet and beauty salon company in Taiwan. After controlling for the effects of job tenure and the Big Five personality traits, this study found that employees with a high level of creative self‐efficacy demonstrate a high level of innovative behavior at work, and optimism does not have a direct effect on employees' innovative behavior, but it does play a moderating role. When employees' creative self‐efficacy is high, those with greater optimism exhibit greater innovative behavior at work. Toward the end, this paper offers suggestions for future research and discusses the practical implications of this study.     

小学教师集体效能及其对自我效能功能的调节

通过对28所小学1299名教师的问卷调查,作者主要探讨了教师集体效能在解释学校间教师心理特征各方面差异时的重要性,及其对自我效能预测功能的调节作用。多层分析结果表明,（1）教师自我效能对教师心理特征各方面的表现有显著的预测作用,这一预测作用存在学校间的差异;（2）教师集体效能高的学校,教师的工作满意度、内在动机、工作投入、同事关系满意度平均较高,离职倾向较低;（3）教师集体效能对自我效能与工作满意度等心理特征各方面的关系有显著调节作用,集体效能高的学校,自我效能对教师心理特征诸方面表现的预测力较强