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This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was also noted that workers holding doctoral degrees had higher levels of job satisfaction and religious commitment than individuals with a high school diploma only. It was evident that the longer employees stayed at this institution, the higher the levels of organizational commitment and extrinsic job satisfaction, and administrators and sector managers had higher levels of intrinsic job satisfaction and religious commitment than those in other occupational areas. 相似文献
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This study investigated the dimensionality and measurement of self-reported self-disclosure. Self-perceptions of disclosure to 20 “target” persons were found to involve at least five relatively uncorrelated dimensions. An initial instrument was developed for measuring these dimensions. Further improvement in measurement was recommended. 相似文献
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Three hypotheses concerning the specific role of language intensity differentiation in both pretreatment and counterattitudinal messages were examined in two studies. The results indicate that low intensity pretreatments are more effective than either moderate or high intensity inoculations in conferring resistance to persuasion. The findings for refutational pretreatments were, therefore, not consistent with previous research. Future research in this area should be characterized by a greater degree of specificity concerning the possible effects of receiver expectations on subsequent attitude change. 相似文献
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PSYCHOLOGICAL CLIMATE: IMPLICATIONS FROM COGNITIVE SOCIAL LEARNING THEORY AND INTERACTIONAL PSYCHOLOGY 总被引:3,自引:0,他引:3
LAWRENCE R. JAMES JOHN J. HATER MICHAEL J. GENT JOHN R. BRUNI 《Personnel Psychology》1978,31(4):783-813
Underlying assumptions and rationale of psychological climate are addressed from the perspectives of cognitive social learning theory and interactional psychology. Major emphasis is placed on the implications of these theoretical models for psychological climate. It is suggested that psychological climate (a) reflects psychologically meaningful, cognitive representations of situations rather than automatic reflections of specific situational events; (b) is generally more important than the objective situation in the prediction of many salient individual dependent variables; (c) is predicated on developmental experience, and frequently involves conflicting orientations generated by the preservation of valued and familiar schemas, on one hand, and openness to change in the interest of achieving adaptive and functional person-environment fits, on the other; and (d) is related reciprocally to memory, affect, and behavior in a causal model which predicts a reciprocal causation between perception and affect, and between individuals and environments. The suggestions above are employed to provide recommendations for future research. 相似文献
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INTERPERSONAL AFFECT AND PERFORMANCE APPRAISAL: A FIELD STUDY 总被引:2,自引:0,他引:2
Interpersonal affect has been found, in prior laboratory research, to be related to ratings of job performance. Such findings have been taken to mean that affect creates bias in ratings. The present study was conducted to determine if this relationship would hold up in a field setting. The present study was also designed to examine how structured diary-keeping, and the nature of the appraisal instrument, might be related to affect-appraisal relationships. The results for 85 raters, and 404 ratees, suggested that affect was significantly related to all ratings, but more strongly related to trait-like ratings than task/outcome-like ratings, and that having raters keep performance diaries actually increased the strength of the relationship between affect and ratings. We concluded that affect may not be a biasing influence on ratings, but may be a result of better subordinate performance. Results from an analysis of the diary content supported this conclusion. Implications for the role of affect on ratings and the nature of the relationship between past performance and interpersonal affect in field settings are discussed. 相似文献
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