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CHARLES STANGOR KLAUS JONAS WOLFGANG STROEBE MILES HEWSTONE 《European journal of social psychology》1996,26(4):663-675
The present research studied changes in stereotypes, attitudes and perceived variability of national groups within a sample of U.S. college students who spent one year studying in either West Germany1 or Great Britain. Subjects' stereotypes and attitudes toward host country members changed significantly during their stay, whereas attitudes and stereotypes toward control nationalities did not, and neither attitudes nor stereotypes further changed during the first nine months after subjects had returned home. On the other hand, perceptions of group variability changed significantly both during the stay and after departure from the host country. Although group perceptions generally became less positive over the course of the sojourn, these changes did not seem to be due to negative intergroup contact. Rather, the more contact students reported having with host country members the more positive were their attitudes and stereotypes of the groups. Results are discussed in terms of their implications for implementing student exchange programmes. 相似文献
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CHRISTOPHER MILES COOPE 《Journal of applied philosophy》1994,11(1):71-78
ABSTRACT Are there specific moral rights connected with employment? Three putative rights are considered: The right to work, the right of the most competent to be chosen, and the right to equal pay for work of equal value. It is very commonly assumed that we enjoy one or another of these rights. This paper argues that none of these rights exists. After all, what would it be to infringe someone's right to work? And is not employment sometimes in someone's gift? Again, if two people are doing work of equal value, and the contract terms are both generous and individually acceptable to the parties, why need these terms be the same? 相似文献
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Ergonomics is an important workplace practice. Experienced stress in the workplace manifests itself in poor physical and mental health, and is associated with numerous negative personal and organizational outcomes. This study examines ergonomics and ergonomic training and their potential to reduce dysfunctional personal and work outcomes; specifically, job induced‐tension and job dissatisfaction directly and through perceptions of person–environment fit and perceptions of control. Quantitative and qualitative findings indicate positive relationships between ergonomic design and ergonomic training with perceptions of person–environment fit and control. Person–environment fit and control fully mediated the relationship between training satisfaction (component of ergonomic training) and job dissatisfaction, while partially mediating the relationship between work‐area design (a component of ergonomic design) and job‐induced tension. 相似文献
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