首页 | 本学科首页   官方微博 | 高级检索  
文章检索
  按 检索   检索词:      
出版年份:   被引次数:   他引次数: 提示:输入*表示无穷大
  收费全文   65篇
  免费   1篇
  66篇
  2024年   1篇
  2021年   1篇
  2020年   3篇
  2019年   1篇
  2018年   3篇
  2017年   1篇
  2016年   3篇
  2015年   3篇
  2014年   3篇
  2013年   3篇
  2012年   5篇
  2011年   7篇
  2010年   4篇
  2008年   2篇
  2007年   3篇
  2006年   1篇
  2005年   1篇
  2004年   3篇
  2003年   1篇
  2002年   2篇
  2001年   2篇
  2000年   3篇
  1997年   1篇
  1995年   1篇
  1994年   1篇
  1993年   1篇
  1991年   1篇
  1990年   1篇
  1987年   1篇
  1985年   1篇
  1981年   1篇
  1975年   1篇
排序方式: 共有66条查询结果,搜索用时 0 毫秒
21.
    
This study investigates the direct and moderating effects of Chinese work values and organizational commitment on the stress‐job performance relationship. Chinese work values are the work‐related Confucian values of Chinese societies, and include collectivism, hardworking, endurance, and harmonious social relationships (guanxi). A three‐component (affective, continuance, and normative) conception of commitment (Meyer & Allen, 1991) is used. A self‐administered questionnaire survey collected data from two samples of Hong Kong employees during 2001. These samples included 386 (197 males, 179 females, 10 unidentified) and 145 (51 males, 94 females) respondents. The purpose of recruiting two samples was to replicate the stress‐performance relationship in a Chinese setting to enhance generalization of the results. The results consistently revealed that sources of pressure and self‐rated job performance were negatively related. Furthermore, organizational commitment and Chinese work values were positively related to job performance. A series of hierarchical regressions, while controlling for age, tenure, and job level, revealed that Chinese work values and organizational commitment were significant stress moderators. Chinese work values were found to be significant moderators of the stress‐performance relationship in both samples. However, those values only safeguarded performance when work stress was low or moderately high. When work stress was very high, employees with high levels of Chinese work values reported lower job performance. Organizational commitment, in contrast, protected employees from the negative effects of stressors and moderated the stress‐performance relationship in a positive direction, but for the first sample only. The implications of the study are that it is essential to nourish work values among employees and cultivate employees' commitment to their organizations. However, in very high stress situations, it is more appropriate to alter the work environment to reduce stressors at work, in order to enhance job performance. Cette étude visait à examiner les effets directs et modérateurs des valeurs de travail chinoises et de L'engagement organisationnel sur les relations entre le stress et la performance. Dans la présente étude, les valeurs de travail chinoises impliquent les valeurs confucéennes reliées au travail, lesquelles sont communément acceptées dans les sociétés chinoises. Elles comprennent le collectivisme, L'ardeur au travail, L'endurance et les relations sociales harmonieuses (guanxi). Une conception tripartite de L'engagement (Myers et Allen, 1991) fut utilisée. Celle‐ci inclut L'affectivité, la continuité et L'engagement normatif. Les données furent recueillies auprès de deux échantillons d'employés de Hong Kong, durant un intervalle de 7 mois, en 2001. Pour chaque échantillon, 386 (197 hommes et 179 femmes) et 145 (51 hommes et 94 femmes, 10 non identifiés) répondants, respectivement, ont complété un questionnaire d'enquête autorapporté. Le but de recruter deux échantillons était d'examiner les relations stress‐performance dans deux milieux chinois afin d'augmenter la générabilité des résultats. Les résultats révèlent que les sources de pression et la performance rapportée sont négativement associées. De plus, L'engagement organisationnel et les valeurs de travail chinoises sont positivement liés à la performance. Une série de régressions hiérarchiques, en exerçant un contrôle sur L'âge, le poste et le niveau d'emploi, révèlent que les valeurs de travail chinoises et L'engagement organisationnel sont des modérateurs significatifs du stress. Les valeurs de travail chinoises sont des modérateurs significatifs des relations entre le stress et la performance pour les deux échantillons. Cependant, elles favorisent la performance seulement lorsque le stress au travail est faible ou modérément élevé. Quand le stress au travail est très élevé, les employés dont les valeurs de travail chinoises sont fortes rapportent des niveaux plus faibles de performance. Concernant L'engagement organisationnel, celui‐ci protège les employés des effets négatifs des stresseurs et il modère la relation stress‐performance dans une direction positive, pour le premier échantillon seulement. Sur le plan des implications, cette étude soulève qu'il est essentiel de nourrir les valeurs de travail chez les employés et de cultiver L'engagement dans leurs organisations. Cependant, dans des situations hautement stressantes, il serait davantage approprié de modifier L'environnement de travail pour réduire les stresseurs, afin d'améliorer la performance des employés. Este estudio se propone investigar los efectos directos y moderadores de los valores chinos hacia el trabajo y el compromiso con la organización sobre las relaciones entre estrés y rendimiento en el trabajo. En este estudio, los valores chinos hacia el trabajo se refieren a los valores de Confucio relativos al trabajo, aquéllos sobre los que existe acuerdo entre las sociedades chinas, que incluyen el colectivismo, la dedicación al trabajo, la resistencia y las relaciones sociales armoniosas (guanxi). Se empleó una concepción de compromiso formada por tres componentes (Meyer & Allen, 1991), que incluye el compromiso afectivo, continuo y normativo. Se recogieron datos de dos muestras de empleados de Hong Kong con 7 meses de intervalo entre una y otra durante el 2001, de 386 (197 hombres, 179 mujeres, 10 no identificados) y 145 (51 hombres, 94 mujeres) respectivamente, mediante el empleo de un cuestionario auto‐administrado. La razón por la que se reclutó dos muestras fue llevar al cabo una réplica de las relaciones entre estrés y rendimiento en un contexto chino, para mejorar la generalidad de los resultados. Es más, se encontró una relación positiva entre compromiso con la organización y rendimiento en el trabajo. Los resultados de una serie de regresiones jerárquicas, después de controlar la edad, definitividad y jerarquía, revelaron que los valores chinos hacia el trabajo y el compromiso con la organización moderaban de manera significativa las relaciones entre estrés y rendimiento. Se encontró que los valores chinos hacia el trabajo moderaban de manera significativa las relaciones entre estrés y rendimiento en ambas muestras. No obstante, los valores chinos hacia el trabajo salvaguardan el rendimiento sólo cuando el estrés es bajo o moderadamente alto. Cuando el estrés en el trabajo es muy alto, los empleados con niveles altos de valores chinos manifiestan bajo rendimiento. Respecto al compromiso con la organización, éste protege a los empleados de los efectos negativos de los estresores y modera la relación entre estrés y rendimiento en una dirección positiva, pero sólo para la primera muestra. Las implicaciones de este estudio son: es esencial fomentar los valores hacia el trabajo entre los empleados y cultivar su compromiso para con sus organizaciones. Sin embargo, bajo situaciones de estrés extremo, será más apropiado alterar el ambiente laboral para reducir los estresores, y así mejorar el rendimiento en el trabajo.  相似文献   
22.
Objective: Communication of cancer information is an important element of cancer control, but cancer fear may lead to information avoidance, especially when coping is low. We examined the association between cancer fear and cancer information avoidance, and tested whether this was exacerbated by psychosocial stress.

Design: Cross-sectional survey of 1258 population-based adults (58–70 years) in England.

Main outcome measures: Cancer fear (intensity and frequency), perceived psychosocial stress and cancer information avoidance. Control variables were age, gender, ethnicity, marital status and education.

Results: A quarter (24%) of respondents avoided cancer information. Ordinal logistic regression analyses showed main effects of psychosocial stress (OR = 1.17, 95% CI 1.07–1.29) and cancer fear: cancer information avoidance was lowest in those with no cancer fear (13%), followed by those with moderate (24%; OR = 2.15, 95% CI: 1.49–3.12), and high cancer fear (35%; OR = 3.90, 95% CI: 2.65–5.73). In the adjusted model, the interaction between cancer fear and stress was significant (OR = 1.14, 95% CI 1.004–1.29, p < .05): 40% of those with high fear/high stress avoided cancer information compared with 29% with high fear/low stress.

Conclusion: Cancer fear and psychosocial stress interact to produce disengagement with cancer-related information, highlighting the importance of affective processes to cancer control efforts.  相似文献   
23.
Self-perception of motion through visual stimulation may be important for adapting to locomotor conditions. Unilateral limb loading is a locomotor condition that can improve stability and reduce abnormal limb movement. In the present study, the authors investigated the effect of self-perception of motion through virtual reality (VR) on adaptation to unilateral limb loading. Healthy young adults, assigned to either a VR or a non-VR group, walked on a treadmill in the following 3 locomotor task periods--no load, loaded, and load removed. Subjects in the VR group viewed a virtual corridor during treadmill walking. Exposure to VR reduced cadence and muscle activity. During the loaded period, the swing time of the unloaded limb showed a larger increase in the VR group. When the load was removed, the swing time of the previously loaded limb and the stance time of the previously unloaded limb showed larger decrease and the swing time of the previously unloaded limb showed a smaller increase in the VR group. Lack of visual cues may cause the adoption of cautious strategies (higher muscle activity, shorter and more frequent steps, changes in the swing and stance times) when faced with situations that require adaptations. VR technology, providing such perceptual cues, has an important role in enhancing locomotor adaptation.  相似文献   
24.
Children in prekindergarten, kindergarten, and second grade were tested on a delayed match-to-sample task using abstract visual patterns. The patterns varied both in type of visual organization (unstructured, diagonally symmetrical, vertically symmetrical, and horizontally symmetrical) and in amount of contour. Following the initial memory task, we attempted to train half of the children at each grade by directing their attention to axes of symmetry; the other half of the children received a control task. Subsequently, the subjects were given a second delayed match-to-sample test. On both pre- and post-training trials, structure influenced performance, especially in the two younger groups. Vertical and horizontal symmetry generally facilitated performance in the prekindergarteners, while all three types of symmetry facilitated performance in the kindergarteners. In addition, children generally responded more accurately to patterns with lower levels of contour. They also made more like-contour than unlike-contour confusions, indicating that quantitative aspects of patterns were encoded. Group differences suggested that both processing capacity and memory increase during the age range studied. Finally, there was no indication that training improved performance at any age.  相似文献   
25.
26.
What is initially striking about Alfred Schutz’s phenomenological account of the musical experience, which encompasses both the performance and reception of music, is his apparent dismissal of the corporeal and spatial aspects of that experience. The paper argues that this is largely a product of his wider understanding of temporality wherein the mind and time are privileged over the body and space, respectively. While acknowledging that Schutz’s explicit or stated view is that the body and space are relatively insignificant to his account, the paper reveals how they actually feature significantly in the latter, but in ways that remain largely implicit. First, the analysis demonstrates that the mental and temporal aspects of Schutz’s phenomenology of the musical experience cannot be considered independently of their interrelations with the equally important, albeit under-examined, corporeal, and spatial aspects. Concepts from Nietzsche’s early aesthetics are recruited to fulfil this task. Second, the analysis challenges Schutz’s dismissal of space in his theory of music perception. Lastly, it reveals the crucial, yet implicit, role of the body and space in his key examination of the intersubjective phenomenon he terms “making music together”. By presenting the above arguments, the paper aims to draw out the implicit dimensions of Schutz’s phenomenology of music and thereby enrich his influential account.  相似文献   
27.
La théorie et la recherche concernant les croyances (LOC) et les perceptions du contrôle suggèrent que les Asiatiques tendent à obtenir des scores plus bas et àêtre plus passifs que les Américains, mais ces travaux ont été menés à l’aide de concepts et d’échelles développés principalement aux USA qui certifient une primauté du contrôle interne (ex: en changeant l’environnement pour l’adapter à soi). Une équipe de recherche internationale a étendu la notion de croyance dans le contrôle en développant des échelles qui permettent de reconsidérer la notion en faisant état de croyances secondaires dans le contrôle (ex: en adaptant le soi à l’environnement) et de faire état d’un concept nouveau de croyances socio‐instrumentales (ex: le contrôle par les relations interpersonelles) qui permettent de rendre compte de manière plus pertinente des croyances en un contrôle dans les cultures collectivistes. Nous nous attendions à ce que, par l’utilisation d’échelles culturellement appropriées, les Américains n’obtiennent pas une croyance en un contrôle plus importante que les Asiatiques. Les hypothèses ont été partiellement confirmées en ce que les Américains se sont montrés comme obtenant un contrôle plus bas que les Chinois (de Hong Kong et de RP de Chine) sur ces échelles. Il est suggéré que voir les Asiatiques comme évitant passivement le contrôle au travail peut être incorrect et dû aux insuffisances de contrôle socio‐instrumental. Research and theory concerning beliefs (locus of control) and perceptions of control suggest that Asians tend to be lower and more passive than Americans, but this work has been conducted mainly with US‐developed constructs and scales that assess primary control (i.e. changing the environment to adapt to the self). An international research team expanded the notion of control beliefs by developing scales to assess secondary control beliefs (i.e. adapting the self to the environment) and the new construct of socioinstrumental control beliefs (i.e. control via interpersonal relationships), both of which were thought to better fit the control beliefs of collectivist cultures than Western‐developed control scales. We expected that, when culturally appropriate scales were employed, Americans would not show higher control beliefs than Asians. Hypotheses were partially confirmed that Americans would be lower than Chinese (Hong Kong and PR China) on these new scales. It is suggested that views of Asians as passive avoiders of control at work may be incorrect and due to the overlooking of socioinstrumental control.  相似文献   
28.
A group of children who were rated as grossly overactive by a clinician was compared with a matched control group on various measurements of their behavior in a clinical interview situation and in a psychological test situation. An observational schedule was developed to discern those behaviors related to the concept of overactivity. These behaviors were operationally defined to enable reliable replication. The experimental group showed an excess in quantity of mechanically recorded movement as well as an increase in a cluster of behaviors including distractibility and disinhibition. Situational effects on those symptoms were noted. The symptoms were best observed in a semistructured clinical interview situation.This project was carried out while S. L. Luk was a research worker at the Institute of Psychiatry, London, supported by the University of Hong Kong. The authors express sincere thanks to Dr. S. Sandberg for her help in the reliability study, to Dr. J. Bacon-Soong for his statistical advice, and to Miss Ivy Wong for secretarial help.The coding scheme is available from the author.  相似文献   
29.
This research compares the relative effectiveness of imported and indigenous measures of personality perception for Hong Kong Chinese. The first study reports on the extraction of six factors of self-perception using bipolar, adjective rating scales from the U.S.A. tapping the Big Five (Digman, 1990), and Openness to Experience (McCrae & Costa, 1985; 1987). The second study reports on the extraction of six factors of self-perception derived from scales developed indigenously by Chinese psychologists. In the third study, the overlap of the imported and the indigenous dimensions is examined, and their relative power in explaining various criterion measures is assessed. The imported factors adequately explained all but one of the indigenous factors, although in complex combinations. Neither scale was better than the other in predicting the criterion variables. Imported measures may cut the phenomenal world differently from indigenous measures, but still enable scientists to predict behaviours just as effectively. In consequence, if replicated with other criterion variables, the present results would challenge the investment required to develop local instrumentation on scientific grounds.  相似文献   
30.
    
The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied but important strain variable from the organizational point of view.  相似文献   
设为首页 | 免责声明 | 关于勤云 | 加入收藏

Copyright©北京勤云科技发展有限公司  京ICP备09084417号