巴蜀水月观音图像演变探析

<正>水月观音自诞生起便成为画师、工匠们热衷于表现的对象,水月观音图像也因此受到社会各阶层的关注并广泛流传开来。对于水月观音,学界很早就展开了研究,并取得了一系列成果。通过对这些研究成果的梳理,我们发现研究者的关注点多在水月观音的起源及文化意涵。图像艺术方面的研究,也主要立足于以敦煌石窟为代表的北方石窟,对于     

社会认知职业理论与传统职业理论比较研究

社会认知的职业理论将心理、社会、经济等影响因素通过自我效能、结果期待和目标3个核心概念整合起来,动态性地揭示职业选择和发展的全过程,克服了传统理论将心理、社会、经济等影响因素分割开来进行研究并建构理论、缺乏动态性等局限性,使职业理论更全面。但和传统职业理论相比,该理论还存在概念比较模糊,操作性较差等不足。     

组织不公正及其效果研究述评

从组织公正感的研究出发,比较全面地介绍了国外关于3种组织不公正,即分配不公、程序不公正和互动不公正研究及其效果,特别分析了组织不公正对组织的具体危害,这种危害包括隐蔽的攻击、退缩行为和公开的攻击。文章还介绍了我国学者关于分配不公平方面的研究。最后,作者指出组织不公正研究可能存在的问题,即组织不公正可能本质上不同于组织公正,组织不公正研究存在操作定义狭隘和跨文化障碍,以此为基础描述了未来的研究方向     

培训迁移影响因素研究述评

对培训迁移的研究从关注培训本身发展到关注培训以外影响其效果的因素,且焦点集中在对于企业来说更可控的因素上,主要是迁移气氛与组织特征。培训迁移气氛包括情境线索与结果两个维度。该文分析了影响培训迁移的几个主要因素,并根据已有的研究,提出了培训迁移研究未来的方向,例如,组织和个人的职业生涯管理与培训迁移的关系,以及培训类型的扩展对培训迁移带来的影响     

When Does Job Insecurity Lead to Feedback-Seeking Behavior? The Counterintuitive Moderating Role of Perceived Organizational Support

A competitive business environment makes organizations increasingly dependent on their employees to proactively seek feedback aimed at improving job performance and requires organizations to frequently engage in restructuring activities that may cause employees to experience job insecurity. This poses an important theoretical puzzle regarding the relationship between job insecurity and feedback-seeking behavior. This study clarifies this relationship by addressing the moderating role of perceived organizational support and provides a mechanism that explains the mechanism behind the moderating process. This study builds a mediated moderating model by drawing from the uncertainty reduction and social exchange theories. By analyzing data collected from 567 employees of manufacturing enterprises in China, we find that the relationship between job insecurity and feedback-seeking behavior is negative under conditions of high perceived organizational support and is positive under conditions of low perceived organizational support. Collectivism value can mediate the moderating role of perceived organizational support.