The authors conducted an empirical study in research and development centers and research-oriented commercial companies in Singapore to test a model for understanding individuals' technical information inquiry behavior in organization settings. Individual-level antecedents (learning orientation, risk-taking propensity, and self-efficacy) and perceived contextual-level antecedents (management support, relationship quality, organizational norms favoring technical information inquiry, and accessibility of the information source) were theorized to affect one's evaluation of the potential benefits and costs in making technical information inquiries. The results showed that the perceived norms favoring technical information inquiry affected the willingness of individuals to make technical information inquiries through the mediating variable, expectancy value. In addition, compared with individual-level variables, perceived contextual-level variables explained slightly more variance in the willingness to make technical information inquiries. Theoretical and practical implications are discussed. 相似文献
Previous research on pay expectations has focused on gender differences and the reasons for those differences. In this study three types of reward expectations were measured. Pay expectations (starting salary and peak salary) were assessed, as well as another reward expectation, ease of promotion. The influences of gender, race, and type of job on reward expectations were investigated. The results indicated that Caucasians have higher peak pay expectations than African Americans for all job types. Interactions were discovered between race and type of job for starting salary, and between gender and type of job for ease of promotion. 相似文献
Although the consequences of leader humor on subordinates have been well documented, the important issues of how and when leader humor affects employees’ attitudes or behaviors beyond the workplace have received limited attention. We integrate the humor literature with spillover-crossover theory to address the gap regarding the implications of leader humor in the nonwork domain. By performing an experiment and two field studies involving employee-spouse dyads, we consistently find 1) a positive association between leader humor and followers’ job satisfaction, 2) a spillover effect of followers’ job satisfaction on subordinates’ work-to-family enrichment (WFE) and a crossover effect of subordinates’ WFE on their spouses’ marital satisfaction, 3) serial mediating effects of followers’ job satisfaction and WFE on the leader humor-spouses’ marital satisfaction link, and 4) a stronger positive indirect effect of leader humor on spouse’ marital satisfaction via followers’ job satisfaction and WFE when followers’ perceived organizational interpersonal harmony is low. We discuss the theoretical implications of these findings and suggest practical implications for developing leader humor to enhance employee well-being.
Language functions in a group of Chinese- and English-speaking polyglots living in a multiracial society have been investigated by several methods: the effects of cortical stimulation on object-naming and reading tasks in patients who required awake craniotomy, lateralization of cerebral dominance for speech by the Wada Test, and the pattern of language loss and recovery following stroke. The data indicate that these polyglots were all left hemisphere dominant for the languages tested: no consistent evidence for increased participation by the right hemisphere for language functions was found. The cortical stimulation experiments provided data most compatible with the "differential localization" model of cerebral localization in bilingualism. The variable which most influenced performance in all of these investigations was which language was used primarily for speaking as well as reading and writing at the time of the study. 相似文献
In the present study, we examined whether a peripheral size-singleton distractor that matches the target–distractor size relation can capture attention and disrupt central target identification. Three experiments consistently showed that a size singleton that matches the target–distractor size relation cannot capture attention when it appears outside of the attentional window, even though the same size singleton produces a cuing effect. In addition, a color singleton that matches the target color, instead of a size singleton that matches the target–distractor size relation, captures attention when it is outside of the attentional window. Thus, a size-relation-matched distractor is much weaker than a color-matched distractor in capturing attention and cannot capture attention when the distractor appears outside of the attentional window. 相似文献