组织职业生涯管理对职业承诺和工作满意度的影响 ——职业延迟满足的中介作用分析

以321名企业员工为被试,通过自编的职业延迟满足问卷,考察了企业员工的职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中的中介作用。结果表明：职业延迟满足与组织职业生涯管理、职业承诺、工作满意度存在显著正相关;工作年限等人口统计学变量对职业延迟满足没有显著的预测作用;公平晋升、注重培训对职业延迟满足有显著的预测作用;职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中存在中介作用;在结构方程模型中,职业延迟满足在公平晋升、注重培训与职业承诺、工作满意度之间存在中介作用;而职业延迟满足在职业发展与职业承诺、工作满意度之间不存在中介作用     

Longitudinal associations between relational and sexual well-being in couples transitioning to parenthood

There is limited understanding of the dynamic between relational and sexual well-being as couples adjust to new parenthood, despite this being a vulnerable period for couples' relationships. This study was aimed at examining the bidirectional links between relationship quality and sexual well-being (i.e., sexual satisfaction, sexual distress) across the transition to parenthood. We assessed new parent couples (N = 257) across four time points (two prenatal) from mid-pregnancy through 6 months postpartum. Parallel dyadic latent growth curve modeling was employed to examine the associations between trajectories of perceived relationship quality, sexual satisfaction, and sexual distress. New parents' declines in relationship quality were associated with declines in own and partners' sexual satisfaction and with increases in own sexual distress. Mothers' prenatal relationship quality and sexual distress predicted subsequent changes in own sexual distress and fathers' relationship quality, respectively. Results indicate that changes to new parents' relational and sexual well-being mutually influence each other over time. Current results indicate that the impact of the transition on couples' relationships is partly determined by own and partners' prenatal factors, to which clinicians and researchers can attend to early on. Cross-domain links between relational and sexual well-being should be considered in research and clinical practice.     

Commitment Shift during Organizational Upheaval: Physicians' Transitions from Private Practitioner to Employee

This longitudinal study examines the individual transition journeys of physicians as their private medical practices are acquired by a large integrated health care system. We test the proposition that transition patterns (trends in an individual's commitments to organization and profession over time) are a function of individual differences in years in profession and perceived organizational enabling characteristics (change involvement, openness to ideas, and work discretion). Three years of survey data were obtained from a panel of 48 physicians who transitioned through an organizational change process. Results challenge traditional assumptions that tenure reinforces commitment and cast doubt on the effectiveness of current medical school curricula in preparing medical graduates to practice in an administrative environment. In addition, results strongly suggest that enabling characteristics of organizational change are critical for compatibility between the organizational and professional attachments of transitioning physicians.     

A few minor suggestions.

We agree with almost all of the analysis in this excellent presentation of the molecular view of avoidance behavior. A few suggestions are made as follows: Referring to response-generated stimuli as 'readily observable" seems not quite right for the kinesthetic components of such stimuli, although their scientific legitimacy is not questioned. Interpreting response-generated stimuli as a form of positive reinforcement is contested, and an alternative interpretation is offered. A possibly simpler interpretation of the Sidman (1962) two-lever experiment is suggested. We question Dinsmoor's (2001) explanation for warning stimuli not being avoided, except for the reference to the weakness of third-order conditioning effects. A final question is raised regarding the nature of the variables that are responsible for the momentary evocation of the avoidance response.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

Beyond the molar-molecular distinction: we need multiscaled analyses.

Dinsmoor's (2001) adherence to molecular analyses may require him to assert that molar and molecular principles are mutually exclusive, but to instead analyze the phenomena of avoidance as inherently multiscaled is to follow a well-established practice in the natural sciences. Besides the issue of scale, two-factor theory, which Dinsmoor advocates, has little to say about some important and longstanding results in experiments that qualify as avoidance.     

大学生同一性与职业探索、职业决策困难的关系

采用问卷法对439名大学生的同一性与职业探索、职业决策困难的关系进行了研究.研究结果表明:(1)不同同一性地位类型的大学生在职业探索上存在显著差异,环境探索和自我探索两个维度的得分都呈现出达成型>延缓型>早闭型>混乱型的趋势,同一性地位越高,职业探索得分越高.(2)不同同一性地位类型的大学生在职业决策困难上存在显著差异,职业决策困难各维度得分及各维度平均分上大致呈现出同一性地位越高,职业决策困难得分越低的趋势.     

企业员工自我职业生涯管理的结构及关系

在文献研究的基础上 ,通过访谈、开放式问卷等方法 ,确立了企业员工自我职业生涯管理的结构。根据该结构 ,结合问卷及访谈所搜集的自我职业生涯管理活动 ,编制了自我职业生涯管理问卷 (简称ICMQ)。该问卷在177名被试中进行了初步调查 ,结果发现 :尽管该结构主体结构得到了证实 ,但有些方面如职业生涯发展策略比较混乱。在此基础上 ,修订问卷 ,重新选取 13家企业的中低层管理者及技术人员、文职人员进行了测试 ,获得了 4 4 9份有效问卷 ,对问卷的探索性因素分析结果表明 :该问卷是个五因素的结构 ,这 5个因素是职业探索、职业目标和策略确立、继续学习、自我展示和注重关系。为了进一步验证自我职业生涯管理问卷的结构效度 ,并获得问卷的信度和效度指标 ,研究选取了 11家企业进行了调查 ,获得了 399份有效问卷。验证性因素分析结果表明 :自我职业生涯管理是个并列的 5因素结构     

Satisfactions and Regrets of Midlife Parents: A Qualitative Analysis

The study examined the satisfactions and regrets of midlife parents at a specific family life-cycle milestone, their child’s graduation from high school. The purpose was to compare mothers’ and fathers’ appraisals of the gains and losses associated with this developmental transition and turning point in their parenting roles. A total of 260 parents (147 mothers; 113 fathers) who had a child graduating from high school responded in writing to open-ended questions regarding their satisfactions and regrets at this stage of their lives. Responses were coded to identify themes salient to these parents. Results indicate that both mothers and fathers are aware of both the gains and losses at this time in their family life cycle, but they differed in how they expect to be affected by the transition. Mothers’ responses suggest that they are anticipating and planning for the transition. Fathers’ responses suggest they are less aware of the personal implications of this family transition and are less prepared for its emotional impact.     

The school-to-work transition: A role identity perspective

The current article provides an extension of the conceptual literature on the school-to-work transition (STWT). Specifically, we attempt to integrate this diverse literature by proposing a role identity approach to studying STWTs. Here, we suggest that an individual’s work role identity plays three roles in understanding the outcomes of STWTs: as a direct predictor of STWT success, as a mediator of distal factors on STWT success, and as moderator variable that interacts with other role identities (e.g., family member) in influencing STWT success. The article concludes with directions for future theoretical and empirical research as well as implications for practice.