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221.
采用问卷调查法,考察个人与组织价值观匹配和员工的工作满意度、工作投入、组织支持感以及离职意向之间的关系。对33家生产型企业798名员工进行了问卷调查,通过对数据的统计分析,结果表明:个人与组织价值观匹配对员工的工作满意度、工作投入和组织支持感具有显著的正向预测作用,对员工的离职意向具有显著的负向预测作用。 相似文献
222.
Michael Shengtao Wu Xiaodan Yan Chan Zhou Yiwen Chen Juan Li Zhuohong Zhu Xiangqin Shen Buxin Han 《欧洲人格杂志》2011,25(6):431-442
Previous research showed that in the individualistic culture, adults endorse the personal more than the general belief in a just world (PBJW vs. GBJW). Comparatively little is known about the prevalence character and adaptive functions of GBJW, especially in the collectivistic culture. We conducted three surveys among the Chinese adults and adolescents. We found that (1) Chinese adults and adolescents endorsed more GBJW than PBJW; (2) Adult survivors with high exposure to post‐earthquake trauma and adolescents in the poverty‐stricken area maintained high GBJW, with relatively lower PBJW. (3) GBJW predicted the psychological resilience in all the three samples independent of PBJW. The results imply that in contrast to populations from the individualistic culture, people from the collectivistic culture endorse a robust GBJW, which allows them to resiliently confront harsh realities. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
223.
Remus Ilies Jessica Keeney Brent A. Scott 《Organizational behavior and human decision processes》2011,114(2):115-126
In a 3-week experience-sampling study of 52 full-time employees, the authors investigated the within-individual relationships among positive work events, affective states, and job satisfaction. They also examined the influence of work–family interpersonal capitalization (sharing work events with one’s spouse or partner at home) on employees’ job and relationship satisfaction. Results revealed that positive events influenced job satisfaction through positive affect, and work–family interpersonal capitalization on the most positive work event of the day positively impacted job satisfaction over and above the effects of the event’s pleasantness and of the number of other positive work events experienced that day. 相似文献
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226.
The present study examined the links between dispositional mindfulness, body comparison, and body satisfaction. It was expected that mindfulness would be associated with less body comparison and more body satisfaction. Two models were tested: one exploring body comparison as a mediator between mindfulness and body satisfaction and an alternative model exploring mindfulness as a mediator between body comparison and body satisfaction. In an online survey, 1287 Dutch women answered questions concerning dispositional mindfulness, body comparison, and body satisfaction. Results showed that body comparison was related negatively to both dispositional mindfulness and body satisfaction, whereas the two latter variables were related positively. Body comparison partially mediated the relation between mindfulness and body satisfaction. However, a stronger indirect effect was noted in the alternative model, where mindfulness partially mediated the link between body comparison and body satisfaction. 相似文献
227.
Extending the challenge-hindrance model of occupational stress: The role of appraisal 总被引:1,自引:0,他引:1
Interest regarding the challenge-hindrance occupational stress model has increased in recent years, however its theoretical foundation has not been tested. Drawing from the transactional theory of stress, this study tests the assumptions made in past research (1) that workload and responsibility are appraised as challenges and role ambiguity and role conflict are appraised as hindrances, and (2) that these appraisals mediate the relationship between these stressors and outcomes (i.e., strains, job dissatisfaction, and turnover intentions). For a sample of 479 employees, we found that although workload, role ambiguity, and role conflict could be appraised primarily as challenges or hindrances, they could also simultaneously be perceived as being both to varying degrees. Support was also found for a model in which primary appraisal partially mediated the stressor-outcome relationship. 相似文献
228.
In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit. 相似文献
229.
Sidika N. Colakoglu 《Journal of Vocational Behavior》2011,(1):47-59
Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies—knowing-why, knowing-how, and knowing-whom—and career autonomy and career insecurity. The results provided empirical support for the importance of career autonomy, career insecurity, and the development of knowing-why and knowing-how competencies in the successful pursuit of a boundaryless career. The implications of these findings are discussed. 相似文献
230.
Mark E. Moore Alison M. Konrad Yang Yang Eddy S.W. Ng Alison J. Doherty 《Journal of Vocational Behavior》2011,79(3):681-698
Workers with disabilities are understudied, and workers with childhood onset of disability have been excluded from many of the studies on disability and work that do exist. This research compares the effects of childhood and adult onset of disability in a nationally representative sample of workers with disabilities. Educational disruptions due to disability status in childhood are negatively associated with life satisfaction and positively associated with perceived discrimination. Although age is associated with increased life satisfaction and decreased perceptions of discrimination for workers with adult disability onset, age is unrelated to these outcomes for workers with childhood disability onset. Receiving workplace accommodations is positively associated with satisfaction and negatively associated with discrimination for both groups, however, these relationships are stronger in magnitude for the childhood disability onset group. Organizational environments, both in education and in the workplace, play a critical role in the vocational well-being of workers with childhood disability onset. 相似文献