职业院校教师情感承诺与职业倦怠的关系：情感承诺的中介作用和职称的调节作用

通过整群取样法对全国14个省市36所职业院校共1237名专职或兼职专业教师进行测查,探讨心理契约履行对教师职业倦怠的影响作用机制,即情感承诺在其中的中介作用,以及职称对上述关系的调节效应。结果表明：（1）情感承诺在心理契约履行对职业倦怠的影响关系中起了部分中介作用;（2）教师职称对心理契约履行对职业倦怠的影响作用具有调节效果;使用总效应调节模型对情感承诺在心理契约履行对教师职业倦怠的中介效应及教师职称的调节作用进行综合性分析,发现教师职称主要在第一阶段,即心理契约履行对情感承诺的影响作用上调节效果显著。当教师的职称较低时,上述关系及效应也越强。     

Sacrifice as a predictor of marital outcomes

We investigated the prospective associations between attitudes about sacrifice and marital outcomes in 38 married couples. Specifically, a measure of satisfaction with sacrifice was proposed to be a potent longitudinal predictor of marital adjustment and distress based on existing cross-sectional studies and also to mediate the association between commitment and marital adjustment. Results demonstrated that attitudes about sacrifice discriminated between couples who would become distressed versus nondistressed over time. Sacrifice attitudes also predicted the maintenance of relationship adjustment over time even better than earlier relationship adjustment. Finally, sacrifice attitudes mediated the link between commitment and relationship adjustment for husbands, but not wives. Implications for intervention are discussed.     

Revue de littérature sur les techniques d’influence et de communication appliquées à la gestion des déchets

For more than thirty years, researchers conduct studies to define the forms of intervention to improve the practices of waste management. This study is a review of literature interesting communication and influence on sorting and waste prevention. Building on the classification by Geller (1990) of types of intervention on the management of waste, we distinguished four different types of interventions: we present successively the work based on incentives, rhetorical and behavioral strategies. Finally, we present researchs which studied the feedback. We propose for each of these forms of influence techniques, prospects of research and application that seem most relevant.     

Congruence of efficacy beliefs on the coach-athlete relationship and athlete anxiety: Athlete self-efficacy and coach estimation of athlete self-efficacy

This study’s purpose was to assess the extent to which congruence of athlete self-efficacy and Coach Estimation of Athlete Self-Efficacy (CEASE) is associated with coach-athlete relationship quality and athlete anxiety. Data were obtained from 71 British coach-athlete dyads from individual sports regarding athlete self-efficacy, CEASE, coach-athlete relationship quality, and athlete anxiety. Polynomial regression analyses were conducted to assess congruence, with significant interactions depicted in surface response graphs. Athlete self-efficacy was significant in predicting athlete perceptions of relationship quality and CEASE was significant in predicting coach perceptions of relationship quality, but neither directly predicted the other person’s relationship perceptions. Congruence (of athlete self-efficacy and CEASE) was significant in predicting athlete, but not coach, perceptions of relationship quality. Athlete anxiety was not significantly predicted. Overall, results from the study suggest that the coach-athlete relationship is enhanced when coaches and athletes have congruent perceptions of efficacy, with more cooperative and effective interactions resulting from congruence at high and low efficacy.     

Effets comportementaux et attitudinaux d’une procédure de Pied-dans-la-porte en entreprise

The present research investigates attitudinal and behavioral effects of a Foot-in-the-door paradigm (Freedman & Fraser, 1966), adapted to a company world. Moreover, it measures the impact of a variable whose integration to the paradigm has been discussed (Joule and Beauvois, 1998; Joule, Py & Bernard, 2004) although its effect has not been experimentally demonstrated: Action Identification (Vallacher and Wegner, 1985). Results show a response rate to the target request and a mean of affective commitment to the organization (Allen & Meyer, 1990) higher in the F.I.T.D. condition, particularly when the level of action identification is taking into account. Results are discussed in terms of commitment theory and action identification theory.     

Career opportunity and organizational attachment in a blue-collar unionized environment

Organizations and the larger socio-economic environment have always presented the context in which careers unfold and evolve over time. One notable change is that promotion opportunities have been drastically reduced as organizations flatten their hierarchies and restructure. Reduced commitment by both organizations and their members are increasingly characteristic of the emerging employment relationship. This study investigated an alternative to mobility opportunity in a blue-collar unionized sample and finds that perceived role enhancement opportunity (i.e., expanding task complexity and more autonomy in the near future) related positively to attitudinal outcomes historically associated with promotion opportunity (i.e., organizational commitment, work involvement, and career opportunity satisfaction) and, in fact, explained more criterion variance. This was especially true of incumbents with two or less years of position tenure.     

Escalation in organizational decision making a case of recruiting an incompetent employee

This paper analyses a case of hiring a manager who subsequently proves to be incompetent. Analysis reveals the importance of structural factors in escalation, especially politics. When these are considered, persistence emerges as both escalatory and rational. Likewise, behaviours manifest of information bias are actually logical managerial strategies and may mask political calculation. New potential escalation variables are identified including power, visibility, and organization culture. Withdrawal reflects an intricate balancing of factors including risk and opportunity. The theoretical implications of the findings are discussed.     

Investigating intellect from a trait activation perspective: Identification of situational moderators for the correlation with work-related criteria

We applied trait activation theory to investigate the situational properties that moderate the correlation of intellect, a sub-dimension of the Big Five factor openness to experience, with work-related criteria. We collected data from a sample of 185 employees from diverse organizations and positions. Results from moderated hierarchical regression analyses revealed that perceived situational properties at the task level moderated the correlation between intellect and job performance. Additionally, correlations between intellect and organizational commitment were moderated at task and organizational levels. This study shows how trait activation theory can be utilized to investigate the situational properties moderating the correlation of personality variables with external criteria. Implications for applied purposes are discussed.