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1.
This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct. 相似文献
2.
Work-related pressures perceived by PE teachers have been suggested to affect their motivation and behaviour. This study aims to contribute to the existing literature on this topic. Through two different objectives. First, the role of perceived pressures in the prediction of teachers’ motivation and, in turn, on their feasibility beliefs to implement motivational strategies is tested through a SEM. Secondly, PE teachers’ profiles according to the different types of perceived pressures are established and compared in terms of motivational outcomes and feasibility beliefs. A total of 217 PE teachers completed validated questionnaires. Results showed that, as hypothesized, pressures negatively predicted needs satisfaction, which, in turn, positively predicted feasibility beliefs. Three profiles emerged in the cluster analysis. Regarding to these profiles, teachers who were low on perceived pressures displayed the most adaptive pattern; teachers who reported high time constraints pressures underline the detrimental role that this type of pressure plays on both teacher and teaching outcomes. Implications for educational policy and practice are discussed. 相似文献
3.
内部分配改革的职务评价技术探新 总被引:4,自引:0,他引:4
建立工资标准系统的关键是确定职务工资率。职务间可比价值成分变异越大,对确定职务工资率的贡献也越大。根据以上研究设想采用方差分析方法进行职务评价。评价步骤包括:职务描述;对职务要素作主成分分析;对职务样本作聚类分析和判别分析;通过方差分析为可比价值各成分建构权重系数ωi。ωi‘满足:(1)ωi≥0;(2)Σωi=1;(3)ωi,间可直接比较;(4)ωi的大小与对应的可比价值成分变异一致。最后将职务评价值线性变换为工资率。在线性方程中配一个常数。和调节系数α以适合组织的管理约束条件。配合两个企业内部分配改革的研究结果显示了方差分析法的有效性和实用性。 相似文献
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The present study firstly establishes physical education (PE) teachers’ motivational profiles based on their autonomous motivation, controlled motivation and amotivation and, secondly, investigates how different PE teachers’ motivational profiles differ in terms of certain maladaptive antecedents (i.e. psychological need frustration, pressures perceived at work and burnout). It also addresses the differences in their students’ perception of autonomy support, psychological need satisfaction and autonomous motivation. A total of 105 PE teachers and their 2164 students completed validated questionnaires. Four profiles were retained in the cluster analysis. Results showed that teachers who were high on autonomous motivation displayed the most optimal pattern of outcomes, whereas teachers who were high on amotivation showed the opposite pattern. Analysis of the established profiles suggested that the experience of controlled motivation was linked with maladaptive outcomes among both teachers and students. Implications for educational policy and practice are discussed. 相似文献
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《Pratiques Psychologiques》2020,26(1):1-17
The present study aims at testing the effects of cultural intelligence (metacognitive, cognitive, motivational and behavioural facets) onto job performance in expatriation (dimensions relevant to task, effort demonstration, leadership, discipline maintenance, communication, administrative and managerial responsibilities) mediated by cross-cultural adjustment (global, interactional and job facets). Data are collected via an electronic survey administered to French expatriates (N = 201) and further processed in SPSS 20.0 and Lisrel 8.80. An output latent variable model globally confirms a mediation hypothesis and leads to a number of original findings. Namely, motivational and behavioural facets of cultural intelligence have the largest effect onto job performance in expatriation, while metacognitive facet has no effect at all. As regards job performance itself, the task dimension is the least dependent upon cultural intelligence and cross-cultural adjustment as compared to job performance aspects relevant to workplace relationships and team management (e.g., communication or leadership performance). The results are discussed in terms of their novelty and several research perspectives are proposed. 相似文献
8.
William?D.?ReiselEmail author Swee-Lim?Chia Cesar?M.?Maloles III 《Journal of business and psychology》2005,19(4):483-503
Most of the existing research on outcomes of job insecurity has identified individual-level burdens such as reduced attitudinal attachments toward work and well being. Far fewer studies have examined work-related outcomes that are of substantial concern to organizational success. In this paper, we investigated four new work-related outcomes of job insecurity that are part of the literature on key account management (KAM): customer performance, effectiveness with customers, adaptiveness to changing competitive conditions, and esprit de corps. A total of 353 U.S. based employees participated. The findings of this research suggest that job insecure workers perceive their organizations to be ineffective in delivering on all four KAM outcomes. 相似文献
9.
We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed. 相似文献
10.
《Psychologie du Travail et des Organisations》2014,20(3):275-293
A large body of research has investigated the psycho-organizational variables predicting satisfaction at work, but few studies have so far examined variables in the field of environmental psychology. Our study aims first to identify the impact of variables evaluating comfort at work (satisfaction with the work environment, attachment to the workplace) by comparing them with organizational variables known to be related to job satisfaction, and then to rank the relationships between these variables in a pseudo- implication sequence, based on statistical implicative analysis. The study involved 105 bank employees and confirms our theoretical model, showing that job satisfaction can be explained implicatively by the three other variables [(Comfort/Functionality => Control/privacy) => Workplace attachment] => job satisfaction. 相似文献