En-Gendering the Couple-Deity Relationship: Clinical Implications of Power and Process

Spiritual practices are increasingly accommodated by therapists working with religious couples. While research documents potential benefits, spiritual practices such as prayer may invoke an interpretive couple-God relationship distorted by pathogenic processes in one or both spouses. A survey administered to 78 religious couples examined the influence of power/gender as it relates to couples’ harmful triangulation with Deity. Results suggest that harmful triangulation with Deity does occur to some degree in couple relationships, that there are significant differences by gender, and that spouses’ tendencies to triangulate are correlated with one another. We discuss these results from a systemic-feminist perspective, and offer some clinical applications for working with religious couples.

互动公正对员工绩效与主管承诺的影响及其机制

采用问卷调查法和结构方程建模技术探讨互动公正对员工绩效与主管承诺的影响及其机制。通过分析215份员工和其直接主管的配对数据,结果发现：(1)互动公正通过主管认知信任的部分中介作用正向影响员工的任务绩效,即一方面直接影响员工的任务绩效,另一方面通过认知信任间接影响员工的任务绩效;(2)互动公正通过主管情感信任的完全中介作用正向影响员工的进谏行为;(3)互动公正通过主管认知信任和情感信任的完全中介作用正向影响员工的主管承诺。     

心理资本对企业员工职业成功的影响：职业承诺的中介效应

采用问卷调查法,以265名企业员工为调查对象,在控制被试的人力资本及人口统计学变量之后,使用结构方程模型分析员工心理资本与职业承诺、职业成功的关系。结果发现：（1）心理资本对员工的职业承诺、职业成功有显著地预测作用;（2）职业承诺在心理资本与员工客观职业成功之间起部分中介作用;（3）职业承诺在心理资本与员工主观职业成功之间起完全中介作用。     

Organizational identification and organizational commitment: Distinct aspects of two related concepts

The conceptual differences between organizational commitment and identification are discussed theoretically and examined empirically. The present study is based on data of 450 employees of five different organizations in Nepal. A revised eight-item scale was designed out of Cheney's Organizational Identification Questionnaire to assess the core aspects of organizational identification. In confirmatory factor analyses, identification was found to be distinguishable from four related commitment concepts (i.e. affective, continuance, normative, and attitudinal commitment).     

人格坚韧性与健康关系的研究

坚韧性是一丛能够保护个体免于应激伤害的人格特质,包括承诺．控制和挑战三部分内容。KobaSa提出了两个不同的坚韧性与健康关系的理论模型,用以解释坚韧性与健康之间的关系。随后的许多研究证实了坚韧性对于健康的主效应,但是坚韧性的调节作用未能得到良好的支持。最后,文章对坚韧性研究的现状进行了简要评述,并指出了未来的研究方向。     

Power Politics and the Balance of Risk: Hypotheses on Great Power Intervention in the Periphery

Great powers frequently initiate risky diplomatic and military interventions in the periphery—regions that do not directly threaten the security of a great power's homeland. Such risky interventions are driven by leaders' aversion to losses in their state's relative power, international status, or prestige. These leaders often persist in such courses of action even when they incur mounting political, economic, and military costs. More surprisingly, they undertake risky strategies toward other great powers in an effort to continue these failing interventions. Hypotheses concerning such interventions are derived from the prospect theory and defensive realist literatures.     

Are Chameleons Good Citizens? A Longitudinal Study of the Relationship Between Self-Monitoring and Organizational Citizenship Behavior

In this study the relationship between self-monitoring and organizational citizenship behavior (OCB) was examined longitudinally among professional and managerial employees of a federal government research laboratory. Supervisory ratings of subordinates' OCBs were collected and matched with 172 subordinates' self-ratings of self-monitoring, job satisfaction, organizational commitment, perceived organizational support, and perceptions of job characteristics. One year later, supervisory ratings of subordinates' OCBs were again collected. Support was found for the hypothesis that individuals high in self-monitoring are more likely to perform OCBs which are other-directed. Implications for management and future research are discussed.     

The validity of the three-component model of organizational commitment in a Chinese context

This study examined the construct validity of Meyer and Allen’s (1991) three-component model of organizational commitment in a Chinese context and compared levels of OC between the Chinese sample and previously published data from Canada and South Korea. In a study of 226 Chinese employees in six foreign-invested companies, a five-factor oblique model, which included both substantive and method factors, fit the data best. However, the three-component model had a reasonably good fit. The proposed antecedents of each of the three principal OC dimensions tended to associate most strongly with their respective scales. Affective commitment and normative commitment significantly predicted job satisfaction and all three components predicted turnover intention, although associations between continuance commitment and these outcomes were moderated by normative commitment. Finally, we found that normative and affective commitment were significantly higher in the Chinese sample than in previously published samples from Canada and South Korea. Continuance commitment in the Chinese sample was lower than the Canadian and Korean samples. Implications of these findings are discussed in more detail.     

Enhancing precision in the prediction of voluntary turnover and retirement

The present research examines the differential validity of the facets of organizational commitment and job embeddedness to predict who will reenlist or retire from a branch of the armed services. We tested hypotheses with survey data from 1839 enlisted personnel in the U.S. Air Force. For personnel facing the decision to reenlist or separate, continuance commitment and organizational job embeddedness predicted reenlistment. For those eligible to retire, affective and normative commitment as well as organizational job embeddedness predicted who would reenlist rather than retire. However, unlike previous studies, for both criteria (reenlistment and retirement), people who were more embedded in their communities were more likely to voluntarily leave. This finding identifies an important boundary condition for job embeddedness theory.     

Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals

The current study examines a variety of relationships pertaining to work–family conflict among a sample of Brazilian professionals, in order to shed light on work–family issues in this cultural context. Drawing from the cultural values of Brazil and social identity theory, we examine the relationships of two directions of work–family conflict (work interference with family and family interference with work), perceived supervisor support, and sex with affective and continuance organizational commitment. Work interference with family was related to higher continuance commitment and perceived supervisor support was related to higher affective commitment. An interaction between family interference with work and perceived supervisor support predicting continuance commitment revealed a reverse buffering effect such that the relationship was stronger under conditions of high support. Results are discussed within the Brazilian context.