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481.
The present study explores the indirect effect of job stress on attitudes toward change through individuals’ psychological attachment (organisational commitment mindsets and job embeddedness). The sample comprised N = 350 employees (black African: 67%; males: 69%; 26–40 years: 67%) who were affected by organisational change in the South African fast-moving consumer goods sector. The participants completed self-report measures on their job stress and psychological attachment experiences and their attitudes towards organisational change. The analysis applied structural equation modelling to test for the mediation effect of psychological attachment on the link between job stress and attitudes toward change. The findings suggest job stress to have a direct negative effect on job embeddedness and a positive, direct effect on attitudes toward change. Low levels of job embeddedness had a direct effect on positive attitudes toward change and mediated the link between job stress and attitudes toward change. The study contributes to organisational change theory by suggesting that experiences of job stress lower employees’ job embeddedness and this lowered sense of attachment translates into change-supportive attitudes. 相似文献
482.
The current study tested the hypothesis that experiencing a calling to a particular career would relate positively to work-related outcomes, and that these relations would be mediated by career commitment. Using a sample of 370 employees representing diverse occupations at a Western research university, results supported these hypotheses as calling moderately correlated with career commitment, job satisfaction, and organizational commitment and weakly correlated with withdrawal intentions. Career commitment was found to fully mediate the calling–job satisfaction relation, partially mediate the calling–organizational commitment relation, and act as a suppressor in the relation between calling and withdrawal intentions; calling was associated with somewhat greater withdrawal intentions once a person's level of career commitment was taken into consideration. These results suggest that career commitment may represent a critical link between calling and work-related well-being. Implications for research and practice are explored. 相似文献
483.
Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between affective organizational commitment and non-self measures of OCB was .23. However, we also found that organizational tenure moderated the relation in a non-linear way. Before 10 years of tenure, the strength of the commitment–OCB relation increased as organizational tenure increased; after that point, the strength of the commitment–OCB relation decreased as organizational tenure increased. In short, the moderating effect of tenure follows a curvilinear pattern. 相似文献
484.
Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the part-time typology and the classification of fixed versus flexible attachments from previous research, the current study examines differences in the relationships among scheduling perceptions, job attitudes, and employment mobility for part-timers. Consistent with Partial Inclusion Theory, we found that part-time workers classified as having more fixed outside role attachments have lower organizational commitment, job satisfaction, employment mobility, work status congruence, scheduling control, and scheduling satisfaction than those classified as having more flexible outside role attachments. Additionally, the flexibility of external role attachments moderates the relationship between scheduling variables and job attitudes and employment mobility. Implications for management and research are discussed. 相似文献
485.
Objective
The current study examined the efficacy of an early intervention based on acceptance and commitment therapy (ACT) for depressive symptomatology. The ACT intervention is aimed at increasing the acceptance of negative thoughts and emotions and living a mindful and value-based life.Method
Adults with mild to moderate depressive symptomatology were randomly assigned to the ACT intervention (n = 49) or to a waiting list (n = 44). The mean age of the participants was 49 years. The majority of the participants was female and of Dutch origin. All the participants completed measures before and after the intervention, as well as three months later at follow-up to assess depression (CES-D), anxiety (HADS-A), fatigue (CIS), alcohol use and acceptance (AAQ-II).Results
The ACT intervention led to statistically significant reduction in depressive symptomatology (Cohen’s d = .60). These reductions were maintained at the three-month follow-up. Also significant reductions in anxiety and fatigue were observed. Moreover, mediational analysis showed that the improvement of acceptance during the intervention mediated the effects of the intervention on depressive symptomatology at follow-up.Conclusion
These findings suggest that an early intervention based on ACT, aimed at increasing acceptance, is effective in reducing depressive symptomatology. 相似文献486.
Using a longitudinal sample of over 14,000 undergraduate students, this study explores whether and how students’ religious transformations during the college years are associated with their religious affiliation, religious experiences, and the institutional characteristics of their college or university. Hierarchical linear modeling reveals that students from religious majority groups (i.e., mainline and evangelical Protestants) generally experience increased religious commitment and decreased religious skepticism as compared with students from religious minority groups. Interestingly, though, students from these majority groups also report greater levels of religious struggle compared to minority group students. Moreover, institutional religious affiliation and an inclusive campus religious climate often attenuate the relationship between students’ religious affiliation and their religious transformation. Environments at both the macro (campus) and micro (friendship groups) levels contribute critically to young adults’ religious commitment. 相似文献
487.
This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no clear distinction between values that represent conservation and self-transcendence and values that represent openness to change and self-enhancement in terms of their relationship either to commitment or to behavioral outcomes. Likewise, there was no clear distinction between the three dimensions of commitment (affective, continuance, and normative) or two commitment foci (organizational and occupational) in terms of their relationships to different values. Unsurprisingly, the findings showed a strong effect of commitment on OCB and in-role performance. The findings show that both individual values and commitment are concepts that can increase our understanding of employees' behavior in the workplace. We conclude by emphasizing the need for further research on the relationship between values, commitment, and performance and by suggesting some directions for such research. 相似文献
488.
489.
《The Journal of social psychology》2012,152(5):635-644
Abstract The so-called “lottery question,” which asks whether individuals would stop or continue working if there were no economic reasons to do so, was used to evaluate non-financial employment commitment. Data were collected through a survey conducted among a representative sample of the adult population in Israel. The sample included 501 respondents, who were interviewed via telephone in their homes by professional interviewers from a national survey agency. The additional contribution of social desirability to the prediction of nonfinancial employment commitment, beyond the contribution of age, is significant. There is a higher likelihood of indicating a desire to continue working under conditions of high social desirability rather than under those of low social desirability. It is suggested that, in order to examine the actual scope of nonfinancial employment commitment, some measures of detecting or reducing the social desirability bias should be taken. 相似文献
490.
《The Journal of social psychology》2012,152(4):321-340
ABSTRACT This study investigated whether both supervisor and coworker support may be positively related to affective commitment to the organization on one hand; and on the other hand, it examined the moderating effect of job resource adequacy and ambient conditions on these relationships. The sample included 215 participants working within a health care organization. Results of regression analysis showed that supervisor and coworker support have an additive effect on affective commitment. Hierarchical regression analyses indicated that supervisor and coworker support are more strongly related to affective commitment when job resource adequacy is high. Furthermore, ambient conditions moderate the relationship between supervisor support and affective commitment in such a way that favorable ambient conditions strengthen this relationship. Overall, these findings reinforce the importance of taking into account contingent factors in the study of antecedents of affective commitment to the organization. 相似文献