社会公平感对不同阶层目标达成的影响及其过程

基于目标追求理论和社会阶层心理学的相关理论, 本文通过3个研究, 逐步深入地考察了社会公平感对不同阶层个体目标达成的影响作用及其过程。研究1为相关研究, 考察了高低阶层成人被试的教育领域社会公平感与为孩子进行教育投入的目标承诺及目标达成之间的关系; 研究2为准实验研究, 通过操纵公平或不公平教育情境启动公平感, 考察其对高低阶层中学生的学习目标承诺与目标达成的影响; 研究3为实验研究, 通过实验操纵社会公平感和社会阶层, 考察社会公平感对高低阶层大学生的实验任务目标承诺和目标达成的影响。研究发现, 社会公平感通过正向影响低阶层者的目标承诺, 进而正向影响其目标达成; 而对于高阶层者来说, 变量之间这些关系则不显著。这表明：相对于高阶层来说, 低阶层者的目标追求易受社会公平感的影响; 低阶层者的社会公平感水平越高, 其追求目标的动机水平就越高, 进而越有利于目标达成。     

幼儿教师职业承诺对工作绩效的影响:职业幸福感的中介作用

为探索幼儿教师职业承诺和职业幸福感对工作绩效的影响,选取川渝两地幼儿教师328名,用幼儿教师职业幸福感量表(KTOWBS)、教师职业承诺问卷(TOCQ)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、工作时间、每月收入、教师年龄以及教龄影响后,幼儿教师情感承诺和规范承诺分别对工作绩效有显著的积极影响,继续承诺则对工作绩效有显著的消极影响;(2)幼儿教师职业幸福感在情感承诺、规范承诺和继续承诺对工作绩效的影响中起部分中介作用。以上研究结果对保护和提高幼儿教师工作绩效具有重要理论价值和实践意义。     

Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes

Three longitudinal studies investigated the usefulness of distinguishing among employees’ affective commitments to the organization, the supervisor, and the work group. Study 1, with 199 employees from various organizations, found that affective commitments to these entities were factorially distinct and related differentially to their theorized antecedents. Study 2, with a diversified sample of 316 employees, showed that organizational commitment (a) had an indirect effect on turnover through intent to quit, (b) partially mediated the effect of commitment to the supervisor on intent to quit, and (c) completely mediated the effect of commitment to the work group on intent to quit. Study 3, with matched data collected from 194 nurses and their immediate supervisors, determined that (a) commitment to the supervisor had a direct effect on job performance and (b) organizational commitment had an indirect effect on job performance through commitment to the supervisor. However, Study 3 failed to show any effect of commitment to the work group on performance. These findings are interpreted in light of the relative salience of commitment foci with regard to the outcome under study.     

Linking career mobility with corporate loyalty: How does job change relate to organizational commitment?

Today's organizations are undergoing constant and substantial change due to many internal and external forces. These changes are impacting on the inter- and intra-organizational career mobility of managers and employees. This research assessed the relationship between career mobility history and a recent internal or external job change on organizational commitment using (Allen & Meyer, 1990) three-dimensional model. Professional-level employees participated in three survey administrations over an 18-month timeframe. External career mobility history (i.e., number of external job moves over one's career) was negatively related to normative commitment, but not to affective and continuance commitment. Affective and continuance commitment were significantly lower for external movers prior to a move when compared to nonmovers over the same period. In contrast, only continuance commitment was significantly lower for internal movers prior to a move when compared to nonmovers over the same period. Affective commitment increased significantly after the move for both internal and external movers. Implications for research with respect to career mobility and organizational commitment are discussed.     

坚韧性人格研究综述

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。在大量研究的基础上,Maddi提出了坚韧性的理论模型,用以解释坚韧性与健康之间的关系。在许多用于坚韧性测量的问卷中,使用最为广泛的是健康相关坚韧性量表。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。     

Organizational citizenship behavior and organizational commitment in Nepal

The present study examines the structure of organizational citizenship behavior (OCB) and its relation to organizational commitment in Nepal. Four-hundred and fifty employees of five Nepalese organizations filled out standardized questionnaires. Exploratory and confirmatory factor analyses revealed two factors of OCB, altruism and compliance, replicating Western models of extra-role behavior. Structural equation analysis showed a positive relation between affective and normative commitment on the one hand and both citizenship factors on the other. Continuance commitment was negatively related to compliance and unrelated to altruism. The findings thus confirmed the structure and usefulness of the concepts in an under-researched geographical area. Findings of the research are discussed within the Nepalese sociocultural context.     

Deployment‐Related Benefit Finding and Postdeployment Marital Satisfaction in Military Couples

Extensive research has evaluated potential negative effects of military deployments on romantic relationships. Comparatively few studies have examined potential positive effects of such deployments. In stressful situations, benefit finding (BF) has been found to be linked with better functioning on both individual and interpersonal levels. This study reports on deployment‐related BF in a sample of 67 male service members (SMs) who deployed at least once since 9/11/2001 and their wives. Couples completed measures of marital satisfaction at baseline (an average of 1 year postdeployment) and follow‐up 4–6 months later. At follow‐up, SMs also provided data on symptoms of posttraumatic stress, and both partners provided reports of deployment‐related BF. Multivariate path analysis controlling for SMs' PTSD symptom severity revealed that wives' BF was positively associated with increases in SMs' relationship satisfaction. These findings suggest that wives' responses to deployment may be more influential than SMs' responses to deployment on military couples' relationships. This pattern indicates that support for spouses during deployments is essential; furthermore, such support should include an emphasis on trying to facilitate personal growth in spouses.     

What do you mean “This isn’t the question”?

This is a contribution to the symposium on Tim Scanlon’s Being Realistic about Reasons (2014). We have two aims here: First, we ask for more details about Scanlon’s meta-metaphysical view (about his notion of a domain, his criterion of existence, his ambition to remain ontologically thin, and on the role of pragmatic considerations in Scanlon’s picture), showing problems with salient clarifications. And second, we raise independent objections to the view – to its explanatory productivity, its distinctness, and the argumentative support it enjoys.     

A focus on commitment: the roles of transformational and transactional leadership and self-regulatory focus in fostering organizational and safety commitment

The concept of employees’ commitment is one of the most challenging concepts in the management, organizational behaviour and human resource management literatures and research. The current study focuses on the construct of commitment as an emotional attitude, and expands the concept of general organizational commitment to a new more specific form of commitment, commitment to safety. Furthermore, commitment theorists commonly identify leadership as an important contributing factor to the development of organizational commitment. We aim to explain an underlying motivational mechanism, self-regulatory foci, through which leadership styles foster followers’ commitment. Results of three studies that used different methods (field and experimental), within different samples, demonstrated that transformational leadership was positively associated with followers’ promotion focus, which in turn was positively associated with both followers’ general and affective commitment to safety. Prevention focus mediated the positive relationship between a transactional active leadership style and both followers’ general and continuance commitment to safety. The implications of the findings for theory and practice are further discussed.