心理契约、工作满意度与组织承诺关系

深入研究心理契约、工作满意度与组织承诺关系,将对组织变革中的人力资源管理具有重要理论和实践价值。本文首先回顾心理契约、工作满意度和组织承诺的概念,其次对心理契约、工作满意度和组织承诺之间的关系做一简单总结,最后提出对人力资源管理实践的启示。     

The promise and peril of self-affirmation in de-escalation of commitment

Drawing on the motivated cognition literature, we examine how self-affirmation processes influence self-justification needs and escalation decisions. Study 1 found that individuals with a larger pool of affirmational resources (high self-esteem) reduced their escalation compared to those with fewer affirmational resources (low self-esteem). Study 2 extended these findings by demonstrating that individuals also de-escalated their commitments when they were provided an opportunity to affirm on an important value. Finally, Study 3 found that affirming on traits that were of low relevance (e.g., creativity) to an initial decision reduced escalation, but affirming on decision-relevant traits (e.g., decision-making ability) ironically increased escalation. Across three studies, using three instantiations of self-affirmations and two measures of escalation, the results highlight the potential benefits and costs of using self-affirmation as a vehicle to de-escalate commitment.     

Perceptions of Organizational Politics: A Meta-analysis of Outcomes

Organizational researchers during the past few decades have increasingly focused on the role of subjective work issues and their impact on important worker-related outcomes. One of the most prominently studied factors, perceptions of organizational politics, has received much recent conceptual and empirical attention. In an effort to better understand the relationship between perceptions of organizational politics and key outcomes, we apply meta-analysis on 79 independent samples from 59 published and unpublished studies involving 25,059 individual participants. Results indicate strong negative relationships between POP and job satisfaction and between POP and organizational commitment, moderately positive relationships between POP and the outcomes of job stress and turnover intentions, and a non-significant relationship between POP and in-role job performance. Moderator tests show that age, work setting (i.e., public sector or private sector), and cultural differences (i.e., domestic sample or international sample), have contingent effects on certain POP relationships.     

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples show that the effect of pay satisfaction on intended turnover is fully mediated by affective commitment and perceived sacrifice commitment. Pay satisfaction is also significantly related to normative commitment but the latter has no influence on the outcome. Finally, in the sample of medical reps, pay satisfaction significantly reduces commitment based on lack of employment alternatives, a finding that is interpreted in light of the characteristics of pay systems in pharmaceutical companies. Future directions on compensation satisfaction and commitment research are discussed.     

Socially oriented values and reciprocity norm predict organizational commitment

The current research concerns the predictors and organizational outcomes of normative commitment in Chinese companies. In Study 1, using a semi-structured interview, we identified internalization of socially oriented value and reciprocity norm as two possible predictors of normative commitment. Survey results confirm the factorial independence of these two predictors. Study 2 examined the predictive relationship of these predictors with employee job satisfaction, turnover intention, in-role performance, and organizational citizenship behaviour (OCB). The results showed that value internalization predicts higher job satisfaction and weaker turnover intentions via normative commitment, whereas reciprocity predicts higher job satisfaction, weaker turnover intention, and more frequent display of OCB via normative commitment. These findings are discussed in terms of their implications for future research and management practices.     

Why modal fictionalism is not self-defeating

Gideon Rosen’s [1990 Modal fictionalism. Mind, 99, 327–354] Modal Fictionalist aims to secure the benefits of realism about possible-worlds, whilst avoiding commitment to the existence of any world other than our own. Rosen [1993 A problem for fictionalism about possible worlds. Analysis, 53, 71–81] and Stuart Brock [1993 Modal fictionalism: A response to Rosen. Mind, 102, 147–150] both argue that fictionalism is self-defeating since the fictionalist is tacitly committed to the existence of a plurality of worlds. In this paper, I develop a new strategy for the fictionalist to pursue in response to the Brock–Rosen objection. I begin by arguing that modal fictionalism is best understood as a paraphrase strategy that concerns the propositions that are expressed, in a given context, by modal sentences. I go on to argue that what is interesting about paraphrastic fictionalism is that it allows the fictionalist to accept that the sentence ‘there is a plurality of worlds’ is true without thereby committing her to the existence of a plurality of worlds. I then argue that the paraphrastic fictionalist can appeal to a form of semantic contextualism in order to communicate her status as an anti-realist. Finally, I generalise my conception of fictionalism and argue that Daniel Nolan and John O’Leary-Hawthorne [1996 Reflexive fictionalisms. Analysis, 56, 26–32] are wrong to suggest that the Brock-Rosen objection reveals a structural flaw with all species of fictionalism.

接纳与承诺疗法的理论背景、实证研究与未来发展

接纳与承诺疗法(Acceptance and Commitment Therapy, ACT)于上世纪90年代初由美国治疗师Steven C. Hayes提出。作为基于正念技术的第三代行为治疗理论之一, 该疗法以功能情境主义为哲学基础, 立足于人类认知和语言基本性质的实证研究, 旨在通过平衡接纳与改变来提高心理灵活性。临床研究已证明其在相当广泛的临床问题上都取得了良好效果, 并在与CBT等传统疗法的对比中展现优势。ACT的临床效果和技术细节可做进一步研究, 该疗法与CBT的融合及其在临床领域之外的应用也是未来的研究方向。     

Propositions, Sets, and Worlds

If we agree with Michael Jubien that propositions do not exist, while accepting the existence of abstract sets in a realist mathematical ontology, then the combined effect of these ontological commitments has surprising implications for the metaphysics of modal logic, the ontology of logically possible worlds, and the controversy over modal realism versus actualism. Logically possible worlds as maximally consistent proposition sets exist if sets generally exist, but are equivalently expressed as maximally consistent conjunctions of the same propositions in corresponding sets. A conjunction of propositions, even if infinite in extent, is nevertheless itself a proposition. If sets and hence proposition sets exist but propositions do not exist, then whether or not modal realism is true depends on which of two apparently equivalent methods of identifying, representing, or characterizing logically possible worlds we choose to adopt. I consider a number of reactions to the problem, concluding that the best solution may be to reject the conventional model set theoretical concept of logically possible worlds as maximally consistent proposition sets, and distinguishing between the actual world alone as maximally consistent and interpreting all nonactual merely logically possible worlds as submaximal. I am grateful to the Netherlands Institute for Advanced Study in the Humanities and Social Sciences (NIAS), Royal Netherlands Academy of Arts and Sciences (KNAW), for supporting this among related research projects in philosophical logic and philosophy of mathematics during my Resident Research Fellowship in 2005-2006.     

PERCEPTIONS OF TRUST AND EMPLOYEES’ ATTITUDES: A LOOK AT NIGERIA’S AGRICULTURAL EXTENSION WORKERS

This study examined the attitude reactions to trust among coworkers and between employees and management. Sample included 296 extension personnel drawn from two Agricultural Development Programs in southwest Nigeria. Exploratory principal component factor analysis showed that the perceptions of trust have the dimensions of: management-affective, coworkers-affective, management-cognitive, and coworkers-cognitive. Based on a hierarchical regression procedure, coworkers-cognitive trust was unrelated to group cohesion and affective commitment, and coworkers-affective, management-affective and -cognitive trusts were related to cohesion and affective commitment. Quit intentions was predicted by coworkers-cognitive, management-affective and -cognitive trusts, and not by coworkers-affective trust. Implications of the results are discussed.I would like to appreciate the efforts of Helen Asishana and T. Amore during the data collection phase of this study. Also, the author wishes to thank the anonymous reviewers for their helpful comments on an earlier version of this paper.     

Poisoning the Well

In this paper it is shown is that although poisoning the well has generally been treated as a species of ad hominem fallacy, when you try to analyze the fallacy using ad hominem schemes, even by supplementing with related schemes like argument from position to know, the analysis ultimately fails. The main argument of the paper is taken up with proving this negative claim by applying these schemes to examples of arguments associated with the fallacy of poisoning the well. Although there is a positive finding in this quest, in that poisoning the well is shown to be based on and associated with these forms of argument in interesting ways, the paper in the end is led to the conclusion that the fallacy is irreducibly dialectical. Poisoning the well is thus analyzed as a tactic to silence an opponent violating her right to put forward arguments on an issue both parties have agreed to discuss at the confrontation stage of a critical discussion. It is concluded that it is a special form of strategic attack used by one party in the argumentation stage of a critical discussion to improperly shut down the capability of the other party for putting forward arguments of the kind needed to properly move the discussion forward.