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41.
42.
心理契约、工作满意度与组织承诺关系 总被引:1,自引:0,他引:1
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。 相似文献
43.
Larena Hoeber 《Sex roles》2008,58(1-2):58-71
Although gender equity for athletes is a frequently researched topic, it is often assumed that understandings of gender equity
are unitary and shared, which may complicate the implementation of it. The purpose of this study was to understand and critique
the meanings of gender equity for athletes through in-depth interviews with 5 administrators, 6 coaches, and 17 athletes at
1 Canadian university athletic department. These data were coded and categorized using Atlas.ti. The findings revealed multiple
but narrow meanings of gender equity: (a) equality, (b) conditional equality, and (c) a women’s only issue. None of these
challenged the taken for granted assumptions associated with university athletics; however, they illustrated the complexities
and struggles involved in understanding this organizational value. 相似文献
44.
Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior 总被引:2,自引:0,他引:2
Rolf van Dick Daan van Knippenberg Rudolf Kerschreiter Guido Hertel Jan Wieseke 《Journal of Vocational Behavior》2008,72(3):388-399
Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308). 相似文献
45.
Brian K. Miller Matthew A. Rutherford Robert W. Kolodinsky 《Journal of business and psychology》2008,22(3):209-222
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. 相似文献
46.
Timothy N. Atkinson 《Journal of Academic Ethics》2008,6(1):33-50
The following article explores the use of creative writing techniques to teach research ethics, breathe life into case study
preparation, and train students to think of their settings as complex organizational environments with multiple actors and
stakeholders. 相似文献
47.
Research on the determinants and implications of career success, and in particular on how they are related to health among Chinese workers is scarce. This research explores the impact and relevance of individual attitudes of trust and organizational citizenship behavior on objective and subjective career success, and their relevance to physical and mental health. Further, we explore the moderating role of a career system on the relationships between work attitudes and career success. Using a random sample of 10,372 people in China we used multi-level linear regression methodology to explore a mediation–moderation model based on organizational theories. We found support for the impact of organizational citizenship behaviors and trust, for both objective and subjective career success as mediators of mental and physical health, and for a career system as a moderator, with significant differences emerging between workers employed in the public and private sectors. The results are important as they shed light on the relationship between work and life attitudes on outcomes of high relevance at national level. The original contribution would be of interest to policy makers at both organizational and national level. 相似文献
48.
Edward O. Akoto 《Journal of Vocational Behavior》2014,84(3):332-344
Research interest on the commitment–performance link persists, and recent efforts have focused on investigating the contextual factors due to the mixed outcome of the empirical studies. However, very limited study has examined the influence of economic factors including economic volatility, and none in the dual setting of the organization and the union. This study investigated the contextual influence of perceived inflation—an economic volatility construct—on commitment and extra-role performance. Exchange theory, with support from psychological contract and equity theories, was used to postulate two parallel, but competing models of the organization and the union. Using a sample of 247 unionized employees in southern U.S.A., the study tested the moderating effect of perceived inflation on the relation between commitment and citizenship intent. The results revealed three-way interactive effects in both models, in a dual commitment setting. Thus, the economic volatility construct acts as a situational constraint on the link between the attitudinal-based commitments and citizenship intent, but in the contexts of obligation and cost-based commitments to the organization and the union respectively. The implications of these mitigated effects are discussed. 相似文献
49.
Qian Wang Qingxiong Weng James C. McElroy Neal M. Ashkanasy Filip Lievens 《Journal of Vocational Behavior》2014,84(3):431-441
Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender. 相似文献
50.
Morris A. Okun John Pugliese Karen S. Rook 《Personality and individual differences》2007,42(8):1467-1477
This study tested the hypothesis that the relation between extraversion and volunteering by older adults is fully mediated by social capital (participation in clubs and organizations, church attendance, and contact with friends). Data for this study come from 888 adults between the ages of 65–90 years old who participated in the Later Life Study of Social Exchanges (LLSSE). In support of our hypothesis, structural equation modeling revealed that extraversion exerted: (a) a significant total effect on volunteering (0.122), (b) significant indirect effects on volunteering via contact with friends (0.042), church attendance (0.034), and clubs and organizations (females only: 0.042), and (c) a non-significant direct effect on volunteering (0.010). These findings suggest that social capital provides a viable explanation for the association between extraversion and volunteering. 相似文献