Le climat d’entropie et le stress dans les organismes de sant

In recent years, many research and reporting of findings highlight the deteriorating work conditions in our hospitals, describing a climate of disorder in the arrangement of this system components (Masclet 2010). The study presented here examines the relationship between the entropy climate and stress of health personnel. The study was conducted in two hospitals in the Picardie region using a self-administered questionnaire answered by 161 workers in six trades. A transactional perspective has been used to clarify the role of organizational stressors through the mediation of psychological stress. The results confirm the mediating effect of psychological stress among the organizational social climate and perceived stress.     

Motivation,ability, and exam performance: Tests of hypotheses of cultural difference and task difficulty

In a series of three experiments, prediction of exam performance from information about motivation and ability of students was studied. The factorial plot of the Motivation × Ability effect on predicted performance always yielded the parallelism pattern with subjects from both the student and nonstudent populations. Results agreed with the hypothesis of cultural difference between America and India. Manipulation of difficulty of exam did not alter the parallelism pattern, contrary to the specification of the hypothesis of task difficulty. Difficulty of exam affected only the origin of the response scale. Implications of results were discussed for the two tested hypotheses as well as for a new hypothesis of nature of task.     

Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

Operantly conditioning a negotiator's concession making

This study investigated the effects of a bargaining strategy that rewards the opponent's concessions. The first of four experiments revealed that a negotiator's utilization of this reward strategy resulted in large concessions by and quick agreement with the opponent. The second experiment demonstrated that the large concessions continue after the rewards cease and the third, that two previously rewarded negotiatiors subsequently make large concessions to each other and reach quick agreements. Finally, the fourth experiment added strength to a reinforcement explanation of the results by eliminating an interpretation based upon a reciprocity effect.     

Images of engineering and liberal arts majors

In an attempt to gain insight into social-psychological barriers that inhibit women from entering engineering, 110 male and 84 female undergraduate students completed a variant of the Semantic Differential questionnaire. Subjects evaluated either male or female liberal arts and engineering majors. While female engineering majors were judged similar to male engineers on work-related traits, they were evaluated as less attractive than their female liberal arts counterparts. In particular, the data revealed reciprocal negative social images held by male engineering students for female engineers and by female engineering students for male engineers.     

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Development of the Career Exploration Survey (CES)

The development, properties, and uses of the Career Exploration Survey (CES) are described. The CES is intended to (a) facilitate further theory development and empirical research on how exploration affects career decisions, development, and job outcomes, such as job satisfaction, commitment, and turnover; (b) provide a network of variables for investigating the dynamics of the exploration process; and (c) provide a set of criterion measures for examining the effects of personal characteristics and educational treatments on career exploration behaviors and beliefs. The CES is based on a conceptual framework derived from theories of exploration, stress, motivation, and career preference. It consists of seven measures of the career exploration process, three reactions to exploration, and six beliefs about exploration. Dimensionality, reliability, and validity data are presented for four studies comprising 680 observations across 601 individuals.     

动物创造力和创新研究概述

充满不确定性的环境里,创造力对于人类和动物的生存和进化都起着十分重要的作用。长期以来动物的创造力和创新能力的研究没有受到重视,但最近这个领域开始受到越来越多的关注。该文对动物创造力的有关研究做了简要介绍,并对该领域的发展做了一些探讨     

Affective and normative commitment to organization, supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction: A test of model across five samples

Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees’ perceptions of their work environment’s family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples.