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411.
Mark John Somers 《Journal of Vocational Behavior》2009,74(1):75-81
In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective-normative dominant, continuance-normative dominant, continuance dominant, and uncommitted. Results indicated that the most positive work outcomes were associated with the affective-normative dominant profile which included lower turnover intentions and lower levels of psychological stress. There were no differences among the commitment groups for lateness, and unexpectedly, the continuance-normative dominant group had the lowest levels of absenteeism. It was suggested that future research focus on the combined influence of commitment on work outcomes. 相似文献
412.
Patrick S. Dieveney 《Synthese》2007,157(1):105-128
One of the most influential arguments for realism about mathematical objects is the indispensability argument. Simply put,
this is the argument that insofar as we are committed to the existence of the physical objects existentially quantified over
in our best scientific theories, we are also committed to the mathematical objects existentially quantified over in these
theories. Following the Quine–Putnam formulation of the indispensability argument, some proponents of the indispensability
argument have made the mistake of taking confirmational holism to be an essential premise of the argument. In this paper,
I consider the reasons philosophers have taken confirmational holism to be essential to the argument and argue that, contrary
to the traditional view, confirmational holism is dispensable. 相似文献
413.
Catherine E. Connelly Daniel G. Gallagher K. Matthew Gilley 《Journal of Vocational Behavior》2007,70(2):326-335
This study replicates and extends Coyle-Shapiro and Morrow’s study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. Journal of Vocational Behavior, 28, 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed relates to affective organizational commitment towards the client. However, this study further suggests that client POS also relates to continuance commitment towards the client as well as affective and continuance commitment towards the temporary agency. Finally, temporary workers’ desire to pursue temporary work relates to affective commitment towards the temporary agency, but continuance commitment to the temporary agency is related to a preference for permanent employment. 相似文献
414.
《Pratiques Psychologiques》2020,26(1):19-30
The purpose of this research was to determine whether perceived organizational support, leader membership exchange and social solidarity were related to employee commitment to the organization and to organizational citizenship behavior. A survey questionnaire measuring the relevant variables was sent to 276 employees from 3 organizations. The results of the study indicate that perceived organizational support, leader membership exchange and social solidarity were positively associated with affective organizational commitment and organizational citizenship behavior. Perceived organizational support is more strongly related to organizational citizenship behavior when poverty is low. 相似文献
415.
According to Frankl (1959), the will to meaning is a fundamental human motive. Perceiving life as meaningful is associated with a number of sources and positive outcomes. Similar findings emerged when looking at domain-specific meaning, such as work. Surprisingly, sport-specific meaning is yet to be empirically investigated or measured. Therefore, the purpose of this two-study project was to examine the psychometric properties of the Meaning in Sport Questionnaire (MSQ), a sport-specific meaning measure. Survey responses (n = 329) from Study 1 were used to assess factorial validity and measurement invariance for the MSQ. Results from Study 2 with a different sample (n = 402) supported initial convergent validity for the two subscales of presence and search for meaning in sport. The MSQ is a new measure that can be used to investigate the extent to which athletes perceive their sport to be meaningful and search for such meaning. 相似文献
416.
Lisa F. Platt 《Family process》2020,59(1):173-190
The current exploratory study investigates which variables predict commitment among cisgender women currently in a relationship with a transgender-identified partner. This study includes variables specific to gender diverse couples such as years in the relationship, amount of prior knowledge about transgender identity, and gender role beliefs. Also included are the general relationship factors of satisfaction, quality of alternatives, investment size, and the outcome variable of commitment, as described in the Investment Model of Commitment. Using convenience sampling from online support groups, the sample was n = 138 cisgender female partners. The findings of the regression analyses indicate one's personal resilience and the number of years in the relationship prior to transition are significantly related to partner commitment, with satisfaction mediating both associations. The longer a participant was in the relationship at the time of a gender transition of a partner, the less satisfaction they report, thus reducing commitment to the relationship. Additionally the more personal resilience a partner endorses, the higher the relationship satisfaction, and in turn, more commitment is reported. The results offer information about the important factors related to staying in relationships during and after a gender transition. 相似文献
417.
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419.
小学生团队合作学习成绩之群体影响因素研究 总被引:2,自引:0,他引:2
将小学四年级实验班42名小学生组建成七个异质团队,进行为期三个月的团队合作学习训练,以探讨群体变量对团队合作学习成绩的影响,并比较实验班和对照班之间语文成绩之间的差异。研究结果表明:团队组长管理风格、团队承诺、团队集体效能感、团队凝聚力四个群体变量对合作学习型团队的学习成绩有显著的影响。团队满意感虽然与团队学习成绩显著相关,但对团队学习成绩的影响不显著。 相似文献
420.
Carlos M. Mallol Brooks C. Holtom Thomas W. Lee 《Journal of business and psychology》2007,22(1):35-44
The demographic composition of the workforce is changing, with an increase in the participation of minorities. Numerous studies
center their attention on the inclusion of minorities, but variation in turnover of a culturally diverse workforce has not
received much attention. Forecasts indicate that by 2020 Hispanic presence will increase 60% nationwide. Given these trends,
it is critical that management scholars examine the impact of Hispanic cultural factors on important organizational outcomes
such as voluntary turnover. This paper assesses whether there are significant differences between Hispanics and Caucasians
with respect to job embeddedness and voluntary turnover. The findings suggest that job embeddedness is a robust predictor
of employee retention across diverse populations.
Portions of this research were submitted by Carlos M. Mallol in partial fulfillment of requirements for his doctoral degree.
A preliminary version of this article was presented at the 2003 Academy of International Business Conference. 相似文献