企业员工薪酬公平感实证分析

在预研究的基础上,自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明,我国企业员工薪龇公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用;程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用。     

组织认同问卷（OIQ）在教师样本中的修订

在两个教师群体样本中,对Cheney编制的组织认同问卷（OIQ）进行修订。对338名中小学教师施测结果的探索性因素分析表明,教师组织认同为单因素结构模型;对256名高校教师施测结果的验证性因素分析支持了单因素模型的观点。在两个样本中,教师组织认同问卷的内部一致性系数均为0.92;教师组织认同问卷的内容效度和效标效度良好。     

主管认知信任和情感信任对员工行为及绩效的影响

采用问卷调查法,检验主管认知信任与情感信任对员工行为及绩效影响的双路径模型。通过结构方程模型分析563份上下级配对数据,结果显示：主管认知信任通过注意聚焦的完全中介作用正向影响员工的任务绩效和组织公民行为。主管情感信任则通过情感承诺的部分中介作用正向影响员工的任务绩效和组织公民行为,即一方面直接影响员工的任务绩效和个体指向公民行为,另一方面通过情感承诺间接影响员工的任务绩效和组织公民行为。并且,主管情感信任对员工行为和绩效的影响作用要大于认知信任的作     

A preliminary investigation of acceptance and commitment therapy as a treatment for marijuana dependence in adults

In this investigation, 3 adults who met criteria for marijuana dependence were treated using an abbreviated version of acceptance and commitment therapy (ACT). The treatment was delivered in eight weekly 90-min individual sessions. The effects of the intervention were assessed using a nonconcurrent multiple baseline across participants design. Self-reported marijuana use, confirmed through oral swabs, reached zero levels for all participants at posttreatment. At a 3-month follow-up, 1 participant was still abstinent and the other 2 were using but at a lower average level of consumption compared to baseline. Depression, anxiety, withdrawal symptoms, and general levels of experiential avoidance generally improved. This preliminary test suggests that additional development and testing of ACT for marijuana use are warranted.     

Unemployment and civil commitment: a test of the intolerance hypothesis

We theorize that the reported association between economic indicators and the incidence of civil commitment for mental illness may result, at least in part, from reduced tolerance in the community for impaired behavior among minorities. Earlier work suggests that economically induced intolerance will be focused primarily on minority males. Based on this literature, we hypothesize that the median level of functioning among African-American males subjected to civil commitment will vary positively with earlier changes in the unemployment rate. The test applies Box-Jenkins methods to 156 months (August 1985-July 1998) of data from California. Consistent with theory, results support the hypothesis.     

成功实施绩效管理的关键行为因素结构及其与组织承诺和组织绩效的相关研究

在查阅文献和对企业员工结构化访谈及其开放式问卷调查的基础上,收集了我国企业成功实施绩效管理的关键行为条目,编制初始问卷。通过预试初步证实了成功实施绩效管理的关键行为的结构是多维的,并获得了较为清晰的七因素结构模型。进一步修订,调整条目,逐步删除一些无负荷和存在多重负荷的项目。最后确定了由26个条目组成的正式问卷并进行第二次调查测试。探讨了企业成功实施绩效管理的关键行为因素的结构维度及其与组织承诺和组织绩效等相关后果变量的关系。研究表明：企业成功实施绩效管理的关键行为是由管理支持、适度激励、员工参与、有效沟通、科学考核、相关培训以及规范操作等七因素构成。成功实施绩效管理的关键行为因素与组织承诺呈显著正相关。适度激励、员工参与、有效沟通和科学考核等四个因素与组织绩效呈显著正相关,管理支持、相关培训和规范操作三个因素与组织绩效没有相关。     

Further Validation of a Need-based Quality-of-work-life (QWL) Measure: Evidence from Marketing Practitioners

This study further validates a need-based measure of quality of work life (QWL) developed by Sirgy et al. (Soc Indic Res 55:46–56, 2001). We conceptualized the QWL construct in terms of employee satisfaction with two sets of major needs: lower- and higher-order needs. Lower-order needs comprise health/safety needs and economic/family needs. Higher-order needs involve social needs, esteem needs, self-actualization needs, knowledge needs, and aesthetic needs. The results from a survey of marketing professionals largely supported the construct validity and predictive validity of the QWL measure. As expected, QWL has a positive influence on esprit de corps, job satisfaction, and organizational commitment among marketing managers. Managerial implications and directions for future research are also discussed.     

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。     

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.     

Professionalising teachers in career dialogue: an effect study

As a result of the changing notions of work, schools are increasingly acknowledging that they have a strong responsibility in guiding students not only in their academic growth, but also in their career development. This paper presents the results of a study about the effects of teacher training on career dialogues promoting career competency development in students. For the quantitative part of the study, a quasi-experimental research design was used to measure effects among 2291 students. Video recordings of conversations were used to do qualitative research. The results show that only when off-the-job training is followed by on-the-job coaching, the professionalising of teachers proves to be effective as measured on student level. Students notice that the guidance conversations are more appreciative, reflective and activating and that they focus more on self-image development, work and career action. The observations made with regard to the guidance conversations also show that these conversations become more career related.