中小学教师健康坚韧性及影响因素的研究

坚韧性是一丛能够保护个体免于应激伤害的人格特质,包括承诺、控制和挑战三部分内容。以中小学教师为被试,采用问卷调查的方法考察教师的健康坚韧性状况和影响因素。研究发现,教师的健康坚韧性整体上较为理想,教龄、性别、婚姻状况、学校层次和学历水平是影响教师健康坚韧性的重要因素。     

Professional beliefs related to the practice of pediatric medicine and school psychology

This article proposes that pediatric medicine and school psychology are complementary fields. Five professional beliefs are reviewed: (a) the importance of classification, (b) a preference for evidence-based interventions, (c) an endorsement of advocacy in public policy, (d) the importance of working with the whole child including his/her parents, and (e) an assertion of team leadership. Each belief is discussed as a core value of pediatric medicine and considered for points of connection with school psychology. Some of these beliefs are widely shared by school psychologists, others are rejected because of historical and situational factors, and all warrant consideration in light of school psychology's continuing evolution.     

The mediating role of affective commitment in the relation of the feedback environment to work outcomes

The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating effects of affective commitment. Results indicate that affective commitment mediates the relation between the feedback environment and organizational citizenship behavior, and this mediated relation is stronger for OCBs directed at individuals than directed at the organization as a whole. Conclusions and implications are discussed.     

Consumers Felt Commitment Towards Retailers: Index Development and Validation

This work seeks to develop an index of the consumer's felt commitment towards the retailer through a formative scale. By using structural equation modeling (SEM), in particular the multiple indicators and multiple causes (MIMIC) model, as well as reflective and formative indicators, the methodology developed by Diamantopoulos and Winklhofer is applied in order to construct this index. To clarify the whole meaning of the concept, the article undertakes a thorough review of literature on felt commitment and formative index development. Several MIMIC models are developed in order to validate the index. The empirical study was carried out in the financial services sector.     

国外目标承诺研究进展

本文在了解国外文献的基础上．综合概述了目标承诺的涵义、结构、测量、作用及其影响因素,并对这一领域的未来研究提出了展望。     

教师组织认同、工作满意感与情感承诺的关系

组织认同是社会认同的一种特殊形式,是与组织具有一致性或从属于组织的知觉。通过对545名教师施测Mael和Tetrick组织认同问卷、工作满意感问卷和情感承诺问卷,结果发现:(1)个体的组织认同水平能够正向的预测其工作满意感水平;(2)个体的组织认同水平能够正向的预测其情感承诺水平;(3)个体的工作满意感能够部分中介其组织认同对于情感承诺的预测作用。     

Linking the fits, fitting the links: Connecting different types of PO fit to attitudinal outcomes

In this paper we explore the linkages among various types of person-organization (PO) fit and their effects on employee attitudinal outcomes. We propose and test a conceptual model which links various types of fits—objective fit, perceived fit and subjective fit—in a hierarchical order of cognitive information processing and relate them to employee organizational commitment and job satisfaction. By unveiling how the different types of fit relate to each other in influencing individual outcomes, we address some of the theoretical and methodological concerns in the use of different methods in measuring PO fit.     

The relationship between psychological contract breach and organizational commitment: Exchange imbalance as a moderator of the mediating role of violation

This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also, results suggest that perceived exchange imbalance moderates this mediating pathway: Low exchange imbalance increases the mediating role of violation in the case of affective commitment. On the other hand, exchange imbalance failed to moderate the mediating influence of violation in the case of continuance commitment. Results are discussed in view of the importance of a) including both measures of violation and breach in future studies and b) the role of social exchange in explaining psychological contract violation.     

Managing organizational commitment: Insights from longitudinal research

This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered.     

Shared service centers and professional employability

This paper presents case study evidence of evolutionary changes in business support functions resulting in a fundamental hollowing out of the professional space over time and distance, creating the ‘hourglass’ profession. In an IT-enabled, boundaryless world, many professional activities can now be undertaken, in the manner of the Martini slogan, ‘any time, any place, anywhere’.This paper aims:

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  To investigate the shared service center as an emerging organizational form with the potential to drive fundamental change in the nature and location of professional work.

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  To explore the impact of these changes for individual professional workers, and to highlight the need for a greater focus on individual employability as the driver of an overall career trajectory.