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151.
本研究以Andre Billrtte和Renand Bouchardr的五因素理论为基础,结合我国国有大中型企业的实际情况,提出国有大中型企业员工心理应激源的六维结构。以此为切人点.编制国有大中型企业员工心理应激问卷,施测于392名员工,通过因素分析,得出国有大中型企业员工心理应激源的六维结构:生产压力、同事关系、与直接主管的关系、纪律控制、工作单调和职业发展。再进行信度和效度的检验,形成国有大中型企业员工心理应激目标问卷。 相似文献
152.
153.
Individuals experience numerous transitions across various roles during their lives. These role transitions can be disruptive to the way individuals view their identity, and thus their well-being; however, role transitions do not affect all individuals equally. Therefore, in the current work, we focused on two factors which may influence self-concept clarity and explain differential experiences following role transitions. We tested the relationship between the amount of self-change and positive emotions in reaction to a role transition predicting self-concept clarity, including both role entries (e.g. parenthood/new relationships, Studies 1–4) and role exits (e.g. divorce/job loss, Studies 3 and 4). Across several studies and all role transitions, we found that among individuals who experienced low levels of positive emotions after a role transition, greater self-change predicted reduced self-concept clarity. Among individuals who experienced higher levels of positive emotionality, this association did not emerge. 相似文献
154.
Purpose The aim of this study was to systematize findings in role stress research into original and conceptually important abstract
higher-order constructs and to develop and test a comprehensive structural equation model that examined such expanded conceptualizations
of antecedents and consequences to entrepreneur role stress.
Design/Methodology/Approach Model tests were performed on data from a sample of 282 Swedish entrepreneurs (a usable rate of 22.5%) engaged in their first-year
of venture activities. We used structural equation modeling, mediation tests and tests for common method bias to test the
appropriateness of the model.
Findings We found that role stress can be explained by expansions of lower-ranked, less abstract constructs embedded in a multiple-indicator
model of venture technology, venture environment, and entrepreneur personality. The analysis confirmed that role stress is
an important mediator and that it has pronounced relationships to expanded conceptualizations of role-related rewards and
exhaustion.
Implications This study advance role stress theory and existing knowledge about entrepreneurs and entrepreneurship when it introduces role
stress and suggests it mediates the effects from personality traits, organizational and environmental characteristics, on
higher-order conceptualizations of rewards and exhaustion.
Originality/Value With contributions from several distinct disciplines over a half decade, prior research has not paid much attention to show
how role stress research can benefit from more abstract conceptualizations and empirical evaluation. By synthesizing and developing
expanded higher-level conceptualizations that link diversities, we show that expanded conceptualizations effectively enable
to introduce role stress to entrepreneurs and entrepreneurship. 相似文献
155.
Purpose The purpose of this study was to examine the mediating effect of the psychological contracts on the relationship between human
resource (HR) systems and role behavior.
Design/Methodology/Approach Multilevel analyses were conducted on data gathered from 146 knowledge workers and 28 immediate managers in 25 Taiwanese high-tech
firms.
Findings Relational psychological contracts mediated the relationship between commitment-based HR systems and in-role behaviors, as
well as organizational citizenship behaviors. Transactional psychological contracts did not significantly mediate these relationships.
In addition, the results also indicated that commitment-based HR systems related positively to relational psychological contracts
and negatively to transactional psychological contracts.
Practical Implications Commitment-based HR systems could elicit a wide range of knowledge workers’ behaviors that are beneficial to the goals of
the firms. Furthermore, our findings also provide insight into, how HR systems potentially elicit employees’ role behaviors.
Organizations could elicit employees’ in-role behaviors by providing financial and other non-financial, but tangible, inducements
and facilitate employees’ extra-role behaviors by providing positive experiences, such as respect, commitment, and support.
Originality/Value The study is one of the primary studies to empirically examine the mediating effect of psychological contracts on HR systems
and employee behaviors.
相似文献
Yu-Fang YenEmail: |
156.
Barack Obama, the first Black-American president, has been widely heralded as a role model for Black-Americans because he inspires hope. The current study was conducted to assess whether, beyond simply inspiring hope, this “Obama Effect” has a concrete positive influence on Black-Americans’ academic performance. Over a three-month period we administered a verbal exam to four separate groups of Black- and White-American participants at four predetermined times. When Obama’s stereotype-defying accomplishments garnered national attention - just after his convention speech, and election to the presidency - they had a profound beneficial effect on Black-Americans’ exam performance, such that the negative effects of stereotype threat were dramatically reduced. This effect occurred even when concerns about racial stereotypes continued to exist. The fact that we found performance effects with a random sample of American participants, far removed from any direct contact with Obama, attests to the powerful impact of ingroup role models. 相似文献
157.
Joshua Aronson Sheana Jannone Tanisha Johnson-Campbell 《Journal of experimental social psychology》2009,45(4):957-459
Past research on stereotype threat and role model effects, as well as a recent quasi-experiment (Marx, Ho, & Freidman, this issue) suggested the possibility of an “Obama effect” on African American’s standardized test performance, whereby the salience of Barack Obama’s stereotype defying success could positively impact performance. We tested this reasoning in a randomized experiment with a broad sample of college students from across the country. Specifically, we tested the hypothesis that students prompted to think about Barack Obama prior to taking a difficult standardized verbal test would improve their performance relative to white students, and to African American students in control conditions that were not prompted to think about Obama. Our results did not support this hypothesis. Test scores were unaffected by prompts to think about Obama and no relationship was found between test performance and positive thoughts about Obama, a disconfirmation of both the findings and conclusions of the Marx, Ho, and Freidman study. 相似文献
158.
159.
《Psychologie du Travail et des Organisations》2008,14(2):157-173
The present study was designed to obtain validity estimates for a role-play test. Participants were 125 french Navy officers who were rated by a pool of professional assessors and psychologists. All the assessors received reccurring training sessions, focusing on the behavioral checklist, on rating errors, and on share frame of reference. The assessment procedure included role play exercise, cognitive ability scale (g factor) and personality scale (big five factors). First, exploratory factor analyses were conducted on the data gathered, and four factors were identified (authoritarianism, oral communication, consideration with others and frankness). In a nomological perspective, we also analysed the links between the exercises dimensions, personality inventorie and intelligence scale. The findings suggest that role play dimension, personality and intelligence seem to measure different thinks. 相似文献
160.