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21.
不当督导与绩效行为的关系是组织行为学领域一个新的研究热点问题。本研究拟以情绪事件理论、替代侵犯理论、归因理论为指导, 采用问卷调查、投射测验、情景模拟等多种研究方法, 分析愤怒、羞愧、职场中的他人行为及自我归因在不当督导和绩效行为之间的作用, 揭示其非线性的作用机制, 丰富组织行为学的研究内容。本研究借鉴情绪调节理论及方法, 寻求有效的不当督导干预策略, 以期指导员工走出不当督导-消极情绪-不良绩效行为恶性循环的泥沼, 同时也检验本研究关于不当督导和绩效行为理论模型的科学性。 相似文献
22.
中国背景下员工沉默的测量以及信任对其的影响 总被引:10,自引:0,他引:10
应用自行编制的员工沉默行为调查问卷,通过对928名被试的调查,对中国背景下员工沉默行为的结构维度进行了探讨。探索性因素分析结果表明,员工沉默由三个因素构成。三因素结构的结果在验证性因素分析中得到了证实。由此得到结论,员工沉默有三维结构:默许沉默、漠视沉默和防御沉默。以员工沉默的三个维度为因变量,以员工对上级和组织的信任为自变量进行回归分析,结果表明,员工对上级信任对员工沉默三个维度都有负面影响,而员工对组织信任对默许沉默和漠视沉默有负向影响,对防御沉默的影响并不显著 相似文献
23.
In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices
(i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work–family conflict. In addition,
we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to work–family
conflict. We found that the use of three of the four practices was related to work–family conflict. In addition, our results
showed that reporting to a family-supportive supervisor was related to the use of certain practices and to work–family conflict. 相似文献
24.
杨映萍 《医学与哲学(人文社会医学版)》2008,29(11)
心理咨询与心理治疗效果的关键在于心理咨询与心理治疗师自身的特质,而非理论技巧。因此,心理咨询与心理治疗师在心理咨询与治疗的过程中,会非常直接、深刻和迅速地影响当事人的生活。通过对我国心理咨询师健康发展之要素的探讨,提出心理咨询师的培养应逐步走向正规专业教育和训练途径;同时关注心理咨询师自己的个人成长,健全督导制度是预防心理咨询师的职业耗竭,也是我国心理咨询业健康发展的根本保障。 相似文献
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26.
Robert A. Babcock Beth Sulzer-Azaroff Mary Sanderson John Scibak 《Journal of applied behavior analysis》1992,25(3):621-627
This study established regular implementation of a simple feedback procedure by supervisory nurses with their assistants at a head-injury treatment center. Five nurses were trained to distribute brief written comments to their assistants about infection-control practices, including using gloves to avoid contact with body fluids. Following low rates of written feedback, nurses met with the trainer weekly to set goals for using the system, to review feedback rates, and to examine contingent letters of appreciation. Written feedback increased from 0.09 to 0.58 per day. When outcome data on glove use were subsequently added to the feedback provided to nurses, nurses' feedback on glove use increased and overall glove use by assistants increased by 36.7% for 66.7% of assistants who responded to feedback. Assistants rated feedback as highly accurate and indicated some interest in receiving future feedback. However, nurses and assistants expressed a preference for oral over written feedback. 相似文献
27.
Psychological Abuse Experienced in Groups Scale: Psychometric Properties of the Japanese Version
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Omar Saldaña Álvaro Rodríguez‐Carballeira Carmen Almendros Kimiaki Nishida 《The Japanese psychological research》2018,60(1):13-24
The purpose of this study was to adapt the Psychological Abuse Experienced in Groups Scale (PAEGS) for use in the Japanese population. This scale evaluates the frequency with which an individual has experienced psychologically abusive behaviors within a group. A questionnaire was administered to 130 former members of abusive groups and to a comparison sample composed of 124 former members of non‐abusive groups. The main results showed a one‐dimensional factor structure and an adequate reliability score. Significant correlations were found between the PAEGS and a group abusiveness measure, providing evidence of convergent validity. In addition, high discriminatory power was found, determining an optimal cut‐off point to distinguish between abusive experiences and non‐abusive experiences within groups. The Japanese version of the PAEGS is able to overcome limitations of previous instruments intended to assess the phenomenon, as sufficient empirical evidence is found for its use in research. In addition, it can be useful in clinical and legal contexts to assess the degree of psychological abuse experienced by Japanese people during their involvement in certain groups. 相似文献
28.
Background
Conventional wisdom links supervisor self‐confidence with experience in supervisory practice.Aims
This study explored the nature of confidence from an emic perspective.Method
Twelve experienced Canadian supervisors were interviewed, and data was analysed using Structured Thematic Analysis.Results
Aspects of the role and process produce tensions that create ambiguity that may diminish self‐confidence. Five main themes were distilled: (a) building supervisee confidence when experiencing self‐doubt as supervisor or clinician;(b) parallel process‐what disturbs therapy disturbs supervision; (c) expert vs. co‐explorer; (d) engaging in supervision while maintaining boundaries; and (e) catch 22 – inviting disclosures of difficulties and evaluation.Conclusion
The study adds nuance to the scholarly work that informs supervisor self‐confidence. 相似文献29.
A review of the domestic violence research was conducted to assess the most salient factors that predict the likelihood of a woman remaining in or leaving an abusive relationship. The research is still in its early stage and no single theory can confidently predict this tendency on the part of battered women. Research that currently appears to provide the best explanations for remaining in an abusive relationship and factors that enable women to end their abuse are summarized. 相似文献
30.
A review of the domestic violence research was conducted to assess the most salient factors that predict the likelihood of a woman remaining in or leaving an abusive relationship. The research is still in its early stage and no single theory can confidently predict this tendency on the part of battered women. Research that currently appears to provide the best explanations for remaining in an abusive relationship and factors that enable women to end their abuse are summarized. 相似文献