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941.
Shirley A. Murphy Randal D. Beaton Kenneth C. Pike L. C. Johnson 《International journal of stress management》1999,6(3):179-196
This dual-site longitudinal prospective study monitored and measured change in self-reported occupational stressors, emotional trauma, symptoms of stress, and alcohol consumption in urban firefighters. Study participants were 188 firefighters employed by two urban fire departments. The results showed that of 19 occupational stressors examined, only 5 (26%) changed significantly over time, and of those 5, only two—job skill concerns and concerns regarding reduction in force and benefits—decreased, reflecting less bothersome subjective ratings. Of the 12 measures of posttraumatic and other symptoms of stress, 9 (75%) increased significantly over time and none decreased significantly, whereas alcohol consumption was stable over time. Job stressors, trauma caseness, and stress response symptoms at baseline were strongly and significantly associated with the same measures at the two-year follow-up. The implications of the findings for prevention and remediation of stress disorders in fire service personnel are considered. It can be concluded that the stressful nature of urban firefighting is significantly associated with negative health outcomes, including the potential overreliance on alcohol use. 相似文献
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Thaneswor Gautam Rolf Van Dick Ulrich Wagner Narottam Upadhyay Ann J. Davis 《Asian Journal of Social Psychology》2005,8(3):305-314
The present study examines the structure of organizational citizenship behavior (OCB) and its relation to organizational commitment in Nepal. Four-hundred and fifty employees of five Nepalese organizations filled out standardized questionnaires. Exploratory and confirmatory factor analyses revealed two factors of OCB, altruism and compliance, replicating Western models of extra-role behavior. Structural equation analysis showed a positive relation between affective and normative commitment on the one hand and both citizenship factors on the other. Continuance commitment was negatively related to compliance and unrelated to altruism. The findings thus confirmed the structure and usefulness of the concepts in an under-researched geographical area. Findings of the research are discussed within the Nepalese sociocultural context. 相似文献
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Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general. 相似文献
948.
Results from a pretest–posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees’ performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment, person-organization fit and performance by participants in both mentoring programs with larger gains made by the high-level-facilitated group. These results suggest that a formal mentoring program can have positive effects on employee’s work-related attitudes, cognition and behavior with significantly greater gains made by formal mentoring programs with higher levels of facilitation. 相似文献
949.
This study examined age differences in phasic heart rate in response to neutral, negative and positive pictures. Heart rate changes and subjective ratings were analyzed in 22 middle-aged (40-55 years) and 30 older (56-78 years) participants. The effects of valence on the HR pattern across time were similar to that obtained by Bradley and co-workers. Conversely to previous studies, we did not report any age-related reduction in cardiac reactivity. Instead, when viewing positive pictures, the triphasic wave form appeared in the group of older adults, but for younger participants, it was replaced by a sustained deceleration. These results were interpreted in the light of the socioemotional selectivity theory. 相似文献
950.
Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover 总被引:1,自引:0,他引:1
Hui Liao Aichia Chuang Aparna Joshi 《Organizational behavior and human decision processes》2008,106(2):106-124
The current research extends three research areas in relational demography: considering deep-level dissimilarity in theory building, assessing dissimilarity perceptions directly in theory testing, and examining the antecedents of dissimilarity perceptions. The results, based on two field studies using diverse samples, demonstrate the effects of enduring personality traits of Extraversion and Agreeableness on an individual’s perceived deep-level dissimilarity to coworkers in the workgroup, and the effects of perceived deep-level dissimilarity beyond the effects of actual dissimilarity and perceived surface-level dissimilarity on critical work outcomes, including the individual’s overall job attitude, and behaviors of helping, work withdrawal, and actual voluntary turnover. 相似文献