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201.
The purpose of our study was to further elucidate how employees should behave at work to increase their chances of being mentored by their immediate supervisor. To that end, we experimentally tested how three domains of employee performance [task performance (TP), organizational citizenship behavior (OCB) targeting the supervisor, and counterproductive work behavior (CWB) targeting coworkers] affect supervisors’ willingness to mentor. Each performance domain affected willingness to mentor. OCB had the weakest of the three main effects. Finally, the positive effect of TP was stronger when employees displayed less CWB. 相似文献
202.
This study approaches young managers’ occupational well-being through their work-related goal pursuit. The main aim was to identify content categories of personal work goals and investigate their associations with background factors, goal appraisals, burnout, and work engagement. The questionnaire data consisted of 747 young Finnish managers (23-35 years; M = 31 years) who were mostly men (85.5%). Seven work-related content categories were found on the basis of qualitative data analysis: (1) competence goals (30.5%), (2) progression goals (23.7%), (3) well-being goals (15.2%), (4) job change goals (13.7%), (5) job security goals (7.4%), (6) organizational goals (5.6%), and (7) financial goals (3.9%). ANCOVA analyses, where goal appraisals and significant background factors were controlled for, indicated that organizational goals were related to low burnout and the highest level of work engagement, whereas well-being and job change goals were related to higher burnout and lower work engagement. The study shows that the contents of young managers’ work-related goals can contribute to the understanding of individual differences in occupational well-being. 相似文献
203.
The career paths (ascending, interesting, uninteresting, descending) of 124 White Canadian francophones (62 men, 62 women) who had experienced nonstandard and precarious work for the last three years were examined in relation to the participants’ profiles of commitment to three life roles (work, family, and duality, that is, investment in both career and family). The paths were derived from the content analysis of the data collected through semi-structured individual interviews. Quantitative tools were used to assess the importance of life roles and to compare the career paths as well as the commitment profiles with respect to specific and general anxiety. Among other results, a significant relationship was found between unsatisfying career paths and the duality profile, on the one hand, and higher levels of specific and general anxiety, on the other. The results are discussed with respect to the scientific literature. Implications for career counseling are suggested. 相似文献
204.
Dr Peter H. Langford 《Australian journal of psychology》2009,61(4):185-198
This study presents evidence supporting the psychometric properties of the Voice Climate Survey: an employee opinion survey that measures work practices and outcomes. The tool is tested across 13,729 employees from 1,279 business units representing approximately 1,000 organisations. Exploratory factor analyses, confirmatory factor analyses and internal reliability analyses support 31 lower‐order work practices and outcomes that aggregate into seven higher‐order work systems broadly covering practices and outcomes such as organisational direction, ethics, resources, involvement, recognition, development, teamwork, wellness, work/life balance, change management, customer satisfaction, job satisfaction, organisational commitment and employees' intention to stay. External validation of the tool is demonstrated by linking scores from the employee survey with independent manager reports of turnover, absenteeism, productivity, health and safety, goal attainment, financial performance, change management, innovation and customer satisfaction. 相似文献
205.
我国中小学生心理健康服务从业人员及工作状况调查 总被引:1,自引:0,他引:1
该研究的目的是考察我国中小学生心理健康服务从业人员及专业工作的基本情况,并比较其地区差异,分析存在的问题。调查包括来自重庆、甘肃、辽宁、福建、湖北以及西藏等6个省市自治区的596名被试。研究采用自编问卷调查中小学生心理健康从业队伍情况及其专业工作情况。结果发现各地区之间发展确实存在不均衡的状况,辽宁、福建等东部发达地区从业人员专业化水平相对较高;西藏、甘肃等地区则相对较为落后,特别体现在人员结构不合理、职称待遇偏低、缺少专业培训等方面。 相似文献
206.
Andrew Sayer 《Res Publica》2009,15(1):1-16
The dominant focus of thinking about economic justice is overwhelmingly distributive, that is, concerned with what people
get in terms of resources and opportunities. It views work mainly negatively, as a burden or cost, or else is neutral about it,
rather than seeing it as a source of meaning and fulfilment—a good in its own right. However, what we do in life has at least as much, if not more, influence on whom we become, as does what we get. Thus we have good reason also to be concerned with what Paul Gomberg has termed contributive
justice, that is, justice as regards what people are expected and able to contribute in terms of work. Complex, interesting work
allows workers not only to develop and exercise their capacities, and gain the satisfaction from achieving the internal goods
of a practice, but to gain the external goods of recognition and esteem. As Gomberg’s analysis of the concept of contributive
justice in relation to equality of opportunity shows, as long as the more satisfying kinds of work are concentrated into a
subset of jobs, rather than shared out among all jobs, then many workers will be denied the chance to have meaningful work
and the recognition that goes with it. In this paper I examine the contributive justice argument, suggest how it can be further
strengthened, arguing, inter alia, that ignoring contributive injustice tends to support legitimations of distributive inequality.
相似文献
Andrew SayerEmail: |
207.
Renu Sharma Persaud 《International Journal of Children's Spirituality》2009,14(2):129-149
This paper introduces the topic of spiritual injury and the possible influences and relationships it might share with education‐to‐work transitions of young adults. Students of both dominant and minority cultural backgrounds were interviewed to gain a detailed understanding of how perceptions of transitions came about. Further, I sought to understand what role spirituality and experiences of spirit injury have in the decision‐making processes. 相似文献
208.
We discuss how individualistic/collectivistic orientations of employees predict affective well-being at work, and how this
relationship is moderated by the perceptions of spirit of camaraderie in organizations. The sample comprises 161 employees
of 109 organizations operating in Portugal, a collectivistic culture. The findings suggest that: (a) collectivistic individuals
show higher affective well-being than individualists; (b) this relationship is moderated by the employees’ perceptions of
the spirit of camaraderie in their organizations; (c) higher affective well being levels tend to be experienced by collectivists
who find working in an organizational context to be rich in spirit of camaraderie, and lower levels of affective well being
are expressed by individualists who perceive poor spirit of camaraderie in their working environments. The paper emphasizes
that employee happiness can have different bases in different cultures and that individualism/collectivism orientations do
not operate in the same way in different cultural and organizational contexts.
We are very grateful to the three anonymous reviewers for their helpful comments and suggestions. 相似文献
209.
210.