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61.
Four self-regulation skills were taught in a series of student-teacher conferences to eight learning disabled (LD) and three non-disabled (NLD) adolescents in an alternative high school. All participants had a prior history of school failure and low lesson-completion rates. The skills taught were behavior contracting, self-recording, self-monitoring, and self-reinforcement. Self-instructional materials in reading, writing, and math were used as the curriculum, and the dependent variables in the study were the number of lessons completed per student per day in the three academic areas. Multiple-baseline designs across students and across academic areas were employed to assess the effects of the self-regulation training and the students' application of the self-regulation skills on lesson completion. Results indicate that all participating LD and NLD students substantially increased their rate of lesson completion after the intervention. These increases occurred in the academic areas targeted by the students for the application of the self-regulation skills. Thus, self-regulation interventions hold promise for bringing at-risk students into contact with the school curriculum. 相似文献
62.
结构化面试中的评分一致性问题初探 总被引:7,自引:1,他引:6
面试由于其直观、灵活的方式及良好的效度而被广泛应用于各类组织机构的人员招聘与录用中。但在多个评分员对一个应试者的面试中 ,评分员间的评分一致性问题是一个关键问题。本文以中央国家机关某部二组评分员对应试者的评分为研究对象 ,对国家公务员录用考试结构化面试中的评分员评分一致性问题进行了初步的探讨与分析。得到的结论如下 :1 .从总体上看 ,两组评分员的成员间在对应聘同一职位的不同应试者的评分在评分标准上是基本一致的 ;2 .不同的评分维度 (测评要素 )对评分员的评分一致性有不同的影响 ;3 .应试者在面试时的表现也会影响评分员的评分一致性 ;4.评分员有关面试的知识和经验水平对评分一致性也有重要的影响。 相似文献
63.
基于社会信息加工理论视角,通过对816名员工与其直接上级进行两时间点配对取样,探讨包容型氛围感知对员工建言的影响,以及心理安全感与惰性感知在两者关系中的作用机制。研究结果表明:员工包容型氛围感知对其建言行为起到促进作用,并通过心理安全感与惰性感知间接影响建言行为。研究结果不仅从理论上丰富与拓展了包容型氛围的效应研究,同时对实务界管理员工建言有一定的实践启示。 相似文献
64.
This study examined the relationship between job stress and employees' well-being in a developing country in Asia. Job stress was operationalized in terms of perceived experiences at jobs which were chronic in nature. Employee well-being was operationalized in terms of organizational commitment, job involvement, and job satisfaction. Data were collected by means of a structured questionnaire from 150 employees working in a national carrier in a developing country in Asia. Pearson correlation and moderated multiple regression were used to analyze the data. Job stress was significantly related to organizational commitment and job satisfaction. Moderated multiple regression did not support the role of gender as a moderator of the stress–outcome relationship. 相似文献
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66.
Li‐Fang Chou Chih‐Chieh Chu Hui‐Ching Yeh Jashen Chen 《Asian Journal of Social Psychology》2014,17(2):115-127
In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction. 相似文献
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68.
Dieter Veldsmana 《Journal of Psychology in Africa》2013,23(6):480-486
This study investigated the relationship between a set of people performance enablers and psychological attachment behavioural states in a variety of South African work settings. The sample (N?=?582) comprised mostly males (69%) and black Africans from organisations in the manufacturing (17%), financial services (14%), information technology (16%) and the non-profit sectors (53%). Data on employees’ perceptions of performance enablers and their psychological attachment to the particular organisation were collected using the Psychological Work Immersion Scale (PWIS: Veldsman, 2013). The data were analysed using confirmatory factor analysis to reveal the structure of the people enablers and psychological attachment variables in the South African work settings. Structural equation modelling was used to predict psychological attachment from the performance enabler indicators. The findings provided evidence that employees’ perceptions of performance enablers significantly explain their level of psychological attachment (commitment, motivation and work absorption). Manager credibility appears as a key performance enabler and commitment as a strong element of psychological attachment. The research contributes to the literature on individual and organisational performance by extending research on work psychology in the South African context. 相似文献
69.
Ethics culture and ethics climate in relation to employee engagement in a developing country setting
The study investigated the relationship between employees’ perceived workplace ethics culture and climate variables and their level of engagement. A non-probability sample (N?=?839; females?=?32%) was permanently employed in a railway organisation in the Democratic Republic of Congo (DRC). The research constructs were measured using the Corporate Ethical Virtues (CEV) Scale, Ethical Climate Questionnaire (ECQ), and Utrecht Work Engagement Scale (UWES). A canonical analysis indicated that the participants’ perceived workplace ethics culture and workplace ethics climate were significantly and positively related to their level of engagement. Structural equation modelling indicated a moderate fit between the workplace ethics culture, workplace ethics climate and employee engagement canonical variate constructs. The findings provide evidence that individual's perception of work ethics culture and work ethics climate explain their level of work engagement. 相似文献
70.
We investigated how new ideas become accepted for Nobel laureates in science. Archival data were collected for 204 Nobel laureates from 1980 to 2009 in physics, chemistry, and medicine or physiology. Acceptance was evaluated for Nobel laureates by Prize area and three key publications in the Nobel laureates' publishing careers: (a) first publication concerning their Nobel idea (FN), (b) highest cited publication concerning their Nobel idea (HN), and (c) last publication concerning their Nobel idea (LN). Acceptance was defined primarily in terms of academic prestige for the journal articles (journal impact factors, article citation counts, Eigenfactor scores [journal impact and journal citations] and journal‐cited half‐life ratings). We found that acceptance for these publications mostly followed LN < FN < HN for all measures and Prize areas—except for physics on impact factor only, which followed FN < LN < HN, as hypothesized. In sum, recent ideas are least accepted rather than original ideas even for established and eminent Nobel laureates. 相似文献