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231.
采用修订后的工作价值观调查表对我国大陆6省市的257名国有企业员工和219名民营企业员工进行了调查。结果表明,国有企业员工的工作价值观在舒适与安全维度上显著高于民营企业员工;在能力与成长维度上显著低于民营企业员工;在地位与独立维度上二者差异不显著。 相似文献
232.
233.
Yanjun Guan Yu Guo Michael Harris Bond Zijun Cai Xiang Zhou Jingwen Xu Fei Zhu Zhen Wang Ruchunyi Fu Songbo Liu Yanan Wang Tianlong Hu Lihui Ye 《Journal of Vocational Behavior》2014
Based on career construction theory and the model of proactive motivation, the current research examined the mediating and moderating models for the relations among future work self, career adaptability, job search self-efficacy and employment status. A survey study was conducted among Chinese university graduates (N = 270). The results showed that future work self (measured at wave 1) had positive effect on employment status (measured at wave 3), with this relationship partially mediated by career adaptability (measured at wave 1) and job search self-efficacy (measured at wave 2). In addition, the results further revealed that the positive effect of future work self on job search self-efficacy was stronger among the graduates who had a higher level of career adaptability. In support of the hypothesized moderated mediation model, for individuals with a higher level of career adaptability, the indirect effect of future work self on employment status through job search self-efficacy was stronger. These findings carry implications for research on job search behavior, career education and career counseling. 相似文献
234.
为了解决群众“看病难,看病责”的问题,国家大力发展社区卫生事业。社区首诊制作为其中一项重要的制度被各地纷纷响应,然而由于我国现阶段社区卫生事业基础尚很薄弱,开展社区首诊制的条件还不具备,因此开展起来困难重重。所以现阶段应以完善社区首诊制的基础条件为工作重心。 相似文献
235.
工作倦怠和工作投入的整合 总被引:3,自引:0,他引:3
工作投入是近期组织心理学家引入的一个新概念,这是一种重视员工职业发展的积极心理学视角的工作追求,它与传统职业健康心理学工作倦怠的整合研究,越来越引起人们的关注。积极心理学研究取向推动了整合研究的实施;能量和认同量表为整合研究提供了测量工具;员工健康的积极和消极双过程模型是整合研究的主要模型;整合研究具有重要的理论和实践价值,更有利于提高员工的身心健康。今后的整合研究应当在研究方法上增加访谈研究、个案研究和追踪研究;在研究内容上多研究积极心理因素;在研究范围上加强跨文化的比较研究;在整合途径上进一步对现有的整合模型进行改进和创新。 相似文献
236.
Purpose We adopted the conservation of resources model (COR, Hobfoll Am Psychol 44:513–524, 1989; Hobfoll in Stress, culture, and community: the psychology and philosophy of stress, Plenum, New York, 1998) to examine the associations among emotional labor, work family interference, and quality of work life.
Design/Methodology/Approach Cross-sectional, self-reported data were obtained from 442 Hong Kong Chinese service employees.
Findings Correlation and hierarchical regression analyses showed that surface acting was a salient correlate of work-to-family interference,
even when organizational display rules and employees’ demographic information were controlled. Furthermore, quality of work
life had partially mediated the relationship between surface acting and work-to-family interference. However, deep acting
and expression of naturally felt emotion did not relate to work-to-family interference. Finally, we found that family-to-work
interference was a salient correlate of the use of surface acting in workplace.
Implication This study provided useful information of how adopting different emotional labor strategies related to work family interference.
Based on our results, the use of deep acting should be promoted in workplace because it related positively to quality of work
life and it did not amplify the work-to-family interference.
Originality/value While past studies often explored the role of emotional labor as the precursor of work family interference, our study is among
the first attempt to examine family-to-work interference as the antecedent of emotional labor. Additionally, we had also confirmed
the role of quality of work life as an important mediator between emotional labor-work-to-family interference. 相似文献
237.
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
238.
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
239.
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
240.
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