Supervisor Support and Organizational Commitment: The Role of Work–Family Conflict,Job Satisfaction,and Work–Life Balance

Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed.     

Staying in the Race: Counselor Visits and Job Search Confidence Among People With Disabilities

Support that helps job seekers maintain confidence might decrease unemployment rates among people with disabilities. In this study, clients described their employment barriers (disability, education, and work history) and then reported their job search confidence 3 times at 6‐month intervals. Their employment support agency provided information about the support (counseling visits, support hours, and financial resources) it delivered. Clients with more disabilities and education barriers experienced declines in job search confidence unless they received intensive levels of employment counseling. Three visits to a counselor maintained client confidence, and confidence improved only after 18 visits. Other service intensity indicators (support hours and financial resources) did not halt confidence declines.     

Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources.     

Improving organizational newcomers’ creative job performance through creative process engagement: The moderating role of a synergy diversity climate

Despite the mounting research demonstrating that employee seniority positively relates to creative job performance, we predict that a synergy diversity climate eliminates the employee seniority–creative job performance relationship by unleashing the creative potential of organizational newcomers. Drawing upon the integration-and-learning perspective for managing diversity, Study 1 finds that a synergy diversity climate moderates the relationship between employee seniority and supervisor-rated creative job performance lending support to our hypothesis. Study 2 provides an extension by showing how creative process engagement mediates this moderating effect on self-rated creative performance. Finally, Study 3 replicates and extends Study 2 by demonstrating the mediating role of creative process engagement but utilizing supervisor-rated creative job performance, while again showing synergy diversity climate to be an important boundary condition. In sum, we find that synergy diversity climate, as opposed to fairness and discrimination diversity climate, interacts with employee seniority by facilitating greater creative process engagement for newcomers subsequently impacting creative job performance. We discuss theoretical and practical implications for how the individual-level creative job performance effects may represent a microfoundation to creative team dynamics that confer a sustainable competitive advantage.     

Gritting their teeth to close the sale: the positive effect of salesperson grit on job satisfaction and performance

This research is the first to examine the effect of “grit” – defined here as perseverance in pursuit of long-term goals – on salesperson performance and job satisfaction in a business-to-business (B2B) sales context. While more commonly studied in the psychology and education literatures, grit has heretofore been underexplored in sales research, a notable omission given its importance in predicting performance outcomes across multiple domains. In response, we demonstrate that gritty salespeople perform better and enjoy greater job satisfaction than their less gritty counterparts. Moreover, we show that competitiveness and self-efficacy help to develop grit and reveal important moderating effects; grit is highest when salespeople are self-efficacious and socially astute. Moreover, the results also suggest that need for power attenuates the positive effect of grit on performance, revealing a potential “dark side” of grit. We then provide some future research ideas involving grit in an effort to encourage further exploration of this construct in sales research. Finally, we conclude by offering cautions to future researchers as they decide whether to examine this interesting construct in a sales context.     

纪检干部腐败容忍度与其组织忠诚的关系

探讨在人格调节和工作倦怠中介作用下,纪检干部的腐败容忍度与其组织忠诚度的关系。采用腐败容忍度量表、组织忠诚量表、工作倦怠量表以及大五人格量表对193名纪检干部进行测查,研究结果表明：（1）纪检干部的腐败容忍度与其组织忠诚显著负相关;（2）腐败容忍度能显著负向预测个体组织忠诚度,容忍度越低,组织忠诚度越高;（3）工作倦怠在腐败容忍度和组织忠诚间起部分中介作用;（4）腐败容忍度与组织忠诚的关系受到纪检干部大五人格的调节作用,大五人格中情绪稳定性、外向性水平越高,腐败容忍度与组织忠诚的关系越弱。     

CPM领导行为模式对员工利他行为及工作投入的作用机制

通过对我国26个省市企事业单位员工的问卷调查,探讨了CPM领导行为模式对员工利他行为和工作投入的影响途径。采用潜变量路径分析的方法,对两个阶段的模型进行检验和比较,结果表明：（1）C因素和M因素通过信任上司的完全中介作用影响利他行为和工作投入,而P因素则通过信任上司的部分中介作用对它们产生影响。（2）信任上司通过情感承诺的完全中介作用影响工作投入,通过情感承诺的部分中介作用影响员工的利他行为。     

CEO变革型领导行为对中层管理者工作绩效和工作满意度的影响：组织支持知觉和价值观的作用

本文以社会交换的理论和价值观领导理论为基础,探讨了CEO变革型领导行为及其价值观对中层管理者工作绩效和工作满意度的跨层次影响以及影响的中介作用机制。研究结果表明,CEO变革型领导行为有助于提升中层管理者的工作绩效和工作满意度,而组织支持知觉则在其中起着部分中介的作用。同时,CEO价值观对CEO变革型领导行为与组织支持知觉之间的关系具有调节的作用。本文的研究成果有利于进一步完善变革型领导理论,对企业实践也有一定的启示意义。     

教学效能感与教师工作压力及工作倦怠的关系

采用问卷法对728名中学教师的工作压力、教学效能感对其工作倦怠的影响进行研究,结果发现:工作压力不仅直接导致工作倦怠,还通过影响教师的教学效能感从而导致工作倦怠;教学效能感是工作压力和工作倦怠之间的部分中介.作用路径为:工作压力直接和通过降低一般教学效能感导致情绪衰竭,工作压力直接和通过降低一般教学效能感与个人教学效能感导致人格解体,工作压力通过降低个人教学效能感导致成就感低.     

中小学教师工作重塑问卷的编制

在文献分析和专家评定的基础上,从重塑的对象与方式出发,通过半结构化访谈和问卷调查,编制了初始的中小学教师工作重塑问卷。通过探索性因素分析和验证性因素分析对初始问卷进行修订,最终形成的正式问卷包含五个维度：任务重塑、角色重塑、关系重塑、技能重塑和认知重塑。结果表明,中小学教师工作重塑问卷具有较高的内部一致性信度、重测信度以及较好的内容效度、结构效度和效标效度。该问卷的心理测量学指标良好,可以作为我国中小学教师工作重塑的测量工具。