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61.
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. 相似文献
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The purpose of the current study is to develop an integrated theoretical model based upon social exchange theory focused on the simultaneous interplay of leader–member exchange (LMX) and team–member exchange (TMX) in team-based contexts. We propose a model that extends current theories related to social exchange by integrating currently independent propositions in the literatures on LMX and TMX, showing how these propositions are contingent on the nature of the team in which leaders and followers are embedded. In a sample of 439 employees on 61 teams, the results show that when it comes to predicting individual performance (a) high TMX quality eliminates the otherwise negative effects of low LMX quality, (b) low authority differentiation weakens the otherwise positive effects of LMX, and (c) high skill differentiation weakens the otherwise positive effects of high LMX quality on performance. We discuss how the role of LMX may be changing in contemporary team-based work contexts relative to what was true in the historical literature when the construct was originally developed. 相似文献
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考试在我国新时期领导人员选拔中起着很重要的作用。本文从如何进一步加强考试方法的研究做了一些探讨,并提出提高领导人员选拔考试水平的方法,即丰富考试方法,提高考试方法的信度和效度,提高考试命题的质量,加强对考试成果的分析等。 相似文献
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This paper examines the concept of ‘openness with patients’ from the stand-point of the limitations of biomedical ethics.
Initially we review contemporary critiques of bioethics and, in particular, of principlism; we relate how other; somewhat
neglected, forms of medical ethics can yield useful information and provide moral guidance.
The main section of the paper then shows how a bioethical approach to openness misses the social context in our example, the
viewpoints of patients; we present some of the increasing wealth of research evidence which points towards patients wanting
more information and a greater degree of openness.
Finally we put forward that a principlist’s objection to active encouragement of openness might be based on the risk of infringing
upon the ‘right not to know’. We reject this by arguing how rights can be trumped.
Dr. Anthony S. Kessel, BSc, MBBS, Mphil, MSc, is a general practitioner, medical ethicist and currently specialist registrar
(Barking & Havering Health Authority)/Honorary lecturer in public health medicine in the Epidemiology Unit, London School
of Hygiene & Tropical Medicine, London, UK. 相似文献
65.
Ample correlational research shows that leader support for creativity is related to subordinate creativity, yet research examining the causality of this relationship experimentally is scant. Furthermore, most studies that demonstrate support for this relationship have used relatively subjective creativity measures that do not tap as effectively into the creative problem-solving process. Thus, we experimentally examined whether leader support for creativity affects subordinate creative problem-solving performance. We also examined whether this relationship depends on leader gender. We used experimental vignette methodology and a sample of 247 working adults to test these relationships. We found that high (vs. low) leader support for creativity resulted in a significantly higher number of ideas generated. Additionally, posthoc analyses showed that high (vs. low) leader support for creativity resulted in a significantly higher number of original ideas and higher number of quality ideas generated. We also found that when the leader was a woman (vs. man), average originality of ideas was significantly higher. We found no significant interactive effects of leader support for creativity and leader gender. We discuss how this study further elucidates our understanding of leader support for creativity, as well as avenues for future creativity research involving leader gender. 相似文献
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从员工直接感知的角度编制领导差异化授权问卷,并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现:(1)授权型领导正向预测员工的领导认同与反馈寻求行为;(2)领导认同在授权型领导与反馈寻求行为中起中介作用;(3)领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用,即调节了中介过程的第一段(授权型领导−领导认同)与第二段(领导认同−反馈寻求行为)。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应,可为管理实践中促进反馈寻求行为提供科学参考。 相似文献
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Cornelius J. Koch Martin Kleinmann 《European Journal of Work and Organizational Psychology》2013,22(2):199-217
Time management problems such as choosing urgent instead of important tasks are prevalent but so far they lack a theoretical explanation. The authors argue that time management implies a choice about the use of time. Therefore rational choice theory as a normative theory of choice is relevant to time management, and so is behavioural decision-making research focusing on biases and heuristics that make people deviate from the prediction of rational choice theory. The authors show how these biases and heuristics lead to non-efficient time management. In particular, steep and hyperbolic time discounting is explained and its implications for time management as well as for time management training are presented. Several propositions about the importance of individual and situational variables are also put forward. 相似文献
70.
《The journal of positive psychology》2013,8(5):390-411
Leaders influence followers in many ways; one way is by eliciting positive emotions. In three studies we demonstrate that the nearly unstudied moral emotion of ‘elevation’ (a reaction to moral excellence) mediates the relations between leaders’ and their followers’ ethical behavior. Study 1 used scenarios manipulated experimentally; study 2 examined employees’ emotional responses to their leaders in a natural work setting; study 3 compared the effects of elevation to those of happiness, serenity, and positive affect. We found that leaders’ interpersonal fairness and self-sacrifice are powerful elicitors of elevation, and that this emotion fully mediates leaders’ influence on followers’ organizational citizenship behavior and affective organizational commitment. In the first study, we also observed a moderation effect of interpersonal fairness on self-sacrifice. Results underline the importance of positive moral emotions in organizations and shed light on the emotional process by which ethical leaders can foster positive organizational outcomes. 相似文献