CLIMATE CHANGE IN CONTEXT: STRESS,SHOCK, AND THE CRUCIBLE OF LIVINGKIND

An increasing number of environmentally knowledgeable observers and activists comprehend the situation faced by the emerging global civilization and its unsustainable systems, characterized by planet‐altering positive feedback loops arising from human activity. They perceive contemporary natural and cultural developments as the prelude to the imminent collapse of technological civilization and the cataclysmic end of the Anthropocene epoch via a forced passage through the population bottleneck of the impending extinction‐level event which only a remnant of the present biosphere is likely to survive. Should this understanding be accurate, our own time could become the occasion for the greatest choice ever made on Earth: whether to continue things as they are until humanity becomes the chief cause and the chief victim of the now‐unfolding mass extinction; or to make the necessary transition to the awakening of Planet Earth.     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

组织政治氛围对员工疏离感的影响：自我决定动机的中介作用

验证组织政治氛围对员工疏离感的作用,探讨自我决定动机在二者间的中介作用。研究采用一般政治行为知觉量表、工作内外动机量表和工作疏离感量表对226名企事业单位的员工进行问卷调查。研究表明,组织政治氛围对员工疏离感的个人疏离和社会疏离均具有显著的预测作用;自我决定动机在组织政治氛围与员工的个人疏离感之间起部分中介的作用,但在组织政治氛围与员工的社会疏离感之间的中介作用不显著。这说明我国员工的个人疏离感一部分来自于组织政治氛围对员自我决定动机的削弱,而社会疏离感主要来自于组织政治氛围的直接影响。     

生涯规划清晰度对大学生学习参与的影响:有调节的中介模型

考察生涯规划清晰度对大学生学习参与的影响机制。采用生涯规划量表、学习过程问卷、团队学习氛围量表和学习参与量表对728名大学生进行调查。结果发现:(1)生涯规划清晰度对学习参与具有显著正向影响;(2)学习动机在生涯规划清晰度与大学生学习参与间起部分中介作用;(3)同伴学习氛围在中介模型的后半段路径中起调节作用。这一结论有助于理解生涯规划清晰度对学习参与的作用机制,对提升大学生学习参与水平具有一定的启发意义。     

基于管理者安全管理行动的高风险企业安全氛围改善

随着系统可靠性的提高,高风险企业超过三分之二的事故原因涉及人的因素。员工不安全行为是系统失效的触发因素,潜藏的社会情境因素(如安全氛围)是“常驻的病原体”,因此探索并改善影响安全行为的社会情境因素是有效提升组织安全的关键。在众多的情境因素中,安全氛围对安全绩效的积极影响已得到充分的文献支持,但对如何改善安全氛围的探索却有限。本项目围绕管理者对安全的承诺这一安全氛围的核心维度,基于信号理论提出直接安全管理行动是体现管理者安全承诺的重要途径,并在探索主管和经理关键安全管理行动对团队和组织安全氛围影响的基础上开展相应的干预研究。具体而言,在团队层面,探索改善主管关键安全管理行动对团队安全氛围提升的有效性;在组织和团队两个层面,探索改善经理的关键安全管理行动对同时提升组织和团队安全氛围的有效性。研究结果预期可以在安全管理实践中推广应用。     

伦理型领导、工具主义伦理气氛与员工不道德行为：内部人身份感知的调节作用

通过对379名企业员工的问卷调查,探讨伦理型领导对员工不道德行为的影响机制。结果发现：伦理型领导与工具主义伦理气氛显著负相关;组织伦理气氛在伦理型领导与不道德行为之间起部分中介作用;内部人身份感知调节了组织伦理气氛在伦理型领导与不道德行为关系的中介作用。内部人身份感知水平越高,组织伦理气氛的中介作用越强。     

Organizational silence,organizational commitment and creativity: The case of directors of Islamic Azad University of Khorasan Razavi

IntroductionToday, one issue that arose in human resource discussions is the phenomenon of organizational silence (OS).ObjectiveSince it has not been carried extensive research out on this phenomenon in Iran, the purpose of this study was to investigate the relationship between OS and Organizational Commitment (OC) and Organizational Creativity (OCR) among managers of the Islamic Azad University of Khorasan Razavi.MethodsWe based the theoretical framework of this study on the OS scale of Morrison and Milliken (2003) and the Allen and Myers’ (1990) Three-Component OC Scale and OCR questionnaire of Randsip (1979). The questionnaire's internal reliability by Cronbach's alpha for OS, OC, and OCR was 0.81, 0.89, and 0.84 respectively. Also, 200 executives, deputies, managerial and administrative directors were tested. The Pearson correlation coefficient and structural equations were used to analyze the data.ResultsThe findings illustrate that in this organization, there is a significant and an inverse relationship between OS and OC and OCR. So, the more is the OS, the greater is the lack of OCR and OC.ConclusionThe results show that OCR is moderate and downward. OCR can be because of different factors, but is more affected by the dimensions of OC. OCR and continuous commitment could explain 0.84 of the variance of dependent variables. Also, all the research hypotheses were approved and 0.89 of the total variance of the dependent variable was illustrated in terms of effective factors.     

同事公正氛围：构念、测量、效能与展望

以往对公正氛围的探讨主要集中于源自权威的公正氛围上,而对来自同事的公正氛围关注较少。同事公正氛围是指团队成员对团队内同事之间相互对待公正性的共同知觉。本文首先对比总结界定了同事公正氛围的概念,明晰了其结构维度与测量工具,然后着重梳理评价了同事公正氛围的影响效能。未来研究应致力于：加强探讨同事公正氛围的前因变量,探讨同事公正氛围影响效能的内在机制和边界条件,运用纵向设计研究同事公正氛围的形成机制及影响效能,以及探索同事公正氛围研究的本土化。     

校园氛围和负性情绪对青少年自杀意念的影响：一项交叉滞后研究

本研究综合考虑了阶段-环境匹配理论、自杀逃避理论以及自杀的人际关系理论,通过追踪调查的方式,探讨校园氛围和负性情绪对青少年自杀意念的影响。采用青少年感知校园氛围问卷、正性负性情绪量表以及自杀意念问卷,对271名中学生进行了为期一年、共三次的追踪调查。结果表明：（1）校园氛围、负性情绪和青少年自杀意念都表现出较高程度的稳定性;（2）校园氛围和负性情绪分别可以延时预测负性情绪和青少年自杀意念;（3）负性情绪对校园氛围和青少年自杀意念的关系存在完全跨时中介作用。