组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

A policy‐modeling approach to examining fairness judgments in organizational acquisitions

Organizational acquisitions may be characterized by the degree of friendliness or hostility as well as the degree of autonomy or absorption of the organizations following the merger. This study examined judgments of fairness across four types of organizational acquisitions. Students read fictitious newspaper accounts of a university acquisition and rated their expectations and perceptions of fairness about possible changes. Results indicated that in an acquisition, both the procedures used and the outcomes provided influenced how fair the acquisition was perceived. As predicted, the relative importance of procedures and outcomes in overall perceptions of fairness shifted depending on the context of the acquisition. As the desirability of the acquisition increased, individuals placed greater importance on the procedural elements. In a friendly and low integration acquisition, the processes and outcomes became equally important. Individuals faced with a high integration acquisition expected more unfair changes and fewer fair changes to occur. Furthermore, these results highlight the importance expectations play in perceptions of fairness. The type of acquisition will influence expectations for fair treatment. Under less desirable conditions (hostile and high‐integration mergers), organizations should take steps early in the process to manage fairness perceptions. Copyright © 2001 John Wiley & Sons, Ltd.     

Are You Attracted? Do You Intend to Pursue? A Recruiting Policy-Capturing Study

This study examines the relative importance of four factors: job factors of pay and promotion, and two organizational image factors: lay-off policy and ecological rating, on recruits' attraction or job pursuit. We identify that factors determining potential job recruits' attraction to an organization may not equate with the factors that prompt job pursuit intentions. Using a sample of business students and policy-capturing methodology, results show ecological rating most strongly predicted attractiveness, while pay most strongly predicted job pursuit intentions.     

工作绩效与工作满意度、组织承诺和目标定向的关系

在全面回顾工作绩效及其影响因素的基础上,通过关键事件方法和问卷调查方法,对来自全国的1066位雇员进行了施测,运用AMOS软件,对工作绩效结构进行验证性因素分析,并对文中提出的假设进行了检验。之后,提出并验证了影响员工工作绩效的态度因素及整合模型。研究结果显示：工作满意度、组织承诺和目标定向对工作绩效的各个子维度的影响是不一致的。工作满意度越高,员工的工作绩效越好;另一方面,组织承诺和目标定向对雇员工作绩效各个子维度的影响不一致。文章最后对全文进行了总结,并对后续研究给出了建议     

从个体印象管理到组织印象管理

组织印象管理（OIM）关注组织如何通过行为和信息的调控来影响受众的知觉问题,成为当前印象管理研究的新领域。组织印象管理与个体印象管理具有互动关系;个体印象管理研究为组织印象管理研究奠定了基础。未来组织印象管理研究的重点领域包括：研发组织印象管理的评价工具,了解组织印象管理的策略,认识组织印象管理策略使用的后效,并突出组织印象管理的在我国的实际应用研究     

School Climate and Implementation of a Preventive Intervention

Although there has been wide dissemination of research-based psychosocial prevention programs, a similarly strong research base to guide program implementation has been lacking. Program implementation has been particularly difficult for schools, due partly to insufficient understanding of how school ecologies interact with these programs. This study examined the effects of multiple dimensions of school climate on level and rate of change in implementation of a violence prevention intervention across three school years. Using multi-level modeling, the study found that teacher-reported support between staff and among teachers and students predicted higher average levels of implementation. Teacher-reported administrative leadership predicted greater growth in implementation across 3 years. Findings offer implications for an ecological model of program implementation that considers school-level contextual effects on adoption and sustainability of new programs in schools. The Metropolitan Area Child Study Research Group is a collaboration of (in alphabetical order) Leonard Eron, University of Michigan; Nancy Guerra, University of California, Riverside; David Henry, University of Illinois at Chicago; L. Rowell Huesmann, University of Michigan; Patrick Tolan, University of Illinois at Chicago; and Richard VanAcker, University of Illinois at Chicago.     

Closing the Achievement Gap: The Association of Racial Climate with Achievement and Behavioral Outcomes

This study investigated the relationship between school racial climate and students' self-reports of academic and discipline outcomes, including whether racial climate mediated and/or moderated the relationship between race and outcomes. Using the Racial Climate Survey-High School Version (M. Aber et al., unpublished), data were gathered from African American (n = 382) and European American students (n = 1456) regarding their perceptions of racial climate. About 18% of the respondents were low-income and approximately 50% were male. Positive perceptions of the racial climate were associated with higher student achievement and fewer discipline problems. Further, race moderated the relationship between racial climate and both achievement and discipline outcomes. Finally, racial differences in students' grades and discipline outcomes were associated with differences in perceptions of racial climate. Results suggest careful attention should be given to the racial climate of secondary schools, particularly for adolescents who perceive schools as unfair.     

One REBTers Model for Business Consulting

Organizational consulting offers opportunities to diversify one’s practice and increase one’s income, all the while reducing the frustrations associated with working with insurance and managed care companies. This paper describes one REBT therapist’s conception of the “personality” of any organization, a list of potential services to offer businesses, and a few practical suggestions to successfully transfer from the clinical office into the organizational world.     

School social climate and teachers’ perceptions of classroom behavior problems: a 10 year longitudinal and multilevel study

Using longitudinal and cross-sectional data, the present research sought to identify school social climate predictors of teachers’ perceptions of classroom behavior problems. The social climate and classroom behavior in 107 public and private French speaking Canadian high schools was evaluated by 1399 teachers. The present analysis is unique in its ability to control for school differences in the enrollment of students with a history of problem behavior. As hypothesized, between-school variation in the proportion of students with histories of disruptive problems predicted high school classroom behavior problems. Moreover, when controlling for these between-school differences, concurrently measured school-level variables (type of school, location of school, and academic emphasis) are found to be significant predictors of classroom behavior problems. The theoretical and practical implications of the present findings are examined and recommendations are made for future research.     

中国雇员组织承诺特征之道德追溯

从现有文献的研究成果看,中国雇员特有的组织承诺特征可以总结为五点：一是从结构模型上的理想因子显现;二是情感承诺更加影响中国雇员的组织行为;三是承诺指向上级而非组织;四是离职动因注重在位能得到什么;五是集体主义与个人主义的冲突。通过对各个特征进行道德追溯,我们发现,“理想人格”解释了理想承诺,“仁”造就了中国雇员的情感承诺,“忠”的思想使承诺指向上级,离职动因在于“谨慎”思考,集体主义与个人主义的冲突改变了传统道德集体主义的提倡。