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831.
Craig R. Waldo 《American journal of community psychology》1998,26(5):745-774
Although lesbian, gay, and bisexual (LGB) students often come out in university settings, empirical studies have demonstrated that these environments are often hostile toward them. The current paper posits that such hostile contexts adversely affect their educational experiences. Results from a survey of a stratified random sample of 1,927 undergraduate and graduate students on a scale measuring perceptions of academic climate (General Campus Climate) supported this claim: LGB students had more negative perceptions of a variety of campus factors. In addition, a scale measuring perceptions of Lesbian, Gay, and Bisexual Campus Climate found that LGB students were more likely than heterosexuals to perceive the campus as inhospitable to LGB people. Women and racial and ethnic minorities were also more likely to rate the LGB climate as hostile. Finally, data from two scales measuring attitudes believed to influence these perceptions yielded gender, racial/ethnic, religious, and sexual orientation differences in theoretically meaningful directions. Results indicate that LGB students often experience the university in more negative ways than heterosexual students, and that certain campus communities— particularly women and racial/ethnic minorities—are more aware of this negativity and contribute to it less because of their relatively more progay attitudes. Implications for how to improve LGB students' experiences are discussed. 相似文献
832.
Pennie G. Foster-Fishman Deborah A. Salem Susan Chibnall Ray Legler Courtney Yapchai 《American journal of community psychology》1998,26(4):507-536
This exploratory case study provides empirical support for three critical assumptions of empowerment theory. Many empowerment theorists have argued that empowerment takes on multiple forms across people, is contextually embedded, and shifts over time (Rappaport, 1984; Zimmerman, 1990, 1995). To better understand the implications of these assumptions for empowerment theory and the research and intervention methods we employ, the empowerment experiences of 49 employees within a large human service delivery organization were explored. A method well suited to investigate empowerment's assumptions of multiplicity and dynamism—a constructivist approach to inquiry—was employed. Content analyses of interview and observational data revealed that the process of empowerment may be more complex than originally conceived. Not only did multiple meanings and desires for empowerment emerge across employees and between employees and leaders, but several shifting ecologies impacted the employees' lives, causing the employees' empowerment experiences to fluctuate. Empowerment emerged as a dynamic, highly individualistic, contextually layered process. Multiple forms, contexts, and dynamics that influenced employee empowerment are described. Implications of these findings for empowerment research and intervention are discussed. 相似文献
833.
Per Øystein Saksvik 《International journal of stress management》1996,3(1):47-59
The present study examines the relationships between aspects of the concept attendance pressure and sickness absenteeism. The study was carried out in a large public company in Norway during a major reorganization. It was hypothesized that employees with sickness absenteeism during this period would experience a high degree of attendance pressure in the form of reactions from managers, fellow workers, and job insecurity. Two surveys were carried out with the same sample (N=401). Attendance pressure in the form of censure pressure explained significant parts of the variance in sickness absenteeism. Employees with sickness absenteeism during the reorganization were a vulnerable group with low job satisfaction, significant health problems and low personal work ethics. Implications for preventive work on organizational level are discussed.Financed by the Research Council of Norway. 相似文献
834.
Dr. Shirley Emerson PhD 《Contemporary Family Therapy》1996,18(3):393-403
When people are afraid, learning is inhibited. In too many disturbed families, institutional settings, rigid organizations, and some supervision groups, a feeling of emotional safety is missing. The first step in teaching, supervising, or therapy is the necessity to provide a safe environment. The author suggests a model applicable to any supervision group, work group, organization, classroom, or family. A group model, specifically applied to the relationship between family therapy students or interns and supervisors, suggests ways to enhance growth by minimizing fear. 相似文献
835.
Brothers KJ 《Journal of applied behavior analysis》1994,27(1):153-160
We investigated the effects of proximity of containers on pounds of office paper recycled and not recycled by 25 employees. During a memo and central container condition, one container for recyclable paper was provided; in a memo and local container condition, desktop recycling bins, announced by memo, were successively introduced across administrative, office, and instructional settings using a multiple baseline design. Only 28% of paper was recycled in the central container condition, but when recycling containers were placed in close proximity to participants, 85% to 94% of all recyclable paper was recycled. Follow-up assessments, conducted 1, 2, 3, and 7 months after all settings received local recycling containers, showed that 84% to 98% of paper was recycled. Providing desktop recycling containers was a cost-effective procedure with long-term maintenance and program survival. 相似文献
836.
Manoela Ziebell de Oliveira Thaline Cunha Moreira 《International Journal of Selection & Assessment》2023,31(4):500-503
This invited commentary critically examines the article “The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model” by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into HR practices. The commentary emphasizes the importance of considering organizational interests, training leaders for effective dialog, and providing career development opportunities. By addressing these areas, HR practices can better align individual aspirations with organizational goals and enhance employee engagement and long-term employability. 相似文献
837.
延迟退休态度是影响新退休政策推行的重要社会心理因素。本研究采用《延迟退休态度问卷》等工具,抽取450名临近退休员工,考察工作-家庭中心性与延迟退休态度的关系以及工作投入、组织支持感在其二者关系上的作用机制。研究发现:(1)临近退休员工对延迟退休的态度较为消极。(2)低组织支持感条件下,工作投入在工作-家庭中心性与延迟退休态度之间起到完全中介作用。低组织支持感不利于缓解家庭中心性员工对延迟退休的消极态度。(3)高价值认同条件下,家庭中心性与工作投入、延迟退休态度的正向关系弱化。给予员工高价值认同可以提升对延迟退休的积极态度。高关心利益也可缓解家庭中心性员工对延迟退休的消极态度。 相似文献
838.
本研究共收集了74个工作团队的数据, 探讨了领导情绪智力对团队层面绩效(任务绩效、利他行为)和态度(满意度、团队承诺)的影响、公平氛围的中介作用以及团队权力距离的调节作用。研究结果表明:领导的情绪智力对团队绩效和态度均有显著的正向影响; 程序公平氛围中介了领导情绪智力对团队任务绩效和利他行为的影响, 交互公平氛围中介了领导情绪智力对团队任务绩效、满意度和团队承诺的影响; 团队权力距离调节了领导情绪智力和交互公平氛围的关系, 该调节关系通过交互公平氛围的中介作用影响团队任务绩效、满意度和团队承诺。 相似文献
839.
840.