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201.
Jennifer DeNicolis Bragger Ofelia Rodriguez-Srednicki Eugene J. Kutcher Lisa Indovino Erin Rosner 《Journal of business and psychology》2005,20(2):303-324
Two hundred three teachers completed measures of work-family culture, work-family conflict, organizational commitment, job
satisfaction, and organizational citizenship behavior (OCB). Pearson correlations indicated that OCB was related negatively
to work-family conflict, and positively to work-family culture, job satisfaction, and organizational commitment. Hierarchical
regression analyses indicated that work-family culture predicts work-family conflict, and that various forms of work-family
conflict predict OCB. Analyses also showed that work-family culture predicts both organizational commitment and OCB, and that
organizational commitment does not mediate the relationship between work-family culture and OCB. The findings support the
importance for schools to foster a positive work-family culture. 相似文献
202.
The Effects of Participation in Goal Setting and Goal Rationales on Goal Commitment: An Exploration of Justice Mediators 总被引:1,自引:0,他引:1
The interactive effect of participation in goal setting and goal rationales on goal commitment was examined in the present study. Two justice mediation models that might explain these effects were also hypothesized. The results of a laboratory study demonstrated that goal rationales were especially important for increasing goal commitment when goals were assigned rather than participatively set. Support was also found for the role of interactional justice in mediating the effect of goal rationales on goal commitment; however, the hypothesis that procedural justice would mediate the effect of goal participation on goal commitment was not supported. 相似文献
203.
时-空整合影响图形识别的眼动研究 总被引:3,自引:1,他引:2
采用眼动追踪的方法对在不同方向(上、下、左与右)及距离(2.0°‘和4.0°视角)上先后出现的特征组合不同的图形识别过程进行了研究。结果表明。首先,对由不同颜色和形状构成的图形的识别受到图形特征组合的影响,视觉系统对颜色和形状的加工存在明显差异,与颜色加工相比,视觉系统需要更多的时间才能完成形状识别。此外,虽然图形识别的速度和准确性受运动方向与距离的影响较小,但在不同运动方向和距离上,视觉系统是通过改变眼动的时间和空间特性来完成识别任务的,视觉系统在识别过程中的这种时间与空间的整合特点还有待于进一步研究。 相似文献
204.
组织学习动力与行为的相关研究 总被引:3,自引:2,他引:1
通过对1074名各类企业员工和管理者的组织学习微观动力的测试,从宏观组织层面探讨了组织学习动力与组织学习行为之间的关系。结果表明:组织学习动力与组织学习行为相关显着。其中,组织学习动力中的“组织协调”因素对组织学习行为诸维度呈显着正相关,“交互性”因素对组织学习行为中的合作长远性和合作整体性维度呈显着正相关。 相似文献
205.
CSC理论使人们对恶性肿瘤有了一个全新的认识,为临床治疗提供了一个全新视角。该理论改变目前以全部癌细胞为目标的药物治疗策略,将使治愈肿瘤成为可能。分离和鉴定CSC是CSC靶向治疗的第一步。本文就CSC的起源和鉴定方法做一简要综述。 相似文献
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209.
Monique Valcour Ariane Ollier-Malaterre Christina Matz-Costa Marcie Pitt-Catsouphes Melissa Brown 《Journal of Vocational Behavior》2011,79(2):588-595
This study examined predictors of employee perceptions of organizational work–life support. Using organizational support theory and conservation of resources theory, we reasoned that workplace demands and resources shape employees' perceptions of work–life support through two mechanisms: signaling that the organization cares about their work–life balance and helping them develop and conserve resources needed to meet work and nonwork responsibilities. Consistent with our hypotheses, we found that higher demands (work hours and work overload) were associated with reduced perceptions that the organization was supportive of work–life integration. Resources (job security, fit between employees' needs and the flexible work options available to them, supervisor support and work group support) were positively associated with perceptions of organizational work–life support. The results of this study urge further scholarly attention to work-based demands and resources as predictors of perceived organizational work–life support and yield implications for managerial practice. 相似文献
210.
Paula C. Morrow 《Journal of Vocational Behavior》2011,(1):18-35
This article summarizes what is known about the active management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human resource practices, interpersonal relations, employee–organizational relations, and a residual “other” category. Insights from the review include (a) that perceptions of personal attachment to the organization are among the most substantiated (but tenuous) strategies for enhancing AOC, (b) that theorizing and research efforts have focused almost exclusively on achieving high levels of AOC, and (c) organizations have been reticent to address situations when AOC is low. Implications and recommendations for the theoretical, research and practical advancement of AOC are offered. 相似文献