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201.
利他行为的自我控制过程模型:自我损耗下的道德情绪的正向作用 总被引:2,自引:0,他引:2
本研究通过3个实验验证和探讨了利他行为的自我控制过程模型。实验1采用自我损耗的双任务范式,考察了自我损耗对利他行为水平的影响。实验2考察行动控制导向在自我损耗和利他行为之间关系的调节作用。实验3通过诱发道德情绪,探讨了道德情绪对自我控制资源损耗个体的利他行为决策的作用。研究得到了以下结论:(1)自我控制资源损耗会对利他行为产生不利影响。(2)行动控制导向对自我损耗和利他行为之间的关系起调节作用。(3)道德情绪能够缓解自我损耗对利他行为的不利影响。 相似文献
202.
Lee Allison Karen E. Flaherty Jin Ho Jung Isaac Washburn 《Journal of Personal Selling & Sales Management》2016,36(1):3-18
Sales researchers have largely ignored the idea that salespeople form attachments to the brands that they sell, and that these attachments hold important consequences for sales outcomes. Drawing on job demands-resources theory, the authors suggest that salesperson brand attachment (SBA) serves as a unique psychological resource for salespeople. Using data from 154 salespeople from the beverage industry, they provide evidence that SBA increases selling effort toward the brand, and ultimately job satisfaction. In addition, they show that salesperson's brand attachment acts as a buffer against perceived job demands, including job codification and hierarchy of authority. In general, results support the job demands-resources framework and confirm that SBA is a resource that may be leveraged to offset job demands, under certain situations. 相似文献
203.
Jie Huang Yansong Wang Guoqiang Wu 《European Journal of Work and Organizational Psychology》2016,25(6):849-861
The primary purpose of this 6-month two-wave longitudinal study among 104 Chinese leader–follower dyads is to investigate whether burnout could cross over from leaders to followers, and if so, whether this crossover process could be mediated by changes of followers’ job and personal resources. As expected, the structural equation modelling results show that after controlling for follower burnout at T1, leader burnout at T1 is negatively related to changes of followers’ job and personal resources over a period of 6 months, which in turn are negatively related to follower burnout at T2. Our longitudinal study has demonstrated that resource loss plays a mediating role in the crossover of burnout from leaders to followers. The implications of these findings for the intervention of burnout in the work context are discussed. 相似文献
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《Psychologie du Travail et des Organisations》2014,20(1):63-89
This paper reports an empirical study in which perceived organizational support is considered as a social resource in a stress model conceived within the perspective of Conservation of Resources theory. A study conducted among 181 employees and their supervisors reveals that role stressors impact work outcomes through perceptions of anticipated or actual resource loss and lack of resource gains. Moreover, perceived organizational support exerts a moderating effect in the relationships between resource loss and lack of resource gains and emotional exhaustion, affective commitment, and job performance. We discuss the implications of these findings for our understanding of the psychological mechanisms associated with perceived organizational support. 相似文献
206.
跨期决策是指个体对不同时间点上的收益或损失进行的权衡和选择。本研究探讨了日常慢性压力知觉和实验室急性压力操作对跨期决策的影响。研究一通过问卷调查发现高压力感与跨期决策中的短期偏好有关;研究二采用社会压力测试范式(TSST)在实验室进行压力操作,同样发现压力组被试比控制组更偏好"小而近"的选项。研究认为,压力使人在跨期决策中倾向于短视选择,可能与双系统激活模式和自我控制资源损耗有关。 相似文献
207.
This research investigated criterion contamination in human resource evaluations, specifically victim derogation in which third parties (e.g., managers, co-workers) systematically undervalue the performance and potential of individuals who have previously suffered organizational injustices. A policy capturing design (Study 1) found that managers rated job applicants who had been treated unfairly by their previous employers as less suitable than fairly treated applicants, after objective performance information was controlled. In Study 2, the effect of unfair treatment on job applicant ratings was found to be moderated by managers’ just world beliefs, with applicant ratings reflecting more derogation among managers with higher (vs. lower) Belief in a Just World. In Study 3, the pattern of results from Study 2 was replicated in a performance evaluation context using peers as raters. Moreover, in Study 3 an intervention that activated raters’ moral identity was found to attenuate victim derogation bias. 相似文献
208.
社会经济高质量、可持续发展的实现, 须依托具备可持续职业能力的人才来引领、支撑和保障。鉴于此, 本研究考虑职业与日间工作行为的联动效应, 探究个体于工作中实现持续竞争优势的潜在动力、路径及干预机制。首先, 确定职业可持续力的概念界定与结构测量, 并揭示其潜在的影响因素、动态发展机理以及对职业主动行为的作用路径。其次, 结合资源保存理论和社会认知理论, 探究职业可持续力与员工工作重塑行为的动态交互作用机制。最后基于职业可持续视角, 探讨组织层面对个体工作重塑行为的纵向干预机制。本研究将为个体实现职业可持续发展以及组织开展共赢的职业管理支持提供策略依据。 相似文献
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