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61.
Past research suggests that minority dissent in teams may foster team innovations. It is hypothesized, however, that minority dissent would predict team innovations only when teams have high levels of reflexivity - the tendency to overtly reflect upon the group's objectives, strategies, and processes and adapt them to current or anticipated circumstances. This hypothesis was tested in a field study involving a heterogeneous sample of 32 organizational teams performing complex, ill-defined tasks. Results showed more innovation and greater team effectiveness under high rather than low levels of minority dissent, but only when there was a high level of team reflexivity. Avenues for future research are discussed. 相似文献
62.
服务型领导被以往大量研究证实能够对下属产生积极的影响效果。然而, 我们对服务型领导如何影响领导者自己还知之甚少。基于此, 文章根据工作-家庭资源模型, 探讨了服务型领导的收益与代价。采用经验抽样法, 对广州市76名企业单位中的主管进行为期5天的日记研究, 并运用多层线性模型进行数据分析。结果表明:主管每日从事服务型领导行为既可以产生更多的积极情绪, 从而改善工作-家庭关系, 又可能会引发资源损耗, 从而恶化了工作-家庭关系。主管感知的组织支持是服务型领导行为双刃剑效应的“门阀”, 当主管感知到高的组织支持时, 从事服务型领导行为会带来更多的积极情绪, 而当主管感知到低的组织支持时, 从事服务型领导行为可能更容易增加资源损耗。以上结果能拓宽我们对服务型领导影响效果的认识, 并为如何干预服务型领导行为提供一些新的启发。 相似文献
63.
There is a large and growing body of research to show that human resource (HR) practices affect individual performance, organisational productivity and organisational performance. Academic findings about effective HR practices, however, have not readily been adopted by practitioners. A variety of theoretical and practical explanations have been advanced about the research–practice gap. Research by Rynes, Colbert, and Brown (2002) suggested that the research–practice gap is due to a lack of knowledge, but the extent to which these findings apply to the Australian context is unknown. The sample consisted of 102 industrial/organisational (I/O) psychologists and 89 HR practitioners. The main aim of the present study was to replicate and extend the work of Rynes et al. by examining and comparing the knowledge of I/O psychologists and HR practitioners. It was found that overall I/O psychologists were better informed about HR research than HR practitioners; in particular, they were more knowledgeable about management practices and recruitment and selection. In both groups, of the five content areas examined (Management Practices; General Employment Practices; Training and Development; Recruitment and Selection; and Compensation and Benefits), the greatest gaps were in Recruitment and Selection. 相似文献
64.
《管子》是我国古代著名的一部子书,其中蕴涵着丰富的人才思想。它提出了一整套关于人才的培养、选拔、任用和激励等方面的措施和思想。对其包含的人才思想进行现代解读,对于现代人力资源管理具有积极的借鉴意义。 相似文献
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66.
The present study adopts a bottom-up approach to work engagement by examining how self-management is related to employees' work engagement on a daily basis. Specifically, we hypothesized that on days that employees use more self-management strategies, they report higher resources at work and in turn, are more vigorous, dedicated, and absorbed in their work (i.e., engaged) on these days. We tested this hypothesis in a sample of 72 maternity nurses who filled out an online diary for 5 days (N = 360 data points). In line with our hypotheses, results of multilevel structural equation modeling analyses showed that daily self-management was positively related to the resourcefulness of the daily work environment (i.e., more skill variety, feedback, and developmental opportunities) and consequently, to employees' daily work engagement. However, contrary to our expectations, the measurement model showed that two of the five included self-management strategies (i.e., self-reward and self-punishment) loaded onto a separate factor and were unrelated to all job resources. The findings contribute to our understanding of employees' role in regulating their own daily work engagement. 相似文献
67.
职业倦怠的工作要求-资源模型 总被引:9,自引:0,他引:9
工作要求 -资源 (JD R)模型从工作要求和工作资源两个维度出发 ,研究了工作条件对职业倦怠各个维度的影响。大量的研究支持了该模型 ,但是由于对该模型的研究还存在一些不足之处 ,尤其是对工作要求与工作资源之间的交互作用的验证性结论有一些矛盾的方面。因此 ,有必要对这一模型进行更多的实证研究 ,并有针对性地提出干预倦怠的有效策略 相似文献
68.
职场通讯压力是指员工想要快速回复基于信息通讯技术(information and communication technology, ICT)的工作消息而体验到的紧迫性, 现有研究对其成因及影响路径的探讨较为零散且缺乏系统性认识。基于工作要求-资源模型并结合努力-恢复模型, 讨论作为工作要求的ICT使用以及作为个人要求/资源的个体因素对职场通讯压力的前因作用; 探讨职场通讯压力因阻碍恢复活动而对员工身心健康以及工作和家庭领域产生的消极影响, 以期增进对职场通讯压力的全面了解, 丰富现有研究对ICT使用后果的认识, 并为未来研究的展开以及员工职业心理健康干预实践提供参考。 相似文献
69.
70.
基于自我控制资源模型,本研究探讨了自我损耗对冒险行为的影响以及生理能量补充在其中的缓解作用。实验1和实验2分别通过“Stroop”和“非利手写作”任务操纵被试的自我损耗,两个实验均用气球模拟风险决策任务考察被试的冒险行为,并且通过摄入含有或不含有葡萄糖的柠檬水来操纵生理能量水平。结果发现,在排除无关变量后,高损耗者比低损耗者尽可能多地对气球进行充气以寻求奖赏(实验1和实验2),但饮用含葡萄糖的柠檬水能够有效降低这种反应(实验2)。该研究证实了自我损耗促进冒险行为,补充生理能量能有效缓解该效应。 相似文献