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141.
142.
Ming Kong;Yahua Lu; 《创造性行为杂志》2024,58(3):491-510
In the era of digital intelligence, how to improve the behavioral quality of R&D team members by granting work autonomy and proposing corresponding work demands is a pressing issue in the transformation of organizational management into digital intelligence. Based on the conservation of resources theory, this study investigates the effects of the interactions among work time autonomy, work method autonomy, and different types of work demands on team members' creative behavior and taking charge. By analyzing the two-stage data of 233 paired samples of team members and leaders, the results showed that: Work time autonomy was significantly positively correlated with creative behavior and taking charge of team members, and work method autonomy was significantly positively correlated with creative behavior and taking charge of team members, while the interaction between work time autonomy and work method autonomy was significantly positively correlated with the team members' taking charge; the interactions among work time autonomy, work method autonomy and innovative job requirements positively affect team members' creative behavior and taking charge; while the interactions among work time autonomy, work method autonomy and high performance expectations negatively affect team members' taking charge. This study provides a way to realize scientific management in the period of digital intelligence transformation. 相似文献
143.
Matthew Cawvey 《Political psychology》2023,44(1):157-176
Perceptions of governmental responsiveness matter because of their influence on the willingness of citizens to participate in politics and thereby express their interests and hold policymakers accountable. Where do external efficacy attitudes emerge? In recent years, scholars have examined this question by turning to personality traits, especially extraversion. Extant studies reveal a positive relationship between extraversion and external efficacy, but thus far they have focused on high-income democracies. How consistent are findings across countries with varying levels of political and economic development? In my view, the answer depends on the level of corruption and its implications for external efficacy. Where low (high) levels of bribery and other forms of malfeasance enable (impede) public influence on governmental decision-making, greater levels of extraversion will increase (decrease) perceptions of governmental responsiveness. I test my hypothesis with three sources of nationally representative survey data that include countries from North America, Latin America, and the Caribbean. My results have implications for the quality of democracy. 相似文献
144.
This longitudinal study examines the role that students' political reputation in class plays in their future political activities offline together with other people. When aged 16, students were asked to nominate the classmates they considered politically knowledgeable and verbal in class, that is, as having a political reputation. This measure of political reputation was used to predict the participants' political activities offline four years later at age 20 and their attempts to take a stand in public in the national election the same year. The study controlled for individual differences in political interest, self-perceived political impact in class, the students' political activities at age 16, and also gender and immigrant status. About 300 Swedish students were followed up four years later. Political reputation in class positively predicted future political activities offline, membership of political organizations, and attempts to take a stand in public for a party in the forthcoming national election. At the same time, the role played by political reputation depended upon students' other characteristics, especially their levels of anger and popularity, as observed by classmates. Evidently, the group dynamics in class that give some students a political reputation have long-term consequences for their future political activities. 相似文献
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146.
Wenjing Cai Sabrine El Baroudi Svetlana N. Khapova Binfeng Xu Maria L. Kraimer 《Psychologie appliquee》2022,71(2):587-611
With the growing interest in the joint effects of individual and contextual factors in predicting team member proactivity, this paper examines why and when pursuing one's career calling can lead to team member proactivity. Drawing on the Work as a Calling Theory, we propose that “living out a calling” explains why employees' perceived career calling positively relates to team member proactivity and especially when the employee receives high levels of mentoring support. Our hypotheses are tested using a multisource and time-lagged study design with a sample of 296 dyads of Chinese employees and their direct supervisors. We found support for the mediating role of living out a calling (Time 2) in the positive relationship between perceiving a calling (Time 1) and team member proactivity (Time 3). Mentoring (Time 2) moderated the perceiving a calling and living out a calling link such that when employees received more mentoring, the relationship was positive, whereas under lower levels of mentoring, the relationship was negative. Similarly, the indirect relationship between perceiving a calling and team member proactivity through living out a calling was positive at higher levels of mentoring, but the relationship was negative at lower levels of mentoring. 相似文献
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148.
中小学教师的工作倦怠与其相关因素的关系研究 总被引：28，自引：1，他引：28
本研究旨在探讨中小学教师的工作倦怠与其职业压力应对策略、教学效能感和社会支持的关系。用教师工作倦怠问卷、职业压力应对策略调查表、教学效能感量表和社会支持评定量表对766名中小学教师进行了问卷调查。结果发现：（1）中小学教师的工作倦怠与其职业压力应对策略、教学效能感和社会支持之间存在显著的相关关系;（2）教师的主动应对、被动应对、教学效能感和社会支持分别对教师的整体工作倦怠感及其情绪衰竭、非人性化和低成就感等维度具有显著的预测作用。 相似文献
149.
随机选取大一、大二和大三学生共1043人为被试,采用协方差结构模型考察了非英语专业大学生英文写作元认知、自我效能、任务价值、成就目标、归N和英语作文成绩之间的关系。研究结果表明：（1）自我效能、任务价值、成就目标、归N两两相关且对英文写作元认知有直接影响,并通过英文写作元认知对英语作文成绩有间接影响;（2）英文写作元认知和自我效能对英语作文成绩有直接影响;（3）自我效能对英文写作元认知的影响力最大。 相似文献
150.
团队领导行为对团队效能影响之研究 总被引：10，自引：0，他引：10
对修订的团队领导行为量表和自编的团队效能量表进行了信效度检验,并在此基础上探讨了团队领导行为对团队效能的影响情况。结果表明修订的中文版团队领导行为量表具有良好的结构效度和信度,可分为动机激励、魅力领导、挑战陈规和个别关怀四个维度;团队效能量表同样具有良好的结构效度和信度,可分为任务绩效和周边绩效两个维度。路径分析和多元线性回归分析的结果表明,转换型团队领导行为对周边绩效的影响显著高于对任务绩效的影响;转换型团队领导行为中动机激励、魅力领导和个别关怀这三个维度对团队效能影响显著,而挑战陈规这一维度对团队效能的影响并不显著。 相似文献