Personality-Based Job Analysis and The Self-Serving Bias

This study tested the hypothesis that personality-based job analysis (PBJA) ratings are correlated with subject matter expert (SME) personality scale scores (through a self-serving bias). Some support was found for the hypothesis. However, PBJA ratings were somewhat predictive of the criterion-related validity of scale scores for the big five personality dimensions.     

员工自我调节学习影响因素之研究

通过问卷研究法,研究了影响企业员工自我调节学习的个体因素,包括人口统计学变量、自我效能、成就动机、成败归因、目标定向、职业生涯规划和工作特征。先通过对6家企业的208名被试的研究,确立了研究所使用的相关问卷的项目和信度、效度。然后再通过对11家企业所搜集的603份有效问卷进行分析,结果表明：单位的性质、行业、地域及员工的年龄、工龄、职业生涯规划、自我效能、对员工的自我调节学习有积极的影响。     

Affect, Curiosity, and Socialization-Related Learning: A Path Analysis of Antecedents to Job Performance

This study examined the influence of affect, curiosity, and socialization-related learning on job performance, with 233 service industry employees from a diverse variety of occupations completing surveys at their places of work. Both state and trait curiosity and socialization-related learning (learning associated with employee socialization) were hypothesized to mediate the relationship between affect (operationalized as state and trait anxiety and anger) and job performance. Structural equation analyses indicate that the data are consistent with the theoretical models proposed. As expected, anxiety negatively influences curiosity, socialization-related learning, and job performance; conversely, anger positively influences curiosity, socialization-related learning, and job performance. Overall, the findings suggest that affects indeed predict perception of job performance, but through the mediation of curiosity and the learning associated with the socialization process. These results highlight the importance of the complex interplay between affect, curiosity, and learning when thinking about successful employee socialization and best possible job performance.     

组织政治知觉对组织认同的影响及工作投入的中介作用

以300余名中国大陆制造业企业的员工为被试,运用问卷调查方法和分层回归分析对组织政治知觉、组织认同和工作投入的关系进行了探讨。结果发现：（1）组织政治知觉对工作投入和组织认同有直接的消极影响;（2）组织政治知觉通过组织认同的中介对工作投入有间接的消极影响;（3）在组织政治知觉的三个子维度中,只有薪酬与晋升子维度对工作投入和组织认同具有显著影响。     

Représentations professionnelles,satisfaction au travail et choix de carrière des personnels infirmiers : le rôle des valeurs d’autonomie

We are interested in factors which can incite nurses to abandon their profession. In this frame, job satisfaction appears as a major explanatory factor, depending on the status granted to nurses’ “own role”. Besides, several studies show the importance of values concerning job satisfaction. Then, and in reference to the concept of professional representations, we consider that nurses’ job satisfaction depends on the importance of the own role in the representation of their function, all the more that Autonomy values are essential for them. A study, realized with regis tered and student nurses, confirm this approach, so underlining the crucial role of these values for the job satisfaction of nurses.     

中学教师的工作满意度状况及其相关因素

采用"明尼苏达满意度问卷(MSQ)",对北京地区有代表性的5所中学557名教师的工作满意度状况进行了调查,结果表明,中学教师对工作总体上是满意的;人口统计学变量中的年龄、学历、职称、职务等在工作满意度具有显著的差异,但是性别因素的差异不大.     

团队互动过程研究述评

团队的特性在于成员间有相互作用,团队效能很大程度上取决于团队成员间的互动过程。文章从团队互动的视角概览了新近有关研究。概括出：（1）团队互动过程的行为要素,包括沟通、协调、相互支持、冲突、领导行为、目标行为等;（2）伴随互动过程涌现的情感状态及互动风格;（3）团队互动的测评;（4）团队互动培训。提出进一步研究有待加强直接以团队互动过程为对象,建构高效团队互动的核心模型等。     

Les effets de l’attrait,du sexe,des aptitudes de candidats à des postes de niveau hiérarchique et type sexuel différents sur les jugements de recrutabilité, d’utilité et de désirabilité

Gender or beauty stereotypes strongly influence evaluations and hiring decisions. Recent studies (Jawahar & Mattson, 2005) show an evolution of the lack of Fit model (Heilman, 1983) : the beauty of the women is not any more a handicap for certain managerial jobs. In order to test the model, we distinguished the hierarchical status and the sex type of the job and we measured the effects of attractiveness, gender and of the aptitude on the hirability, on the perceived desirability and utility and on the perceived competence. According to the variance analysis, the attractive applicants were ranked as more hirable, more useful, more socially desirable, and more competent. The applicants who were highly qualified were considered more hirable, more useful and more competent but the aptitude did not influence the desirability.     

员工工作压力感问卷的初步编制

通过访谈和文献阅读,编制中国员工工作压力感问卷,为企业提供简便的了解员工压力的工具。在两家企业中的293名员工中进行问卷调查,同时要求被试完成工作压力调查问卷、职业紧张量表和自我效能测验。结果表明,有16个项目符合测量学要求;问卷的内部一致性信度α系数为0.8260;问卷有较好的效标关联效度,员工工作压力感得分与工作压力调查问卷和职业紧张量表得分呈显著正相关,与自我效能分数呈显著负相关;探索性因素分析显示问卷包含三个主要因子。