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The purpose of this study was to examine the extent to which organizational work experiences could be used to understand when coaches planned to leave the profession. NCAA Division I assistant coaches (N = 188) were surveyed concerning (a) the age at which they anticipated leaving the coaching profession and (b) the extent to which the 3 work experiences described by S. Inglis, K. E. Danylchuk, and D. Pastore (1996)—Recognition and Collegial Support, Work Balance and Conditions, and Inclusivity—were fulfilled. Chi-square analyses revealed that women intended to leave the profession at an earlier age than did men. A multivariate analysis of covariance indicated that persons who intended to remain in the coaching profession after they turned 55 worked in organizational environments that emphasized Inclusivity. These results are particularly important for female coaches, as women consider an inclusive work environment to be more important than do men (D. L. Pastore, S. Inglish, & K. E. Danylchuck, 1996). 相似文献
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《British journal of psychology (London, England : 1953)》2017,108(3):486-506
Belief in conspiracy theories about societal events is widespread and has important consequences for political, health, and environmental behaviour. Little is known, however, about how conspiracy theorizing affects people's everyday working lives. In the present research, we predicted that belief in conspiracy theories about the workplace would be associated with increased turnover intentions. We further hypothesized that belief in these organizational conspiracy theories would predict decreased organizational commitment and job satisfaction. Finally, we hypothesized that these factors would mediate the relationship between organizational conspiracy theories and turnover intentions. In three studies (one correlational and two experiments, Ns = 209, 119, 202), we found support for these hypotheses. The current studies therefore demonstrate the potentially adverse consequences of conspiracy theorizing for the workplace. We argue that managers and employees should be careful not to dismiss conspiracy theorizing as harmless rumour or gossip. 相似文献
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Men in pink collars: Stereotype threat and disengagement among male teachers and child protection workers
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Elise K. Kalokerinos Kathleen Kjelsaas Steven Bennetts Courtney von Hippel 《European journal of social psychology》2017,47(5):553-565
Male employees are a traditionally advantaged group, but when working in a female‐dominated industry they may be vulnerable to negative gender stereotypes. The current research examined stereotype threat among men in two traditionally feminine jobs. Study 1 measured stereotype threat among primary school teachers and found that men experienced more stereotype threat than women, and that feelings of stereotype threat were related to negative job attitudes for men but not women. Study 2 manipulated the direction of social comparisons to elicit stereotype threat among male child protection workers. For men but not women, upward social comparisons with a successful feminine target elicited stereotype threat. In turn, stereotype threat was associated with intentions to resign and feeling expected to perform stereotypic masculine work tasks. These results suggest that despite their advantaged status, men in pink‐collar jobs are susceptible to workplace stereotype threat. 相似文献
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Fairness Reduces the Negative Effects of Organizational Politics on Turnover Intentions,Citizenship Behavior and Job Performance 总被引:2,自引:0,他引:2
Zinta S. Byrne 《Journal of business and psychology》2005,20(2):175-200
Responses from 150 employees revealed that procedural justice reduced the negative effects of perceptions of covert, self-serving
political behaviors (e.g., going along with others), but not overt political behaviors (e.g., tearing others down to build
up self) on turnover intentions. Both procedural and interactional justice moderated effects of covert, but not overt political
behaviors, on OCB beneficial to the organization; however, the interaction between interactional justice and covert behaviors
was in the opposite direction than hypothesized. Neither interactional nor procedural justice moderated the two forms of perceptions
of politics on supervisory rated job performance or OCB beneficial to supervisors.
Note: I would like to thank Wayne Hochwarter, Suzanne Masterson, and Rob Moorman for their valuable comments on an earlier draft. 相似文献
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以国内外113篇企业薪酬水平和薪酬差距领域的实证研究(254个效应值, 438880家企业)为样本, 采用基于结构方程模型的元分析方法检验了企业平均薪酬水平、垂直薪酬差距和水平薪酬差距对企业创新、绩效和离职等运营结果的影响。元分析结果显示, 平均薪酬水平不仅能够显著提升企业的创新和绩效水平, 也会抑制企业内部的离职水平; 垂直和水平薪酬差距对企业绩效的主效应并不显著, 但其对企业创新具有显著的抑制作用, 并能够显著提升企业的离职水平。进一步的调节效应检验表明, 国家地域因素调节了薪酬水平与企业绩效之间的关系, 即中国企业的平均薪酬水平对企业绩效的促进作用显著高于美国企业。研究结果对于企业的薪酬管理具有一定的借鉴意义。 相似文献
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Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories. 相似文献
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IT企业的高离职率成为信息技术行业面临的一大难题,本研究运用问卷调查了浙江IT企业员工的多层次承诺(组织承诺、团队承诺和职业承诺)及其离职意向。结果发现,IT企业员工组织承诺是影响离职意向的重要因素;同时IT企业员工的团队承诺和职业承诺是组织承诺影响离职意向的缓冲变量。其中,团队承诺越高,组织承诺对离职意向的影响就越大;而职业承诺越低,组织承诺对离职意向的影响就越大。最后对IT企业的员工的管理提出了建议。 相似文献
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This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research. 相似文献