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排序方式: 共有98条查询结果,搜索用时 15 毫秒
1.
This study indicates that sales volume, stage in the product life cycle, profitability and turnover are all important predictors of the method and magnitude of financial rewards provided by high tech firms to R and D employees. The most favorable situational factors for R and D incentive compensation are a low sales volume high tech company, operating in the growth stage of the product life cycle, with high turnover rates, and capable of linking profitability to incentive rewards such as bonuses. 相似文献
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W. Avery Carl A. Ridley Leigh A. Leslie Tom Milholland 《The American journal of family therapy》2013,41(3):23-30
Abstract The purpose of the present study was to assess the short-term and longterm effectiveness of relationship enhancement on the self-disclosure and empathy skills of premarital dating couples. Nineteen couples were given the Guerney Relationship Enhancement Program over an eight week period, while 18 other couples were given a lecture/discussion program on relationship development. Behavioral assessments of self-disclosure and empathy skill levels were taken prior to training, immediately following training, and six months after training. Results indicated that from both pretest to posttest and pretest to follow-up, the relationship enhancement couples, relative to the lecture/discussion couples, demonstrated a significant increase in both self-disclosure and empathy skill levels. Discussion centers on the implications of the durability of the skills learned as well as on suggestions for future research on skill generalization to social interactions with others. 相似文献
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Purpose
In recognition of the 50th anniversary of the Civil Rights Act of 1964, this paper reviews contradictory perspectives of the status of employment discrimination.Design/Methodology/Approach
Arguments are derived from psychology, management, law, and political science to contrast perspectives that civil rights legislation has (a) done its job, (b) gone too far, and (c) not gone far enough.Findings
We determine that disagreement is inevitable and that no unified conclusion can be drawn. Recognition of the viewpoints embedded in opposing perspectives, however, offers direction for the future of organizational science and practice.Implications
Consideration of these disparate views of civil rights legislation enables thoughtful reflection on the past, present, and future of civil rights legislation.Originality/Value
This paper offers a variety of lenses through which to consider employment discrimination in the organizational sciences and underscores the value of the papers collected in the special issue. 相似文献10.
Derek R. Avery 《Journal of business and psychology》2003,17(4):439-450
Despite recent findings suggesting the presence of racial differences in the perception of starting salaries, researchers have yet to empirically investigate this possibility. Consequently, this study examined the interactive effects of race, ethnic identity, and starting salaries on the salary perceptions of 342 undergraduates. Hispanic, Asian American, and White participants exhibited positive effects of salary whereas Black respondents failed to discriminate between the different salaries. However, a three-way interaction involving ethnic identity, race, and salary revealed a more complex pattern of responses for Black participants: Higher ethnic identifiers responded similarly to Hispanic, White, and Asian Americans. The implications of these results regarding the perpetuation of racial wage inequity are discussed. 相似文献