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本研究采用SPSS17.0及Amos4.0对调查问卷所得数据进行统计分析,结果表明:瑶族中学英语教师工作压力与职业倦怠存在显著的正相关关系;积极的应对方式与职业倦怠存在显著的负相关关系,消极的应对方式与职业倦怠存在显著的正相关关系,且应对方式在工作压力与职业倦怠之间起到了中介效应作用。 相似文献
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《石家庄学院学报》2018,(6):155-160
采用Aitken拖延问卷(API)、简易应对方式量表(SCSQ)、自尊量表(SES)对大学生进行问卷调查,研究了大学生应对方式(积极和消极)、自尊、拖延行为的关系,以及自尊的中介效应.结果显示:大学生的拖延行为与积极应对、自尊呈显著负相关,而与消极应对呈显著正相关;大学生的自尊水平与积极、消极应对两两相关都显著.大学生的消极应对能直接显著地正向预测拖延,而积极应对、自尊水平则能显著地负向预测.自尊水平在大学生的积极、消极的应对策略与其拖延行为之间起部分中介作用.研究表明:应对方式(积极和消极)既能直接预测大学生群体的拖延,也能通过自尊的中介变量作用间接影响拖延. 相似文献
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领导的言行和价值观对员工的态度和行为起到至关重要的作用.变革型领导通过理想化影响力、鼓励性激励、个性化关怀和智力激发四个维度影响员工,这四个维度又分别通过组织因素、与工作有关的因素、心理因素和个人特征这四个中介变量建立与酒店员工稳定的关系.变革型领导与员工稳定的关系模型表明,变革型领导能够激发员工内在创新热情、唤起员工工作积极性,提高员工组织归属感,有利于员工稳定. 相似文献
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李雄鹰李陈桂文翰李元琴孙瑾 《少年儿童研究》2022,(11):60-70
研究采用问卷法对兰州市5所中学1282名学生家长进行调查,考察非适应性完美主义、教养压力、应对方式和父母心理控制之间的关系。结果表明:在控制性别后,非适应性完美主义对父母心理控制具有正向预测作用;教养压力在非适应性完美主义与父母心理控制之间起部分中介作用;应对方式在非适应性完美主义对教养压力的影响中起调节作用,应对方式越积极,非适应性完美主义对教养压力的正向预测作用越弱,应对方式越消极,非适应性完美主义对教养压力的正向预测作用越强。 相似文献
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教师心理和谐是校园和谐的重要内容和体现。本研究随机抽取650名河北省中学教师为研究对象,以《心理和谐量表》、《压力知觉量表》、《简易应对方式问卷》为研究工具,运用SPSS13.0统计软件,调查分析了河北省中学教师心理和谐现状及其与压力知觉和应对方式之间的关系,结果表明：性别、学校所在地对河北省中学教师心理和谐程度有显著影响;压力知觉、应对方式和心理和谐三者相关显著;应对方式在压力知觉和心理和谐之间起到部分中介作用。 相似文献
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《赣南师范学院学报》2017,(5):121-127
研究选取江西省某高校225名实习师范生进行问卷调查,探讨职业认同、应对方式与职业幸福感之间的关系。结果发现:实习师范生教师职业认同在性别、实习学校位置、实习工作量等人口学变量上均有不同程度的差异;实习师范生教师职业认同、应对方式的积极应对方式因子与职业幸福感两两之间呈显著正相关;积极应对方式在实习师范生的教师职业认同与职业幸福感的关系中起部分中介作用,即教师职业认同不但直接正向预测职业幸福感,还可以通过积极应对方式对教师职业幸福感产生间接效应,中介效应占总效应的比例为33.3%。 相似文献
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郑佼佼 《商情·科学教育家》2013,(27)
组织中人际关系表现为以关系取向为主、因人而表现出差序性的关系模式.那些与领导者建立亲密关系的圈内成员建立亲密互换关系的目的主要是为了加强个人关系,而不是工作关系.圈外成员可能因为圈内成员获得的利益是不公平的,因此会降低对组织的承诺,影响工作积极性.并且,员工组织公民行为与组织承诺、组织公平感成正相关,员工组织公平感与组织承诺成正相关,并且组织承诺在组织公平感与组织公民行为的关系中起到中介变量的作用. 相似文献
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《信阳师范学院学报(哲学社会科学版)》2017,(6)
为了考察新入职员工组织支持感、心理契约和工作投入之间的关系,采用组织支持感问卷、心理契约问卷和工作投入问卷,对471名新入职员工进行随机调查。结果发现:组织支持感对新入职员工的心理契约和工作投入均有显著影响;关系型心理契约在组织支持感对新入职员工工作投入的作用中起到了部分中介作用;心理契约的不同成分在组织支持感对工作投入影响中的作用存在差异。研究认为,在新入职员工管理实践中提升个人与组织良性互动,加强组织支持感及心理契约,对挽留人才和提升组织绩效意义重大。 相似文献
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郭美英 《山西广播电视大学学报》2014,(1):14-18
以经济法律基础课程为例,采用问卷调查法、实验研究法对太原电大2010年秋-2013年春课程学员学习方式、学习诉求、学习习惯、学习体验等调查研究,探索基于自我传播、群体传播、组织传播、大众传播等全媒体传播方式形成的体验式教学模式,注重传播学基础理论在远程开放教育中的运用,形成多种传播方式共享共融的体验式教学路径。 相似文献
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Robert A. Bell 《Communication quarterly》2013,61(4):358-373
This field study investigates associations among loneliness, career success, and communication competence in an effort to account for the finding of Bell, Roloff, Van Camp, and Karol (1990) that individuals who occupy low positions in organizational hierarchies may be more prone to loneliness. Subjects were 182 employees at a state government agency. Each subject's level in the organization was assessed by assigning him or her to one of five ordinal categories, ranging from Clerical (Level 1) to Director (Level 5). In addition, the Revised UCLA Loneliness Scale and a measure of communication competence were completed. Hypothesis 1, which predicted a negative relationship between organizational level and loneliness, was supported for male subjects only. The second hypothesis, which anticipated a positive correlation between organizational level and communication competence, was again supported only for males. The third prediction that loneliness would be inversely related to competence received strong support for both sexes. The final hypothesis predicted that the inverse relationship between level and loneliness expected in Hypothesis 1 would become positive when controlling for baseline differences in communication competence between higher‐and lower‐positioned employees. No evidence was found that greater communication competence among employees at higher organizational levels masked a real tendency for career success to be accompanied by more loneliness. These results are discussed in terms of gender differences in the interface of work life and personal relationships. 相似文献
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高校教师是教学运作和学术研究的第一线实践专业人员,如何强化其职业发展和学术产出成为影响高等教育质量的关键因素之一;但与此同时,新管理主义和学术资本主义在高校组织管理体制中的渗透、社会环境与科学技术的急速变迁,高校规模扩大以及由此带来的院校组织内部的一系列变化,导致高校教师处于高度压力之下。本研究利用2007北京市高校教师调查数据,尝试从组织环境与个体特质两个层面,揭示高校教师职业压力的内涵与影响因素,探讨过度压力对高校教师职业发展所形成的冲击效应。研究发现:(1)高校教师面临不同层次的教学、科研和经济压力。在教师职业生涯轨迹中,40岁以下为高压期,41～55岁为缓压期,56岁以后为低压期。(2)高校扩招、高校内部绩效评估机制的实施和教师的婚姻状态、薪酬水平、工作负荷、发展定位、职称等成为引发高校教师压力的重要因素。(3)压力的膨胀不仅不能有效促进教师的学术产出,相反会导致教师的职业倦怠。 相似文献
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This study examines how international directors in religiously-affiliated nongovernmental organizations (RNGOs) cope with workplace stress. Interviews were conducted with directors from eight RNGOs who oversee programs in seven international regions. Findings reveal they experience three major stressors: difficulties communicating with others abroad, lack of funds, and dealing with constant travel. Overall, directors encounter these unique stressors due to the international demands of RNGO work, including international travel, fundraising for international programs, and intercultural communication. Moreover, they cope with stressors by striving for physical/mental health, pursuing/providing education, putting family first, seeking support, facilitating stakeholder communication, and planning ahead. Directors rely on problem-centered and emotion-centered coping, but they also describe the beneficial outcomes of avoidance-centered coping. Since only a few directors use prayer as a coping strategy, RNGOs must recognize that employees rely on secular and spiritual coping when developing organizational practices and programs related to stress management. 相似文献
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Raf Vanderstraeten 《British Journal of Sociology of Education》2007,28(5):621-635
Professions are occupational arrangements for dealing with human problems. Professional ‘people work’ requires a certain interactive closeness; face‐to‐face communication is prominent in professional–client relations. This also seems the case in the educational system. But in education, organization provides the raison d’être of this profession. This organizational infrastructure enables and delimits educational interaction. The school bureaucracy is criticized by the profession; the profession has an outspoken interest in reforming its organizational infrastructure again, again and again. This article provides a theoretical analysis of teaching, which elucidates this relation between profession, organization and work. 相似文献
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The relationship between environmental design, communication, and organizational culture is examined to provide performance improvement practitioners with an analytical tool that helps determine appropriate interventions. Organizations are comprised of people who communicate and socially construct artifacts, norms, values, and assumptions that guide how they conduct business. That is, employees interact to create, maintain, and reify their organizational culture. One artifact of organisational culture that should be apparent to human performance technologists is the environmental design of the office in which the organization operates. While some performance improvement interventions focus on the orientation of humans to their physical surroundings (ie., ergonomics), our analysis focuses on the communication patterns and organizational culture imbedded in the physical environment. We posit that performance technologists should look beyond the explicit environment and analyze organizational culture to begin understanding the implicit nature of how employees perform. A case study is provided to illustrate how three levels of organizational culture can be used to analyze an environment in which employees work to determine appropriate performance improvement solutions. 相似文献
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This study examined the relationship between community college organizational climate and the conflict communication styles of individuals and job groups within the college. More specifically, this study investigated the relationships of employee perceptions concerning organizational communications, collaboration, formal influence, structure, focus on students, and work design/technology to their self-identified affinities for seeking solutions, control, or avoidance in conflict situations with their immediate supervisors. Effective leadership strategies are explored based on these relationships. 相似文献
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Fredric M. Jablin 《Communication quarterly》2013,61(4):269-275
This study was designed to explore the relationships between subordinates' perceptions of their supervisors' involvement in organizational politics and subordinates' perceptions of supervisory work facilitation, satisfaction with supervision, and openness in superior‐subordinate communication. Results suggest that subordinates who perceive their supervisors as highly involved in politics are less open in communication and less satisfied with their supervisors than subordinates who perceive their supervisors as moderately or minimally involved in politics. 相似文献
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通过对来自全国不同地区的新进技术员工问卷调查,从社会交换理论视角实证研究了此类员工政治技能对工作压力的影响机制。得到的结论是：政治技能对工作压力会产生直接或间接影响;政治技能对领导．成员交换、组织支持感具有直接正向影响;领导．成员交换、组织支持感在政治技能对工作压力的影响中起到完全中介作用。上述发现,清晰提示了新进技术员工政治技能对工作压力影响的作用机理,对改善企业内部对新进员工的人力资源管理具有较高参考价值。 相似文献