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为了了解家长式领导、领导与下属交换关系对员工敬业的影响,采用《家长式领导问卷》《领导与下属交换关系》和《中国员工敬业量表》对281名被试进行了测试。结果显示：家长式领导中的德行领导和仁慈领导对员工敬业有正向的作用,LMX在德行领导和仁慈领导作用于敬业的过程中起中介作用;权威领导对员工敬业有负向的作用。该结果对于建构中国文化背景下员工敬业影响机制的有关理论具有积极价值。 相似文献
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挖掘员工工作潜能,提高员工敬业度是激烈市场竞争中企业人力资源管理一直面临的挑战性问题。目前的研究主要集中于敬业度界定、构成维度及分类、影响因素及测量、作用机制、满意度和忠诚度等方面,也涉及满意度、忠诚度和敬业度与组织绩效的关系。研究中年龄作为中介变量对敬业度的影响程度未形成明确结论。深入揭示不同年龄段员工的敬业度水平,并针对不同年龄段员工制定不同的激励政策,避免员工出现倦怠现象尤为必要。通过实证分析发现,随着年龄的增加,员工敬业度呈倒U型变化趋势,年轻员工和年长员工的敬业度水平与中年员工比相对较低。 相似文献
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中国经济的飞速发展使许多国外企业争先恐后地涌向中国市场,但是在企业发展过程中,由于中西方文化差异,因此在人力资本管理方面频频出现问题,这些问题主要有沟通困难、人才流失、员工选拔使用存在分歧等.中国的人力资本管理有自己独特的文化背景,身处中国文化背景下的国外企业要解决人力资本管理中存在的难题,就必须适应并接受中国文化,构建适合中国国情的管理模式. 相似文献
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黄雪珂 《佳木斯教育学院学报》2014,(6):496-496
目的:在中国组织情境下探索员工工作场所排斥与情绪调节自我效能感的关系。方法:以工作场所排斥量表和情绪调节自我效能感量表对211名在职人员进行调查,得到有效问卷202份。结果:(1)被试的工作场所排斥程度较低,情绪调节自我效能感水平较高;(2)被试的工作场所排斥得分及情绪调节自我效能感总分在性别上不存在显著差异;(3)被试的工作场所排斥得分与情绪调节自我效能感总分及各因子分存在显著相关。结论:员工的情绪调节自我效能感水平越高,其在工作场所知觉到的排斥程度越低。 相似文献
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文章通过对刚毕业半年的工商管理专业136名应届大学生员工进行问卷调查,采用结构方程建模（SEM）等方法,探讨了大学生员工的一般自我效能感与其工作满意、工作绩效之间的相关关系。实证结果显示。大学生员工的自我效能感越强,其工作绩效和工作满意程度越高;工商管理专业大学生员工的自我效能感存在性别和兼职工作经历上的显著差异,男性稍高于女性,在校期间具有兼职经历的大学生员工的自我效能感明显高于没有相关经历的。最后,根据实证结果从高校和企业的角度给出了建议。 相似文献
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新生代员工已成为酒店业职场主力军。如何促进新生代员工的敬业度关系到酒店的生存与发展。本研究基于202名酒店新生代员工的数据,探讨悖论式领导对新生代员工敬业度的影响机制。数据分析结果表明,悖论式领导既会直接影响新生代员工的敬业度,又会通过新生代员工的心理安全感,间接影响新生代员工的敬业度。 相似文献
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陈允峰 《商情·科学教育家》2013,(38)
员工敬业是极其广泛的概念几乎触及到了人力资源管理的方方面面,敬业的员工可以提高组织表现,组织的高表现也会激励员工敬业,是一个双向沟通的过程.因此提升员工敬业度对一个企业来说极其重要的意义. 相似文献
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文化背景对于青少年群体接触和吸收信息起着至关重要的作用。相对而言,文化弱势群体更倾向于接触手机不良信息。家庭教育水平越低的青少年越倾向于接触直观的不良信息,如冲击力强的性部位、性行为、性暴力、血腥、凶杀等。受教育程度越高的青少年越倾向于接触较为隐晦的手机不良信息,其中手机小说和手机游戏成为其接触时主要的选择类型。社会文化背景的开放程度越高,文化越多元,青少年接触的关于不正当性交易、性广告、一夜情等消息类不良信息就越多。 相似文献
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Jessica R. Daniels 《Christian Higher Education》2016,15(3):126-139
Numerous studies have identified a positive correlation between employee engagement and overall organizational performance. However, research on employee engagement specifically within higher education is limited, and even less attention has been focused on engagement within the context of Christian higher education. An exploratory comparative case study research design was used to explore two faith-based universities that are atypical examples of excellence as measured by the Best Christian Workplace Institute (BCWI) “Employee Engagement and Organizational Culture” survey. Analysis of data gathered from 53 interviews with employees and document analysis led to the identification of institutional characteristics that fostered employee engagement at two universities that consistently exhibited high rankings of employee self-reported engagement based on the BCWI survey results. Despite substantial differences between the two institutions, commonalities were identified in many of the characteristics that fostered employee engagement on the two campuses. The findings revealed that the shared themes of mission, community, empowered human resource departments, and a sense of positive momentum all contributed to the atypically high employee engagement levels that resulted in a positive and empowering organizational culture. 相似文献
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《Performance Improvement Quarterly》2017,30(3):165-178
Chronic toxic working conditions can be hazardous to employee health. Approximately 5%–8% of annual health care costs are attributable to adverse experiences at work. In contrast to the health impacts of the toxic workplace, we hypothesize that engaged employees would report elevated levels of health, including more positive levels of physical and mental health, sleep, exercise, and eating behaviors. A sample of 114 working adults responded to a survey battery regarding their levels of employee engagement, current health status, and mental health in addition to localized demographic questions. Gender was shown to moderate the engagement–health relationship (i.e., women reported sleeping better and eating less; men reported lower levels of drinking behavior). Employees who reported higher levels of employee engagement also reported more positive overall individual‐level health outcomes and more positive levels of mental health, a promising finding in light of the growing reports of toxic work environments. 相似文献
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以量表的形式研究了外语学习歧义容忍度和焦虑感的性别和城乡差异。结果发现外语学习歧义容忍度不存在显著的性别差异，却存在着显著的城乡差异：来自城市的学生的歧义容忍度偏低；而焦虑感在城乡、性别方面，都不存在显著差异。研究还发现高外语学习焦虑感和低歧义客忍度的学生英语学习成绩显著低于高歧义容忍度和低焦虑感的学生。 相似文献
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In our continuously changing society, a need for updating one’s skills and knowledge puts pressure on safeguarding the labour
market position of low-qualified employees. However, prior research and official statistics show that employees with a lower
level of education tend to participate less in training than highly-educated individuals. This limited participation is associated
with employers offering fewer opportunities to low-qualified employees, but also with the fact that low-qualified employees
themselves might be less willing to participate. In other words, their learning intentions are assumed to be weaker and more
restricted than the learning intentions of highly-educated employees. The article reports on a quantitative survey research
on the learning intentions of 406 low-qualified employees. The results showed that employees who participated in formal job-related
learning activities during the last 5 years had a stronger learning intention than those who did not. Next, the results of
the stepwise regression showed that self-directedness, financial benefits, self-efficacy, and autonomy were significant positive
predictors of the learning intentions of low-qualified employees. Also, the limited number of possibilities or opportunities
to learn was not significant. The results indicated that a learning intention can lead towards the participation in learning
activities, but participation is not merely initiated by offering opportunities for learning. Organisational aspects such
as job autonomy and financial benefits can stimulate the learning intention of an employee. Finally, regarding the socio-demographic
variables, only limited differences were found. In short, employees with no educational qualifications and a full-time contract
had the lowest intention to learn. 相似文献
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为了解高校教师工作投入状况及工作资源对高校教师工作投入的影响作用机制,采用问卷调查法对浙江省9所高校287名教师进行了调查。结果表明：高校教师的工作投入水平较好,工作投入及活力和专注维度得分在教龄差异上显著,并呈现两头高、中间低的“U”型特征,工作投入及其三个维度得分在对收入满意程度上差异显著,并随着对收入满意程度的增高呈上升趋势;工作资源、心理资本对工作投入均具有显著的正向影响;心理资本在工作资源与工作投入之间起部分中介作用。 相似文献
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林秀君 《河北软件职业技术学院学报》2011,13(3):11-14,33
随着管理理论的发展和组织对员工的重视,员工的工作投入及双方的心理契约问题逐渐彰显。用人单位应建立承诺型人力资源体系,运用心理契约有效调节员工工作行为,提升员工工作投入度。 相似文献
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Stephen Wilkins Muhammad Mohsin Butt Carrie Amani Annabi 《Journal of Higher Education Policy & Management》2018,40(1):48-66
In order to operate effectively and efficiently, most higher education institutions depend on employees performing extra-role behaviours and being committed to staying with the organisation. This study assesses the extent to which organisational identification and employee satisfaction are antecedents of these two important behaviours. Key objectives of the research were to identify possible antecedents of organisational identification and to discover whether the consequences of organisational identification vary among the employees of multinational universities at home and foreign campuses. We developed a model that was tested using structural equation modelling, which assesses the influences of organisational identification on employee satisfaction, extra-role behaviours and turnover intentions. All of the paths in our model were significant, but employee identification, satisfaction and extra-role behaviours were lower at foreign branches than at the home campuses of universities, and turnover intentions were higher. These results suggest that higher education institutions need to implement different human resource strategies at home and foreign branches, with a focus on improving organisational identification at the foreign subsidiaries. 相似文献
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家庭心理环境是指人为因素形成的家庭条件,包括家庭中一切成员的世界观、气质、道德修养、家庭活动氛围等。研究采用家长报告法,用家庭环境量表(FES-CV)(第三修订版)对城市46名小学4年级学生进行调查。结果表明:(1)城市小学生家庭环境中的亲密度、娱乐性、组织性和控制性四个因子的得分显著高于全国常模,成功性因子显著低于全国常模;(2)城市小学生父母受教育程度和职业类型均对家庭环境因子的影响存在显著差异,但总体影响作用不突出;(3)在家庭知识性因子上,父母文化程度均为大学的得分高于或显著高于大专或高中家庭。母亲为企业职员的得分显著高于专业技术、无业和自由职业三类家庭;(4)在家庭情感表达因子上,父亲为企业职员的得分高于专业技术、政府和自由职业三类家庭;母亲为自由职业者的得分高于或显著高于无业、企业、政府和专业技术人员四类家庭;(5)父亲文化程度与家庭环境的知识性因子呈显著正相关,而与道德宗教观因子呈显著负相关;(6)母亲文化程度与家庭环境的控制性因子呈显著正相关。 相似文献