共查询到20条相似文献，搜索用时 250 毫秒
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基于社会信息加工理论和特质激活理论,构建了一个被调节的中介模型,利用调查问卷的形式收集了201名员工的有效数据对假设进行实证检验,研究结果表明：服务型领导对知识型员工创新绩效有显著的正向影响;组织支持感在服务型领导与知识型员工创新绩效间起到部分中介作用;创造性思维正向调节组织支持感与知识型员工创新绩效之间的关系;创造性思维正向调节服务型领导通过组织支持感影响知识型员工创新绩效的中介过程。 相似文献
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邱畅 《辽宁师范大学学报(社会科学版)》2014,(3):327-332
随着知识经济的发展,知识型员工对企业的生存和发展发挥日益重要的作用,如何吸引、挽留和激励知识型员工已经成为企业人力资源管理的重要内容。组织认同是个体与组织保持一致并归属于组织的一种认知,通过提升知识型员工的组织认同将显著提高知识型员工的忠诚度和敬业度,减少企业因知识型员工流失而造成的损失。根据目前知识型员工管理现状,文章以知识型员工组织认同为切入点,归纳知识型员工高专业认同而低组织认同的特殊性,分析造成知识型员工组织认同特殊性的知识型员工个性特征、工作特征和需求特征,并在此基础上提出培育知识型员工组织认同的有效途径,旨在指导企业知识型员工管理实践。 相似文献
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孙涛 《新乡教育学院学报》2011,(6)
在知识经济时代,知识型员工是企业最宝贵的资源。培训是知识型员工得到发展和提高的重要途径,而培训成果转化效果决定培训的成败,进一步影响企业战略目标的实现。笔者从全面分析知识型员工特征入手,建立了知识型员工培训成果转化过程模型,深入分析了影响知识型员工培训成果转化的因素,并就如何构建有效的培训成果转化机制进行了探讨。 相似文献
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为探讨知识型员工主管支持感、职业认同和主观幸福感间的关系以及职业认同在主管支持感和主观幸福感间的中介作用,采用方便取样的方法选取300名知识型员工,采用主管支持感量表、职业认同量表和主观幸福感量表对其进行调查,并对得到的数据进行结构方程模型建模。结果发现:(1)知识型员工的主管支持感对其主观幸福感具有显著的促进作用;(2)职业认同在知识型员工主管支持感和主观幸福感间起部分中介作用,中介效应占总效应的53.5%。研究认为,管理者可以通过提高对知识型员工的支持来提升其幸福感水平,这种提升作用部分通过知识型员工对职业的认同实现。 相似文献
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本研究基于社会认同理论,通过对入职18个月以内的212名员工进行间隔两个月调查,考察了组织社会化对员工合作行为的作用机制.研究结果表明,组织社会化对员工的合作行为具有显著正向预测效果;组织支持感和内部人身份感知分别在组织社会化和合作行为之间起部分中介作用,从而构成链式中介作用,即员工组织社会化对其合作行为的预测作用是通过组织支持感和内部人身份感知.研究结果进一步丰富和完善了学术界对组织社会化研究的不足,强化实践领域对组织社会化有效性的直观认识,为组织管理实践提供了理论支持. 相似文献
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职场中,为何双方说了半天也没有抓住沟通的本质?为何已经布置了工作,下属却连个反应都没有?出现这些"沟"而不"通"的情况,主要是由于你没有用心与他们沟通。只有在沟通之前排除双方的沟通障碍,在沟通过程中抓住沟通的本质并根据说话内容及时做出反馈,才能实现完美沟通。根据对企业培训管理现状的调查发现,有超过80%的员工有沟通课程的培训需求,有60%以上的员工表示在与上级、同事、客户等日常沟通中出现 相似文献
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基于西安市企业员工的问卷调查数据,建立Logistic回归模型分析知识型员工忠诚度的影响因素,结果表明:知识型员工忠诚度受性别、年龄、学历、对接受培训的满意度、对薪酬的满意度、对参与决策的满意度、对企业价值观的认同程度、真诚的员工关系、与单位经理人的关系等因素的影响显著,根据研究结论,提出提高知识型员工忠诚度的对策建议。 相似文献
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文章基于结构方程模型,分析了影响中小学教师教育技术能力培训实效性的因素以及各因素与培训实效性之间直接或间接的关系效应。研究结果表明:培训环境、培训后续支持和参训教师个体因素对培训实效性具有显著的正向直接影响;培训环境、培训内容、培训组织形式、培训评价机制、培训教师及培训后续支持对参训教师个体因素具有显著的正向直接影响,且通过影响参训教师个体因素,间接地影响培训的实效性;培训教师对培训实效性不具有显著的正向直接影响。 相似文献
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员工一直是企业最重要的资产,员工所累积的技术与经验是无法被复制的,为了使企业的员工提升工作的动机与用心态度,即是工作绩效观点,另外在员工的薪资福利制度,也可以激励及改善员工并提升整体对企业的向心力,则是工作满意度最主要的影响因素。工作绩效与员工福利对于工作满意度有正向显著关系;工作绩效与员工福利对于组织承诺有正向显著关系;工作满意度对于组织承诺正向显著关系。研究结果可知,企业为了留住人才、降低员工流动率、盼望员工能多一些绩效及责任,利用福利制度,激励员工并达成组织目标。未来企业的部分单位更可能采用人力外包制度,相同单位下会出现同工不同酬的现象,在薪资制度无法调整之下,企业必顸提升员工潜在的知觉感受,才能留住高素质员工及保持良好工作效率。 相似文献
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Maren Thomsen Sjoerd Karsten Frans J. Oort 《School Effectiveness & School Improvement》2016,27(4):594-612
This study aimed to examine the relationship between teachers’ perceived psychological distance and structural distance from management and teachers’ affective organisational commitment (AOC) and organisational citizenship behaviour (OCB). Teachers’ trust in management was expected to mediate these relationships. Furthermore, the adequacy and openness of communication and participation in decision making were expected to reduce psychological distance. At 10 Dutch schools for vocational education and training, 884 teachers completed a questionnaire. The data were analysed using structural equation modelling. Teachers’ psychological distance had a negative effect on trust in management (supervisor and higher management) and AOC. Trust in management had a positive effect on AOC, and trust in the supervisor had a positive effect on OCB. Structural distance did not influence teacher outcomes. Communication and participation in decision making reduced teachers’ psychological distance from management. The discussion focuses on the implications of the findings to improve the effectiveness of schools. 相似文献
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根据通信工程专业发展、国家中长期科学与技术发展规划的需要,结合学校办学特色和社会对高层次人才的迫切需求,提出面向物联网的通信工程特色专业建设方案,通过调整专业课程体系,开展研究性创新型人才培养,为国家培养全面信息化必需的高素质技术人才,为参与地方经济建设和国际前沿课题的研究提供有力的保证。 相似文献
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This ethnographic study extends the findings of earlier research that authenticated the impact of workplace design features on newly acquired communication skills back on the job. The qualitative nature of the earlier study, however, limited quantitative measurement of workplace design features that may have an impact on learned skills. This study examined supervisor perceptions about the relative importance of organizational factors that affect transfer and prioritized the importance of specific design features to support learned communication skills. Research findings validate earlier research that workplace design is another work environment influence that may facilitate or impede the ultimate success of a training intervention for performance improvement. 相似文献
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The aim of this study was to examine the differential effects of specific types of supervisor support on transfer of training, taking into account established trainee characteristics, such as trainees’ motivation to learn, motivation to transfer, and training self-efficacy. More specifically, nine types of supervisor support were examined (pre-training information, role modelling & facilitation, request sharing, favourable attitude, coaching & feedback, openness, involvement & accountability, work coverage, and training participation). In addition, the mediating effect of training retention is explored, as learning outcomes may present an intervening variable that connects supervisor support to transfer of training. A time-lagged design was used to investigate the relationships in the proposed model and it was evaluated using partial least squares path modelling (PLS-PM). Data was gathered in Belgium through online questionnaires at three points in time from 111 participants of work-related training. Participants were employees from a retail organisation and different government agencies. Results indicate that only supervisors’ accountability and involvement positively predicted employees’ transfer of training three months after training. In addition, it was found that supervisors’ involvement and accountability had an indirect effect on transfer of training through training retention. 相似文献
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姚萍 《佳木斯教育学院学报》2012,(6):108-109
财务信息管理专业是适应信息化时代会计工作的发展需求而设立的实用型专业,其源于会计,同时又高于和宽于会计专业。财务信息管理专业人才培养目标的确定将有助于理清专业建设思路、提高教学工作效率,培养出高素质、复合型财务信息管理人才,增强职场的竞争力。本文结合安徽省内某一高校财务信息管理特色专业的建设,阐述财务信息管理专业人才培养目标的准确定位对专业建设的意义及影响。 相似文献
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高职旅游管理专业立足于地方经济发展的前站,对接日新月异的旅游产业发展,接轨旅游管理人才的就业岗位,对于推动旅游业的快速发展能产生积极的意义。高职旅游管理专业建设应积极创新工学交替、课岗融合的旅游管理三四七专业特色,即三个基于的办学思路和专业方向,四个融合的教育模式和人才特色以及七个联动的课程体系和教学方法,以积极推动地方旅游业的跨越式发展。 相似文献
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Virginia Eman Wheeless Lawrence R. Wheeless Richard D. Howard 《Research in higher education》1983,18(2):145-160
This study examined the relationships of (1) perceived participation in decision making, (2) communication with supervisor, (3) employee characteristics, and (4) employee job satisfaction. Classified employees in three administrative units at a comprehensive eastern university in the United States served as subjects. Results of canonical correlation andt-ratio tests demonstrated that job satisfaction was most strongly and positively related to communication satisfaction with supervisor and supervisor's receptivity to information. Implications are discussed in reference to personnel decisions and training, employee productivity, and the possible adverse effects of initiating a participative program of decision making for nonprofessional university employees.Presented at the 22nd Annual Forum of the Association for Institutional Research, Denver, May 1982. 相似文献
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Andreas Gegenfurtner 《Educational Research Review》2011,6(3):153-168
This meta-analysis (148 studies, k = 197, N = 31,718) examined the relationship between motivation and transfer in professional training. For this purpose, motivation was conceptualized in the following nine dimensions: motivation to learn, motivation to transfer, pre- and post-training self-efficacy, mastery orientation, performance orientation, avoidance orientation, expectancy, and instrumentality. Population correlation estimates ranged between −0.11 and 0.52. Three moderator effects were estimated. First, correlations were higher when the training focused on declarative and self-regulatory, rather than on procedural, knowledge. Second, learner-centered environments tended to show greater numbers of positive correlations than did knowledge-centered environments. Third, when compared with external, supervisory, or peer assessment, self-assessment of transfer produced upwardly biased population estimates irrespective of the transfer criterion. These findings are discussed in terms of their implications for theories of training effectiveness and their significance for the practice of training evaluation. 相似文献
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土木工程专业技能型人才培养实践教学体系的构建 总被引：1，自引：1，他引：0
曹邦卿 《南阳师范学院学报》2009,8(3)
受传统教学思想和现念的影响,现行的实战教学体系已不能满足土木工程专业技能型本科人才培养的要求,必须将理论教学与实践教学予以整体设计,构建"三系统、四模块、六平台"的实践教学体系.并注意做好加强"双师型"教师队伍建设,强化教学管理等方面的问题,方可使培养出来的土木工程专业学生成为社会适应能力强、具有较强实践技能和创新能力、符合社会需要的技能型人才. 相似文献
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职教集团作为高职创新型人才培养的合作平台,应在加强优势互补、资源共享的同时积极探索高职创新型人才培养的机制和途径。高职教育有着鲜明的人才培养特色,即培养高素质技能型、应用型专门人才。职教集团是职业教育管理体制、运行机制和人才培养模式的重大创新,培养创新型高职人才是职教集团建设的内在属性。职教集团应当围绕专业发展定位、师资队伍建设、产学结合以及人才培养评价体系等方面推动高职创新型人才培养。 相似文献