共查询到20条相似文献，搜索用时 187 毫秒
1.
谌华 《洛阳师范学院学报》2007,26(5):168-170
运用工作家庭冲突量表等量表对贵州企业员工工作家庭冲突进行调查,考察工作家庭冲突、家庭工作冲突、社会支持、工作效能感和工作满意度之间的关系。结果表明,社会支持、工作效能感和工作满意度与工作家庭冲突呈显著负相关,社会支持、工作支持、工作效能感与家庭工作冲突呈显著负担相关。工作家庭冲突、社会支持和工作效能感能很好的预测工作满意度。 相似文献
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本研究采用问卷调查与统计的方法,探索幼儿园女教师学历、月收入对其职业倦怠的影响以及工作家庭冲突、社会支持、自我效能感与职业倦怠之间的关系.研究表明:幼儿园女教师的学历、月收入对她们的职业倦怠有非常显著的作用;工作家庭冲突与职业倦怠呈显著正相关,并具有较强的正向预测作用;社会支持、自我效能感与职业倦怠呈显著负相关,并有较强的负向预测作用. 相似文献
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同胞关系对个体的心理和行为发展具有重要作用。本研究采用同胞关系问卷、自尊问卷、学业自我效能感问卷对197名仅有一个兄弟姐妹的非独生子女进行研究,运用结构方程模型探讨同胞关系对中学生学业自我效能感的影响,以及自尊的中介作用和出生顺序的调节作用。结果显示:同胞关系、自尊和学业自我效能感在不同性别上没有显著差异;头胎比二胎感受到的同胞冲突更多;同胞亲密关系与自尊和学业自我效能感显著正相关,同胞冲突关系仅与学习行为自我效能感显著正相关;同胞亲密而非冲突关系能够显著预测学业自我效能感,自尊在其中发挥部分中介作用;同胞亲密关系对学业自我效能感的影响效应仅限于头胎。 相似文献
4.
对苏北5所高校268名女教师的工作家庭冲突进行了调查研究.结果表明:高校女教师工作家庭冲突包括家庭干扰工作和工作干扰家庭两个维度;女教师的年龄、学位和职称以及孩子的年龄对工作干扰家庭和家庭干扰工作的影响不同;工作家庭冲突不仅直接对工作生活质量产生负向影响,还抑制了工作效能感对工作生活质量的积极影响. 相似文献
5.
朱从先 《安阳师范学院学报》2021,(2):107-114
探讨体育锻炼对大学生一般自我效能感的影响,验证锻炼动机的中介效应和性别的调节效应。研究采用体育活动等级量表(PARS-3)、体育锻炼动机量表(MPAM-R)、一般自我效能感量表(GSES)对1049名大学生(男579人,女470人)进行问卷调查。研究显示:体育锻炼、锻炼动机与一般自我效能感间两两显著正相关;回归分析表明体育锻炼对锻炼动机和一般自我效能感回归效应显著,并分别解释变异的1.3%和6.2%;锻炼动机在体育锻炼基础上对一般自我效能感回归效应显著,在体育锻炼解释一般自我效能感时具备部分中介效应,其效应占总效应值的14.1%;不同性别大学生在体育锻炼与一般自我效能感关系上存在差异。研究显示体育锻炼可以提升大学生的一般自我效能感,锻炼动机在其中起到了部分中介效应,性别在其中起到调节效应。 相似文献
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通过对山东省、山西省和江西省19所民办幼儿园教师进行问卷调查,考查了民办幼儿教师职业承诺在教师自我效能感和工作满意度之间的关系.研究结果表明:教师自我效能感与工作满意度呈正相关关系;自我效能感与职业承诺呈正相关关系;职业承诺与工作满意度呈正相关关系;职业承诺完全中介了自我效能感和工作满意度.民办幼儿教师自我效能感是工作满意度的必要非充分条件,若没有高职业承诺这一中介,即便民办幼儿教师具备较高的自我效能感,其工作满意度也可能不会处于较高水平,由此带来的教师离职造成民办幼儿园师资队伍不稳定. 相似文献
9.
蔡婉君 《Journal of Zhangzhou Technical Institute》2011,13(3):55-59
探讨自我效能感对胜任特征和绩效的影响是否起着调节变量。在文献分析法和问卷调查法的基础上,对253名人力资源管理者进行了调查研究,运用中介效应模型分析得出胜任特征对绩效的影响显著;自我效能感对绩效的影响不显著;自我效能感作为中介变量,对胜任特征和绩效的影响显著。 相似文献
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《信阳师范学院学报(哲学社会科学版)》2016,(6):22-25
为探究大一学生拖延、自我效能感与完美主义三者之间的关系以及自我效能感在完美主义与拖延间的中介作用,使用Pure拖延问卷、一般自我效能感量表以及中文版Frost多维度完美主义量表对978名在校大一新生进行了调查。研究结果表明:消极完美主义与拖延之间存在显著正相关关系,积极完美主义与拖延呈负相关,拖延与自我效能感呈现显著负相关,自我效能感与积极和消极完美主义都呈显著正相关。研究发现自我效能感在完美主义与拖延之间有部分中介效应。 相似文献
11.
裴兰 《重庆职业技术学院学报》2006,15(2):80-81
工作体验不像薪酬福利那样容易量化,它主要包括员工努力和绩效得到的认可和赏识,工作和生活的平衡,企业文化、个人发展机会以及工作环境等多方面的因素影响。薪酬和福利不是留住人才的唯一方法。工作体验是现代企业留住人才的重要手段,也是目前企业员工评价心目中最佳企业需要考虑的一个重要因素之一。 相似文献
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职业核心能力培养探索 总被引：64，自引：0，他引：64
童山东 《深圳信息职业技术学院学报》2006,4(3):60-68
职业核心能力是适用于各种职业、伴随终身的可持续发展的关键能力、基础能力。在知识经济社会,职业核心能力的培养具有重要的现实意义,是世界职业教育和人力资源开发的发展趋势,是我国能力建设的重要内涵和职业教育改革的必然归宿。劳动和社会保障部组织开发职业核心能力培训认证体系,开展职业核心能力培训测评的探索,具有十分重要的意义。 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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Natasha Kersh 《International Review of Education/Internationale Zeitschrift für Erziehungswissenschaft/Revue internationale l'éducation》2015,61(6):835-851
This paper focuses on the notion of the learning space at work and discusses the extent to which its different configurations allow employees to exercise personal agency within a range of learning spaces. Although the learning space at work is already the subject of extensive research, the continuous development of the learning society and the development of new types of working spaces calls for further research to advance our knowledge and understanding of the ways that individuals exercise agency and learn in the workplace. Research findings suggest that the current perception of workplace learning is strongly related to the notion of the learning space, in which individuals and teams work, learn and develop their skills. The perception of the workplace as a site only for work-specific training is gradually changing, as workplaces are now acknowledged as sites for learning in various configurations, and as contributing to the personal development and social engagement of employees. This paper argues that personal agency is constructed in the workplace, and this process involves active interrelations between agency and three dimensions of the workplace (individual, spatial and organisational), identified through both empirical and theoretical research. The discussion is supported by data from two research projects on workplace learning in the United Kingdom. This paper thus considers how different configurations of the learning space and the boundaries between a range of work-related spaces facilitate the achievement of personal agency. 相似文献
15.
Examining Herzberg’s Theory: Improving Job Satisfaction among Non-academic Employees at a University
This study reports the results of a survey of 2700 employees in business operations at a large public, research university.
The analysis tests Herzberg et al.’s (1959) well-known, duality theory of motivators and hygiene factors and the impact of personal characteristics and job characteristics
on perceptions of the work environment and job satisfaction. The results offer inconclusive support of Herzberg’s theory although
the work itself is the strongest predictor of job satisfaction after controlling for both personal and job characteristics. The study concludes
by discussing both practical implications, for those in leadership positions in a university, and theoretical implications
for researchers interested in exploring job satisfaction in a higher education context.
The authors wish to thank Eric Dey for his generous comments on earlier drafts of this paper. 相似文献
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Margaret C. Lohman 《Performance Improvement Quarterly》2003,16(1):40-54
Interviews and site visits were conducted with 22 teachers to identify the work situations that trigger their engagement in informal learning and the personal characteristics that enhance their motivation to engage in informal learning when dealing with such situations. Analysis of the data found that three types of work situations triggered engagement in informal learning: new teaching tasks, new leadership roles, and adherence to policies and procedures. Motivation to engage in informal learning was enhanced by teachers' initiative, self‐efficacy, commitment to life‐long learning, and interest in their content area. Implications of the findings for theory, research, and the facilitation of informal learning are discussed. 相似文献
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武涤非 《新疆职业大学学报》2006,14(4):52-53,57
本文从人的需要产生行为的动力这一理论出发，将企业员工分为三个不同层次。根据各层次的一般状况分析了他们的主要需求，提出激励的方向和重点，再将员工从业的一生分为四个时期，提出不同时期的主要需求及激励方法，并以实际事例加以说明。 相似文献
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吴超 《淮南职业技术学院学报》2010,10(3):113-115
通过对安徽省国有煤矿职工体育行为现状进行调查分析,职工参加体育活动的动机相对集中,多元化现象不明显;职工参加体育活动的场所、项目单一;没时间、身心疲劳、不知道如何锻炼和缺乏体育运动健身设施是阻碍煤矿职工体育发展的主要因素;为此提出针对性的建议及措施,以促进职工体育的发展。 相似文献
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Sanaz Ahmadpoor Samani Siti Zaleha Abdul Rasid Saudah bt Sofian 《Performance Improvement》2015,54(9):28-35
The purpose of this article is to provide a review of background information regarding perceived level of personal control over the physical features of the work environment and its impact on individual satisfaction and outcomes. In today's business with the fast growth of technology, e‐market development, and innovative methods of communication, the workplace will continue to change rapidly. To control and accommodate these fast changes while sustaining or enhancing outcomes, organizations have increasingly turned to a model of work teams; therefore, employees’ skills in working within team environments has been emphasized. To guarantee that the work environment itself supports these new approaches of working, flexible workplaces are often suggested. Open‐plan offices offer more flexibility when compared to completely closed and private ones and they are considered to have more capabilities and are, therefore, highly valued in today's industry. Apart from its advantages, open‐plan office design does create some problems due to lack of personal control over the work environment, which can negatively affect employees’ satisfaction and performance. It is, therefore, important to emphasize the significance of personal control over the physical work environment and the impact of that on employees’ satisfaction and outcome. 相似文献
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邓复群 《广东广播电视大学学报》2006,15(3):51-55
劳动者(职工)、雇员、雇工、帮工人(帮工)在法律含义方面有细微差别,但他们的人身受损害的民事责任归责原则是共同的:其用人单位或雇主或被帮人应承担无过错的特殊侵权民事责任;而承揽人与劳动者(职工)、雇员、雇工、帮工人(帮工)之间在含义方面有较大的差别,在他们的人身受损害的民事责任归责原则方面也不同:定作人对承揽人的人身受损害只承担过错的一般侵权民事责任。偏远山区中帮人办丧事的挖土工应属雇员,而非劳动者(职工)、雇工、帮工人(帮工),更非承揽人,其在做工时人身受损害,其雇主应承担无过错的人身损害赔偿责任。 相似文献