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1.
Laurent M. Lapierre Yanhong Li Ho Kwong Kwan Jeffrey H. Greenhaus Marco S. DiRenzo Ping Shao 《组织行为杂志》2018,39(4):385-401
This study meta‐analytically examined theoretically derived antecedents of both directions of work–family enrichment (sometimes labeled facilitation or positive spillover), namely, work–family enrichment and family–work enrichment. Contextual and personal characteristics specific to each domain were examined. Resource‐providing (e.g., social support and work autonomy) and resource‐depleting (e.g., role overload) contextual characteristics were considered. Domain‐specific personal characteristics included the individuals' psychological involvement in each domain, the centrality of each domain, and work engagement. Results based on 767 correlations from 171 independent studies published between 1990 and 2016 indicate that several contextual and personal characteristics have significant relationships with enrichment. Although those associated with work tend to have stronger relationships with work–family enrichment and those associated with family tend to have stronger relationships with family–work enrichment, several antecedent variables have significant relationships with both directions of enrichment. Resource‐providing contextual characteristics tend to have stronger relationships with enrichment than do resource‐depleting characteristics. There was very little evidence of gender being a moderator of relationships between contextual characteristics and enrichment. Lastly, meta‐analytic structural equation modeling provided evidence that a theoretical path model wherein work engagement mediates between several contextual characteristics and enrichment is largely generalizable across populations. 相似文献
2.
Two field studies were undertaken to investigate the nature of the relationships between job security, job satisfaction, organizational commitment, and withdrawal cognitions. Study 1 was conducted in an organization immediately following its acquisition by another company (N=137). Study 2 was conducted in an organization that had experienced a number of layoffs and expected more in the future (N=188). Covariance structure analysis was used to test for direct, complete mediating, and partial mediating effects. Study 2 was used to cross-validate the findings from study 1. Results from both studies provide strong support for the proposition that job satisfaction and organizational commitment mediate the effects of job security on withdrawal cognitions. The two studies diverge when explicating the nature of the relations between job security, satisfaction, and commitment. Study 1 suggests job satisfaction completely mediates the effects of job security on commitment. Study 2 suggests that both satisfaction and commitment mediate the relationship between job security and withdrawal cognitions. Contextual differences that may have contributed to these findings are discussed. © 1997 by John Wiley & Sons, Ltd. 相似文献
3.
B. Parker Ellen III 《组织行为杂志》2014,35(6):892-896
This Incubator presents an overview of a new construct, leader political support, which captures the positive possibilities of leaders' political behavior. A discussion of why leader political support may seem paradoxical is included, as well as a presentation of the need for its consideration and the research possibilities it provides. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
4.
中国—瑞典暖体假人测试服务装热阻的比较试验 总被引:2,自引:0,他引:2
用两个不同假人在不同实验室对相同配套服装测试服务热阻进行了比较,并用配对样本T检验法对两组热阻值的一致性进行了检验,结果表明:在实验要求,实难方法基本桢的前提条件下,不同实验室间不同假人对相同配套服装的测试结果无显著差异,这对促进暖体假人测试技术的推广应用和学术交流具有重要意义。 相似文献
5.
The present study aimed at investigating the influence of shop steward characteristics and early union socialization experiences on new members' attitudes toward unions and their affective commitment to the union. Two thousand surveys were mailed to the most recent members of the National Association of Letter Carriers. Of these, 658 (33 per cent) were returned. Focusing on those individuals who had joined the union within the past 12 months yielded a usable sample of 585. A two-stage, structural equation modeling approach indicated a satisfactory goodness-of-fit for both the measurement and structural models. Individual socialization experiences significantly affected union attitudes. The latter variable was a significant predictor of union commitment. These results are discussed in the context of the organizational socialization literature and union commitment research. 相似文献
6.
While most previous research has studied underemployment among laid‐off workers or new college graduates in domestic settings, this study investigates underemployment among managers in overseas assignments. Using data from 268 expatriates from six Fortune 500 multinational firms, the results here suggest that several important job‐ and organizational‐level factors may contribute to underemployment among expatriates: hierarchical job level, assignment tenure, the extent to which expatriates have specific projects to complete, the degree of free choice in the decision to go overseas, the amount of on‐site mentoring, and the strategic importance of the overseas site. In contrast to previous research, then, the present study suggests that many expatriates are overqualified, as well as underqualified, for their overseas assignments. Moreover, this underemployment is negatively related to expatriates' job attitudes, general mental health, and self‐reported job performance. In addition, mediated regression analyses revealed that underemployment is an important intervening link between antecedent and outcome variables. The implications of the results for future theory development, empirical research, and management practice on underemployment are discussed as well. Copyright © 2000 John Wiley & Sons, Ltd. 相似文献
7.
Inspired to perform: A multilevel investigation of antecedents and consequences of thriving at work 下载免费PDF全文
Fred O. Walumbwa Michael K. Muchiri Everlyne Misati Cindy Wu Meiliani Meiliani 《组织行为杂志》2018,39(3):249-261
Emerging research evidence across multiple industries suggests that thriving at work is critically important for creating sustainable organizational performance. However, we possess little understanding of how factors across different organizational levels stimulate thriving at work. To address this gap, the current study proposes a multilevel model that simultaneously examines contextual and individual factors that facilitate thriving at work and how thriving relates to positive health and overall unit performance. Analysis of data collected from 275 employees, at multiple time periods, and their immediate supervisors, representing 94 work units, revealed that servant leadership and core self‐evaluations are 2 important contextual and individual factors that significantly relate to thriving at work. The results further indicated that thriving positively relates to positive health at the individual level, with this relationship partially mediated by affective commitment. Our results also showed that collective thriving at work positively relates to collective affective commitment, which in turn, positively relates to overall unit performance. Taken together, these findings suggest that work context and individual characteristics play significant roles in facilitating thriving at work and that thriving is an important means by which managers and their organizations can improve employees' positive health and unit performance. 相似文献
8.
9.
徐晓虹 《中国安全生产科学技术》2008,4(3)
各实验室采用各种方法进行质量控制与管理,其中较常用的方法是标准样(或质控样)对比分析法,该方法要求选择合适的标准物质.针对通常用活性炭吸附有害物质的检测方法,本文通过实验证明,选用不同状态的液态标准物质和固态标准物质用于职业卫生机构实验室质量控制检测时,产生了不同的检测结果.职业卫生实验室在选择标准物质时,尽量选择与采集样品相同前处理的标准物质能使检测结果更准确可靠. 相似文献
10.
Trygve Skjold Kjetil L. Olsen Diana Castellanos 《Journal of Loss Prevention in the Process Industries》2013,26(3):562-570
A new apparatus has been designed for investigating flame propagation in turbulent dust clouds at near constant pressure conditions. The experimental approach is inspired by the classical soap bubble method for measuring burning velocities in gaseous mixtures. Combustible dust is dispersed with pressurised air to form an explosive mixture inside a transparent latex balloon. After a certain delay time, the turbulent dust cloud is ignited by a 40 J chemical igniter. A digital high-speed video camera records the propagating flame and the expansion of the balloon. Experiments were performed with two types of dust, Lycopódium spores and maize starch, as well as with propane–air mixtures under initially quiescent or turbulent conditions. Although the results are primarily qualitative in nature, they nevertheless demonstrate fundamental differences between premixed combustion of gaseous mixtures, and ‘premixed combustion with non-premixed substructures' in mechanical suspensions of solid particles dispersed in air. The discussion highlights some fundamental challenges for future dust explosion research. 相似文献
11.
Loriann Roberson Steven Torkel Audrey Korsgaard Doug Klein Margaret Diddams Maurice Cayer 《组织行为杂志》1993,14(2):129-142
Performance evaluation based on self-appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both-rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty-one ratees and 81 raters randomly assigned to self-appraisal and control groups participated in the study. Results indicated that the self-appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self-appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non-self appraisers. However, informal self-appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self-appraisal which warrant future research. 相似文献
12.
This study used Lazarus and Folkman's ( 1984 ) cognitive–phenomenological model of coping and Lazarus's ( 1991 ) theory of emotions to develop and test a model of how individuals cope with an organizational acquisition. The model identifies the origins and process used to select both problem‐focused and emotion‐focused coping strategies. Covariance structure analysis of data from 172 individuals indicated that problem‐focused coping was directly influenced by primary appraisal and negative emotion, while only certain types of emotion‐focused coping were directly related to negative emotion. All coping strategies were impacted by social support. Furthermore, negative emotion was predicted by primary appraisal, which in turn was related to perceived control, coping efficacy, and environmental conditions. Recommendations for future research and applications are discussed. Copyright © 2000 John Wiley & Sons, Ltd. 相似文献
13.
Correlation estimates from a meta‐analysis of 108 studies including 126 independent samples and nearly 70 000 participants were used to test multiple path models of the antecedents of militant and nonmilitant union participation. Variables moderating the relationship between union commitment and participation were examined. The magnitude of the relationship between commitment and militant participation was moderated by status‐based group membership (i.e., white collar versus blue collar), supporting a contingency model of union participation. Results updated and further developed an integrative model of union participation. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
14.
This paper addresses two important questions concerning social fragmentation in work teams. First, from where do disconnections between team members, measured in terms of the proportion of structural holes within the work team, derive? Second, what are the consequences for team performance of having more or less structural holes between team members? In answering the first question, the research investigated whether demographic diversity in teams played a role in predicting the proportion of structural holes in team friendship networks. For 19 teams at a wood products company, there were no effects of ethnic and gender diversity on structural hole proportions. However, age diversity significantly reduced the extent of structural ‘holeyness.’ In investigating the second question, two countervailing tendencies were considered. In the absence of structural holes, teams are likely to be at low risk for new ideas. But fragmented teams in which team members are separated by many structural holes are likely to have difficulty coordinating. The researchers demonstrated a curvilinear effect: a moderate level of structural diversity in teams was positively associated with team performance. Thus, the research suggested that it is structural diversity (measured in terms of the proportion of structural holes) rather than demographic diversity that matters in the prediction of team performance. Copyright © 2006 John Wiley & Sons, Ltd. 相似文献
15.
There is a long and rich history of research on the concept of leader emergence. Much of this research positions leader emergence alongside leadership effectiveness as an epiphenomenal criterion in leadership research. Although this view has enhanced our understanding of factors that influence leader emergence and leadership effectiveness individually, our understanding of the potential alignment or misalignment of these concepts remains opaque. Following from this, we are left with unanswered questions concerning how, why, and under what conditions do the right or wrong leaders emerge or fail to emerge. Theory that develops insights into these questions is needed to advance our understanding of leadership and to cope with challenges of identifying and developing effective leaders and maximizing leadership potential in organizations. By integrating theories of leader emergence and leadership effectiveness—and considering their implications jointly—we provide a conceptual basis for identifying and understanding a more complete range of leader emergence than has been suggested in the literature. Importantly, our theoretical frame explains how our leader emergence types—over-emergence, under-emergence, congruent emergence, and congruent non-emergence—are differentially associated with a common set of factors. In doing so, we illuminate tradeoffs that might accompany different interventions intended to enhance leadership in organizations. 相似文献
16.
University chemical laboratory is a high-risk place for teaching and scientific research due to the presence of various physical and chemical hazards. In recent years, university chemical laboratory accidents occur frequently. This urges the need to enhance university chemical lab safety. A semi-quantitative methodology comprising Matter-Element Extension Theory (MEET) implemented with Combination Ordered Weighted Averaging (C-OWA) operator is proposed to assess the risk of a university chemical laboratory. First, an index-based risk assessment system of university chemical laboratory is built by identifying various risk factors from a system perspective. Then, C-OWA operator is used to calculate the weight of assessment indices, whereas MEET is employed to determine the correlation degree of assessment indices. Finally, the comprehensive risk of university chemical laboratories is assessed, and some safety measures are proposed to reduce the risk of university chemical laboratories. The applicability of the proposed methodology is tested using a practical case. It is observed that the methodology can be a useful tool for risk assessment and management of university chemical laboratories. 相似文献
17.
Tina Kiefer 《组织行为杂志》2005,26(8):875-897
This paper examines how and why ongoing organizational change is experienced emotionally on an everyday basis and identifies important consequences of such emotional experiences. Three main antecedents to negative emotions in ongoing change are proposed: perceptions of an insecure future; perceptions of inadequate working conditions; and perceptions of inadequate treatment by the organization. Two outcome variables are identified: trust in the organization and withdrawal from the organization. The model is tested with cross‐sectional and follow‐up data from a field study. Regression and path analysis reveal that: a) ongoing changes are associated with negative emotions; b) this relationship between ongoing changes and emotions is mediated by the three proposed antecedents; and c) negative emotions predict employee lack of trust and employee withdrawal, both immediately and one month later. Copyright © 2005 John Wiley & Sons, Ltd. 相似文献
18.
Using two waves of store financial data and survey data collected from 34,866 and 34,365 employees and 30,239 and 33,299 customers who shopped at 594 stores of a large U.S. retail company we tested path models relating importance of service to management, service climate variables, sales personnel service performance, and store financial performance. At the store‐level of analysis, the results indicated that (a) importance of service to management does relate positively to service climate variables (b) service climate variables are predictive of sales personnel service performance, and (c) sales personnel service performance in turn is predictive of store financial performance. Issues concerning the generalizability of the present findings as well as the implications of these results for effectively managing the internal and external task environments of retail service organizations are discussed. Copyright © 1999 John Wiley & Sons, Ltd. 相似文献
19.
Recent theory regarding the nature of organizational commitment suggests that viewing it as comprised of two dimensions, value commitment and continuance commitment, is of theoretical and practical value. This field study found the differential antecedents of these two commitment dimensions to be consistent with the March and Simon (1958) framework using the two-dimensional organizational commitment questionnaire from Mayer and Schoorman (1992). Organizational tenure, retirement benefits, education, and age were more highly correlated with continuance commitment, while felt participation, perceived prestige, job involvement, and role ambiguity were more highly correlated with value commitment. Analysis using LISREL 7 supported the pattern of relationships between the antecedents and the two commitment dimensions. © 1998 John Wiley & Sons, Ltd. 相似文献
20.
This research focused on the role of dyadic duration, the amount of time a subordinate has worked for the same supervisor, in leadership dynamics. Specifically, a field study of engineering personnel examined dyadic duration as a moderator of the relationships between supervisory leadership behavior and subordinates' attitudes and behavior. Moderated regression analysis revealed that the length of time a subordinate had served under the same supervisor influenced the relationship between supportive and directive leader behaviors and follower performance. Implications of these findings were discussed, focusing on the exchange process between individual leaders and followers. 相似文献