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组织公平感对员工绩效的影响 总被引:3,自引:0,他引:3
通过对组织公平感影响员工绩效的机制的理论和实证研究,得出了以下结论:(1) 组织公平感的三个构面对员工的任务绩效和关系绩效的直接影响不显著,主要是通过组织承诺和LMX间接作用于员工绩效.(2) 分配公平和程序公平通过情感承诺和LMX对人际促进和工作奉献影响产生影响.(3) 互动公平通过情感承诺、规范承诺和LMX对任务绩效、人际促进和工作奉献三种绩效均产生影响.(4) 在三类公平中,互动公平是员工绩效的最佳预测指标.(5) 在情感承诺、规范承诺和LMX三个中介变量中,规范承诺的产生的中介作用最大. 相似文献
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本研究构建了供应商与客户间的多维度信任、承诺与信息共享之间关系的理论模型,并以珠三角地区189家制造业为研究对象,运用结构方程模型对多维度信任、承诺与信息共享之间的关系进行实证研究。研究结果表明,供应商与客户之间的能力信任对计算性承诺与情感承诺有显著的正向影响,对信息共享的影响并不显著;善意信任对情感承诺与信息共享有显著的正向影响,但对计算性承诺的影响并不显著;计算性承诺与信息共享有显著的负向影响,但对信息共享的影响不显著。根据上述实证研究结论,本研究结合中国特殊的文化背景给出相关的管理启示。 相似文献
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整合领导风格、团队承诺与员工创新行为相关理论,探索研发团队中团队情感承诺和任务承诺对领导风格与员工创新行为之间关系的调节作用.利用长三角地区企业82个研发团队的实证数据表明:在团队层面,情感承诺和任务承诺均对领导风格与员工创新行为之间的关系具有显著调节作用,情感承诺对变革型领导与员工创新行为的调节作用比任务承诺更显著,而任务承诺对交易型领导与员工创新行为的调节作用比情感承诺更显著.研究结果为研发团队领导利用任务承诺与情感承诺提高企业员工的创新行为有重要的实践意义. 相似文献
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信息技术企业技术员工的高离职率成为信息技术行业面临的一大难题,该研究在浙江省信息技术企业和传统制造企业问卷调查的基础上,分析了两类企业中多层次承诺(组织承诺、团队承诺和职业承诺)对信息技术企业技术员工离职意向的影响及其差异。研究发现,信息技术企业技术员工的团队承诺是组织承诺影响离职意向的缓冲变量,当组织承诺一致时,团队承诺越高,离职意向也越强。而传统制造企业中职业承诺的缓冲效应得到了验证,当组织承诺相同时,员工的职业承诺越高,其离职意向就越弱。研究最后对企业的管理提出了建议。 相似文献
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使用问卷法对297对商场女营业员进行调查,用线性回归分析方法考察人口学变量和个性特征相似性对员工工作态度和行为的预测作用。结果显示,工作年限相似性对离职意向有显著负向预测作用,积极情绪相似性对角色内、角色外行为、同事和工作满意度、组织承诺有显著正向预测作用,对离职意向有显著负向预测作用;成长需求相似性对工作满意度和组织承诺有显著正向预测作用。组织管理实践中可以通过人员选拔和培训等措施对人际相似性进行控制,从而改善工作绩效。 相似文献
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整合了以往的计划行为模型、技术接受模型、交易成本分析,提出了网上购物扩展的计划行为模型(ETPB),并对该模型用结构方程进行了验证。结果发现,开放性人格通过网上购物行为控制正向影响网上购物意向,信任倾向分别通过网上购物交易成本、主观参照正向影响网上购物意向。对于大学生来说,开放性人格对网上购物意向有间接正向影响,而信任倾向、网上购物风险对网上购物意向没有显著的影响;对在职人员来说,信任倾向通过网上购物交易成本间接正向影响网上购物意向,网上购物风险对网上购物意向有直接正向影响,而开放性人格对网上购物意向不存在显著的间接影响。 相似文献
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用回归分析方法,得知组织承诺的三个主要自变量是情感承诺、价值承诺、制度承诺,建立了情感承诺与经济满意、家庭动力、岗能匹配、工作投入、企业工龄之间,价值承诺与家庭动力、工作投入、经济满意、工作家庭冲突之间,制度承诺与经济满意、岗能匹配、家庭动力、企业工龄之间的回归方程.情感承诺、价值承诺、制度承诺、家庭动力、经济满意、岗能匹配等任何两个变量之间均存在一定的因果关系,构成了组织承诺模型.为了使员工对企业产生较高的组织承诺,企业建立的政策和制度,应当首先满足员工在经济、岗能匹配、家庭动力等方面的需求. 相似文献
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Crowdsourced logistics is developing rapidly during and post COVID-19. As key workers of crowdsourced logistics, gig workers' commitment is essential for the sustainable development of gig platforms. Drawing from the social exchange paradigm and organisational identification, this study explores how the five principles of Fairwork provided by crowdsourced logistics platforms (i.e., fair representation, fair management, fair conditions, fair contracts, fair pay) contribute to gig workers' organisational identification, which subsequently influences career satisfaction and career commitment. The study gathered 177 responses from gig workers in Singapore in July 2022. The structural equation modelling findings suggest that factors such as fair conditions, fair pay, fair representation, fair management, and fair contracts have substantial impacts on organisational identification. Moreover, the link between organisational identification and career commitment is partially mediated by career satisfaction. Overall, this study enriches the literature by proposing a suitable theoretical model to explain gig workers' commitment to crowdsourced logistics platforms. Moreover, the empirical results provide implications on the understanding of gig workers’ concerns for gig platforms, as well as policy suggestions for the maintenance of gig workers in the future. 相似文献
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组织性别偏见是指组织中占主导地位的一种带有性别偏见倾向的组织文化。采用理论分析、专家访谈、焦点小组讨论和实证调查等方法,编制了组织性别偏见问卷,实证检验显示该问卷具有较好信效度。通过对359名企事业单位女性员工的问卷调查,采用因子分析、相关分析和结构方程模型检验的多重数据处理方法,构建和检验了组织性别偏见影响女性职业发展的中介作用模型。统计结果显示,组织性别偏见与女性工作满意度、组织承诺、职业发展呈显著负相关,工作满意度、组织承诺在组织性别偏见与女性职业发展之间起着中介作用。 相似文献
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• | Both scholars and practitioners have paid much attention to the impact of retaining top-performing knowledge workers on organizational effectiveness. |
• | This study hypothesizes and analyzes how a bundle of high-commitment human resource practices (HCHRPs) influence affective organizational commitment, a strong predictor of employee turnover, of top performers versus ordinary employees. |
• | This study suggests that HCHRPs may enable organizations to retain not only ordinary employees but also top performers through their positive impact on employees’ organizational commitment. |
• | Using a sample of middle level managerial and R&D workers in 11 subsidiaries of a multinational conglomerate located in East Asia, this study showed that a bundle of high commitment human resource practices was positively related to the affective organizational commitment of top performers more than that of lower performers. |
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Jay G. Garrott 《Design Studies》1983,4(2):115-123
The challenge facing the future of design education is the preparation of design students for a life and professional career in a world of change. The experiential inquiry approach is presented. The approach stresses the facilitation of an action-oriented education environment which promotes affective and cognitive development and values clarification skills. 相似文献
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Gary Lichtenstein Heidi G. Loshbaugh Brittany Claar Helen L. Chen Kristyn Jackson Sheri D. Sheppard 《工程教育杂志》2009,98(3):227-234
This study uses a mixed‐methods design to investigate students' career decision making at two U.S. undergraduate institutions. The research question was, “To what extent do students who complete undergraduate programs in engineering intend to pursue engineering careers?” We surveyed senior engineering majors about their post‐graduate intentions, and later interviewed a subset of the seniors about their career intentions. Only 42 percent of students surveyed reported that they definitely intended to pursue a career in engineering, 44 percent were unsure, and 14 percent were definitely not pursuing engineering. We observed significant institutional differences. Interview data reveal the quixotic nature of many students' decisions about their careers; strikingly, students were vacillating between multiple post‐graduate options late into the senior year, even into summer. Implications are discussed for further research and ways engineering departments can influence students' career decisions. 相似文献
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上海大学生择业心理结构的研究 总被引:8,自引:1,他引:7
在职业心理理论的基础上,以自编问卷为工具,对上海4所高校的615名上海籍大学毕业生的择业心理结构进行了测试,结果表明,上海大学毕业生择业心理形成是个人因素和因素两个方面共同作用的结果,其择业心理结构的维度是:个人取向因素)包括择业意识,发挥能力,信息掌握,就业准备4个维度;社会取向(因素)包括就业途径,经济收入和个人能力的培养,社会地位,家庭影响,社会环境5个维度。 相似文献