伦理领导行为对员工结果变量的影响:心理赋能与真诚性的作用

近年来,一系列公司丑闻事件的爆发引发了理论界关于伦理领导行为的关注.探讨伦理领导行为对员工组织承诺与领导信任的影响,分析影响过程中心理赋能的中介作用与真诚性的调节作用,提出五个规范的理论命题,对构建伦理领导行为影响员工结果变量的理论模型有重要意义.     

心理授权对售后服务员工情绪和行为的影响

本文研究在售后服务领域心理授权对离职意向的作用并识别中间的中介变量.通过对198个样本的一线售后服务员工的调查得到以下发现:胜任能力和工作意义对减少离职意向的作用非常显著,其中胜任能力主要通过提高组织承诺进而影响离职意向,工作意义对离职意向的作用主要通过组织情感承诺和减少情绪衰竭而实现,其中前者的中介作用更为显著.同时,心理授权中的感知影响力还会增加情绪衰竭.组织承诺和情绪衰竭对离职意向的直接影响都非常显著.     

心理授权理论对课堂英语教学的启示

作为管理学领域中的概念,心理授权在教学中的应用还相对较少,而心理授权研究本身还缺乏对具体实施方法的相关研究。为了将心理授权这一理念引入课堂英语教学并促进心理授权具体实施方法的探索,文章通过对心理授权理论的回顾和分析,联系课堂英语教学,试图建立二者的联系来提高课堂英语教学的效率和对学习者的关注程度。结论:心理授权的适用环境和适用对象在很大程度上与课堂英语教学的环境和对象类似;通过对心理授权模型中各因素的分析,文章提出应将心理授权的理论应用于英语课堂,并总结了对课堂英语教学的相关启发。     

An Exploratory Comparative Case Study of Employee Engagement in Christian Higher Education

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.     

The Examination of Cognitive Empowerment Dimensions on Intrapersonal Psychological Empowerment,Psychological Sense of Community,and Ethnic Identity Among Urban Youth of Color

The Urban Review - The purpose of this investigation is to examine heterogeneity and membership with subgroups of cognitive empowerment among youth of color. Within this heterogeneity, this study...     

组织变革准备对心理授权的影响研究——基于浙江民营企业的实证分析

基于浙江民营企业的实际情况,对4个维度的组织变革准备和4个维度心理授权进行相关分析和回归分析。通过198份问卷样本,从组织变革准备各个维度探讨其与心理的关联性及影响,并提出企业提高员工的心理授权,就应加强组织沟通,使员工积极参与变革。     

网络词语的心理映射

语言是记录和表达思维的工具.网络词语作为一种在虚拟空间使用的特殊词汇,其构成特点蕴涵了丰富的社会文化、心理因素.从网络词语的构成可以映射出特定时期人们的心理状态,从而体现出它的构词理据.     

技术赋能下的未来课堂样态探索与反思

技术的进步助推着教育的发展,也促成了课堂变革的发生。在一次又一次的技术革命下,作为教学主阵地的课堂在环境、教学方式、参与者等方面都发生了巨大变化。以人工智能应用为标志的第四次技术革命正在对现代课堂发起前所未有的冲击和挑战,未来课堂成为学界关注的话题。对未来课堂样态的探讨是从历史和现实的回溯与关照中寻找课堂发展态势——在空间上走向技术智能泛化,在教学上走向人工智能参与,在评价上走向人机共同参与,借此窥见未来课堂对传统课堂与现代课堂的颠覆和坚守。以泛在技术为核心特征的未来课堂必然会面临相应的风险,包括实体课堂面临解构,师生主体地位“降格”,课堂情感交流贫乏等。因此,警惕技术主义的流弊才能打破未来课堂的迷失,用“规则”应对课堂样态的泛化,以赋能应对师生能力的失衡,用“理智”应对技术价值的异化,用“人文”应对技术理性的强化,实现未来课堂中人与社会性的回归。     

幼儿教师心理授权与职业认同的关系研究

文章采用幼儿教师心理授权量表、幼儿教师职业认同量表对湖北省J市411名幼儿教师进行调查,研究心理授权与职业认同的关系。研究结果显示:职称因素在幼儿教师职业认同水平上存在显著差异;学历因素在幼儿教师职业认同水平上差异不明显;编制因素在幼儿教师职业认同水平上差异不显著。回归分析结果表明,幼儿教师心理授权各个维度与职业认同均有显著的正相关。为提升幼儿教师心理授权水平,增强其职业认同感,政府部门应完善职称评选制度,幼儿园应构建民主的授权氛围,幼儿教师应树立管理幼儿园的责任意识。     

Racial Tokenism in the School Workplace: An Exploratory Study of Black Teachers in Overwhelmingly White Schools

The attempt to reform education using performance-based accountability may eventually be applied to teacher education. If so, it poses a potential challenge to those in social foundations as well as to other teacher-educators. Among other things, it requires that we think clearly about our mission and the kinds of effects we would like to have. Some difficulties involved in responding to this challenge are outlined in the following. A conception of the mission of social foundations that makes it easier to develop a coherent response is suggested. Central to the analysis is the notion that social foundations is dedicated to fostering adaptive reconceptualization of educational activity all the way down.     

Between two Advisors: Interconnecting Academic and Workplace Settings in an Emerging Field

This article examines a new training design for continuing professional development that aims to support the learning of the novel knowledge and skills needed in emerging professional fields by interconnecting academic and workplace settings. The training design is based on using two advisors, one from working life and the other from an academic context. The article examined whether participants’ personal orientation to adaptive expertise predicts the success of a guidance process. The interconnection of workplace and academic contexts was expected to occur through guidance practices. In addition, the features underlying the most successful guidance relationships were analysed. Data were collected by conducting repeated semi-structured interviews with 18 course participants, eight academic advisors and eight workplace advisors in the context of a 1-year energy efficiency training programme. The results indicated that a trainee’s personal orientation towards adaptive expertise is a significant component in successful guidance processes. An interconnection of workplace and academic knowledge and practices was hardly found in the guidance provided by each participant’s academic and workplace advisors. The feature underlying the most successful guidance relationships are related at the personal, dyad and context levels. An excellent match between the expert profiles of the learner and the advisor appears to be especially critical for successful guidance and powerful knowledge exchange in emerging fields. However, finding matching advisors is often challenging. Many problems are presumably solved if these ‘right persons’ can be found and if the trainees are themselves oriented to utilise the novel resources provided to them by the advisors.     

基于心理契约的员工工作投入度提升

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。     

化学探究性学习链的思考与建构

化学探究性学习链是在解决探究性学习问题之前,在学习者头脑中假设出现的这一学习过程顺利完成的总体构想。构建化学探究性学习链,有助于实现化学探究性学习的连贯性、完整性,提高探究性学习的实效性;有助于充分发挥学生在化学探究性学习中的主动性,并优化其智能结构,为学生的终身发展奠定成功的基石。构建化学探究性学习链,应注意多样性原则、渐进性原则、目标性原则、并用性原则。     

基于心理契约理论的青岛市旅游饭店员工忠诚研究

员工的忠诚是影响企业生存与发展的重要因素。在心理契约理论的视角下,对调查数据进行统计学分析,有助于管理者发现影响员工忠诚的因变量。根据这一方法,影响青岛市旅游饭店员工忠诚的各项要素均在实证意义上得以显现。管理者可以此为参考并结合本店的具体情况有针对性地提高员工的忠诚度。     

化学探究性学习链的思考与建构

化学探究性学习链是在解决探究性学习问题之前,在学习者头脑中假设出现的这一学习过程顺利完成的总体构想。构建化学探究性学习链,有助于实现化学探究性学习的连贯性、完整性,提高探究性学习的实效性;有助于充分发挥学生在化学探究性学习中的主动性,并优化其智能结构,为学生的终身发展奠定成功的基石。构建化学探究性学习链,应注意多样性原则、渐进性原则、目标性原则、并用性原则。     

饭店员工心理授权与工作满意度关系实证研究

在市场竞争日益激烈的环境中,饭店相关行业以及饭店衍生行业的兴起和发展,饭店之间的竞争愈益激烈.如何充分发挥员工的技能,提高员工的积极性、自主性,增强对所从事工作的满意感等等饭店人力资源问题已经成为现代饭店竞争的核心竞争力之一.从员工心理授权角度出发,通过分析调查数据,研究心理授权与饭店员工工作满意度的具体相互关系,从而为饭店管理者如何有效实施管理措施来提高员工工作满意度提供一定的参考意见.     

心理统计学教学改革的思考与实践

文章结合心理统计学教学存在的问题和发展趋势,尝试进行心理统计学课程的教学改革探讨,具体包括教学内容、教学方法和评价方法3个方面：教学内容改革主要体现为从应用的角度对教学内容进行取舍;教学方法改革主要涉及在教学形式方面的探索;评价方法改革简述了在形成性评价方面的尝试。结果表明,教改在一定程度上改善了之前教学中存在的问题,提高了学生的相关能力,也促进了教师的发展。     

对青少年吸毒现象的心理学思考

青少年吸毒现象是社会重视的一个问题。本文从内外因素两方面分析当前青少年吸毒的原因,提出了预防青少年吸毒的几个原则,以及对已经吸毒青少年进行心理干预的措施和方法。     

心理健康教育的终极追求——由地震灾后心理辅导引发的思考

5·12大地震的灾后心理辅导,表明心理学家和教育工作者能在第一时间内关注到真正有心理需要的人群.但纵览灾后心理辅导的文章,并结合近年来心理健康教育的研究,发现心理辅导学者们对心理健康教育(包括心理咨询)方法和效果的关注很多,但对心理健康教育终极目标和价值等的关注几乎是空白.面对灾难,如不探讨生命的意义,只给予简单的心理技巧无疑是隔靴搔痒.无论面对灾难后的心理辅导还是安全环境中的心理辅导,心理健康教育工作者都必须冷静下来思考一个问题:心理健康教育的终极目标是什么?探讨心理健康教育需要有终极目标,并提出如何能兼顾终极目标与具体目标.