The Experience of Time at Work: Relationship to Communication Load,Job Satisfaction,and Interdepartmental Communication

This study examined 393 organizational members' reported communication load, job satisfaction, and interdepartmental communication satisfaction in relation to their experience of time along eleven dimensions—flexibility, linearity, pace, punctuality, delay, scheduling, separation, urgency, scarcity, and future and present time foci. Results indicate that organizational members who experienced their time as more delayed, more flexible, and more oriented toward the future tended to report higher levels of communication load. Additionally, members who characterized their work as more punctual and oriented toward the future were more satisfied with their jobs, while those who experienced work as faster paced were less satisfied. Finally, the organizational members most satisfied with communication among departments reported their work patterns as more linear and more strongly oriented toward the future, while members who reported their work as more delayed were least satisfied with such interdepartmental interactions.     

试论以就业为导向的高职行业英语教学评估体系的构建

课程教学评估应该包括对教师和学生双方的评估。传统的评估方式无法全面客观地反映教师教学质量和学生学习效果,不能很好的促进以学生就业为导向的目标的实现。为了对高职行业英语课程教学质量进行有效监控,提高学生学习效果,使评估更好地促进教学,有必要利用教学评估新理念,构建高职行业英语课程教学多元化评估体系。     

高职教师职业倦怠现状的统计分析及对策研究

高职教师在高职教育的健康发展中起着重要的作用。充分认识高职教师的职业倦怠现状,进而分析其对策是必要的。本文基于问卷调查的统计分析,初步探讨了高职教师职业倦怠的现状,并提出了解决的对策。     

Validation of a 'spurning scale' for teachers: the Chinese sample

The present study represents our continuing effort to validate a 'spurning scale' for teachers, based on a model of spurned helpers' reactions. Three approaches were used to examine the construct validity of the scale: the spurning scores of teachers working with more achieving students versus the scores of teachers teaching less achieving students; the relationships between the spurning scores and job satisfaction and turnover scores; and the relationships between the spurning scores and scores indicative of stress arising from interactions with one's students, and with one's supervisor. Serving teachers in Guangzhou (China) responded to a questionnaire containing the variables of interests. Overall, the results provided further evidence for the validity of the scale.     

Funny Students Cope Better: Patterns of Humor Enactment and Coping Effectiveness

Increasingly, college students are employed in jobs outside of class—and contend with additional stressors as a result—when they attempt to balance work and academic demands. Enacting humorous communication is one productive way to handle such stress. In a college student, the replication of the process of using humor to cope with job stress (i.e., higher humor orientation, HO) was associated with higher ratings of effectiveness, greater self-perceived coping effectiveness, and subsequently with higher job satisfaction. Path analysis demonstrated that, as the transactional theory would predict, students' trait HO influences their job satisfaction through its effect on heightened coping efficacy. Results indicated that, across two very different sample populations, college students and fully employed adults are extremely similar in the process and benefits of using humor to cope.     

Applying organizational orientations theory to employees of profit and non-profit organizations

Organizational orientations theory posits three traits (upward mobile, ambivalent, and indifferent) of employees in organizations that are associated with communication traits, temperament, and perceptions of supervisor source credibility. All of these are hypothesized to be associated with organizational communication behavior and organizational outcomes such as employee job satisfaction and motivation. Previous research employing undergraduate student participants has provided support for this theory. Results of the present research indicate that this theory can be applied to typical full-time employees in profit and nonprofit organizations. All studied relationships were found to generate statistically significant results, accounting for substantial variance in each relationship. These results indicate this theory can be applied to employees in a wide variety of organizations. Suggestions for broadening this theory and its application are provided.     

Leader Communication: Faculty Perceptions of the Department Chair

This project asked 202 randomly selected faculty members to evaluate the supportive and defensive communication and leadership behaviors of their department chair. The supportive behavior of problem orientation alone explained 43% of the variance in faculty ratings of chair job effectiveness. On the other hand, empathy explained 68% of the variance in faculty ratings of relational satisfaction with their department chair. In addition, a t test revealed that more effective chairs utilized all 6 of Gibb's supportive communication behaviors more, and 5 of 6 defensive behaviors less, than their more negatively evaluated peers. Second, a series of stepwise regression procedures explained 16% of the variance in bureaucracy scores, 69% of the variance in Machiavellianism, and 62% of the variance in transformational leadership. Finally, the communication behaviors of strategy, neutrality, and problem orientation explained 56% of the variance in faculty job satisfaction and strategy, neutrality, evaluation, gender, and age explained 41% of the variance in organizational commitment scores.     

高职院校应处理好学生学习与考证、求职的关系

文章提出了高职院校处理好学生学习与考证、求职关系的重要性,探讨了正确处理学生学习与考证、求职关系的途径和方法。     

图书馆群体成员结构分析

研究图书馆的群体结构对于人力资源的科学组织、利用,搞好读者服务工作,充分开发群体动力具有十分重要的意义,提出图书馆群体心理结构分析.     

Has the Swedish business sector become more entrepreneurial than the US business sector?

Recent studies document a 30-year decline in various measures of entrepreneurship in the U.S. Using detailed Swedish employer-employee data over the period from 1990 to 2013, we find young firms to be more prominent in the Swedish business sector than in the U.S. business sector. Young Swedish firms, aged five years or less, account for more than half of all firms during this period. We also observe an increase in Swedish entrepreneurial activity for start-ups. However, since the mid-2000s, job destruction rates for young firms have been increasing, which implies a declining employment share for younger firms. Moreover, most of the job creation by young firms occurs in the expanding service sector. We discuss different explanations for why Sweden appears not to have the same strong decline in entrepreneurial activity as the U.S. has had during the last two decades. We argue that one important explanation is the economic reforms that were implemented in Sweden in the 1990s that mitigated several hurdles to entrepreneurship.