The effects of integrating service learning into computer science: an inter-institutional longitudinal study

This study is a follow-up to one published in computer science education in 2010 that reported preliminary results showing a positive impact of service learning on student attitudes associated with success and retention in computer science. That paper described how service learning was incorporated into a computer science course in the context of the Students & Technology in Academia, Research, and Service (STARS) Alliance, an NSF-supported broadening participation in computing initiative that aims to diversify the computer science pipeline through innovative pedagogy and inter-institutional partnerships. The current paper describes how the STARS Alliance has expanded to diverse institutions, all using service learning as a vehicle for broadening participation in computing and enhancing attitudes and behaviors associated with student success. Results supported the STARS model of service learning for enhancing computing efficacy and computing commitment and for providing diverse students with many personal and professional development benefits.     

体育倾向性的结构和量表编制

运用访谈、开放式问卷等方法,构建了居民体育倾向性的理论维度,据此编制了体育倾向性量表。对量表进行探索性因素分析和验证性因素分析后表明,体育倾向性主要由情感体验、体育态度、主观规范、主观控制感4个因素构成。体育倾向性量表具有良好的信度与效度,可以作为评定居民体育倾向性的工具。     

Relationships between met-expectation and attitudinal outcomes of coaches in intercollegiate athletics

The purpose of this study was to examine direct and indirect relationships between met-expectation and coaches’ attitudinal work-related outcomes (job satisfaction and organizational commitment) through the mediating effects of perceived organizational support. A total of 260 coaches at National Collegiate Athletic Association (NCAA) Division I, II, and III institutions in the United States participated in the online survey. The results of structural equation modeling (SEM) indicated full mediation of perceived organizational support between met-expectation and job satisfaction and partial mediation of perceived organizational support between met-expectation and organizational commitment. In addition, the results of multiple group SEM revealed distinct paths between high profile sports and non-high profile sports. Met-expectation had only indirect relationships with job satisfaction and organizational commitment through perceived organizational support for coaches in high-profile sports. However, met-expectation had both direct and indirect relationships with organizational commitment for coaches in non-high profile sports. The results generally support the effects of met-expectation on coaches’ attitudes, which highlights the importance of clear expectations for coaches and their immediate supervisors.     

Toward an institutional theory of escalation of commitment within sport management: A review and future directions

Over the past decade, escalation of commitment theory has gained traction and relevance in the sport management literature. The purpose of this paper was to review the current progress of escalation of commitment research within sport management and provide a new perspective for evaluating and researching potential cases of escalation within sport contexts. To this end, the authors proposed a model that accounts for the different institutional logics that likely impact decision-making and evaluations of success. Consistent with previous research of institutions, the authors contend that the perceptions and attached meanings to courses of action should be accounted for when examining escalation of commitment. The implications of this approach and how it addresses shortcomings of previous research are detailed. Finally, the authors provide suggestions for future research of escalation of commitment in sport contexts.     

组织承诺综合形成模型的验证研究

本文在组织支持、人—组织匹配、组织公平、社会比较等组织承诺形成模型的基础上 ,以社会交换理论为框架 ,提出了一个综合的模型 ,并通过结构方程等统计分析技术对该模型假设进行了验证     

高校教师组织承诺现状研究

教师的组织承诺是反映教师对学校及学校目标的认同,以及希望维持学校成员身份的一种心理现象。关于高校教师组织承诺的研究采用问卷调查的方式,对广州地区七所高校进行了调研,通过对问卷的处理分析,得出了高校教师组织承诺现状的基本结论。     

不同组织文化中支持性人力资源实践对组织承诺的影响

通过对228家企业的实证研究发现,团队型组织文化中,支持性人力资源实践对员工感情承诺有显著影响;控制导向的组织文化（官僚型和理性型）中,支持性人力资源实践对员工继续承诺有显著影响;内部导向的组织文化（团队型和官僚型）中,支持性人力资源实践对员工规范承诺有显著影响。     

品牌社群特征维度、顾客归属感与忠诚感研究——基于中国电信行业的实证数据

在国内外文献回顾的基础上,构建用于解释品牌社群特征维度、社群归属感和社群忠诚感之间关系的结构模型,揭示品牌社群本身对社群忠诚的初始驱动。以中国电信行业三大社群的成员为对象收集样本数据,利用L is-rel8.70等软件对数据和结构模型进行分析和检验。检验结果表明:品牌社群特征维度驱动顾客忠诚,其中社群的共同意识直接和间接地驱动社群忠诚感,核心消费者、传统与仪式和道德责任则通过社群归属感间接影响顾客忠诚感的形成。     

员工组织政治知觉的情感反应与行为回应——研究分歧及整合

对组织政治知觉与员工情感反应和行为回应研究中存在的分歧进行归纳与分析,并运用自我复杂理论对这一分歧进行了整合。通过对现有文献的梳理发现:相对于自我复杂性低的员工,自我复杂性高的员工更有能力认识和有效处理由组织政治所引发的情感反应,且自我复杂性的高低性差异也给员工不同的行为选择提供了很好的解释。     

承诺型人力资源实践与知识共享的作用机制研究——组织内社会资本中介作用的实证检验

人力资源实践是促进知识共享的有效策略,但已有的研究并没有揭示人力资源实践与知识共享的作用机制。引入组织社会资本作为中介变量验证承诺型人力资源实践对知识共享的影响。对72家企业的632名员工的实证分析结果表明,承诺型人力资源实践与知识共享显著相关,并且组织内社会资本在两者之间起部分中介作用。