A Note on the Use of Some Functions of Spacings in the Estimation of Common Scale Parameter of Several Symmetric Distributions

In this article, we consider the problem of best linear unbiased estimation and best linear invariant estimation of the common scale parameter of several symmetric distributions using some functions of spacings of all observations taken from individual samples. We also proved a sufficient condition for the non negativity of the common scale estimator obtained by the above method. Furthermore, we obtained necessary and sufficient conditions for the derived estimators to be constant multiple of the sum of first and last spacings of the pooled sample.     

高速铁路司机个性特征对工作绩效影响研究——以工作满意度为中介变量

高速铁路司机的工作绩效直接影响我国高速铁路的运行安全。以工作满意度为中介变量可以构建高速铁路司机个性特征与工作绩效关系模型,用以探讨高速铁路司机个性特征对工作绩效的影响。研究结果表明,高速铁路司机个性特征中的外向性因素直接正向影响关系绩效;开放性因素完全通过工作满意度负向影响关系绩效;责任感要素直接正向影响任务绩效,并在正向直接影响关系绩效的同时通过工作满意度间接影响关系绩效。神经质和宜人性要素则不对工作绩效产生影响。研究结论对于提高高速铁路司机工作绩效和安全管理具有重要意义。     

我国大学生就业市场研究状况综述

总结了近年来有关我国大学生就业市场的研究状况,发现研究主要集中在以下几个方面：大学生就业市场诚信缺失问题与对策;大学生就业市场营销问题研究;大学生就业市场的供求主体研究;如何建设和培育大学生就业市场等。在研究大量文献的基础上分析了有关我国大学生就业市场研究上取得的成就以及存在的不足。     

工作满意感与建言行为的关系探索:组织承诺的缓冲影响

工作满意感与建言行为之间关系看似简单、实则复杂,以往研究支持正反关系的观点都有,为了调和这一矛盾,本研究提出"U"型关系假设,并认为组织承诺对它们之间有着正向缓冲作用。以长三角地区17家国有企业的282名白领员工为样本,问卷研究结果没有支持"U"型关系假设,而发现两者成正向线性关系,情感承诺对两者之间具有正向缓冲作用。文章讨论了研究结果并对未来研究做了展望。     

The Effects of Task Clarification and Group Graphic Feedback on Early Punch-In Times

Task clarification in the form of workplace policy guidelines coupled with weekly graphic feedback of group punch-in times on the staff clock were presented to waitstaff, cooks, cash register clerks, dishwashers, buffet attendants, and hourly assistant managers in a restaurant sub-franchise. Clocking in early dropped from 130 min during baseline to 62 min per week during intervention. A 1-week return to baseline resulted in 189 min of clocking in early by restaurant personnel. The use of task clarification and group feedback reduced company expenses without reductions in job satisfaction or increased stress.     

Work-home interaction from a work psychological perspective: Development and validation of a new questionnaire,the SWING

Abstract

This paper reports upon an investigative study of stress in the Ambulance Service. The aims of the research were in part methodological and in part substantive. Methodologically, the study sought to validate as measurable constructs the perceptions of sources of stress reported by ambulance staff in response to questionnaire items. Substantively, it sought to identify these possible sources of stress and to measure the relationship between their perceived importance and such moderating variables as personality characteristics, length of service, and urban or rural location of operation and rank. Both aspects of the study are reported.     

Measuring the learning organization culture,organizational commitment and job satisfaction in the Lebanese banking sector

The growing interest developed around the learning organization concept and its impact on work-related outcomes in the West has not been matched yet in other parts of the world. The purpose of this quantitative study was to identify the relationships among the learning organization culture, employee job satisfaction and organizational commitment in the Lebanese banking sector. Results showed positive and significant correlations among the different variables but no interaction effect of the Lebanese social patterns.     

Exploring turnover intentions among three professional groups of employees

Abstract

Although considerable research effort has been devoted to understanding work attitudes, behaviours and outcomes regarding turnover intentions, little has been done to explore it across different professions. This study takes a step in this direction and examines the effect of affective commitment, job satisfaction and job performance on turnover intentions across three professions. To this end, we surveyed three professional groups of employees and managers: financial officers and social workers employed in the public sector and lawyers employed in the private sector. The results of these three studies show that turnover intentions vary across these professions. Social workers exhibit lower turnover intentions than financial officers and lawyers, who tend to exhibit high turnover intentions. In addition, we found that job satisfaction and affective commitment are negatively associated with turnover intentions, while no significant relationship was found to exist between job performance and turnover intentions. The implications of this study suggest that both researchers and practitioners should take into consideration not only the organizational context, but also the occupational context while exploring the process of voluntary turnover.