The Cultural Specificity of Management Constructs: An Empirical Examination

The management literature reports on numerous studies examining relationships among the variables of job satisfaction and organizational commitment, and more recently organizational character, organizational citizenship behavior, and propensity for participative decision making. The present study empirically examines relationships among these constructs among Egyptian managers. Although general support was demonstrated for the previously validated scales, the evidence suggests that these constructs are culturally specific and must be redefined, especially in emerging countries. Further, findings support some, but not all of the conclusions typically reached in existing studies of Western managers. This revised version was published online in August 2006 with corrections to the Cover Date.     

Warr's scale of job-related affective well-being: A longitudinal examination of its structure and relationships with work characteristics

The aims of this 3-year follow-up study among Finnish managers (n=615) were first, to test the theoretically-based structure of the job-related affective well-being scale (Warr, 1990b), and second, to examine the linear and curvilinear longitudinal associations between work characteristics and job-related affective well-being. Confirmatory factor analysis showed that the hypothesized four-factor model best described the structure of the job-related affective well-being scale; that is, the scale included four interrelated factors of job-related anxiety, comfort, depression, and enthusiasm at both measurement times. Structural equation modelling showed that high feelings of comfort at work were longitudinally associated with a positive perception of the supportiveness of the organizational climate, after controlling for sense of coherence. Conversely, the work characteristics included in this study (job control and supportive organizational climate) did not serve as antecedents of job-related affective well-being during the follow-up. In addition, there were no cross-sectional or longitudinal curvilinear associations between work characteristics and job-related affective well-being: associations were found to be linear. We conclude that (a) Warr's scale of job-related affective well-being is best conceptualized as consisting of four interrelated dimensions whose factor structure is (b) highly stable across a 3-year time interval.     

成语语义的发展演变

成语语义的发展演变与词不尽相同。它除了人们通常论及的扩大和缩小外,较多的存在着词义类别的转移、感情色彩的升降等现象。这一特点又都是由成语的性质决定的。本文试图对成语语义演变的情况作较全面的分析。     

第二语言习得者获得不同习得能力的原因

许多情况下 ,具有相同外部学习条件的第二语言学习者却获得不同的习得能力 ,本文主要从语言输入及情感过滤两个不同角度论述其产生的原因。     

基于顾客承诺的IT业品牌忠诚形成机制研究

针对"顾客满意悖论"现象,引入心理学中的承诺机制,探讨了顾客满意、顾客信任和顾客承诺对品牌忠诚度的递推影响作用。研究发现,顾客满意、顾客信任不仅对品牌忠诚有直接的影响,还通过顾客承诺的中介作用间接影响品牌忠诚。由此,欲建立品牌忠诚的企业,不仅要强调顾客满意和顾客信任,还要提高顾客情感承诺和持续承诺,通过增加顾客转换成本和情感依赖,获得品牌忠诚,降低客户流失。     

企业员工工作不安全感与组织承诺—— 领导——部属交换关系的调节效应研究

工作不安全感是工作中的一项重要压力来源,将导致员工一系列消极的组织态度与行为,因此对调节工作不安全感影响效应的相关变量的探索是近期该领域的研究热点。本文运用问卷调查法和调节层级回归分析方法,着重考察了领导—部属交换关系在工作不安全感与组织承诺之间的调节效应。研究结果表明:在质量性工作不安全感对情感承诺的消极影响中以及数量性工作不安全感对继续承诺的积极影响中,领导—部属交换关系均起到了正向的调节作用。     

Social Support,Unfulfilled Expectations,and Affective Well‐being on Return to Employment

We conducted a longitudinal study to investigate how social support from the partner is related to mothers' affective well‐being during their return to employment after maternity leave and whether expectations of that support have an additional impact. We differentiated four forms of support and their respective expectation discrepancies: emotional, instrumental, informational, and companionship. Further, we included the impact of meeting specific support expectations. A convenience sample of 288 women filled out questionnaires 2 weeks before reentry and then 1 month and 2 months afterward. Social support was associated with well‐being, with emotional support having the strongest positive impact. Informational and instrumental support either were not related or were negatively related to affective well‐being. Expectations had an additional influence but were inconsistently associated with affect. They became more important over time.     

Child welfare agency climate influence on worker commitment

This research focuses on understanding the relationship of organizational climate to commitment for child welfare workers in private, non-governmental organizations. Commitment is measured as a latent construct of agency investment derived from Landsman's study (2001). Agency investment includes measures of workers' time, cost, and emotional difficulty for changing their line of work. Organizational climate is embedded in Parker et al. (2003) modification of James and colleagues' theory of primary domains of work environment perceptions. Parker's Psychological Climate survey measured organizational climate. Four hundred forty-one workers in three not-for-profit agencies under contract with the public child welfare system were sampled. Autonomy, Challenge and Innovation were significantly associated with agency investment. This indicates that worker perceptions of having job autonomy, the job being challenging, and the organization as innovative predict greater job commitment.     

RCEP关税调整及其对区内贸易的影响

为分析RCEP对RCEP自贸区内货物贸易的影响,以中国的进口关税为切入点,结合2000～2013年中国海关进口数据和2005～2014年WITS关税数据,研究RCEP关税削减产生的影响。研究认为,根据中国对其他RCEP成员国的关税承诺,进口自贸区内90%的产品将最终实现零关税,其中来自日本、韩国的进口商品将得到比其他RCEP成员国更大幅度的关税削减或免除; 日本和韩国的中间品、消费品,澳大利亚和新西兰的资源密集型产品,东盟国家的技术密集型中间品、资源密集型中间品,均将随着关税削减而增长; 中国与RCEP国家间的产业内分工将进一步深化,产业间贸易也将为满足消费者的需求提供更丰富的选择。     

国防生专业承诺的实证研究与分析

国防生是一种应加强军队现代化建设要求而产生的人才培养方式。结合国防生毕业时不担心就业、未来专业直接应用程度不高、学习压力较小等特点,本研究从专业承诺、职业决策自我效能感和学习倦怠三个变量出发,采用相关分析、方差分析、回归分析等统计方法对三者关系进行探讨。研究结论：国防生的专业承诺处于中等水平;学习倦怠是职业决策自我效能感影响专业承诺的中介变量,起到完全中介的作用。