The mediating effect of organizational commitment and employee empowerment: how transformational leadership impacts employee knowledge sharing intention

This study examined the underlying process through which transformational leaders provide an influence on employees’ knowledge sharing intention by concentrating on mediating roles of psychological empowerment and employees’ commitment to organizations. The direct and indirect impacts of transformational leadership on knowledge sharing were explored. In order to test the proposed hypotheses, structural equation modelling analysis was conducted with a sample of 426 full-time employees in South Korea. The results of this study showed a significant direct effect of transformational leadership on psychological empowerment and organizational commitment, which in turn had a significant influence on employees’ knowledge sharing intention. Transformational leadership had only an indirect effect on knowledge sharing intention among employees. These results bring out the importance of mediating roles of employee’s attitudes, especially organizational commitment, for promoting knowledge sharing intention among employees.     

Having It All? Women in High Commitment Careers and Work–Life Balance in Norway

The question if, or how, women can 'have it all' — high commitment career, partner and children — is regularly debated in popular media internationally. Drawing on qualitative research, this article examines work–life balance (WLB) for women in high commitment careers as politicians and non‐executive directors on corporate boards in Norway. Norway is lauded as one of the most gender equal countries in the world and in theory at least it is therefore a highly enabling environment for women to combine career and family. The article considers the WLB challenges women politicians and directors encounter and what types of WLB support — national, workplace and household level — are important for them in order to mitigate the potential strain caused by work–family conflict. This article's contribution is in highlighting the competing and sometimes contradictory policies, practices and discourses at multiple levels that surround WLB and the gendered social expectations of women in Norway who apparently 'have it all'.     

组织支持感与工作投入的曲线关系及其边界条件

作为一种工作资源,组织支持感是员工工作投入的重要预测变量。但是,基于社会交换理论,组织支持感也可能增加员工角色外的投入、减少对工作角色的投入。在一定条件下,组织支持感与工作投入可能存在非线性的关系。采用302名证券行业员工问卷,考察组织支持感与工作投入的曲线关系,进一步探索情感承诺对该曲线关系的调节作用。在检验共同方法偏差的基础上,采用多项式回归对研究假设进行检验。研究结果表明,在控制员工的情感承诺后,组织支持感与工作投入呈显著U形曲线关系。情感承诺显著调节组织支持感与工作投入的曲线关系,即情感承诺高的员工,组织支持感与工作投入呈U形曲线关系;而情感承诺低的员工,组织支持感与工作投入呈显著线性关系。总体而言,研究结果进一步支持组织支持感对工作投入潜在的负面影响,尤其是具有高情感承诺的员工其感知到的组织支持只有超过一定水平后才会对工作投入产生积极的影响。     

思想政治教育中的情感互动功效探析

本文论述教育者与教育对象的积极情感互动,具有独特的环境感染、动机激励、认知调节、利益抉择、人格导向和人际润化功效。     

基于就业能力视角的新生代农民工组织承诺管理

新生代农民工已经成为农民工中的主力军,由于自身特点及企业支持的缺乏,他们的流动率极高,给企业造成管理混乱的同时也不利于自身就业能力的提高。企业应该提高他们的人力资本、社会资本及心理资本以提升其就业能力,从而增加组织承诺。     

General Statement of Ethical Principles and Guidelines

Objective: The authors examined the effects of relational commitment (high commitment versus low commitment) and relationship maintenance goals (high threat versus low threat) on decisions to request the use of a condom. Methods: The authors conducted a 2-part study using a survey of responses to hypothetical scenarios and decisions in actual relationships. Results: Results indicated that people with high relational commitment were less likely to request a condom than were people with low relational commitment. People who perceived threats to relationship maintenance goals if a condom was requested were less likely to request a condom than were people who did not perceive threats to relationship maintenance goals. Conclusions: Findings from this study highlight the influence that relational threats and commitment levels have on condom use decision making.     

组织内成员间知识共享的影响因素研究

采用问卷调查法对5个组织(包含270个成员)进行了调查,从知识贡献和收集2个角度探讨了知识共享系统机制.研究结果表明:个体知识共享的成本和收益因素对知识贡献与知识收集有阻碍作用或促进作用;组织情感承诺能够对外在性成本与收益因素、知识贡献与知识收集之间关系起到减弱调节作用;知识权威丧失是阻碍知识贡献的重要影响因素.     

承诺交易中的不确定性:最优责任水平与保险机制

在现实世界中,由于交易过程存在不完全信息,承诺交易往往具有不确定性,可能会导致交易无法顺利进行.引进保险机制,可以为交易实现最优责任水平提供保障机制,从而解决交易双方的最优责任分配问题,实现帕累托改进.主要分析保险机构的介入机制,通过建立模型,论证保险机制的有效性,并使之扩展到各个应用领域.     

Affective lexicons and indigenous responses: therapeutic interventions in social work practice with Chinese immigrant elders

This article discusses social work practice with a group of Chinese‐speaking immigrant elders in New York City who favour the use of traditional affective lexicons that communicate distress in oblique, metaphorical and somatic forms. It examines the therapeutic values of the social workers' indigenous responses, as shaped by their intuitive understanding of the latent emotional content of communication within the cultural context. The discussion affirms the importance of the emotional connection between worker and client, invariably shaped by language, cultural norms, and individual proclivity, as the universal substrate of cross‐cultural social work practice.

本文讨论关于针对一群移居纽约市但仍然喜欢以传统中文词汇， 隐喻等沟通的华语长者的社会工作实务。本文也探索了社会工作者的本土反应包括:通过理解语言背后的文化脉络， 从而认识当事人的潜在情绪等在治疗学上的价值。本文申明了社会工作者与当事人之间情感联系的重要性， 而这种联系往往是由跨文化社会工作底下的语言和文化规范等塑造而成的。