幼儿园园长领导风格对幼儿教师组织承诺和创造力影响的实证研究

探讨园长领导风格、幼儿教师组织承诺与创造力的关系,在426份幼儿教师及20名园长问卷数据的基础上,利用线性回归模型探讨直接影响,结构方程模型探讨中介效应。研究发现:园长变革型、交易型领导风格正向预测幼儿教师组织承诺,园长变革型、交易型领导风格正向预测幼儿教师团队创造力,幼儿教师团队创造力正向预测幼儿教师组织承诺,幼儿教师组织承诺在园长领导风格对幼儿教师团队创造力的影响发挥中介效应。幼儿园中应当注重发展包容变革的领导风格,提高幼儿教师组织承诺与工作稳定性,多方面发力发挥幼儿教师团队创造力。     

基于学生情感发展的德育新探索

本文以教育目标分类学理论中的情感目标理论为研究基点,以当今现代社会的迅猛发展所产生出来的种种情感新观为背景案例,试图在人类情感形成的规律中探索提升德育有效性的办法,并以此指导德育工作者如何根据学生的情感发展变化进行适时、适量的思想道德教育活动,以期构建出契合学生情感发展的德育新模式。     

论欧盟反垄断承诺的比例原则与自由裁量权

承诺制度作为欧盟反垄断执法的一个重要工具,主要的优势体现比一般裁决更快地恢复市场竞争以及节约执法成本。而这种便捷的背后也带来一定的局限性,不用实际去发现侵权行为和通过"谈判和解"的方式可能会降低反垄断执法的威慑力,同时也赋予了欧盟委员会广泛的自由裁量权,使得执法产生任意性和范围的模糊性等问题。通过构建自由裁量权的合理性内核,在内容上考虑"比例性原则"以及"损害原则"的影响,使得救济的选择具有合理性和必要性,完善了承诺制度的架构。     

Exploring the effect of national cultures on organizational commitment of bicultural employees

Many organizations today operate globally and employ a significant number of bicultural employees. Consequently, it is extremely important to conduct research that furthers our understanding of bicultural employees in an organizational context. In addition, research that furthers our understanding of an employee attitude such as the organizational commitment of bicultural employees will have practical significance for organizations seeking to maximize employee commitment. This paper presents two profiles of biculturals based on predominant identification to individualist or collectivist national cultures and offers rationale to support the premise that organizational commitment will differ between collectivist and individualist biculturals. Exploring the national cultural dimensions of organizational commitment of bicultural employees as conceptualized in this paper provides human resource development (HRD) an excellent opportunity to research these two constructs that significantly impact organizational outcomes.     

大学生专业承诺、学习投入与学业成就关系的研究

对557名大学生进行问卷调查,考察大学生专业承诺、学习投入与学业成就的关系,结果表明：大学生专业承诺与学习投入处于中等水平,专业承诺得分从高到低依次是规范承诺、情感承诺、理想承诺和继续承诺．学习投入得分从高到低依次是情绪投入、认知投入和行为投入;专业承诺、学习投入各因子与学业成就存在中等程度的正相关,情感承诺、理想承诺、继续承诺与情绪投入均能正向预测学业成就;情绪投入在情感承诺、理想承诺和继续承诺与学业成就的关系中起完全中介作用。     

Quality Assessment Study of Brief Psychotherapy at a University HMO Setting

Abstract

This paper describes the results of a short-term psychotherapy (four to fifteen sessions) quality assessment study conducted at the University of Massachusetts Mental Health Service. The outcome measures devised and the process of their administration are described. The positive outcome results of this study are encouraging and supportive of the impression that high quality brief psychotherapy can be provided at university counseling services. Student and health maintenance organization (HMO) member consumer evaluation opinions were positive and their utilization of services was found to be psychologically sophisticated and appropriate. A frequency table lists the most common presenting problems of this population. Practical modifications are suggested for future quality assessment research of brief psychotherapy.     

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment

ABSTRACT

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and N = 489, respectively) from social workers in nonprofit social service organizations in Israel in 2001 and 2002. In general, the results show that perceived (construed) external prestige results in higher employee commitment and satisfaction, which, in turn, leads to lower levels of intention to leave the organization. The implications of these findings for research on organizational image and employee commitment are discussed, with particular emphasis on social workers in nonprofit social service organizations.     

The association of affective and continuance commitment with correctional staff life satisfaction

Previous research suggests that life satisfaction is a stronger predictor of job performance than job satisfaction, and life satisfaction is negatively associated with absenteeism and a desire to retire early. Despite the fact that employees with high life satisfaction are essential for organizations’ optimal efficiency, little empirical research exists to determine the individual and workplace factors that shape and maintain high correctional staff life satisfaction levels. This study investigates the impact of two types of organizational commitment, continuance and affective, on correctional staff life satisfaction at two Midwestern prisons, one private and one public. Continuance commitment was negatively related and affective commitment was positively related with life satisfaction for staff in both prisons. Possible methods to increase affective commitment and life satisfaction for correctional staff are discussed.     

Attitudes Toward Divorce,Commitment, and Divorce Proneness in First Marriages and Remarriages

A random multistate sample of married individuals (N = 1,931) was used to explore whether more positive attitudes toward divorce and weaker commitment to marriage may contribute to the greater instability of remarriages than first marriages. Remarried adults, whether or not they brought children from a previous union into the remarriage, reported marital quality (happiness and conflict) equal to those in first marriages. They also reported more positive attitudes toward divorce, which were associated with higher divorce proneness (i.e., thinking about and taking actions toward divorce). Marriage type interacted with marital quality to predict divorce proneness, such that the association between low marital quality and divorce proneness was stronger for remarried individuals than for those in first marriages. This suggests that remarried adults may be more likely than adults in first marriages to take steps toward divorce when experiencing marital distress, possibly reflecting a weaker commitment to marriage.