Training and organizational commitment: exploring the moderating role of goal orientation in the Lebanese context

In this study, we investigated the impact of organizational training on organizational commitment and whether goal orientation moderates the relationship between training and commitment. The sample consisted of 124 employees from different industries in the country of Lebanon. Multiple regression and hierarchical moderated regression were used to test hypotheses. The results of the analysis showed that training has a significant effect on organizational commitment. Moderation analysis showed that the relationship between training and affective commitment was stronger for individuals who had higher levels of learning goal orientation. Performance goal orientation failed to moderate the relationship between training and affective commitment. Ultimately, this suggests that advanced training offered to individuals with performance goal orientations may not necessarily increase their commitment to their employer, in contrast to individuals with learning goal orientations. Theoretical and management implications in the context of Lebanon are proposed.     

知识型员工职业召唤、职业承诺与工作态度关系研究

对中国情景下知识型员工的职业召唤对组织承诺、工作满意度、离职意愿等工作态度的影响以及职业承诺在职业召唤与上述工作态度的中介作用进行实证检验。基于自我决定理论和已有关于召唤的相关研究结论,提出职业召唤-职业承诺-工作态度的关系假设模型,并以981位国有、民营及外(合)资企业的知识型员工作为研究对象,通过结构方程建模进行实证检验。研究结果表明,中国情景下知识型员工的职业召唤对组织承诺、工作满意度和离职意愿均有显著正向影响,职业承诺完全中介职业召唤与工作满意度和离职意愿的关系,部分中介职业召唤与组织承诺的关系。在中国情景下验证西方关于职业召唤的研究结论,结果表明职业召唤的培养对企业知识型员工的职业承诺、组织承诺和工作满意度均具有十分重要的作用,为职业召唤理论在中国情景下的验证和完善以及知识型员工的管理理论和企业实践提供新的视角。     

Career Commitment as a Complex Moderator of Organizational Commitment and Turnover Intention

This study investigated the moderating role ofcareer commitment on the relationships betweenemployees' perception of company practices andorganizational commitment, and between organizationalcommitment and turnover intention. Using a sample of 225researchers from eight business-related researchinstitutes in Korea, it was found that (1) careercommitment was perceived as distinct from the twodimensions of organizational commitment (affective andcontinuance) by Korean researchers; (2) careercommitment moderated the effect of employees' perceptionof supervisory support on affective commitment; and (3) career commitment also moderated the effect ofaffective commitment on turnover intention. Thepractical and conceptual implications of these resultsare discussed.     

理性经济人假定的制度规范性分析

从理性经济人的行为假定出发,必然的逻辑结论是：无论生产是否社会化、产品的消费是否有可分性、排他性,建立在彻底的私有产权制度基础上的市场经济是最理想的社会经济制度。因此,理性经济人是一个具有明确制度规范意义的分析假定。但这不是一个合理的理论抽象,它难以说明人的需求的形成及其发展,以及它和社会历史环境之间的互动关系。这导致了新古典经济学成为一个虽精致却又严重封闭的体系。     

在规范和事实之间:话语中的非营利组织研究

非营利组织是与营利组织和政治组织并立的一种组织类型.围绕"全球结社革命"、非营利组织的功能、非营利组织的模式、非营利组织的制度建设和能力建设以及社会服务与社会管理等问题,对国内外相关研究成果进行了简要的叙述、分析和评价.可以发现,非营利组织研究存在三种取向:规范取向、事实取向和行动取向.这三种取向具有一定的互补性,但内部以及相互之间存在着范式的冲突.     

Optimal Contracts when Enforcement is a Decision Variable

This paper analyzes choice‐theoretic costly enforcement in an intertemporal contracting model with a differentially informed investor and entrepreneur. An intertemporal contract is modeled as a mechanism in which there is limited commitment to payment and enforcement decisions. The goal of the analysis is to characterize the effect of choice‐theoretic costly enforcement on the structure of optimal contracts. The paper shows that simple debt is the optimal contract when commitment is limited and costly enforcement is a decision variable (Theorem 1). In contrast, stochastic contracts are optimal when agents can commit to the ex‐ante optimal decisions (Theorem 2). The paper also shows that the costly state verification model can be viewed as a reduced form of an enforcement model in which agents choose payments and strategies as part of a perfect Bayesian Nash equilibrium.     

论规范伦理与德性伦理的复杂关系

规范伦理与德性伦理是伦理学理论和现实道德生活的重要内容。规范伦理与德性伦理的逻辑关系主要有一体两面关系、相互需要相互支持的关系、相互离异的关系、相互转化的关系以及功能与价值关系。规范伦理与德性伦理的现实关系除包含二者逻辑层面关系的内容外,还有一个特殊方面,就是规范伦理与德性伦理的功能与价值关系要在历史的发展中（伦理思想史与道德生活史）以动态的方式双重地呈现出来。     

技术的“本体论承诺”

蒯因在论述本体论问题时,认为要区分何物实际存在及我们说何物存在,后者即"本体论承诺"的问题。从"本体论承诺"的角度理解技术,有助于我们更全面地回答"技术是什么"技术哲学中这一基本问题,对我们看待"经验转向"和打开"技术黑箱"也有一定的理论意义。     

导游人员组织承诺与离职倾向关系实证研究——以广东佛山为例

采用SPSS13.0软件对问卷调查的统计数据进行因素分析、相关分析和回归分析,结果显示导游人员的组织承诺与离职倾向之间存在着显著的负相关关系,感情承诺和经济承诺对离职倾向有显著的预测性。为此,旅行社应着重实行＂以人为本＂的管理方式,提高导游人员的感情承诺,设计合理的薪酬体系,提高导游人员的经济承诺,达到降低导游人员离职率的目的。     

涉农企业员工组织承诺与敬业度关系的实证研究

已有人的组织承诺和敬业度量表为基础,通过对涉农企业员工的深度访谈,设计涉农企业员工组织承诺和敬业度的调查问卷。运用多元统计技术,通过因子分析得出涉农企业员工组织承诺包含理想承诺、继续承诺、情感承诺和机会承诺4个构面,敬业度包括组织认同、责任心、活力、工作努力、任务聚焦、专注、价值内化等7个构面。就涉农企业员工组织承诺对敬业度的影响作了回归分析,发现理想承诺、情感承诺、继续承诺3个因子对敬业度的7个维度有不同程度的显著影响。