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Jean Lorrain 《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l\u0027Administration》1985,2(1):52-62
Dans le but d'expliquer la décision des gestionnaires de se syndiquer, un modèle théorique de la syndicalisation cadre a été élaboré et vérifié empiriquement auprès d'un échantillon de cadres de niveaux inférieurs (N = 185). Les variables à la base du modèle conceptuel sont la satisfaction au travail, la perception instrumentale des syndicats, les attitudes à l'égard des syndicats et de l'administration, et l'intention de se syndiquer. l'analyse du cheminement causal supporte partiellement le modèle théorique. Toutes les relations causales postulées par le modèle sont significatives à seuil de signification égal ou supérieur à 0,05, sauf la relation entre l'attitude à l'égard de l'administration et l'intention de vote et celle entre la satisfaction au travail et la perception instrumentale des syndicats. Les implications des résultats de cette recherche sur la problématique de la syndicalisation des gestionnaires et sur les sciences du comportement organisationnel font l'objet d'une discussion. Abstract To help explain why managers decide to unionize, a theoretical model of management unionization was established and empirically tested on a group of lower-level managers (N = 185). The basic variables of the conceptual model were job satisfaction, instrumental perception of unions, attitudes towards unions and management, and intention to unionize. The causal analysis partly supports the theoretical model. All cause-and-effect relationships postulated by the model attained a significance level greater than or equal to 0.05, except the relationship between attitude towards management and voting intentions and the one between job satisfaction and perception of unions. Discussed are the implications of these results on the issues of management unionization and organizational-behaviour sciences. 相似文献
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《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de lu0027Administration》2018,35(3):o57-o67
This study aims to assess whether trainees' errors orientation can influence their motivation to learn and their intention to transfer learning. Data were collected from 275 trainees participating in a corporate training program offered by a Canadian government agency. Results show that the concept of learning by error positively influences trainees' levels of motivation and their intention to transfer learning. Results also confirm the mediating role motivation plays between the concept of learning by error and the intention of transferring learning. Finally, results confirm the moderating role of social support on the relationship between motivation to learn and the intention to transfer learning. Practical and theoretical implications of these results are discussed. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd. 相似文献
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《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de lu0027Administration》2018,35(3):o17-o29
Experts are important actors of organizational control. Nevertheless, experience suggests that they must be controlled as well. This is particularly the case for traders in financial institutions. We first identify the limits of traditional control patterns when the managing the activities of experts is at stake. Hyperspecialization, which is the ability to act within different logics and multiple time horizons, suggests that multidimensional representations of these activities be adopted and made explicit, which has the potential to prevent such activities from turning problematic. By examining bank risks and conducting additional interviews with actors from bank trading services, we recommend that multiple components of complexity be preserved when dealing with expert‐related operational risks, instead of reducing this complexity to a single concept. Such an approach implies to turn back expertise against itself. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd. 相似文献
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