军校大学生身体意象特点的研究

目的:本研究旨在对当代军校男大学生的身体意象进行考察,发现男大学生对于身体意象的整体特点和发展变化规律,为军校大学生建立积极的身体观提出建设性的意见。方法:采用身体自我描述问卷对天津地区某军校300名大学生进行测试,用SPSS软件对数据进行统计分析。结果表明:1不同年级的军校大学生在身体意象的健康、体育活动、身体肥胖、运动能力、灵活这五个方面存在显著的差异;2战士和学员在协调、运动能力以及整体身体三个维度上存在着显著的差异;3城市和农村的军校大学生在运动能力方面差异显著,相比城市大学生而言,农村大学生的运动能力更强。     

大学生身体自我研究述评

采用文献分析法,对我国近年来发表的有关大学生身体自我的研究文献进行了分析,从概念、研究方法、发展特点、锻炼的影响效益等方面进行了述评,并提出了我国大学生身体自我研究今后努力的方向。     

体育运动参与者在运动行为变化阶段的身体自我概念与自我效能感的关系研究

以体育运动参与者为研究对象,了解运动行为变化阶段所带来的身体自我概念与自我效能感的关系。对杭州市272名20岁以上的成年男女使用了运动行为变化阶段问卷,身体自我概念问卷和自我效能感问卷。通过数据分析得出:第一,分析了运动行为变化阶段身体自我概念,自我效能感的差异,发现身体自我概念的下位因素——体脂/瘦身、外貌、健康、身体活动、柔韧性、耐力、肌肉在维持阶段表现较高,自我效能感也保持阶段较高。第二,分析了运动行为变化阶段对身体自我概念和自我效能感的影响;在准备阶段,身体自我概念的体活动和肌肉产生显着影响。     

形体训练对职业中专女生身体自尊的影响

身体自尊是指个体对于运动能力、身体外貌吸引力、身体适应性及健康质量的自我评价,结合我校形体训练课程女生的PSPP身体自尊量表测试结果,就形体训练对职业中专女生身体自尊的影响及其原因作了简要的探讨与思考。     

导师指导关系类型及其在未来工作自我与主动职业行为间的调节作用:一个潜在剖面分析

本研究将“个体中心”视角引入到指导关系研究中,采用潜在剖面分析探索了企业员工的指导关系剖面.对381份企业员工的问卷数据进行分析,发现指导关系存在三个剖面:疏离型、职业支持型和亲密型.这三个剖面代表三类群体,这些群体不仅包括量化差异,也包括质性差异.本研究进一步地将指导关系剖面应用于调节效应分析,以探讨未来工作自我清晰度与主动职业行为之间关系在不同群体中的差异.结果显示:在疏离型群体中,未来工作自我清晰度对主动职业行为的正向预测作用不显著;在职业支持型和亲密型群体中,未来工作自我清晰度显著正向预测主动职业行为.     

现代企业对工商管理人员职业能力的需求调研

工商管理人员是现代企业重要的人力资源,其所具备的职业能力对于企业的长远发展具有至关重要的作用。基于此现状,本文以现代企业的需求为导向,对工商管理人员职业能力进行调研和分析,力求促使工商管理人员职业能力符合现代企业需求。     

西安市老年人身体锻炼迷瘾现状调查

身体锻炼是老年人生活的重要组成部分,但对于身体锻炼对心理健康产生的副作用则缺乏认识。通过对西安市老年人身体锻炼迷瘾的现状进行调查,发现身体锻炼迷瘾现象较为严重,且在年龄、性别、锻炼方式之间存在显著差异。主管部门应坚强对老年人身体锻炼的科学指导,科学锻炼。多开展适合老年人的娱乐活动,分散锻炼者的注意力,消除效应,对于促进老年人的身心健康发展具有重要的社会意义。     

中学生篮球运动中身体对抗的自我保护

篮球运动是中学体育教材中的主要内容,是学生喜闻乐见的运动项目。篮球运动身体接触频繁,尤其是在篮球比赛中,对抗性强,运动技术复杂,在完成动作及技能时难度大。这些特点,对学生身体容易造成伤害,运动损伤易于频发。因此,在篮球比赛过程中采取有目的、有针对性的措施,加强自我保护的意识,能够有效地防止运动损伤的发生。     

大学生身体自我观念与体育教学干预方式的运用

运用文献资料法、逻辑分析等方法,探讨了大学生身体自我观念的基本特点、影响要素以及对体育行为的积极作用,提出了体育教学干预方式运用的几点建议,以求能为体育教学实践有所帮助。     

高校毕业生生命意义感对职业决策自我效能感的影响研究

为探讨职业决策自我效能感与生命意义感之间的关系,本研究采用生命意义感量表和职业决策自我效能感量表对539名高校毕业生进行问卷调查,数据分析表明：(1)高校毕业生拥有中等水平的生命意义感,但其职业决策自我效能感水平较差;(2)性别在职业决策效能感上存在显著差异,具体为男生好于女生;(3)生命意义感和职业决策自我效能感呈正相关关系,并能有效预测职业决策自我效能感。     

Employee affective and behavioral reactions to the spatial density of physical work environments

This field study of a medical clinic found that employees in spatially dense work areas (i.e., those with little space available per person) experienced higher levels of perceived crowding, transfer intentions, and tardiness, as well as lower work area satisfaction, than employees in low‐density areas. Crowding perceptions explained the relations between spatial density and the measures of work area satisfaction and tardiness. Finally, when employees had high workloads and their jobs required physical movement, spatial density had weaker relations to crowding perceptions and area satisfaction than in other conditions. Implications of these findings for human resource practitioners are discussed. © 2005 Wiley Periodicals, Inc.     

The self-employed without employees—autonomous or atypical?

The 1980s and early 1990s have witnessed a substantial growth in the self-employed component of the national labour-force. Of these, around two-thirds are one-person businesses without employees. This article identifies an occupational grouping which occupies a position at the extreme point on a continuum of small business independence, virtually indistinguishable from that of employees.     

企业员工职业化的内涵和特征

企业员工职业化内涵的界定,引起了企业界人士和学者的广泛关注。职业化既是一种状态,也是一个过程。对企业员工职业化状态或程度的评价,包括视角、行为、理念三个层次以及外表、知识、技能、态度、职业价值观五个要素。职业化的状态意味着企业员工应该在这五个方面分别符合相应的标准,职业化的过程则具有基于个人体验、受外部环境影响以及可被干预三个主要特征。     

物理环境对工作绩效的影响分析

文章通过对物理环境进行定义、分析，将其与现实员工绩效相联系，试图说明物理环境对员工的绩效具有影响力。     

Entrepreneurial dynamics of the self-employed and of firms: a comparison of determinants using Spanish data

Entrepreneurship is viewed at either an individual level (self-employment), or a firm level (firms’ creation) phenomenon. We also observe the self-employed and firms that hire employees and grow, and others that do not. This paper theorizes occupational and firm-creation decisions and uses Spanish data on industry, region and time to compare entrepreneurial indicators based on official statistics of the number of self-employed individuals and of the number of firms, both with and without employees. The results show that there are important differences in the patterns of the determinants of growth rates in the self-employed and in firms and, within each of them, between those that hire employees and those that do not. We establish sound arguments to recommend the highest level of disaggregation possible in entrepreneurship studies.     

A model of public sector wage determination

The paper presents an empirical model of wage determination in the public sector that leads to the specification of a system of interrelated wage equations for municipal employees, which allows for occupational and geographic interdependence of wages. The model also considers the influence of public employee unions, municipal government form, and monopsony power of local governments on the wages of municipal employees. Several variants of the derived system of equations are estimated based upon 1967 cross-section data for 478 cities, and the policy implications of the results are discussed.     

基于企业文化视角探讨员工忠诚与个人发展

员工忠诚是员工对企业行为忠诚和态度忠诚的统一,指员工对企业的认同和竭尽全力的态度与行为。员工发展计划是对员工个人职业活动中的一系列可能的发展趋势进行设想和规划。员工忠诚与个人发展互为条件和前提,员工只有忠诚,才能赢得发展;反之,企业只有帮助员工发展,员工才会忠诚。     

企业文化对企业发展的作用

企业文化是企业的灵魂,是企业价值观、信念和行为方式的体现,对培养员工的团队意识、职业意识和提高员工的凝聚力起着重要作用。企业文化在生产过程中,起到了一种纽带的作用,将全体员工与企业紧紧联系在一起,使员工和企业融为一体。     

Predicting protean and physical boundaryless career attitudes by work importance and work alternatives: regulatory focus mediation effects

Prediction of protean and physical boundaryless career attitudes (organizational mobility preference) was investigated through two work cognitions: work importance and work alternatives. Regulatory focus theory served to explore mediation effects in these predictive relations. Respondents were 336 engineers and computer scientists employed in Israel’s hi-tech industry in a post-organizational downsizing period. Results of the direct model showed that perceptions of work importance were related to protean career attitude and not to physical boundaryless career attitude, while perceived work alternatives were related to both career attitudes, but more to the physical boundaryless. The mediated model showed that the promotion motive predicted increase and the prevention motive predicted decrease in both career attitudes, implying that both were triggered more by motives for opportunities and gains than by fears. These results contribute to knowledge on career self-management in the context of repeated organizational downsizings, and underscore the importance of designing human resource career policies that consider employees’ work values and work alternatives.     

Effects of demographic,experiential, and attitudinal factors on occupational sex stereotypes

The purpose of this study was to (a) compare the occupational sex stereotypes of 366 college students with those reported by Shinar in 1975, and (b) examine the relationships between demographic, experiential, and attitudinal variables and these occupational sex stereotypes. The results indicated a significant difference in occupational ratings from Shinar's study, with females' perceptions shifting more than males' perceptions. In addition, subjects' gender, tenure with female managers, and attitudes toward women as managers, were shown to be significant predictors of occuptational ratings. The implications of these findings for both employees and managers are then discussed.