高职院校大学生创业的心理分析与思考

随着高等教育的大众化以及高等职业技术教育的不断深化,高职院校大学生的就业问题非常严峻,在鼓励高职院校大学生创业的同时,应积极深化大学生的创业教育,对大学生的创业心理素质进行思考、分析和研究,加强大学生创业心理素质和创业能力的培养和指导。     

浅议篮球优秀组织后卫应具备的能力和素质

通过观赏国内外篮球比赛和查阅有关资料,对篮球组织后卫应具备的能力进行分析,对组织后卫的战术意识、身体素质等进行探讨。     

浅论影响速度滑冰课教学质量的因素

在速度滑冰课的教学中,应根据课程的实际特点,将理论与实践相结合。教师在速度滑冰课中起主导作用,既要注重自身素质的培养,又要关注学生的心理及生理特点,保证速度滑冰课的教学质量。     

谈高职学生的心理健康教育

当前,大学生心理健康问题比较突出,已逐渐成为社会关注的焦点。从针对高职学生的心理健康状况的调查中我们可以发现他们心理方面的主要问题,由此寻求问题形成的原因和解决方法。心理健康教育工作应服务于解决高职学生心理问题,向高职学生提供有利的信息,不断改善高职学生的心理健康教育的方式方法,以更好地帮助高职学生解决心理健康问题。     

Examining organizational citizenship behavior of Japanese employees: a multidimensional analysis of the relationship to organizational commitment

Although there is now considerable research concerning organizational citizenship behavior (OCB), little is known about the possibility of the transposition of such a research topic to a Japanese context. This study proposes and substantiates a three-dimension model of OCB in the Japanese context, comprising voluntary involvement, generalized compliance, and personal industry. Furthermore, the examination of the relationship between organizational commitment and OCB indicates that affective commitment is positively associated with voluntary involvement and personal industry. Also, continuance commitment is positively related to generalized compliance and, simultaneously, negatively associated with voluntary involvement. Finally, theoretical and practical implications are discussed.     

Investment in staff development within an emergency services organisation: comparing future intention of volunteers and paid employees

Path models were evaluated to explore the impact of job satisfaction as mediator of the relationship between perceived investment in employee development (PIED) and the adequacy and availability of training on turnover intention. Models were compared for volunteers (n = 2,306) and paid employees (n = 274) within the one emergency services organisation. Results indicated that job satisfaction mediated the relationship between PIED and intention to stay for both volunteers and paid employees. PIED was a stronger predictor of job satisfaction for paid employees, while support and recognition was a stronger predictor of job satisfaction for volunteers. Results highlight the indirect role of PIED on turnover intentions. Findings also support the notion of tailored employee development programmes that enhance job satisfaction. Further, PIED may be more salient to the turnover intentions of paid employees, while support and recognition may be a key motivator of volunteers' ongoing commitment to the organisation.     

Friend or Foe? The effects of contingent employees on standard employees' work attitudes

Using data from a large-scale national survey of employers and employees in Britain, we examine the impact of the presence of contingent employees on work attitudes of standard (full-time, indefinite-term) employees. Drawing on differing explanations for the increased use of contingent employment arrangements, we derive competing hypotheses about how this use affects standard employees' work perceptions and attitudes, and explore the impact of a number of potentially intervening factors. We find that contingent employees have little effect on standard employees' perceptions of work overload, but strongly reduce perceived job security, which in turn, mediates the negative effects of contingent employees on job satisfaction and organizational loyalty.     

Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees' willingness to work overtime

The ‘mutual-investment’ model argues that when employers invest more in the social exchange relationship between them and their employees, their employees will show more effort. In this paper we relate the ‘mutual-investment’ model to training and promotion (possibilities) and examine if these kinds of career-enhancing measures influence the willingness of employees within organizations to work overtime. To test this hypothesis, a vignette experiment was conducted in five organizations (N = 388; 1,531 vignettes). Multilevel analyses show that employees are more willing to work overtime when their employer has provided for training, when the employee recently was promoted, when the supervisor was supportive in the past and when co-workers approve of working overtime and behave similarly. But we did not find that future promotion chances affect willingness to work overtime.     

个体不健康影响因素研究

社会的急速发展和重大变化给人们带来了很多富足的物质条件和特殊机遇,同时也带来了各种新的挑战、压力与不适应。究其原因是多方面的,是遗传素质、环境、教育(特指学校教育)、个人主观能力性综合作用的结果。本文从这四个方面,就个人成长过程中主观意志与客观环境的影响作用进行深入分析。     

“阳光体育语境下”大学生心理健康与体质相关分析

本文针对陕西省民办高校阳光体育开展的现状,运用文献分析法,问卷调查法,心理量表测验法和数理统计法,探讨了大学生参与阳光体育行为特点,揭示了阳光体育语境下大学生心理健康与体质的相关关系,为民办高校从心理和增强体质的角度如何开展阳光体育提供可靠依据。