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21.
职场排斥在组织中广泛存在,其破坏性日益引起学界的关注。文章以华北地区22家企业262名员工为样本,通过多元回归统计分析,探讨政治技能对职场排斥的影响及作用机制。结果表明,政治技能对职场排斥有负向影响,对职场友谊有正向影响。说明政治技能有助于减少职场排斥,增强职场友谊;职场友谊在政治技能与职场排斥之间具有中介作用;组织公平感负向调节政治技能与职场排斥之间的关系。 相似文献
22.
本文运用问卷调查法收集数据,运用相关分析探讨工作场所无礼行为、工作满意度以及员工离职意图三者之间的关系。结果表明:工作场所无礼行为与工作满意度呈负相关关系,工作场所无礼行为与离职意图呈正相关关系,工作满意度与离职意图呈负相关关系。基于研究结果,本文为人力资源管理实践提出了几点建议。 相似文献
23.
通过分析用人单位对应聘者英语水平的要求情况,结合目前高职英语课程设置的状况,提出了高职英语课程改革的可行性建议。为使高职毕业生的英语水平达到用人单位的需求,应引入多元化英语测试体系,采用"1+X"课程设置模式,积极推广职业英语。 相似文献
24.
25.
Patrick E. Murphy 《Journal of Business Ethics》2009,88(2):245-261
This paper addresses researchers’ call for integrating workplace spirituality with organizational literature. This paper points
out that self-interest transcendence is a common aspect in the workplace spirituality concept that emerged in the last decade
and also in four OB concepts – transformational leadership, organizational citizenship behavior, organizational support, and
procedural justice – that emerged in OB about two decades ago. Based on this common aspect of self-interest transcendence
and the temporal precedence of these four OB concepts’ emergence, it indicates that these four OB concepts constitute a precursor
of workplace spirituality. It places workplace spirituality in the larger context of OB␣and outlines the associated research
and practice implications.
The author also holds a lien on the position of professor at XLRI School of Business and Human Resources, India. 相似文献
26.
William J. Harrington Robert C. Preziosi Doreen J. Gooden 《Employee Responsibilities and Rights Journal》2001,13(3):155-163
As a new century begins, it is becoming increasingly clear that workers are experiencing a fundamental change of business world values, a change of paradigms as radical as the Age of Information. Corporate America and its employees are responding to a call for a deeper sense of purpose, a more significant sense of faith, and a renewed commitment to spirituality. This paper reports research that focuses on the relationship among the 3 key stakeholders in this new emphasis on spirituality: individual, organization, and work unit. Significant correlations were found to exist among 3 factors of spirituality and among 11 variables that were submeasures of the factors. 相似文献
27.
Following the scandals involving Enron, WorldCom, and Qwest Communications, the accounting profession has spent the past several years trying to get back on track. While Sarbanes-Oxley may improve the decision-making of audit professionals, and help prevent future large-scale catastrophes that hurt stockholders and bring down firms, there is another problem in public accounting that few consider and nobody has proposed to solve: deviant workplace behavior. Previous research describes deviant workplace behavior as the voluntary behavior of organizational members that violates significant organizational norms and, in so doing, threatens the well being of the organization and/or its members. Building from recent work in various business literatures, this is the first research since the passage of Sarbanes-Oxley to examine workplace deviance at Big 4 accounting firms. Taking a cross-disciplinary, collaborative approach, the authors endeavor to explain why workplace deviance has infiltrated accounting firms and how it is undermining their effectiveness and derailing their long-term prospects for success. After describing its genesis and effects, the authors prescribe several managerial strategies for preventing deviance and minimizing its effects on a firm. 相似文献
28.
Marie Hutchinson Margaret H. Vickers Lesley Wilkes Debra Jackson 《Employee Responsibilities and Rights Journal》2009,21(3):213-229
This paper reports findings from the first, qualitative stage of a national sequential, mixed method study of bullying in
the Australian nursing workplace. Twenty-six nurses who had experience of workplace bullying were recruited from two Australian
public sector health care organizations. Examining the narrative data from the viewpoint of bullying being a corrupt activity
we present an alternative perspective on group acts of bullying. By exploring bullying as corrupt behaviour, this paper challenges
the assumption that bullying can be principally considered a series of isolated events stemming from interpersonal conflict,
organizational pressures, or poor work design. Corruption in organizations has not previously been linked with or compared
to bullying. In revealing the manner in which actors can engage in corrupt conduct that includes bullying, the findings from
our study offer important implications for the management of workplace bullying as a serious and corrupt activity. 相似文献
29.
Moshe Barak Tsipora Maymon Gedaliahu Harel 《International Journal of Technology and Design Education》1999,9(1):85-101
Characteristics of teamwork in modern organizations and workplaces are examined, in order to extrapolate the means for imparting teamwork skills within technology education. Goals and tasks for the team, team composition, team-player styles, phases of team development, communication and interpersonal skills, decision making, leadership, and evaluation of team performance are discussed. Teamwork skills are acquired gradually as a result of experience. Mere provision of a joint task to a group of people does not produce teamwork spontaneously. In order to promote teamwork, technological tasks at school need to include considerable degrees of freedom and decision-making by pupils. When the teacher becomes a facilitator of the process, instead of being primarily a source of knowledge and a decision-maker, team members can determine the assignment of roles in the group by themselves. Evaluation of teamwork in technology education is an integral part of alternative assessment. 相似文献
30.
Using a marketing perspective, this study investigates whether the issue of “fun at work” would appeal to volunteers as a part of an effort to enhance recruitment and retention. Specifically, we examined volunteers' attitudes toward fun, their perceptions of what kinds of activities are fun and what are not, and the relative importance of workplace fun in what they perceive as an ideal volunteer position. In general, we found that volunteers had positive attitudes towards fun and experiencing fun at work was associated with higher job satisfaction and lower turnover intentions. Although “a fun workplace” was ranked relatively low in importance relative to other reasons why they volunteer, creating such an environment could enhance retention. Some age and gender differences were found in the perceptions of whether certain activities are fun or not. The implications of these results and directions for future research are discussed. 相似文献