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相关概念视频

Social Loafing01:37

Social Loafing

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Another way in which a group presence can affect performance is social loafing—the exertion of less effort by a person working together with a group. Social loafing occurs when our individual performance cannot be evaluated separately from the group. Thus, group performance declines on easy tasks (Karau & Williams, 1993). Essentially individual group members loaf and let other group members pick up the slack. Because each individual’s efforts cannot be evaluated,...
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Potential energy or potential function plays an essential role in determining the stability of a mechanical system. If a system is subjected to both gravitational and elastic forces, the potential function of the system can be expressed as the algebraic sum of gravitational and elastic potential energy. If the system is in equilibrium and is displaced by a small amount, then the work done on the system equals the negative of the change in the system's potential energy from the initial to...
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Social psychologists have documented that feeling good about ourselves and maintaining positive self-esteem is a powerful motivator of human behavior (Tavris & Aronson, 2008). In the United States, members of the predominant culture typically think very highly of themselves and view themselves as good people who are above average on many desirable traits (Ehrlinger, Gilovich, & Ross, 2005). Often, our behavior, attitudes, and beliefs are affected when we experience a threat to our...
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The power and energy delivered to an element are subjects of great significance in the field of electrical engineering. It is a well-known fact that a 100-watt light bulb emits more light than a 60-watt one. Therefore, power and energy calculations play a crucial role in the analysis of electrical circuits.
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一项关于新一代员工工作满意度对能源行业环境绩效影响的实证研究.

Hu Xiao1, Wei Xie2, Bo Liu2

  • 1Department of Admissions and Employment, Southwest Petroleum University, Chengdu, 610500, China.

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工作满意度对新能源行业员工的背景表现产生了积极的影响. 组织承诺调解了这种关系,而自我效能调节了它,增强了员工的发展.

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语境性表现 语境性表现是指背景性表现.工作满意度 工作满意度在能源行业的新一代员工.组织承诺 组织承诺自我有效性的自我效能.

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科学领域:

  • * 组织心理学 组织心理学
  • * * 人力资源管理 人力资源管理
  • * 能源行业研究 能源行业研究

背景情况:

  • *新一代能源行业的员工面临着心理耐力低和专业素养低等挑战.
  • *这些问题在能源转型期间会对个人表现和劳动力市场稳定产生负面影响.
  • * 应对这些挑战对于能源部门未来劳动力的可持续发展至关重要.

研究的目的:

  • * 调查影响能源行业下一代员工背景表现的因素.
  • *建立一个理论模型,研究工作满意度,组织承诺和自我效能.
  • * 为改善员工绩效和在不断变化的能源部门保持员工提供实用见解.

主要方法:

  • * 开发一个理论模型,包括工作满意度 (独立变量),组织承诺 (调解者),自我效能 (调节者) 和上下文表现 (依赖变量).
  • * 基于既有理论的假设测试:双因素理论,心理合同理论和自我有效性理论.
  • *通过对能源行业新一代员工进行问卷调查收集数据.

主要成果:

  • *发现工作满意度对背景表现有显著的积极影响.
  • * 组织承诺在工作满意度和上下文表现之间发挥了调解作用.
  • *自我效能显著调节了工作满意度,组织承诺和上下文表现之间的关系,揭示了调节调节和调节调节效应.

结论:

  • * 提高工作满意度是提高年轻能源行业专业人员背景表现的关键.
  • * 培养组织承诺可以放大工作满意度的积极影响.
  • *利用自我效能策略可以优化工作满意度和组织承诺,以获得更好的绩效.
  • *这些发现为下一代在能源行业的健康发展和融入提供了宝贵的指导.