41 resultados para Attitude quaternions


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Work engagement (WE) has recently become a fashionable term among Human Resource practitioners and Organizational Behavior researchers. However, academic research that has theoretically examined WE at the psychological level is limited, as is research on its place among other job attitude constructs that are used to describe employees at work, and its antecedents and consequences. This dissertation addresses a number of issues with regard to the discriminant validity of WE, the influences of WE and the mediating role of affective commitment, and the interaction effects of different job demands, job resources and personal resources on WE. The major findings are listed as follows: Firstly, the concept of WE is different from JB and job involvement (JI), and is more positively related to quality of employees’ work and life than the other two concepts. Specifically, WE is more related to employees’ creative performance than JB does; compared with JI, WE can better predict task performance, creative performance, organizational citizenship behavior (OCB), and life satisfaction; although both WE and JB cause work to family conflict, WE improves employees’ life satisfaction, while JB is deleterious to life satisfaction. Secondly, WE influences employees’ work and life directly or through the mediation effect of affective commitment. Specifically, WE reduces employees’ turnover intention and increase their OCBs by the the mediation effect of effective commitment. Furthermore, WE is positively related to task performance, creative performance, and life satisfaction directly. Thirdly, challenge job demands influence WE by the mediation effect of intrinsic motivation, and the impact of challenge job demands on WE is moderated by perceived supervisor support and growth needs. Specifically speaking, challenge job demands enhance employees’ intrinsic motivation, therefore boost WE. Employees with higher growth needs are more likely to be motivated by challenge job demands. In other words, the moderation effect of growth need is mediated by intrinsic motivation. In addition, those who perceive more supervisor support have higher level of WE when challenge job demands are high.

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Organizations are increasingly turning to team-based structures to contend with the pressure of the increasing global competition, consolidation, innovation and need for diverse skills, expertise, and experiences. This ongoing transformation in the basic organization of work has captured the attention of researcher. And group and team research has become increasingly centered in the fields of organizational psychology and organizational behavior since the 1990s. A great deal empirical studies were conducted; a number of variables contributing to team effectiveness and several IPO models were summarized. But teamwork behaviors, the dynamic and adaptive interactions among team members during the task completion, were still very vague. So were the team task characteristics, an important input variable of the IPO models. The effects of team task characteristics and teamwork behaviors on team effectiveness were explored according to IPO model on the basis of the reviews on previous studies, the Hierarchical Conceptual Structure of Teamwork Behaviors (Rousseau et al.,2006), and the task characteristic theory(Hackman & Oldman, 1975). The questionnaire data from 479 team members and 110 team managers of 22 organizations were analyzed. The results indicate: A. Teamwork behaviors consist of 13 behavioral dimensions: team mission analysis, goal specification, planning, coordination, cooperation, information exchange, performance monitoring, backing-up behaviors, intra-team coaching, collaborative problem solving, team practice innovation, psychological support and integrative conflict management. The hierarchical conceptual structure was partly supported with five variable identified, i.e., preparation of work accomplishment, task-related collaborative behaviors, work assessment behaviors, team adjustment behaviors and the management of team maintenance. The formal four variables are in a sequential way. B. The task characteristic theory at individual level is applicable to the team level. This means that the team task characteristics consist of task variety, identity, significance, feedback, autonomy, interdependence. C. The correlations among task characteristics, teamwork behaviors and outcomes support the IPO model. The regulation of team performance mediated the effects of task meaningfulness and interdependence on team outcomes, with the direct effects of task meaningfulness on the preparation behaviors and the direct effects of interdependence on the task-related collaborative behaviors. The management of team maintenance mediated the effects of autonomy on team cohesion and satisfaction. The regulation of team performance has a direct effect on the team performance and the management of team maintenance. And the management of team maintenance has a direct effect on the team attitude and the regulation of team performance.

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This study employed the compliance, identification, and internalization model of attitude change to explore the mechanism of rule-following behaviors in organizations. The objectives of this study were to examine the effects of individual utilitarianism and formalism on rule compliance, deference and rule-breaking behaviors, and the relationships between legitimacy, organizational identification, and value internalization. I surveyed 262 employees from a high-tech corporation in Beijing. After Confirmative Factor Analysis, Regression Analysis, and Structural Equation Modeling, I summarized main conclusions as follow. First, rule legitimacy and organizational identification have different effects on different rule behaviors. Perceived rule legitimacy and organizational identification have direct positive effect on rule deference. But the effects of legitimacy on rule-compliance and rule-breaking are moderated by organizational identification and value internalization. Only under high identification or value congruence with organization, could legitimacy perception predict rule compliance and breaking. Second, individual formalism (IF) has positive effect on rule compliance. IF’s positive effect on rule deference only appear under high value congruence between individuals and organization. Third, organizational identification works as a “valve” in the relationship between individual viewpoints and rule-breaking. Organizational identification turns off the tendency of utilitarianism to break rules, and turns on the tendency of formalism to inhibit rule-breaking. Forth, attitudinal and behavioral facets of utilitarianism and formalism have different influences on rule-following behaviors. Only individuals who are both attitudinal and behavioral formalists show deference to rules, while formalism as behavioral tendency predicts less rule-breaking. Fifth, innovation behaviors coexist independently with compliance and deference to rules. But the division between innovation and rule-breaking is obscure. Organizational identification facilitate both rule following and innovation. Sixth, women comply with rules more than men do, while men break more rules than women do. More aged people develop deeper identification with their organizations, and higher deference to rules. Individuals with higher education are fewer formalists, and accordingly defer to rules less and break more.

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The present paper studies the explicit, implicit and the neural mechanism of group bias on rural residents, off-farm workers and urban citizens in Off-farm workers. The relations between group-bias and these factors such as collective self-esteem, self-esteem, group identity and depression were also discussed. The main results of this paper can be summarized as follows: 1. There were dissociations between explicit and implicit group-bias of the Off-farm workers on all three groups. Off-farm workers favored urban citizens implicitly most, and the bias on rural residents was least;. However, the rural residents was the group they liked most, but the urban citizens was the least. 2. The more the implicit and the less the explicit in-group bias they had, the more they felt depressive. 3. Collecitve self-esteem was only related to the explicit in-group bias. 4. The undergraduates showed bias on urban citizens and prejudice to rural residents as Off-farm workers, but their attitude towards Off-farm worker was more positive than Off-farm worker themselves was. 5.The implicit group-bias occurs rapidly and automatically which includes two potential processes as activation and inhibition and it isn’t necessary for them coexist in the same object. Besides, N400 and LPC are sensitive to the two processes respectively.

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Stigma is defined as a sign of disgrace or discredit that sets a person apart from others. Stigmatized individuals had been significantly influenced by their group-based stigma. Through the methods of laboratory experiment and questionnaire surveys, the current study started with examining the attitudes of middle school students to the students with learning disabilities (LD), systemly explored the characteristics of perceived stigma and self-stigma of LD students, the mechanism that the influences of stigma on students with LD, and the mental control required to cope with the stigma. The results of the present studies had significant implications for the understanding of the LD phenomenon and the intervention of LD adolescents. The results indicate that: 1. Generally, middle school students had negative implicit attitude and negative explicit attitudes towards the LD students. The effect size of the phenomenon of this study is large. The LD students showed a more positive attitude than others on the explicit attitude measure; all students consistently had negative attitudes toward LD students on the implicit attitude indices, in addition, no group differences and gender differences were observed in the implicit attitude. 2. Eight hundred and seventy two students were surveyed to test the reliability and validity of the new developed perceived stigma scale and self-stigma scale. Both questionnaires showed sufficient content validity, construct validity, criterion-related validity and adequate internal consistency reliability. Then, both questionnaires were administered to student with high academic achievement (high achiever), students with middle academic achievement (middle achiever), and LD students. Results revealed that the LD students mildly stigmatized by the social culture. The LD students had more stigma perception and self-stigma than the middle achievers and high achievers. The results also indicated that there were more stigma perception and self-stigma for LD students in grade two than that of LD students in grade one and grade three; meanwhile, male LDstudent hade more stigma perception and self-stigma than female LD students in all grades. 3. A latent variable path analysis was conducted to investigate how the stigma affect the academic goals using the data collected from 186 LD students. The results suggested that the LD-related stigma did not have direct influence on academic goals. The LD-related stigma indirectly influenced the academic goals through mediating effects of self-stigma and academic efficacy. 4. Stereotype threat could have some influences on the relationship between the task feedback and self-esteem. The results of study using eighty-four LD students showed that: when the negative stereotype was not primed, the self-esteem of the LD students was significantly influenced by the feedback of the task: an enhance self-esteem following a positive feedback and a lower self-esteem following a negative feedback. When the negative stereotype was primed, there was no significantly difference between the positive feedback group and negative feedback group. All the results showed that priming the negative stereotype could weaken the influence of feedback to the self-esteem of LD students. 5. There was more cognitive and behavioral control when LD students tried to cope with the stigma by concealing negative academic achievement during an individual interview with an unfamilar expert. The LD students whose academic achievements could be concealed had more thought suppression and thought intrusion and reported more self-monitoring behavior than the participants in the other experimental conditions.

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Gender stereotype has a great effect on an individual’s cognition and behavior. Notably, stereotyped cognition about gender and science exerts an influence on an individual’s academic or career choice. In order to weaken the negative effect of gender-science stereotype and facilitate girls’ participation in science, this study examined the development of implicit gender-science stereotype and influence factors with implicit association test and questionnaires in a sample of secondary school students. The present work showed that: Firstly, there were no gender differences and gender predominance in performance of math and physics during secondary school years. However, girls tended to attribute success in math and physics to unstable factors, or the failure to stable factors. The reverse was true for boys’ attribution. This gender difference in attribution was especially evident in their study of physics. Secondly, 7th to 11th grade students implicitly regarded science as male domain, with the exception of 7th grade boys, who thought both boys and girls can study science well. On the whole, this gender-science stereotype was more and more evident as the specialization of science subjects’ progresses through secondary school, and this inclination decreased with increasing grade. Thirdly, the negative correlation between explicit and implicit stereotype which appeared in girls from 8th grade grew stronger with increasing grade and became significant in 10th grade. On the contrary, the significantly positive correlation existed in 7th -11th boys. Fourthly, the experience including attitude toward science, science interests and self –efficacy in math and physics had significantly negative effect on girls’ implicit gender-science stereotype, and significantly positive effect on boys’. It was showed that gender moderated the effect of experience in the study of science and implicit gender-science stereotype, and the attitude toward science mediated the relationship between science interests, self-efficacy and implicit gender-science stereotype. Fifthly, the perceived teacher’s class behaviours by students and the perceived parents’ gender stereotype by children had strong predictive power on students’ implicit gender-science stereotype. And the perceived teachers’ and parents’ performance expectancies can influence gender-science stereotype indirectly through self-efficacy in related subjects and attitude toward science. In conclusion, the present study showed that cognitive bias about gender and science existed in Chinese secondary school students. The information conveyed from teachers and parents interacting with students’ experience in the study of science affect the formation of stereotyped cognition.

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Social psychologists have long been interested in understanding the conditions under which attitudes influence behaviors, and they have formed two relatively independent theoretical perspectives in the attitude-behavior domain. One perspective, which we adopt in the present paper, focuses on investigating the effect of attitude strength on the attitude-behavior relationship. Specifically, the present research investigates the role of structural consistency, a dimension of attitude strength, on the attitude-behavior relationship. Structural consistency has typically been defined as the extent to which one aspect of individual’s attitude is consistent with either his or her overall attitude toward the object or the other aspect of the attitude, including affective-cognitive consistency (ACC), evaluative-cognitive consistency (ECC) and evaluative-affective consistency (EAC). The ECC and EAC can be integrated into the attitude base. Despite the evidence that structural consistency is associated with attitude-behavior relationship, there are some limitations in previous studies: (1) attitude base and ACC have been rarely studied together ;( 2) researchers often used the term behavior in a broad sense to encompass behavioral intentions as well as actual behaviors ;( 3) the effects were all investigated at individual level. The present research tried to explore the effects of ACC and attitude base on attitude-behavioral intention-actual behavior relationships at individual and group levels in different behavior areas including shopping, supportive behavior towards officials, and offensive behavior towards governors and central and local governments. The roles of affective and cognitive components of attitudes on general attitudes and following behaviors were also examined in this research. The results indicated that: A. At individual and group levels, the effect of structural consistency on attitude –intention relation is as the same as its effect on attitude-behavior relation, but it varies in different areas. On the other hand, the effect of structural consistency on explicit attitude-behavior relation is different from its effect on implicit attitude-behavior relation. B. The cognitive components of the individuals and groups’ implicit attitudes towards officials, the implicit and explicit attitudes towards governors, and the public’s attitudes towards central and local governments exert the stronger influence on general attitudes. Similarly, the cognitive components also exert the stronger influence on groups’ supportive behaviors towards officials and offensive behaviors towards governors and governments. C. Both group attitude and emotion can influence the group offensive behavior towards governors. The group attitude exerts its influence through the mediating effects of behavior intention and group emotion. The group emotion which is the core factor can exert the direct influence on group offensive behavior towards governors. D. At individual and group levels, the implicit and explicit measures should be used together to collect the attitude data, because the implicit and explicit attitudes can both predict behaviors under most conditions. It is the best implicit attitude measure to use the experts’ evaluations of listed words. And the emotion should be measured by the experts’ evaluations of listed words if the emotion data is used to predict the following behavior.

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In recent years, global online shopping grows rapidly, China's growth rate is far greater than the average level of the world. Online shopping as a new type of shopping patterns gradually drew the researcher's attention. There were so many existing researches on the relationship between consumer characteristic and online shopping attitude and intention, but few togethered the different abstract levels of consumer characteristic in one research. In this study, 3M Model was introduced as theory guide of whole research work, the Chinese consumers who knew about the online shopping was the research object, questionnaire survey was used to collect the data, different abstract levels of consumer characteristic were togethered in a hierarchical model, tried to establish a model to explain the relationship between different abstract levels of consumer characteristic and online shopping attitude and intention. In addition, the study also compared the models posed by data from different consumer groups. The results showed that: First, consumers’ openness, need for arousal, assessment of online shopping experience, perceived risk of online shopping would affect their online shopping attitude and online shopping intention. Second, openness, need for arousal indirectly influenced the online shopping intention through the perceived risk of online shopping. Third, the perceived risk of online shopping indirectly influenced the online shopping intention through online shopping attitude. Fourth, assessment of online shopping experience indirectly influenced the online shopping intention through the perceived risk of online shopping and online shopping attitude. Fifth, only online shopping attitude would directly affect online shopping intention. It also worked as a mediator variable in the final model. Sixth, network age, risk propensity did not significantly affect the online shopping attitude and online shopping intention. Seventh, freight fluctuation can affect student more than in-service on online shopping intention.

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This thesis study the problem of work group effectiveness and group job design according to extensive literature investigation and the analysis of realistic background. The whole research consists of four parts: (1) The evaluation of work group effectiveness, the aim is to search to criteria that can describe and analysis work group, and explore the cognitive dimensions of effectiveness of Chinese subjects; (2) The study on the relationship between group job characteristic and effectiveness, the aim is to find the general correlation between work group characteristic and effectiveness, and try to search the most important core variable; (3) The study on the preference for the way of group work; (4) The study of the relationship between group composition and group effectiveness, try to examine how different approaches of personnel selection influence work results. The results indicate: (1) The evaluation of group effectiveness mainly consists of two dimensions: performance and the employee's attitude and feelings toward the group, so we can use these two dimensions and corresponding criteria as the standard of effectiveness evaluation. (2) According to the analysis of related literature, we can determine work group characteristic from five aspects: job design, the interdependence among members, group composition, organizational background, group process. (3) Experimental study find that different group job characteristics have different relationship models with effectiveness criteria. Job design, the interdependence among group members, group composition have significant correlation relationships with two kinds of effectiveness criteria; organizational background mainly has relationships with satisfaction criteria; group process mainly has relationships with performance criteria. (4) The choice for people to select the way of group work has the consistency, that is people prefer to "Self--managed work groups"; but different groups have the difference, the main group dimension is the difference between group members and group leaders. (5) Work groups which were composed accordingly to interpersonal attraction have higher levels of communication, coordination, group cohesion and job satisfaction than ability--based groups based. But the performance evaluation under these two conditions has no difference. The thesis analysis and discuss the research results, also point out several questions that needed to be explored further and the possible research directions in the future. This study has some reference value in group--level performance appraisal and reward design, the content and method of group--level job design, and personnel selection of group, etc.

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It was a study of the effect of non-cognitive factors on cognitive aging. The purpose of the study was to research the effect of attitude towards aging on memory performance of the elderly, and trying to explore the mechanism of the attitude towards aging on memory performance. The entire study was divided into three phases and included six experiments. The questionnaire of attitude towards aging was compiled in phase 1. Then the validity and reliability of it was tested in the elderly. The self-esteem scale was also tested as above. These prepare the instruments for the study. It was a static study in phase 2. Through comparing the old groups in different environment, analyzing relationship between different non-cognitive factors and memory performance in the old subjects in identical environment, the paths of the effect of the attitude towards aging on memory performance was explored. It was a dynamic study in phase 3. By changing attitude towards aging of the elderly with direct thinking (positive, negative), the effect on memory performance was observed and the mechanism was explored. Main results: 1. The validity and reliability of the questionnaire towards aging were good. Its construct had two factors (positive, negative). Both reliability of retest and split test were over 0.90. 2. Direct thinking task was able to change the attitude towards aging effectively in old or young adults. The scores of the attitudes towards aging between positive and negative thinking subjects were different significantly. 3. The effect of attitude towards aging on memory performance was significant. The results in static or dynamic condition showed that the elderly with higher score of the questionnaire of attitude towards aging (more positive), their memory self-efficacy and memory performance were higher. In the opposite (negative), they were lower. 4. Mechanism of the effect of the attitude towards aging on memory performance: in static condition there were two paths i.e. direct path and through memory self-efficacy; in dynamic condition, besides the two paths, emotion change constituted another path. 5. Different non-cognitive factors have different effect on psychological function. The results of this study found that self-esteem has no significant correlation with memory performance, but correlates with depression; The factor of education has effect on many non-cognitive factors and memory performance.

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In the processes of Chinese economic and political reforms, it has many problems in the international corporations because of the difference of cultures. This research try to compare the Chinese managers and other conntries' through the investigation of 435 managers and employee from 9 units in Beijing. We used Hofstede's "Value Survey Module" (1980), Compared to Cultures in power distance, uncertainly avoidance, individualism-collectivism, masculinity. We also compared the employee's attitude with three patterns. The conclusions are: 1. There is not significant level difference in three patterns. 2. At PDI、UAI、IDV、MAS the fonr dimensions, our invested results approach Hofsteds's invested results. This is high at PDI, but middle at UAI、IDV、MAS.