影响大学生学业成绩的四个重要非智力因素

In the present study, 520 questionnaires about general self–efficacy, achievement goal orientation, learning motivation and time management were delivered to university students. The students were randomly chosen from Communication University of China, Central University of Finance and Economics, Capital University of Business and Economics and Shanxi University. 495 responses were valid , in which 225 majoring in liberal arts and 270 majoring in natural sciences. The influences of these four factors on students’ academic achievements were explored. And the gender differences in General self-efficacy, achievement goal orientation, learning motivation and time management were analyzed in the present study too. It was found that: 1) There were gender difference on academic achievements. The scores’ of female students were higher than males’. 2) Significant gender differences were found in four considered factors which indicated that female students got higher scores than male students; 3) There were close relations between the four considered factors and students’ academic achievements. There were also obvious relations among the four factors. 4) University students’ academic achievements could be well predicted by their general self-efficacy, achievement goal orientation, learning motivation and time management.

工作投入的影响因素及其作用机制研究

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.