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題名:個人與工作適配對員工創新行為的影響:家庭親善文化的干擾效果?
書刊名:澳門科技大學學報
作者:連智華黃華馮娜娜
作者(外文):Lian, ZhihuaHuang, HuaFeng, Nana
出版日期:2016
卷期:10:1
頁次:頁95-106
主題關鍵詞:個人-工作適配職業壓力家庭親善文化創新行為Person-job fitJob stressFamily-friendlyInnovative behavior
原始連結:連回原系統網址new window
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  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:5
  • 點閱點閱:19
期刊論文
1.Janssen, O.、Huang, X.(2008)。Us and me: Team identification and individual differentiation as complementary drivers of team members' citizenship and creative behaviors。Journal of Management,34(1),69-88。  new window
2.Thompson, C. A.、Beauvais, L. L.、Lyness, K. S.(1999)。When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict。Journal of Vocational Behavior,54(3),392-415。  new window
3.Cropanzano, R. S.、Howes, J. C.、Grandey, A. A.、Toth, P.(1997)。The relationship of organizational politics and support to work behaviors, attitudes, and stress。Journal of Organizational Behavior,18(2),159-180。  new window
4.Webster, J. R.、Beehr, T. A.、Christiansen, N. D.(2010)。Toward a better understanding of the effects of hindrance and challenge stressors on work behavior。Journal of Vocational Behavior,76(1),68-77。  new window
5.Porath, C. L.、Erez, A.(2007)。Does Rudeness Really Matter? The Effects of Rudeness on Task Performance and Helpfulness。Academy of Management Journal,50,1181-1197。  new window
6.Graen, G. B.、Uhl-Bien, M.(1991)。The Transformation of Professionals into Self-Managing and Partially Self-Designing Contributors: Toward a Theory of Leadership-Making。Journal of Management Systems,3(3),25-39。  new window
7.Epstein, S.(1983)。The stability of confusion: A reply to Mischel and Peake。Psychological Review,90(2),179-184。  new window
8.Kirton, Michael J.(1976)。Adaptors and innovators: A description and measure。Journal of Applied Psychology,61(5),622-629。  new window
9.Lauver, K. J.、Kristof-Brown, A. L.、Colbert. A. M.(2001)。Distinguishing between employees' perceptions of person-job and person-organization fit。Journal of Vocational Behavior,59(3),454-470。  new window
10.熊紅星、張璟、葉寶娟、鄭雪、孫配貞(2012)。共同方法變異的影響及其統計控制途徑的模型分析。心理科學進展,20(5),757-769。  延伸查詢new window
11.Hammer, L. B.、Neal, M. B.、Newsom, J. T.、Brockwood, K. J.、Colton, C. L.(2005)。A Longitudinal Study of the Effects of Dual-Earner Couples' Utilization of Family-Friendly Workplace Supports on Work and Family Outcomes。Journal of Applied Psychology,90(4),799-810。  new window
12.Burch, G. S. J.、Anderson, N.(2004)。Measuring person-team fit:Dcvelopment and validation of the team selection inventory。Journal of Managerial Psychology,19,406-426。  new window
13.Kristof A. L.(1996)。Person-organization fit: An intergrative review of its conc eptualiztions, measurement, and implications。Personnel Psychology,49,1-49。  new window
14.Han, T.、Chiang, H.、McConville, D.(2015)。A Longitudinal Investigation of Pcrson-Organization Fit, Person-Job Fit, and Contextual Performance: The Mediating Role of Psychological Ownership。Human Performance,28(5),425-439。  new window
15.Chen, T.、Li, F.、Leung, K.(2016)。When Does Supervisor Support Encourage Innovative Behavior? Opposite Moderating Effects of General Selfefficacy and Internal Locus of Control。Personnel Psychology,69(1),123-158。  new window
16.Frone, A.、Schat, C. H.(2011)。Exposure to psychological aggression at work and job performance: The mediating role of job attitudes and personal health。Work & Stress,25(1),23-40。  new window
17.West, M. A.、Farr, J. L.(1989)。Innovation at Work: Psychological Perspectivcs。Social Behavior,4,15-30。  new window
18.俞明傳、顧琴軒、朱愛武(2014)。員工--組織關係與創新行為:一個被調節仲介模型的構建與檢驗--基於社會交換視角。R & D Management,26(3),41-51。  延伸查詢new window
19.聶婷、張伶、連智華(2012)。工作適配度與組織公民行為關係:工作預期對職業價值觀的仲介調節效應檢驗。商業經濟與管理,2012(6),41-51。  延伸查詢new window
20.王雪麗、馬琳、張勉(2014)。基於獨生子女的調節作爪的個人--工作匹配、工作滿意度與員工離職傾向研究。管理學報,2014(5),691-695。  延伸查詢new window
21.Beehr, T. A.、Newman, J. D.(1978)。Job Stress, employee health, and organizational effective: a facet analysis, model, and literature review。Personal Psychology,31,665-699。  new window
22.Quratulain, S.、Khan, A. K.(2015)。How Does Employees’ Public Service Motivation Get Affected? A Conditional Process Analysis of the Effects of Person-Job Fit and Work Pressurc。Public Personnel Mannagcmcnt,44(2),266-289。  new window
23.林彥梅、劉洪、王三銀(2015)。工作邊界強度與工作壓力的關係--基於個人一環境匹配理論。中國工業經濟,324(3),122-134。  延伸查詢new window
24.Huber, G. P.(1991)。Organizational learing: the contributing process and the literatures。Organization Science,2(1),88-115。  new window
25.張伶、聶婷、黃華(2014)。基於工作壓力和組織認同仲介調節效應檢驗的家庭親善政策與創新行為關係研究。管理學報,2014(5),683-690。  延伸查詢new window
26.Wood, S. J.、Michaelides, G.(2016)。Challenge and hindrance stressors and wellbeing-based work-nonwork interference: A diary study of portfolio workers。Human Relations,69(1),111-138。  new window
27.張敏(2014)。時間壓力下個體無法忍受不確定特徵與創新行為關係的實驗研究。管理評論,26(11),67-75。  延伸查詢new window
28.Tsui, A. S.、Porter, L. W.、Tripoli, A. M.(1997)。Alternative approaches to the employee-organization relationship: Does investment in employees pay off?。Academy of Management Journal,40(5),1089-1121。  new window
29.Sands, J.、Harper, T.(2007)。Family-Friendly Benefits and Organizational Performance。Business Renaissance Quarterly,2(1),107-126。  new window
30.Bagger, J.、Li, A.(2014)。How Does Supervisory Family Support Influence Employees' Attitudes and Behaviors? A Social Exchange Perspective。Journal of Management,40(4),1123-1150。  new window
31.Kim, H.、Lee, J.、Sung, S.(2013)。The effects of family-friendly practices and gender discrimination on job attitudes: the moderating role of supervisor support。The International Journal of Human Resource Management,24(20),3921-3938。  new window
32.Feeney, M. K.、Bernal, M.、Bowman, L.(2014)。Enabling work Family-friendly policies and academic productivity for men and women scientists。Science and Public Policy,41,750-764。  new window
33.House, J. S.、Wells, J. A.、Landerrnan, L. R.(1979)。Occupational Stress and Health among Factory Workers。Journal of Health and Social Behavior,20(2),139-160。  new window
34.Woodman, Richard W.、Sawyer, John E.、Griffin, Ricky W.(1993)。Toward a theory of organizational creativity。The Academy of Management Review,18(2),293-321。  new window
35.黃品全、韓明娟(20140300)。壓力源與積極顧客服務表現:角色寬度自我效能及社會交換知覺之調節式中介模型。人力資源管理學報,14(1),1-22。new window  延伸查詢new window
36.Gladstein, Deborah L.(1984)。Groups in Context: A Model of Task Group Effectiveness。Administrative Science Quarterly,29(4),499-517。  new window
37.Cable, Daniel M.、DeRue, D. Scott(2002)。The convergent and discriminant validity of subjective fit perceptions。Journal of Applied Psychology,87(5),875-884。  new window
38.Podsakoff, Philip M.、MacKenzie, Scott B.、Lee, Jeong-Yeon、Podsakoff, Nathan P.(2003)。Common method biases in behavioral research: A critical review of the literature and recommended remedies。Journal of Applied Psychology,88(5),879-903。  new window
39.Motowidlo, Stephan J.、Van Scotter, James R.(1994)。Evidence that task performance should be distinguished from contextual performance。Journal of Applied Psychology,79(4),475-480。  new window
圖書
1.Kahn, R. L.、Wolfe, D. M.、Quinn, R. P.(1964)。Organizational Stressrstudies in role conflict and ambiguity。New York:John Wiley。  new window
2.French, J. R. P.、Caplan, R. D.、Van Hamson, R.(1982)。The mechanisms of job stress and strain。New York:Wiley。  new window
圖書論文
1.Borman, Walter C.、Motowidlo, Stephan J.(1993)。Expanding the Criterion Domain to Include Elements of Contextual Performance。Personnel selection in organizations。Jossey-Bass。  new window
 
 
 
 
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