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Chosen goals influence the outcomes a person achieves as well as the behaviors performed to achieve those outcomes. In this study, we propose that three forms of goal orientation: learning, performance‐prove, and performance‐avoid, (VandeWalle, 1997 ) relate to performance, with learning and performance‐prove relating to performance through regulatory foci of prevention and promotion, respectively. Regulatory focus, a type of self‐regulation, entails the implementation of specific strategies in pursuit of goals and thus gives us insight to how a person pursues a chosen goal. In a combination of laboratory and field studies, we examine the role of regulatory focus as a mediator between goal orientation and task performance. We find evidence that regulatory focus strategies differentially mediate the goal orientation/task performance relationship. Theoretical ramifications for these relationships, as well as practical implications, are discussed. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
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In this paper, we examined the interactive effects of two contexts—participation and intellectual stimulation, and promotion focus on creativity. On the basis of a multi‐organization sample of 213 employees, we tested and found that although promotion focus was positively related to creativity, the relationship between promotion focus and creativity was most positive when both participation and leader intellectual stimulation were high. We discuss the way contexts in combination influence employee creativity for promotion‐oriented individuals, through increasing decision latitude as well as stimulating and promoting creativity. Copyright © 2011 John Wiley & Sons, Ltd. 相似文献
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矿工安全行为是煤矿安全生产的基础保障,而管理者的领导风格对矿工安全行为有重要影响。引入调节焦点理论和认同理论,构建威权领导风格对安全行为影响关系的理论模型。以544份调查问卷的数据对理论模型进行检验,结果发现:威权领导风格是影响矿工安全行为的重要情境因素;威权领导风格会通过矿工对管理者认同而正向影响安全行为,矿工对管理者认同在二者间具有中介作用;管理者-矿工间的调节焦点适配在矿工对管理者认同和安全行为之间有调节效应,而且调节焦点的高适配度会强化矿工对管理者认同的中介效果。研究丰富了领导风格与矿工安全行为的作用机制和边界条件,对煤矿安全管理实践有一定的启示意义。 相似文献
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Applying Higgins' regulatory focus theory, we hypothesized that the effect of positive/negative feedback on motivation and performance is moderated by task type, which is argued to be an antecedent to situational regulatory focus (promotion or prevention). Thus, first we demonstrated that some tasks (e.g., tasks requiring creativity) are perceived as promotion tasks, whereas others (e.g., those requiring vigilance and attention to detail) are perceived as prevention tasks. Second, as expected, our tests in two studies of the moderation hypothesis showed that positive feedback increased self‐reported motivation (meta‐analysis across samples: N = 315, d = 0.43) and actual performance (N = 55, d = 0.67) among people working on promotion tasks, relative to negative feedback. Positive feedback, however, decreased motivation (N = 318, d = ?0.33) and performance (N = 55, d = ?0.37) among individuals working on prevention tasks, relative to negative feedback. These findings suggest that (a) performance of different tasks can affect regulatory focus and (b) variability in positive/negative feedback effects can be partially explained by regulatory focus and task type. Copyright © 2010 John Wiley & Sons, Ltd. 相似文献
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Although theory suggests that regulatory focus fluctuates within person and such fluctuations impact employee well‐being, there is little empirical investigation of such propositions. These are important research questions to address because work events may elicit within‐person fluctuations in regulatory focus, which can then affect well‐being. The primary purpose of this study is to examine specific predictors of daily regulatory focus at work and the foci's impact on employee well‐being at work and home as indicated by mood and psychosomatic complaints, respectively. We present and test an overarching theoretical framework that integrates conservation of resources theory, the cognitive‐affective processing system framework, and regulatory focus theory to delineate why and when work events affect regulatory focus and how the foci affect well‐being. Consistent with our expectations, we found that positive work events positively predicted daily promotion focus, but this effect was weaker when employees had high‐quality relationships with leaders. Furthermore, daily regulatory focus was associated with employee well‐being (mood and psychosomatic complaints) such that (i) promotion focus improved well‐being; (ii) prevention focus reduced well‐being; and (iii) the effects of promotion focus on well‐being were strongest when prevention focus was low. We discuss theoretical and practical implications and offer directions for future research. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
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为提高煤矿企业管理者的安全领导力和矿工安全绩效水平,引入调节焦点理论,构建破坏性领导对矿工安全绩效影响的理论模型,并考虑代际对模型的调节作用。以国有煤矿企业矿工为调研对象,在316份问卷的基础上,应用结构方程模型(SEM)和层次回归分析法对理论模型进行验证。结果表明,破坏性领导正向影响安全遵守,负向影响安全参与;促进型调节焦点在破坏性领导与安全绩效的影响关系中起着部分中介作用,防御型调节焦点在破坏性领导与安全遵守的影响关系中起着部分中介作用;代际调节作用显著。破坏性领导对安全绩效有一定积极作用,实践中管理者应注意矿工年龄和调节焦点倾向采用适当管理方式。 相似文献
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为了从价值观和调节焦点的双重视角给煤矿企业新生代员工的安全管理提供科学依据,在文献研究和问卷调查的基础上,对 244 个有效样本进行分析,揭示煤矿企业新生代员工工作价值观的具体内容,结合动机理论和调节焦点理论,构建煤矿企业新生代员工工作价值观、调节焦点和安全绩效的结构方程模型。研究结果表明:煤矿企业新生代员工的工作价值观包含发展导向、自我导向、关系认同、独立自主、利益导向和创造导向6个因子结构;煤矿企业新生代员工的工作价值观、调节焦点和安全绩效两两之间均显著相关;煤矿企业新生代员工的工作价值观不仅可以直接预测安全绩效,还可以通过调节焦点的中介作用间接影响煤矿员工的安全绩效。 相似文献
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Across 3 studies, we apply a self‐protection perspective of observed mistreatment to examine a moderated mediation model on “when” and “why” third parties are motivated by peer abusive supervision. We hypothesize that prevention‐focused third parties will increase their performance effort as a response to peer abusive supervision, and this effect is mediated by performance instrumentality. In a field study of working adults (Study 1) and an experimental study that manipulated peer abusive supervision (Study 2), we found that peer abusive supervision interacted with third parties' prevention focus to predict their performance effort such that peer abuse was positively related to third parties' performance effort only for those high on prevention focus. Results were replicated in a second field study of working adults (Study 3). Further, we found support for the mediating effect of performance instrumentality. The theoretical and practical implications of our results are discussed. 相似文献
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We investigated the impact of the type of emotional appeal (ego‐focused vs. other‐focused) used in recruiting advertisements on applicant attraction to firms through two experimental studies across three countries (the United States, China, and Singapore). In Study 1, we made a traditional cultural comparison between the United States and China, whose dominant cultural values are characterized by individualism and collectivism, respectively. We found applicants in the United States were more strongly attracted to firms whose recruiting advertisements were based on an ego‐focused emotional appeal, while applicants in China were more attracted to firms that used ads with an other‐focused emotional appeal. Study 2 was conducted in bicultural Singapore. We primed bicultural applicants to be either the individualistic or collectivistic aspect of their cultural heritage. Applicants with individualist priming were attracted to recruiting advertisements with an ego‐focused emotional appeal, whereas applicants with collectivist priming were attracted to advertisements with an other‐focused emotional appeal. In addition, both studies revealed that a job applicant's regulatory focus (promotion vs. prevention) mediated the influence of national culture on the relationship between type of emotional appeal and applicant attraction to firms. Practical implications and suggestions for future research also are discussed. Copyright © 2016 John Wiley & Sons, Ltd. 相似文献
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Although researchers have highlighted the importance of diversity beliefs (i.e., team members' perceived value of diversity) for the elaboration of information in teams, little attention has been paid to whether and how diversity beliefs can be shaped. Drawing on theory and research on team diversity beliefs, we propose that diversity beliefs are more effectively influenced by interventions using a promotion (compared with a prevention) focus toward diversity and personal testimonial (compared with factual) knowledge. Results from an experiment conducted with 175 teams revealed that both a promotion focus and personal testimonial knowledge independently contributed to more positive diversity beliefs and consequently increased team elaboration of task-relevant information as well as integration of different perspectives. Our results reveal key factors that can influence diversity beliefs and underscore the pivotal role of diversity beliefs in improving the extent to which team members elaborate information and integrate diverse perspectives. 相似文献
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Although researchers have often found positive relationships between organizational citizenship behavior (OCB) and performance rating, very few studies have scrutinized the team contexts in which such relationships exist. This study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. On the basis of multilevel data collected from 81 teams working at a multinational bank in Hong Kong, team collectivism and individualism were found to moderate the OCB–performance rating relationship such that OCB targeting individuals improved rated performance in highly collectivistic teams only, whereas only organizational OCB produced a significant improvement in highly individualistic teams. The implications of these findings and directions for future research directions are discussed here. Copyright © 2012 John Wiley & Sons, Ltd. 相似文献
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为实时监控现场工人不安全行为,有效降低建筑事故发生率,实现主动的安全与组织管理模式,结合基于智能安全帽的施工人员不安全行为监测与管理系统,构建了工人安全行为绩效考核模型并设计激励机制。通过在温银施工项目的应用,进行了现场工人安全行为绩效的横向与纵向对比。研究结果表明:依据现场行为进行监控和绩效考核能够有效地改善工人的安全行为,有助于形成施工现场的安全生产竞争氛围,有助于建筑工地的安全管理。 相似文献
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Ludvig Levasseur Abbie J. Shipp Yitzhak Fried Denise M. Rousseau Philip G. Zimbardo 《组织行为杂志》2020,41(3):235-243
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为提高我国企业安全合规性,从政府监管视角,用文献综述方法梳理监管对象、安全规章、监管方式、监管主体4个方面对合规性的影响因素,建立企业安全合规关键影响因素模型。结果表明:监管对象层面的关键影响因素是其安全文化、安全领导力、安全培训和员工个性;详述性、细节性的安全规章会增加企业合规的负担,从而降低企业合规水平;对抗型和协同型的监管方式会从根本上对企业合规性产生不同的影响;监管主体的机构设置、相关职能及监管人员能力和数量、一元监管和多元监管主体对企业安全合规水平都有关键影响。 相似文献
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为探究我国安全文化学领域的研究现状、演进和热点,选取2010—2019年中国知网(CNKI)收录的323篇论文作为样本数据,使用CiteSpace软件绘制知识图谱。结合文献计量方法分析文献数量分布、期刊来源、主要作者、研究机构和知识演进,并追踪热点问题。研究结果表明:安全文化学领域论文发表量呈波动态势;在知识演进方面,近10年间安全文化学研究经历从煤矿企业安全文化学向各行业拓展的3个阶段,研究方法上更加具有针对性;结合应急管理体系和能力建设现状,安全文化学及相关学科的理论应用范围将进一步延伸,定量分析和社会科学理论相结合的研究方法将成为今后研究的重要方向。 相似文献
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阐述了桥式起重机桥架主梁安全性鉴定的内容。依据检测鉴定的要求和规范,检测了桥架主梁的跨度、对角线、变形、应力应变、构件损伤状况、焊缝探伤。对结构的承载力进行验算分析,给出了加固方案、施工方法,消除了结构的隐患,恢复了起重机的起重能力。 相似文献
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从我国游乐设施相关法律、法规、规章、技术规范和技术标准5个层次入手,梳理并分析了我国目前游乐设施安全法规与技术标准体系,针对游乐设施法律的欠缺、安全技术规范不能涵盖全部游乐设施及其安全监察、游乐设施的设计理念偏颇、现有游乐设施法规标准对游乐设施的一些要求与国际不接轨且量化要求不足等问题,笔者提出了国家应尽快制定颁布<特种设备安全法>或游乐设施的相关法律,早日填补游乐设施在型式试验、安全评价、评估、寿命预测、预警和进出口大型游乐设施监督管理办法的安全技术规范空白,改变游乐设施设计理念,完善游乐设施安全技术规范和技术标准的量化要求,尽快使我国游乐设施安全法规与技术标准体系适应国情并与国际体系接轨. 相似文献
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针对业内对车用环向缠绕气瓶设计文件鉴定和型式试验工作中存在选型分歧这一实际问题,通过综合分析气瓶设计规则、型式试验规则和产品标准的要求,对该产品的原型选择进行讨论,提出一个能够符合国家标准、合理体现制造厂家诉求、且能与设计鉴定、型式试验工作相适应的选型建议。 相似文献
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In the conceptualization of thriving at work, it is emphasized that employees' learning and vitality are two equally important components of thriving and that thriving is facilitated by contextual features and available resources. In this study, we examined the effects of two challenge stressors (time pressure and learning demands) on thriving at work. Based on the literature on challenge and hindrance stressors, we proposed that challenge stressors positively affect learning and negatively affect vitality. To uncover underlying mechanisms, we measured challenge appraisal and hindrance appraisal of work situations in a diary study. A sample of 124 knowledge workers responded to three daily surveys (before the lunch break, during the afternoon, and at the end of the workday) for a period of five workdays. Results indicate that the indirect effects of learning demands and time pressure on learning are mediated by challenge appraisal, whereas indirect effects of learning demands on vitality are mediated by hindrance appraisal. Overall, our study shows that challenge stressors have a positive total effect on learning but no total effect on vitality. These differential relationships call for a finer distinction between the two components of thriving at work in future research. Copyright © 2016 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd. 相似文献
