• 主题
高级搜索  >
历史搜索 清空历史
首页> 外文学位 >The glue that binds us together: Introducing levity to the organizational arena.
【24h】

The glue that binds us together: Introducing levity to the organizational arena.

机译：将我们联系在一起的胶水：向组织领域引入重要性。

获取原文
获取原文并翻译 | 示例
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

In 2008, Gostick and Christopher released a book describing how fun and lightness can have a profoundly positive effect on the workplace. The author chose to further specify these concepts to encourage empirical research on levity. An exchange or interaction that has levity will promote relaxation, amusement, and validation for those involved. Levity is not an individual-level phenomenon, but a work environment that rises from dynamic relationships between people. Levity may improve morale, promote unity, and diffuse negative aspects of the job or work conditions. The current study is designed to explore the construct and criterion validity of a recently developed levity measure (Levity at Work Scale; LAWS) and how it relates to organizational outcomes. Results of this study address the degree to which items on the LAWS measure correspond with the proposed three-factor structure, converge with and discriminate between other scales, and predict useful outcomes. Over 1,000 participants were gathered with Amazon.com’s Mechanical Turk participant pool, of which 868 were viable. The dataset was split in two for exploratory (n = 208) and confirmatory (n = 660) analyses involving item reduction, confirmatory factor analysis, and hierarchical regression to examine levity’s ability to moderate the relationship between organizational constraints and perceived stress. The exploratory sample was used to reduce items, identify whether the dimensions of levity have differential relationships with outcomes, and if the relationships are consistent between Indian, U.S., and other geographic regions. Results of a higher-order confirmatory model provides support that Amusement, Buoyancy, and Edification are manifestations of the underlying concept of levity. The subscales demonstrated evidence of unidimensionality, homogeneity, and internal consistency. Levity was found to converge with the preexisting Levity Effect Quiz and distinguished itself from interpersonal conflict and trait affect. Though correlations between the LAWS and perceived stress tools are significantly negatively correlated, hierarchical regression analysis revealed that levity did not predict stress over and above trait affect. Finally, levity was found to correlate to several other outcome variables (i.e., willingness to recommend the organization to a friend, turnover intentions).
机译：2008年，Gostick和Christopher出版了一本书，描述了乐趣和轻巧如何对工作场所产生深远的积极影响。作者选择进一步指定这些概念，以鼓励对强度进行实证研究。有意义的交流或互动将促进相关人员的放松，娱乐和验证。勤俭不是个人层面的现象，而是一种因人与人之间的动态关系而产生的工作环境。节俭可以提高士气，促进团结，并消除工作或工作条件的负面影响。当前的研究旨在探究最近开发的一项量度措施（工作中的生活水平； LAWS）的结构和标准有效性，以及它与组织成果的关系。这项研究的结果解决了LAWS度量项目与拟议的三因素结构相对应的程度，与其他度量标准的融合和区别，并预测了有用的结果。 Amazon.com的Mechanical Turk参与者库聚集了1,000多名参与者，其中868名是可行的。将数据集分为两部分，分别进行探索性（ n = 208）和确认性（n = 660）分析，涉及项目减少，确认性因子分析和层次回归，以检查重要性缓解组织约束之间关系的能力。和感觉到的压力。探索性样本用于减少项目，确定征兆维度与结果之间是否存在差异关系，以及印度，美国和其他地理区域之间的关系是否一致。高阶验证模型的结果提供了支持，即娱乐性，浮力和娱乐性是潜在性概念的体现。分量表显示出一维性，同质性和内部一致性的证据。人们发现轻浮与先前存在的<斜体>测力效果测验融合，并使其与人际冲突和特质影响区分开。尽管LAWS与感知的压力工具之间的相关性呈显着负相关，但层次回归分析显示，强度并不能预测性状影响以外的压力。最后，发现高度与其他几个结果变量相关（即，向朋友推荐组织的意愿，离职意向）。

著录项

  • 作者

    Thornton, Heather R.;

  • 作者单位

    Saint Louis University.;

  • 授予单位 Saint Louis University.;
  • 学科 Psychology Industrial.;Sociology Organizational.;Sociology Organization Theory.
  • 学位 Ph.D.
  • 年度 2011
  • 页码 86 p.
  • 总页数 86
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号