prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie
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prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie [2013/12/31 01:40] – [results and discussion] Martin Malec | prace:zakladni_aspekty_psychologie_prace_a_organizace:empiricka_studie [2013/12/31 03:37] (aktuální) – Martin Malec | ||
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**(1) Ng, T. W. H. and Feldman, D. C. (2012). Employee voice behavior: A meta-analytic test of the conservation of resources framework. //Journal of Organizational Behavior// 33, 216–234. doi: [[http:// | **(1) Ng, T. W. H. and Feldman, D. C. (2012). Employee voice behavior: A meta-analytic test of the conservation of resources framework. //Journal of Organizational Behavior// 33, 216–234. doi: [[http:// | ||
- | ==== INTRODUCTION ==== | + | ==== INTRODUCTION |
* voice: “constructive change‐oriented communication intended to improve the situation” (LePine and Van Dyne, 2001) | * voice: “constructive change‐oriented communication intended to improve the situation” (LePine and Van Dyne, 2001) | ||
* “positive voice” - improving the situation at work | * “positive voice” - improving the situation at work | ||
Řádek 22: | Řádek 22: | ||
* 3 % -1990, 18 % 1990-1999, **79 % 2000-** | * 3 % -1990, 18 % 1990-1999, **79 % 2000-** | ||
* 71 %: **self‐report measures of voice**, avg.rel.: α=0.77; for rest: α=0.88 | * 71 %: **self‐report measures of voice**, avg.rel.: α=0.77; for rest: α=0.88 | ||
- | ==== RESULTS | + | ==== RESULTS ==== |
* ad H1) employees who reported higher levels of job stressors and strains also reported less use of //voice// | * ad H1) employees who reported higher levels of job stressors and strains also reported less use of //voice// | ||
* ad H2) social stressors and strains are negatively related to voice, stronger than H1 | * ad H2) social stressors and strains are negatively related to voice, stronger than H1 | ||
Řádek 28: | Řádek 28: | ||
* in all cases support for resource conservation tenet (7/10 signif.) | * in all cases support for resource conservation tenet (7/10 signif.) | ||
* ad H4) opposite, here resource acquisition premise is valid (" | * ad H4) opposite, here resource acquisition premise is valid (" | ||
- | **Discussion** | + | ====DISCUSSION==== |
* COR theory (Hobfoll, 1989) is a useful alternative lens (to the reciprocation) for | * COR theory (Hobfoll, 1989) is a useful alternative lens (to the reciprocation) for | ||
- explaining the motivation behind the use of voice and for | - explaining the motivation behind the use of voice and for | ||
Řádek 35: | Řádek 35: | ||
* **" | * **" | ||
* **" | * **" | ||
- | * // | + | * // |
- | stressed are less able to accrue additional resources to turn around their future job performance ... and vice versa" | + | |
* "up to some optimal point, stress motivates employees to keep focus and to work hard at the task at hand. After that point, too much stress may lead employees to divert their attention to conserving and protecting resources instead." | * "up to some optimal point, stress motivates employees to keep focus and to work hard at the task at hand. After that point, too much stress may lead employees to divert their attention to conserving and protecting resources instead." | ||
* since //Human Relations School// 1940-1950s " | * since //Human Relations School// 1940-1950s " | ||
* "key to energizing greater voice behavior is improving workplace conditions for employees" | * "key to energizing greater voice behavior is improving workplace conditions for employees" | ||
* **360‐degree performance appraisals** might be more appropriate than supervisor ratings alone when assessing voice | * **360‐degree performance appraisals** might be more appropriate than supervisor ratings alone when assessing voice | ||
- | ==== own discussion | + | <WRAP center round tip> |
+ | Nejde o klasickou metaanalýzu, | ||
+ | </ |
prace/zakladni_aspekty_psychologie_prace_a_organizace/empiricka_studie.1388450454.txt.gz · Poslední úprava: 2013/12/31 01:40 autor: Martin Malec