研究方法入門

內(nèi)容概要

　　《研究方法入門：組織行為及人力資源的應(yīng)用》內(nèi)容深入淺出，由簡單的基礎(chǔ)統(tǒng)計方法到近來逐漸盛行的多層次研究方法，不僅適合初學(xué)者研讀，也適合研究方法有一定基礎(chǔ)的研究者；《研究方法入門：組織行為及人力資源的應(yīng)用》作者將其個人過去研究的議題案例，結(jié)合不同的研究方法進(jìn)行論述，透過組織中實際的主題，讀者更能夠了解研究方法在組織管理的應(yīng)用，例如以情緒智商來說明測量的問題以及以主管和部屬關(guān)系來解釋線性結(jié)構(gòu)方程式的應(yīng)用。

書籍目錄

初版的前言推薦序一推薦序二推薦序三修訂版序?qū)а缘谝徽?人力資源管理的內(nèi)容簡介第二章 組織行為學(xué)主要內(nèi)容及研究上的例子第三章 科學(xué)方法與管理學(xué)第四章 統(tǒng)計在管理研究上的應(yīng)用第五章 測量的基本概念及理論第六章 建立測量尺度的例子——情緒智力第七章 建立測量尺度的例子——“關(guān)系”及“職業(yè)興趣”第八章 實驗設(shè)計的例子(ExperimentaI Desigrl Exarriples)第九章 回歸分析的例子(Regressiorl Exarrlpies)第十章 結(jié)構(gòu)方程模型的例子(StrLicttJraI EqLJatiorl Model Examples) 第十一章 “多層線性模型”(HLM)和“聚合分析”(meta-analysis)的例子第十二章 研究設(shè)計及撰寫報告的一些建議后記索引

章節(jié)摘錄

　　The first alternative specification is based on the Job Characteristics Model that emphasizes the effects of objective motivational job characteristics on employee affective outcomes such as job satisfaction. Since the JCM suggests a strong correspondence between objective job characteristics and subjective job perception (Stone， 1992)， one may argue that objective job characteristics will affect job perception， which， in turn， leads to intrinsic job satisfaction (Hulin and Blood， 1968; Stone， 1976).　The model does not hypothesize a direct relationship between objective job characteristics and extrinsic job satisfaction (i. e.， satisfaction with facets other than the job itself such as pay and promotion opportunities)， nor between objective job characteristics and overall job satisfaction.　　The other two alternative specifications based on theories that emphasize the processes through which job perception and attitudes (e. g. ， job satisfaction) are formed， and the effects of social information on these processes.　The Social Information Processing theory argues that overall job attitudes， of which job satisfaction is one， will initiate a rationalizing process through which individuals will　 make sense'　of their situation by cognitively constructing characteristics of their job that are consistent with the social context (Selznick and Pfeiffer， 1978; Thomas and Griffin， 1983). In other words， this theory suggests that employees develop a generalized reaction to the work environment (i.e.， attitudes) based on information gained from their social contexts. This global impression about the social contexts will then affect the perception of' their jobs.　In this case， job perception is the effect of job satisfaction rather than the cause.　The SIP theory does not distinguish between overall job satisfactions from its components.　Thus， based on the SIP theory， one may argue that overall job satisfaction (including both intrinsic and extrinsic aspects) should have causal effects on job perception.　　The final alternative specification is based on the Cognitive Social Learning theory introduced by James and his colleagues (e. g.， James， Hater， Gent and Bruin， 1978; James and Jones， 1980; James and Ettrick， 1986).　According to this theory， employees will form their job perception by assigning unique meanings to their work situations based on their jobs and other relevant situational attributes.　They will then formulate attitudes based on these perceptions and adjust their assignment of meanings if inconsistencies exist between their perception and attitudes. This interactive adjustment is a social learning process for employees to maintain consistencies between perception and attitudes. Thus， based on this theory， one may argue that job perception and job satisfaction are reciprocally related. Similar to the JCM， the CSL theory also deals explicitly with the　　Relationship between job perception and intrinsic job satisfaction. In measuring job satisfaction， for example， only "items associated directly with job and task events" were used by James and Jones (1980， p. 110). Thus， according to the CSI. only the reciprocal relationship between job perception and intrinsic job satisfaction is relevant.　　……

編輯推薦

黃熾森編著的《研究方法入門》有別于其他研究方法的書籍，主要有下列幾點：第一，本書書名雖為研究方法入門，但書中內(nèi)容深入淺出，由簡單的基礎(chǔ)統(tǒng)計方法到近來逐漸盛行的多層次研究方法，不僅適合初學(xué)者研讀，也適合研究方法有一定基礎(chǔ)的研究者；第二，本書的重要特質(zhì)是黃教授將其個人過去研究的議題案例，結(jié)合不同的研究方法進(jìn)行論述，透過組織中實際的主題，讀者更能夠了解研究方法在組織管理的應(yīng)用，例如以情緒智商來說明測量的問題以及以主管和部屬關(guān)系來解釋線性結(jié)構(gòu)方程式的應(yīng)用；第三，本書第十二章，黃教授將他個人過去研究和文章發(fā)表經(jīng)驗，整理提供讀者在研究設(shè)計的建議，對于研究進(jìn)行和論文撰寫幫助甚大。

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