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The types of risk perception and the factors influencing it when employees establish and maintain interpersonal relationships within organizations in China were explored. The result showed that the factors influencing the risk perception of interpersonal relationships included four categories, namely, spillover effects, features of the other side, personality fit, and status fit. The risk perception...
Previous studies have often neglected the important factor of risk perception in examining the development of organizational commitment. This is despite the fact that the employee-organization relationship has been recognized as a social exchange relationship and that organizational commitment is a behavior developed while the process of such exchange relationship is established. Based on related...
Mentoring as an important measure for organization to development employees in America and other developed country has attracted lots of attention from practitioners and academic researchers in recently 30 years. In this article, the results of theoretical research of mentoring were analyzed, and a human resource development strategy model was proposed, including key points among the steps of strategy...
This study explores the effect of subordinates feeling trusted in the trust-loyalty interaction between Chinese supervisor and subordinates. We propose that subordinates' satisfaction with supervisor is the mediator in the effect process of subordinates feeling trusted on loyalty to supervisor. The proposed model is developed and tested. The findings indicate that feeling trusted positively affects...
The research on unrealistic optimism in risk perception had attracted lots of attentions in recent years. In this article, the characteristics of unrealistic optimism, the effects of personal attributes on unrealistic optimism, and development mechanism of unrealistic optimism were summarized. The application was also analyzed.
This study focused on the effects of subordinate-supervisor conscientiousness fit on organizational commitment and job satisfaction, and explored the mediator effect of trust in leadership between subordinate-supervisor conscientiousness fit and outcomes. The results showed that some specific dimensionalities of the subordinate-supervisor conscientiousness fit had significant positive influence to...
The relationships among individual career management strategy, organizational career management strategy and employees' career satisfaction and organizational commitment were studied. The results indicated that individual career management strategy influenced employees' organizational commitment significantly, and organizational career management strategy influenced employees' career satisfaction...
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