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Organizational behavior literature review:Family support’s i

时间:2019-08-12 09:58来源:未知 作者:anne 点击:
Based on the literature discussed above, we can see that with financial support, individuals will have the resources to acquire the education and the relative career training needed. The education and training will give them more opportunities to explore themselves and any future career environments they encounter (Fouad et.al,2007,Palo&Drobot, 2010). What is more, knowledge about career options open to them and experiences provided by their family could also lead to more exploration opportunities. Studies have found that compared with people who didn’t have much information, people who receive more information and support will have more chance to engage in career related exploration (Schultheiss et al., 2004). The proper emotional support will also contribute to the exploration process: research carried out argued that emotional support will create individuals with encouragement and confidence, and this will allow them to discover themselves and the environment with low anxiety (Ainsworth,1982, Gomez et al., 2001). ..In adolescence, both attachment to peers and attachment to mother have been linked to increased career exploration and career commitment (Felsman&Blustein, 1999). Sarason et al. (1990) highlightedthe impact of support on exploration and argued that it provides a "safety net" that permits active participation and exploration. Career exploration has a prominent role in the career development theory (Super, 1957; 1990).Jorddan(1963)argued that, with sufficient career exploration, individuals will have more understanding of their personality, ability etc. as well as future environmental characteristics. Super (1990)’s self-concept theory has proposed that the primary outcome of career exploration was helping people to shape their self-concept and thus, build a vocational preference associated with self-concept.  
人-工作匹配理论的论断(提出)与那些实证研究的论断是一致的。Moreover, several empirical studies have also argued that individuals who extensively explore themselves and their environments choose careers that are satisfying and congruent with their traits. (Blustein, 1997; Brooks, Cornelius, Greenfield, & Joseph, 1995)Theperson-job fit theory alsoargues that people tend to seek out or stay in a job that allows them to behaviorally manifest with their traits.
What the person-job fit theory argued(proposed) is consistent with those empirical studies argued.
Therefore, based on the discussions above, we can argue that family support will lead to active exploration of career decisions, and may further positively result for P-J fit.
1a Financial support from family will positively relate to higher degree of person-job fit. 
Family border ability between the two areas will affect the work and family resources, the flow of emotion, generally Gao Bianjie elastic will promote the flow of liquidity is the necessary condition to gain family work, but the increase of liquidity and could lead to work family conflict (such as the two domain boundary maintain, feel not adapt to the change of liquidity, destructive), and want to gain the effect. So there has been considerable details, such as: low family support is low on a member in the family border flexibility capabilities, then the individual tend to integrate family and work, as a result, management difficult family work boundaries, finally brought low family work gain; Another case: lower family support to someone in the family members might bring higher ability of family border flexibility (the particularity of individual cognition), result prompted the two fields of liquidity increases, causing the work family conflict(Chhabra, 2015). As a consequence, the financial support from family will positively relate to higher degree of person-job fit.
1b. Informational support from family will positively relate to higher degree of person-job fit.
The higher the spouse support for individual work, individual work related results more significantly, include individual job satisfaction, physical health and job satisfaction, such as: family support, and employee job satisfaction is related to an individual's health situation and family support, job satisfaction and employee job satisfaction is related. The higher the support the enterprise gives to individual working families, the more loyal employees will be to the enterprise, which has nothing to do with how much the individual gains from it.
Individual to transfer from one area to another area of ability belief can be found, the individual characteristics of situation in the field of perceived boundaries to maintain existence and attitudes, behavior, and influence to an area where they leave another ability and in the field of cognition, attitude, in particular, tend to hold against the boundary of the attitude and tolerance behavior than hold lenient attitude and maintain the individual against the behavior of the border to maintain a feeling of more resistance, both sides of the border, especially family, the number of family members in general around the border crossing is less than the work area, the number of people across the affected by the family members will both centralized and varied from person (family), the people usually do at values family ties will be regarded as more important than interpersonal relationships at work and is one of the most important link (even energy distribution is not the case in reality, across the family attitude, behavior, and finally, can across from existing fields in the degree and frequency of the judgment, and take in account for a large weight, family support can make the person clearly felt in the domain of its change is accepted, be hold, understood (bao-yu cheng,, has the obvious signal than other practical factors of the family, such as the scarcity of time at home, the elderly, women and children need to take care of, family suite migration, because of work together, etc.) of resistance can be reduce across, even into a power in the field of transformation, because can be used to the other side of the border to compensate the family in another way. Therefore, it is reasonable to believe that family support can promote the flexibility of family boundaries. Therefore, Informational support from family will positively relate to higher degree of person-job fit.
1c. Emotional support from family will positively relate to higher degree of person-job fit.
Emotional support from family is the cornerstone of employees work, significant influence on individuals, it allows individuals to generate positive emotions, such as care, attention, etc., these positive emotions can affect the individual in the enterprise( Mauno, & Ruokolainen, 2017). Based on the basic role of the family, the definition of family support for individuals of all kinds of support from relatives support including resource type, judgment, etc, this thesis mainly discusses the family members of the influence degree of the parents and spouse support for individuals to work. Employees from family support is mainly support and judgment of resource support, resource support mainly focus on the spouse and parents care, motivation and help individuals, usually involving the spouses and children of staff awareness, to the affirmation of the work and cooperation degree, etc.; While judging types support mainly reflects on the bear the housework, spouse and parents in their daily chores on the more positive, things will reduce the individual in the family in the amount of time, increase the working time, improve the staff's job ( AlAzzam, AbuAlRub,  & Nazzal, 2017). Thus, Emotional support from family will positively relate to higher degree of person-job fit.
Intergrating P-J fit with Affective Commitment: 
As stated in the previous section, the link between P-J fit and organizational commitment is well-established in the empirical literature. (Cable & Edwards, 2004; Edwards, 1996) Social Exchange Theory (SET) can be applied here to guide the link between P-J fit and affective commitment. (Straatmann,2017) SET argued that the exchange processes between a job and an employee may be understood as ‘a series of interactions between parties who are in a state of reciprocal interdependence’ (Saks, 2006) These interactions include the social exchange of tangible and intangible resources. The person-job fit was defined as the match between individuals’ skills and abilities and requirements of their jobs.Greguras&Diefendor(2009) argued that if there is a fit,employees are more likely to satisfy their competence needs.SET proposed that, such perceptions of social exchange will lead employees to the emotional factors on the formation of both is accompanied by the gradual development of the process of social exchange. (Blau, 1964) Settoon et al(1996) further argued that such attitude could be the affective commitment. Thus, it is hypothesized that,

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