Examining Organizational Commitment among National and Expatriate Employees in the Private and Public Sectors in United Arab Emirates

The indigenous manpower deficit in the United Arab Emirates (UAE) has resulted in hiring of millions of expatriate employees. In the past decade, this situation has led to many concerns for decision makers as organizational productivity declined. The present study aims at examining the relationship between employees’ nationality and their organizational commitment (OC), in addition to exploring the various forms of commitment exhibited in the workplace. Bivariate and multivariate analyses indicated that OC was multidimensional as employees have expressed differing types and levels of commitment. In addition, nationality of employees was significantly correlated with the level of their commitment. Thus, this study provides several recommendations for researchers and practitioners.     

Radical Islam and the struggle for influence in Central Asia

The threat of an Iranian‐style Islamic takeover of the newly independent states of Central Asia is currently more of a potential than actual threat to the secular rulers of these countries. Nonetheless, economic, environmental and nationality problems render these rulers vulnerable to a future Islamic potential challenge. The threat of Islam has been used by local leaders to justify dictatorships and intervene in neighboring countries, while foreign governments, such as Turkey and Israel, have sought to exploit the threat of Islam in Central Asia to strengthen their support from the United States. By contrast, Iran has downplayed the Islamic factor in its foreign policy toward these new republics and as a result has enhanced its relationship with Russia, which seeks to establish its hegemony over the region.     

Paradoxical and double-bind communication in treatment for people who sexually offend

Abstract

At its most fundamental structural level, treatment for people who sexually offend has inherently paradoxical elements. These involve questions about efficacy, the balance of community safety and client autonomy and responsibility for meaningful change. These elements can create further forms of paradoxical and double-bind communication within the treatment experience itself. This paper explores this communication and its potentially harmful effects on clients, therapy and community safety, particularly in light of the schemas, implicit theories and cognitive deficits exhibited by people with histories of sexually offending behaviour. It is intended to suggest topics for consideration in solving clinical dilemmas and preventing harm to therapeutic relationships.     

To be committed or not: examining effects of personal and workplace variables on the organizational commitment of Southern prison staff

This study examined how personal and workplace variables were related to organizational commitment among staff working at a large Southern prison. The personal variables were gender, age, position, tenure, educational level, and supervisory status. The workplace variables were assessment of training, job variety, role clarity, input into decision-making, and instrumental communication. The results indicate workplace variables play a greater role in shaping affective commitment of surveyed Southern prison staff than do personal variables. The personal variables explained only 10% of the variance in the commitment index, while workplace factors accounted for approximately 59% of the variance and were significant determinants of organizational commitment among the respondents. In the multivariate regression analysis, age, assessment of training, job variety, role clarity, input into decision-making, and instrumental communication all had positive associations with commitment. Educational level had a negative relationship with commitment. Implications of these findings for policy and future research are also discussed.     

试论持有的性质与持有型犯罪的特征

持有在法律性质上属于行为,在法律归属上既不属于作为,也不属于不作为,应属于独立的第三行为方式。持有型犯罪与其他类型犯罪相比具有双重法定性、犯罪客体的多样性、认定上的排他性等独特特征。     

浅议虚报注册资本罪客观方面的几个问题

虚报注册资本罪的设立对维护社会主义市场经济的发展十分有利,但司法解释对于法条中的若干问题尚未作出规定,学理解释也意见各异,笔者对此提出了自己的观点。     

试论许诺在侦查讯问中的适用

威胁、引诱、欺骗的讯问策略方法是否具有适法性在学界一直具有争议,近年来关于应对威胁、引诱、欺骗的讯问策略方法具有一定容许度的观点得到越来越多学者的认可。许诺的实质也是对犯罪嫌疑人的一种利益诱导,其与引诱的区别何在,在我国侦查讯问中能否适用及如何使用值得探讨。     

关怀型伦理环境对员工亲组织非伦理行为的影响 —— 基于医药企业的调查

工作场所中的员工亲组织非伦理行为违背了社会伦理准则,但其亲组织性却可以促进组织获取利益,综合而言,该行为兼具了利己与利他动机。基于情感事件理论框架,构建以情感承诺为中介,以积极情绪为调节的中介模型,检验关怀型伦理环境对员工亲组织非伦理行为影响的内在机制。收集来自北京和哈尔滨6家医药企业的调研数据,运用多层次线性回归分析和验证性因素分析法进行实证分析。研究结果表明,关怀型伦理环境对员工的亲组织非伦理行为具有显著的正向影响;情感承诺在关怀型伦理环境与亲组织非伦理行为的关系中发挥部分中介作用;积极情绪在关怀型伦理环境与情感承诺的关系中发挥正向调节作用;积极情绪在情感承诺与亲组织非伦理行为的关系中发挥正向调节作用。     

员工对工会的职能感知加深对工会凝聚力的影响 —— 中国情景中的权力距离调节作用

近年来中国工会通过强化维权职能、改革组织结构、组织工会活动等一系列措施以解决工会“四 化”问题,目标在于提升工会对员工的凝聚力和员工对工会的归属感,这一路径在理论上已达成共识,但在实 践中还需要更多的验证。本研究通过对 142 家企业和 2457 名员工的问卷调研,基于社会交换理论,探究中国情 境中员工对工会的职能感知加深从而提升工会凝聚力的路径机理。研究结果表明：在工会的深入改革中,员工 认识到工会对自己的权益保护功能（工会职能感知）的确能提升对工会的归属感和认同感（工会承诺）,且通 过组织工会活动提高员工对工会的参与度（工会参与）,进而加强了工会凝聚力。同时,如果企业的管理层级多、 上下级沟通不畅（即企业与员工的权力距离大）,反而会促进员工更积极参与到工会建设中,希望工会为自己代言, 从而提升工会吸引力、凝聚力、战斗力。