Examining the nexus between situational factors and job performance through the mediating role of work engagement and self-efficacy

The situational perspectives theory of job performance is a fundamental aspect of organizational and managerial psychology. Consequently, there is growing interest in conducting additional research to assess situational factors and job performance through the theoretical frameworks of social learning and social exchange theories, which are seldom applied in these domains. The data has been collected from 365 employees working in Pakistan Telecommunication Company Limited (PTCL). It was found that supervisor support stimulates job performance. It is also deduced that self-efficacy mediates the relationship while work engagement does not mediate the relationship between supervisor support and job performance. The situational perspectives theory of job performance provides a supportive framework for the development of PTCL employees. This work should be of interest in the area of situational factors and performance improvement. This study is one of the very few studies conducted to empirically assess the influence of situational factor on performance through the mediating role of work engagement and self-efficacy.     

A wave of psychological forces in second language learning： An Arabic experience at IIUM

Psychological bases of success deal with relatively inner-self factors. The paper presents basic understandings of learning process as well as a model of identifying factors of second language learning success. There are a number of reasons why some students learn Arabic much more quickly than the others. Learner＇s psychological situation is one of the most expected determination factor. Therefore, its nature has to be described, its function needs to be identified and analyzed, especially in term of motivating students to have better performance in learning Arabic as a second language in the context of International Islamic University Malaysia （IIUM）.     

区域软实力的概念、要素及评估指标体系

区域软实力在中国受到越来越多的关注,不少学者对其概念、涵盖的要素及评估指标进行了探讨。文章认为,区域软实力是指在一个国家内一个区域可用以动员区内外的资源来实现其经济、社会、文化等全面发展的非物质力量。其构成要素主要有:政府管理和服务、区域文化、人力素质、区域形象和生活环境。为此,应构建由三级指标构成的区域软实力评估体系。     

人民警察心理健康研究的新视角——心理弹性

心理弹性是个体在面临严重压力或逆境时,其心理功能没有受到损伤性影响,相反表现出良好发展的现象。人民警察因其职业特点,经常面临压力或逆境,对其进行心理弹性研究有重要意义。文章探讨了心理弹性对人民警察心理健康的必要性和影响行为的机制,并提出了人民警察心理弹性的培养措施。     

遗失物的善意取得——试析《物权法》第107条的规定

《物权法》第107条是关于遗失物的善意取得的规定。仔细研读这一条款,就会发现它有几个问题需要分析:遗失物是否适用善意取得?第107条规定的原权利人的返还请求权的性质,以及如何理解原权利人的有偿回复义务?第107条属于善意取得制度的特别规定,原权利人的返还请求权兼具有形成权和请求权效力。在有偿回复的情形,原权利人现实提出对价支付是原权利人返还请求权发生效力的条件。     

Organizational and Human Factors Affecting Forensic Decision-Making: Workplace Stress and Feedback

Although forensic examiners operate in a stressful environment, there is a lack of understanding about workplace stress and feedback. These organizational and human factors can potentially impact forensic science judgments. In this study, 150 practicing forensic examiners from one laboratory were surveyed about their experiences of workplace stress, and the explicit and implicit feedback they receive. Forensic examiners reported that their high stress levels originated more from workplace-related factors (management and/or supervision, backlogs, and the pressure to do many cases) than from personal related factors (family, medical, and/or financial). The findings showed that a few (8%) of the forensic examiners sometimes felt strong implicit feedback about what conclusions were expected from them and that some (14%) also strongly felt that they were more appreciated when they helped to solve a case (e.g., by reaching a “match” as opposed to an “inconclusive” conclusion). Differences were found when comparing workplace stress and feedback levels across three core forensic science fields (forensic biology, chemistry, and latent prints) and across career stages (early, mid, and late). Gaining insights into the stress factors within a workplace and explicit and implicit feedback has implications for developing policies to improve the well-being, motivation, and performance of forensic examiners.     

妨碍信用卡管理罪行为方式探析

在妨害信用卡管理罪中,行为人明知其持有、运输的是"伪造的信用卡"或"伪造的空白信用卡"是一种对行为对象的明知,行为人虽然对"伪造的信用卡"和"伪造的空白信用卡"施加了影响,因为其不具有合法性,与刑法所保护的信用卡管理秩序也就不存在必然的本质与现象的联系,也就不能反映和体现信用卡管理秩序,因而是行为对象而不是犯罪对象.伪造居民身份证的行为与以骗领信用卡方式实施的妨害信用卡管理的行为之间构成手段与目的牵连关系,但由于刑法明确规定这种情况以妨害信用卡管理罪定罪处罚,因而虽然是牵连犯,但不能适用从一重处断的原则,而应按刑法的有关规定处罚,这是牵连犯处断原则的例外.     

犯罪对象概念的反思与重构

刑法学者之所以在不同场合赋予犯罪对象不同含义,是因为我国刑法理论中的传统犯罪对象概念存在一定的缺陷。有必要重构犯罪对象概念,将“犯罪行为直接作用的具体人和物”与“犯罪客体的直接物质承担者”两种含义适当分离,在理论上区分为直接犯罪对象与间接犯罪对象,二者作为犯罪实行行为指向的事物,有时可发生部分重合,但功能上并不相同,不可相互替代。     

作为行政侵权客体的精神权利

精神权利作为行政侵权的客体经历了一个不予承认到给予承认,从最初的采取限定主义原则到后来的非限定主义原则的过程,而且精神损害赔偿范围有不断扩大的趋势。我国的行政侵权制度并未否定精神损害赔偿,只是很不完善。在我国建立行政侵权精神损害的赔偿金制度是必要的,为了切实地保障行政侵权中的精神权利,应当遵循全部赔偿的原则,而且要对赔偿数额进行量化。     

改革开放 40 年来中国企业员工集体离职机制的 典型案例研究

企业员工集体离职对相关组织和员工群体影响深远。本研究从 1978—2021 年中国知网（CNKI） 4 类论文数据库及报纸 1 类新闻数据库中，甄选出我国 102 个企业员工集体离职典型案例。研究发现：集体离 职集中发生在时代的热门行业、朝阳产业，其中制造业、IT 业的集体离职始终处于焦点；集体离职的主要原 因是个体自身因素、企业内部因素以及二者互动因素；集体离职的直接原因同样主要在内因，成为集体离职的 “导火索”或“催化剂”。研究提炼出企业员工集体离职影响因素和作用机制模型、企业员工集体离职主要原 因和直接原因作用模型。基于此，研究建议：预防集体离职需整体上更加关注企业的内部管理，化解集体离职 需避免主要原因的积累，缓解集体离职还需注意直接原因的作用。