Under the background of innovation to win, employees’ constructive deviant behavior has become an important way for organizations to break through the bottleneck of change and realize transformation and upgrading. At present, it has become the focus of academic and practical circles. Based on cognitive evaluation theory and social cognitive theory, this study explores the impact mechanism of dual leadership on employees’ constructive deviant behavior. Using hierarchical regression analysis and bootstrap method, this article empirically tests the questionnaire data of 333 new generation employees. It is found that dual leadership has a significant positive impact on constructive deviant behavior; role width, self-efficacy, and promoting regulatory focus play a complete intermediary role between dual leadership and constructive deviant behavior. Promoting regulatory focus and role width self-efficacy play a chain intermediary role in the action path of dual leadership on constructive deviant behavior. The research results enrich the theoretical framework of employees’ constructive deviant behavior from the perspective of leadership style, and provide a practical reference for leaders to effectively guide employees to make constructive deviant behavior.
A detection method for 19 kinds of phthalic acid ester compounds analyzed by n-hexane/ether/acetonitrile 1:7:8 v/v/v mixed solvent extraction, quick, easy, cheap, effective, rugged, and safe purification and internal standard method of quantitative gas chromatography with mass spectrometry was established. This method can effectively remove interfering materials, such as lipids, fatty acids, and pigments, from dairy products. The 19 kinds of phthalic acid ester compounds were within a 0.025-0.2 mg/kg range, the recovery rate was 65.2-125.7%, relative standard deviation was 7.9-15.4% (n = 6), and the limit of detection was 0.005-0.02 mg/kg. Concentrations of the 19 kinds of phthalic acid ester compounds ranged between 0.01 and 0.12 mg/kg in ten dairy materials and 20 dairy products. The established method is simple, rapid, accurate, and highly sensitive.
Objective
To set up a psychological contract scale for hospital pharmacists to strengthen the management of pharmacists and improve the occupational health of pharmacists.
Methods
A psychological contract scale for hospital pharmacists with structured questionnaires was designed according to the professional characteristics of hospital pharmacists and validated through the investigation of pharmacists in 77 public medical institutions in Zunyi, China, which were included through stratified random sampling. Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy and Bartlett’s Test of Sphericity were used to assess the suitability of the sample for factor analysis. Validity of the dimensions was investigated with exploratory factor analysis. The principal component analysis and varimax rotation methods were used to identify the factor structure. The internal consistency was assessed by the Cronbach’s alpha coefficient.
Results
The psychological contract scale for hospital pharmacists was composed of pharmacists’ perceptions regarding the hospital, pharmacists themselves, and government/society responsibility. The KMO values of the three perceptions were 0.957, 0.930 and 0.917, respectively, all greater than 0.6. The significance probability of the Bartlett spherical test was 0.000, indicating good structural validity. The Cronbach’s alpha coefficient and half coefficient of the responsibilities in three sub-scales were all greater than 0.6, indicating good internal reliability of the scale. The average scores of the pharmacist responsibility, the hospital responsibility and the government/society responsibility in the pharmacists’ perception were 5.42±0.637, 4.64±1.069 and 4.49±1.134, respectively. In the pharmacists’ perception, their own responsibility has been better fulfilled than those of hospitals and government/society.
Conclusion
The psychological contract scale for hospital pharmacists can be a useful tool to evaluate the psychological contract of hospital pharmacists for research and occupational health assessments and management in the area of hospital pharmacy.
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