青少年饮酒期望与饮酒行为的关系:追踪研究的证据

通过对1000余名青少年为期一年的追踪调查,探讨了青少年饮酒期望与饮酒行为之间的关系,同时考察了饮酒期望的发展和性别差异。研究结果表明:(1)一年来青少年的饮酒行为、饮酒消极期望和饮酒积极期望都显著增加;女生的饮酒行为和饮酒积极期望的增加都显著高于男生。(2)第二次测查时,青少年的饮酒行为、饮酒积极期望和饮酒消极期望高于一年前原同年级的学生。(3)饮酒积极期望、消极期望和饮酒行为之间的基本关系一年来没有发生变化:消极期望可能降低饮酒行为,积极期望可能增加饮酒行为,消极期望对积极期望与饮酒行为的关系具有显著的调节作用。但是消极期望对饮酒行为的作用降低,积极期望的作用升高。     

饮酒期望、饮酒拒绝自我效能与青少年的饮酒行为:有中介的调节效应分析

以544名初一、初二、高一和高二的学生为研究对象,考察在控制了相关人口学变量后,消极饮酒期望对积极饮酒期望与青少年饮酒行为关系的调节作用,以及饮酒拒绝自我效能对消极、积极饮酒期望及两者交互作用与饮酒行为关系的中介作用。结果发现:(1)28.31%的中学生在过去一个月中曾饮酒,其中13.60%在过去一个月中曾大量饮酒,8.27%曾醉酒;(2)积极饮酒期望能正向预测青少年的饮酒行为,消极饮酒期望在积极饮酒期望与青少年饮酒行为关系中发挥调节作用;(3)饮酒拒绝自我效能在消极饮酒期望与饮酒行为关系中起部分中介作用,在积极饮酒期望与饮酒行为的关系以及消极饮酒期望的调节作用中发挥了完全中介作用;(4)调节效应的中介机制表明,低消极期望组中,随着积极期望的提高,饮酒拒绝自我效能呈直线下降的趋势;而在高消极期望组中,无论积极期望高或者低,饮酒拒绝自我效能均较高。研究结果对青少年饮酒行为的干预有重要的指导意义。     

初中生饮酒期望及其与饮酒行为关系的研究

本研究通过对 1 73 4名初中生的问卷测查 ,考察了当前初中生饮酒期望的性别和年级差异 ,并进一步探讨了饮酒期望与饮酒行为之间的关系。结果表明 :( 1 )初中男生的饮酒积极期望和女生相比没有明显差异 ,但饮酒的消极期望显著低于女生 ;( 2 )随着年级的升高 ,初中生的饮酒积极期望和消极期望都呈降低的趋势 ;( 3 )性别、年级、饮酒积极期望和饮酒消极期望对于饮酒行为都有显著的作用 ,饮酒消极期望对于饮酒行为的解释率要高于饮酒积极期望 ;( 4)饮酒消极期望对于饮酒积极期望和饮酒行为的关系有重要的调节作用。     

社会行为的效价信息对注意捕获的影响：基于帮助和阻碍行为的探讨

采用学习-测验两任务范式, 通过3项实验探讨了社会行为的效价信息对注意捕获的影响。在学习阶段, 被试观看具有积极效价的帮助行为(某智能体帮助另一智能体爬山)和消极效价的阻碍行为(某智能体阻碍另一智能体爬山), 以及与各自运动特性匹配的无社会交互行为, 其目的为建立不同智能体颜色与社会行为效价信息的联结关系。在测验阶段, 则分别检验社会行为中的施动方(帮助者和阻碍者)颜色和受动方(被帮助者和被阻碍者)颜色的注意捕获效应。结果发现, 消极社会行为中施动方颜色和受动方颜色均更容易捕获注意, 而积极社会行为效价信息并没有改变联结特征值的注意捕获效应; 且相比于受动方, 与消极社会行为效价建立联结的施动方颜色的注意捕获效应更强。该结果提示, 存在消极社会行为效价驱动的注意捕获, 且消极的效价信息与卷入社会行为所有个体的特征建立联结, 但该联结中施动方物理特征具有更高的注意优先性。这一发现暗示, 声誉信息与对社会交互行为的整体表征可能综合作用于对社会交互事件的注意选择。     

工作场所排斥与员工角色内外行为：归属感的中介作用

为考察工作场所排斥（包括上司排斥与同事排斥）与员工角色内行为和角色外行为（组织公民行为）之间的关系,以及归属感在上述关系中的中介作用,本研究采用问卷调查法,分两次对全职工作一年以上的员工进行施测,前后共获得247份有效匹配数据,经统计分析后发现：（1）上司排斥与同事排斥均显著地负向预测员工角色内外行为,即工作场所排斥水平越高,角色内行为和角色外行为的表现越差。（2）归属感在上司排斥、同事排斥与员工角色内行为之间发挥了完全中介作用,即工作场所排斥会破坏员工的归属感,最终降低角色内行为。（3）归属感在上司排斥和角色外行为的关系中发挥了完全中介作用,但在同事排斥与角色外行为的关系中仅存在部分中介作用,说明工作场所排斥在一定程度上会破坏员工的归属感,最终影响其角色外行为表现。     

积极应对还是逃避? 主动性人格对职场排斥与组织公民行为的影响机制

基于压力转换理论,考察主动性人格对职场排斥与组织公民行为的调节机制,尤其是应对策略对整个调节机制的中介作用。通过对9家企业的249对上下级匹配问卷分析发现,主动性人格对职场排斥与组织公民行为关系具有调节作用,对于高主动性人格的员工而言,职场排斥与组织公民行为负向关系更弱;主动性人格正向影响积极应对策略,负向影响逃避应对策略;积极应对策略对职场排斥与组织公民行为关系具有调节作用,当员工采用积极应对策略时,职场排斥与组织公民行为的负向关系更弱;积极应对策略中介了主动性人格对职场排斥与组织公民行为关系的调节作用。本文的研究结果不仅从理论上丰富和拓展了主动性人格、应对策略及职场排斥的关系研究,也从排斥应对的视角为实务界提供了实践指导。     

震区羌族初中生的家庭损失与应对方式:乐观的调节作用

目的考察5.12汶川地震后羌族青少年的家庭损失程度、乐观和应对方式之间的关系。方法采用生活定向测验问卷、特质应对方式问卷和家庭损失的自编测量题项对震区421名羌族初中学生进行了问卷调查。结果 (1)个体遭受的家庭损失程度较重,但其乐观水平较高,且积极应对水平亦显著高于消极应对。(2)家庭损失与乐观和积极应对方式呈显著负相关,与消极应对方式呈显著正相关。(3)乐观在家庭损失与应对方式的关系之间有着显著的调节作用。结论乐观能较好地缓解地震造成的家庭损失对羌族初中生应对方式的不良影响。     

儿童的内隐特质观与社交失败后反应的关系

以160名儿童为被试考察儿童内隐特质观与社交失败后反应的关系。结果表明:(1)随着年龄增长,儿童越来越积极地应对社交失败;(2)社交失败后,越赞同固存观儿童提出的积极群体加入策略比例越低而消极策略比例越高;越赞同发展观儿童提出的积极策略比例越高而消极策略比例越低;(3)持固存观儿童比持发展观儿童更倾向将社交失败归因于自己,自我评价也更为消极,但两者在社交坚持性、未来社交预期等方面无显著差异。     

职场排斥对培训行业员工建言行为的影响——有调节的中介作用模型

研究采用问卷法,以安徽、天津的培训机构中的401名在职员工为研究对象,以组织支持感作为中介变量,以积极心理资本作为调节变量,从资源保存理论的视角探讨了职场排斥对员工建言行为的影响。研究结果表明:(1)职场排斥对员工的建言行为具有负向预测作用,职场排斥水平越高,其建言行为水平越低。(2)组织支持感在职场排斥与建言行为之间起中介作用,职场排斥通过组织支持感影响员工的建言行为。(3)组织支持感的中介作用受到积极心理资本的调节,积极心理资本会增强组织支持感的中介作用。     

父母行为控制、心理控制与高中生消极社会适应的关系：人际自立和校园排斥的序列中介作用

基于自我决定理论和人与环境互动理论,研究考察了父母行为控制、心理控制与高中生消极社会适应的关系,以及人际自立与校园排斥的中介效应。采用父母控制问卷、青少年人际自立量表、青少年校园排斥问卷、消极社会适应问卷对辽宁省3所中学的1209名高中生进行施测。结果发现:(1)父母行为控制对高中生消极社会适应无明显预测作用,心理控制对消极社会适应具有正向预测作用;(2)人际自立和校园排斥在父母控制与消极社会适应之间发挥中介作用。具体而言,父母行为控制只能通过人际自立的单独作用以及人际自立与校园排斥的序列中介作用预测高中生消极社会适应;父母心理控制既能直接预测消极社会适应,还能分别通过人际自立和校园排斥的单独作用,以及人际自立与校园排斥的序列中介作用预测高中生消极社会适应。研究最终梳理出一条“父母教养→人格发展→人际反馈→适应结果”的理论作用机制。     

Ostracism and prosocial behavior: A social dilemma perspective

Prior research has yielded mixed findings regarding the relation of ostracism to prosocial behavior, with studies indicating ostracism leads people to become less prosocial, more prosocial, or that prosocial behavior is unaffected by workplace ostracism. By conceptualizing prosocial behavior at work as a social dilemma, we hypothesized that whether or not individuals reduce prosocial behaviors following ostracism can be understood by how individuals manage the conflict between the immediate temptation to treat others poorly and the long-term benefits of not giving into such temptations. Across three studies – a scenario (Study 1), experimental (Study 2), and field study on employed adults (Study 3) – we find support for the hypothesis that individuals who are less (versus more) oriented towards future outcomes engage in less prosocial behaviors with others who have ostracized them during prior interactions. We discuss both the practical and theoretical implications of these findings.     

The bonding effect of money in the workplace: priming money weakens the negative relationship between ostracism and prosocial behaviour

The feeling of being ostracized in the workplace has been associated with the withdrawal of prosocial and helping behaviours. We propose that reminders of money would moderate (weaken) this relationship. We conducted three studies with working adult participants. Results showed that activating thoughts of money, even unrelated to compensation, reduced the negative relationship between ostracism and prosocial intentions (Studies 1 and 3) and behaviour (Study 2) in the organization. Study 3 furthermore showed that this effect occurs by reinforcing organizational identification. Our research identifies a factor that is already present in the work setting that could buffer the negative psychological and behavioural outcomes associated with ostracism: cues of money. We discuss the implications for research on money, social threats, and organizational behaviour.     

Being ostracized versus out of the loop: Redundant or unique predictors of variance in workplace outcomes?

Based on the existing research, being excluded from information (i.e., being out of the loop) produces similar consequences as being ignored or excluded from activities. Consequently, one might wonder whether it is necessary to measure or study different types of exclusion in the workplace context, rather than just assessing a single type of exclusion. The current research investigated the associations between two types of workplace exclusion (i.e., being ostracized and being left out of the loop) and various workplace outcomes, with the purpose of determining whether these different types of exclusion predict unique or redundant variance in these workplace outcomes. In Study 1, we obtained a better model fit when we assigned items measuring out-of-the-loop experiences at work to a different factor than items assessing experiences with ostracism at work. In Study 2, we observed that measuring employees' experiences with being out of the loop predicted unique variance in workplace outcomes (e.g., job satisfaction), above and beyond experiences with ostracism at work. Relative weight analyses suggested that both ostracism and out-of-the-loop experiences were equally important predictors of these outcomes. Together, these studies indicate that being ostracized and being left out of the loop may be distinct exclusion experiences and better predictions about workplace outcomes can be made by assessing both types of exclusion. On a practical level, measuring different types of exclusion may prove useful, because organizations may need to implement different interventions for addressing distinct types of exclusion.     

How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization-based self-esteem as a moderator

Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization-based self-esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario-based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.     

正念在缓解社会排斥中的作用

从三个角度(被排斥者, 排斥者和旁观者)三个时间点(排斥发生前中后)出发, 正念是否、何时以及如何在社会排斥情境中发挥作用这一系列问题被详细论述, 并概述为一个正念和排斥相关的模型。该模型表明, 排斥发生前, 正念能够缓解被排斥者的拒绝敏感性; 减少排斥者的排斥行为; 排斥发生后, 正念能够缓解被排斥者的痛苦, 有助于旁观者的助人行为; 排斥发生时, 正念可能促进良好沟通, 减少排斥恶化的可能性。未来研究可以针对正念在社会排斥中效益发生的机制以及边界条件方面进行深入的探讨。     

“I don't want to be near you,unless…”: The interactive effect of unethical behavior and performance onto relationship conflict and workplace ostracism

Examined through the lens of moral psychology, we investigate when and why employees’ unethical behaviors may be tolerated versus rejected. Specifically, we examine the interactive effect of employees’ unethical behaviors and job performance onto relationship conflict, and whether such conflict eventuates in workplace ostracism. Although employees’ unethical behaviors typically go against moral norms, high job performance may provide a motivated reason to ignore moral violations. In this regard, we predict that job performance will mitigate the relationship between employee unethical behavior and workplace ostracism, as mediated by relationship conflict. Study 1, a multisource field study, tests and provides support for Hypotheses 1 and 2. Study 2, also a multisource field study, provides support for our fully specified model. Study 3, a time‐lagged field study, provides support for our theoretical model while controlling for employees’ negative affectivity and ethical environment. Theoretical and practical implications are discussed.     

自我表现还是自我防卫？职场负面八卦对八卦目标行为策略的影响机制

基于社会认知自我调节理论,本研究探讨了职场负面八卦影响八卦目标行为的内在机理及边界条件,研究结果表明：八卦目标感知的关于同事的职场负面八卦弱化了八卦目标感知的关于自身的职场负面八卦对羞愧的积极影响;八卦目标羞愧对其印象管理行为和职场排斥行为均具有显著的积极影响;八卦目标感知的关于同事的职场负面八卦弱化了八卦目标感知的关于自身的职场负面八卦通过羞愧影响其印象管理行为和职场排斥行为的间接效应。     

Community violence victimization and aggressive behavior: the moderating effects of coping and social support

Exposure to community violence (CV) as a victim is an established risk factor for exhibiting later aggressive behavior. It is unclear, however, what factors may mitigate this relationship. This study tested the relationship of CV victimization to aggressive behavior, and the roles of coping style and perceived social support in moderating that relationship. Five hundred and fifteen 18–22‐year‐old men and women completed self‐report inventories on CV exposure, aggressive behavior, perceived support from family and friends, and coping strategies. From a prior study, factor analysis of the coping scales yielded three factors of (1) disengagement (i.e., using primarily avoidant strategies), (2) interpersonal (i.e., using primarily emotion‐focused strategies) and (3) problem‐focused (i.e., using primarily active/approach strategies) coping styles. Results indicated that high CV victimization, high disengagement (i.e., avoidant) and interpersonal (i.e., emotion‐focused) coping styles, and low perceived support from friends significantly predicted increased aggression scores. Significant moderating effects indicated that, as CV victimization increased in frequency, aggression scores were highest for those with low perceived friend support and high use of disengagement coping. Findings suggest that avoidant and emotion‐focused coping styles are risk factors, and perceived support from friends is a protective factor, for a putative “cycle of violence.” Aggr. Behav. 32:502–515. 2006. © 2006 Wiley‐Liss, Inc.     

On the protective role of identification with a stigmatized identity: Promoting engagement and discouraging disengagement coping strategies

We examined the mechanisms by which ingroup identification impacts well-being in stigmatized groups. Studies 1–3a were conducted among gay people in Europe and North America. Among gay people, the results suggest identification with homosexuals protected well-being via a decrease in self-group distancing (Studies 1–3a, N = 1,055). Other coping strategies were associated with identification but had no relationship with well-being. Identification was positively related to engagement coping strategies (i.e., collective action, group affirmation and ingroup support), and negatively related to disengagement strategies (i.e., ingroup blaming and avoidance of discrimination). Study 3b examined these mechanisms among Black Americans (N = 203). Again, identification was positively related to engagement coping, and negatively to disengagement; however, only collective action (positively) predicted well-being. Results are discussed in terms of how the effectiveness of different strategies for coping with stigma will differ depending on features of the intergroup context, such as the level of permeability of intergroup boundaries.