中庸价值取向对员工变革行为的情景依存作用

中庸是一种价值取向, 它倡导在全局认知基础上采用执中和适度的方式, 达到个体与环境的和谐。以49个企业团队的413名员工为研究对象, 采用多层次线性模型考察中庸价值取向在不同情境下对员工变革行为的影响。结果显示当员工具有高变革认知时, 中庸价值取向对员工变革行为有显著促进作用; 当团队中存在高同事消极约束时, 中庸价值取向对员工变革行为有显著消极作用; 模范带头作用没有显著情景作用。研究揭示了中庸价值取向影响员工变革行为是依据情景而变化, 从而达到个体与环境的和谐。     

不同乐观水平大学生的框架效应研究

采用乐观人格倾向问卷筛选乐观水平低组（96名）和高组（99名）大学生,探讨不同乐观水平大学生在生命救助、奖学金申请、娱乐金钱3种决策任务领域上的框架效应及其在性别、专业的特点。结果发现：（1）不同乐观水平大学生在不同决策任务领域上的框架效应特点不同,乐观水平低组和高组大学生在生命救助问题上表现为偏向于风险的单向框架效应,乐观水平高组大学生在娱乐金钱问题上倾向于风险寻求;（2）乐观水平高的男大学生在3种决策任务领域上均倾向于风险寻求,低乐观水平的女大学生在生命救助问题上表现为偏向于风险的单向框架效应;（3）     

内隐自尊和风险偏好对大学生职业决策的影响

为研究影响大学生职业决策的影响因素和决策有效性,实验一、二分别从决策者心理特征（内隐自尊与风险偏好）和职业方案特征（框架效应与风险水平）入手,考察二者对大学生职业决策行为的影响。结果发现：内隐自尊和风险偏好的高低显著影响大学生择业倾向性;大学生对风险水平不同的职业方案的选择倾向由低到高依次为冒险、折中、保守方案;职业决策存在明显的框架效应。研究表明,大多数大学生倾向于选择保守的职业方案;高风险偏好的大学生倾向于选择冒险的职业方案;高内隐自尊大学生倾向于主动择业;积极表述的职业方案更受大学生所青睐。     

员工创新行为源于领导情感信任吗?风险倾向与组织行为授权的调节作用

领导情感信任会促进员工表现创新行为,但员工个体的风险倾向与组织行为授权可能对其具有调节作用。结果显示（1）领导情感信任能正向预测员工创新行为;（2）领导情感信任、组织行为授权与风险倾向对员工创新行为预测存在三维交互作用,相对于其他条件,组织行为授权和风险倾向均处于高水平条件下,领导情感信任与员工创新行为的正相关程度更为明显。探讨领导情感信任、组织行为授权、风险倾向与员工创新行为的关系可以为甄别影响员工创新行为的个体和环境因素提供理论指导,此外,也可为企业和直接领导如何增加员工创新行为提供借鉴。     

正念与手机成瘾倾向的关系:无聊倾向和未来时间洞察力的作用

为探讨正念与大学生手机成瘾倾向的关系以及无聊倾向的中介作用和未来时间洞察力的调节作用,采用问卷法对790名大学生进行了施测。结果表明：（1）正念对大学生手机成瘾倾向具有显著的负向预测作用;（2）无聊倾向在正念与手机成瘾倾向之间起中介作用;（3）正念通过无聊倾向对手机成瘾倾向所起的间接效应受到未来时间洞察力的调节作用,即相较于未来时间洞察力水平高的大学生而言,该间接效应在未来时间洞察力水平低的大学生中更强。研究结果有助于揭示正念如何与手机成瘾倾向相联系,以及正念与手机成瘾倾向的关系在何种条件下更强或更弱。这对于移动互联网络时代预防和干预大学生手机成瘾倾向具有一定的启示意义。     

员工宽恕的前因与后果：多层次模型

采用问卷调查法, 以50名直属主管和298名员工的配对数据为样本, 考察了员工宽恕的前因与后果。跨层次分析结果表明：(1)宽恕氛围对员工宽恕有显著的正向影响; 中庸思维对宽恕氛围与员工宽恕的关系具有正向调节作用, 员工的中庸思维越高, 宽恕氛围对其宽恕的积极影响越大。(2)真诚和谐对员工宽恕与其人际公民行为的关系具有调节作用, 对于高真诚和谐的员工, 其宽恕对人际公民行为有显著的正向影响; 而对于低真诚和谐的员工, 其宽恕对人际公民行为并无显著影响。(3)表面和谐对员工宽恕与其人际公民行为的关系具有调节作用, 对于高表面和谐的员工, 其宽恕对人际公民行为无显著影响; 而对于低表面和谐的员工, 其宽恕对人际公民行为有显著的正向影响。     

人力资源实践对员工创新行为的影响：心理契约破裂的中介作用及上下级沟通的调节作用

本研究选取了影响员工创新行为的组织（人力资源管理实践）、个体（对心理契约破裂的感知）及领导因素（上下级沟通）,通过402名企业员工的问卷调查,采用有调节的中介研究设计,对人力资源实践影响员工创新行为的机制进行研究。结果发现：（1）人力资源管理实践水平与员工创新行为正相关;（2）心理契约破裂在人力资源管理实践与创新行为关系间起部分中介作用;（3）上下级沟通水平调节了心理契约破裂与创新行为的关系,也调节了心理契约破裂对人力资源实践与创新行为关系的中介作用。     

中国背景下员工建言行为结构及中庸思维对其的影响

企业的自主创新离不开员工的自发性和创造性, 员工建言行为研究因此愈加受到重视。本研究拟探索中国背景下企业员工建言行为的结构(研究一), 并检验中国人的典型思维特征－中庸思维与中国背景建言行为的关系(研究二)。研究一通过对长三角地区30名企业员工的访谈提取建言行为关键事件, 编制初始问卷, 再通过对159名被试的探索性因素分析, 抽取出顾全大局式和自我冒进式两个建言行为维度; 另一批159名被试的验证性因素分析结果进一步证实了该结构。研究二以278份配对员工为样本, 层次回归分析结果表明, 中庸思维与顾全大局式建言存在正相关, 与自我冒进式建言存在负相关, 且授权对中庸思维与两类建言行为之间关系存在着调节作用。     

社会困境中合作行为的阶层差异：自我与他人的双重视角

为了探究个体自身与他人的社会阶层对个体在社会困境中合作行为的影响及其作用机制,本研究通过问卷和实验研究来考察自身阶层的行为效应、互动对象阶层的调节效应以及信任有中介的调节作用。研究发现：（1）低阶层者倾向于比高阶层者表现出更多的合作行为;（2）感知到的互动对象阶层对不同阶层个体的合作行为存在显著的调节效应;（3）个体对互动对象的信任水平（即对他人合作行为的预期）对此调节效应起到中介作用。     

管理者可信行为对员工建设性建言的影响研究

从个体、领导和同事角度出发,采用2个时间点员工-主管配对问卷调查法对299名企业员工进行调查,探讨了管理者可信行为对员工建设性建言的影响机制。结果发现：（1）管理者可信行为对员工建设性建言有正向影响;（2）员工-领导价值一致性和员工感知凝聚力在管理者可信行为与员工建设性建言关系间起双中介作用;（3）同事消极约束显著负向调节管理者可信行为与员工感知凝聚力间的关系,即当同事消极约束水平越低,管理者可信行为对员工感知凝聚力的正向影响越高;（4）同事消极约束在管理者可信行为与员工-领导价值一致性间的负向调节作用不显著。     

员工对组织价值观的期望与知觉之差异

采用组织价值观问卷对586名企业员工进行了调查,考察员工对组织价值观的期望与知觉之间的差异情况。结果表明:员工在组织价值观的九个维度上均存在极为显著的差异,员工期望的组织价值观高于实际知觉的组织价值观。本研究对企业的组织文化建设和人力资源管理具有借鉴价值。     

An Experiment upon Repeated Reproduction

The author presented dwarf hamsters (Phodopus campbelli) and golden hamsters (Mesocricetus auratus) with conspecific and inanimate signals for food. Both species approached a cardboard stimulus that predicted food. The dwarf hamsters engaged in high levels of social contact directed toward a conspecific conditioned stimulus for food, but the golden hamsters did not. The author also presented dwarf hamsters with a conspecific signal that did not indicate food, and the levels of social behaviors that they directed toward it were significantly lower. These results suggest the presence of a social component in the dwarf hamster feeding system and are consistent with previous findings that the social transmission of food preferences occurs more readily in dwarf hamsters than in golden hamsters.     

女大学生中共情对自我中心和利他行为关系的调节作用

目的：考察在女大学生中特质与状态共情对个体自我中心特质与利他行为之间的关系。方法：研究一采用问卷调查考察特质共情对自我中心特质与利他行为倾向的调节作用; 研究二采用行为实验 (自我中心特质高或低的女大学生) 来考察启动的状态共情对真实利他行为的影响。结果：共情特质/状态会与自我中心特质交互作用来影响个体的利他行为/倾向。结论：高共情状态/特质的被试其自我中心会降低利他行为/倾向, 而低共情状态或特质的被试无此倾向。     

What Is Important on the Job? Differences Across Gender,Perspective, and Job Level1

The importance ratings of job competency dimensions on a 360‐degree feedback instrument were examined. We hypothesized that men (incumbents and bosses) would rate agentic behaviors higher in importance than would women, and that women (incumbents and bosses) would rate communal behaviors higher in importance than would men. Differences were found for men and women across rating sources and across job level (organizational position). The present findings suggest that men and women incumbents view different factors as important for their jobs and that people in higher level jobs place more importance on agentic behaviors than do those in lower level positions, and people in lower level jobs place more importance on communal behaviors than do those in higher level positions.     

员工建言行为的人口统计特征元分析

研究目的在于明确人口统计学特征与员工建言行为的关系。共81篇实证文献被纳入元分析, 被试人数为39118人。结果发现, 员工年龄、教育程度、组织任期和职位均与建言行为显著正相关, 即年龄越大、受教育程度越高、组织任期越长的员工会表现出越多建言行为; 同时, 在不同的文化背景下, 职位高低与建言行为的关系存在显著差异, 受中国传统文化影响, 高、低职位员工的建言行为数量差异明显, 而在非中国情境下, 员工职位高低对其建言行为的数量影响差异不明显; 此外, 建言行为的数据来源对员工年龄与建言行为之间的关系存在显著调节作用, 采用他评方式时, 年龄与建言行为的正向关系更为显著。研究结果为人口统计特征预测建言行为提供较为精确的估计, 并为未来建言行为的相关研究指引了方向。     

Callous-unemotional and borderline traits in nonclinical adolescents: Personality profiles and relations to antisocial behaviors

Callous-unemotional and borderline traits, antisocial behaviors, depressive symptoms and social anxiety were assessed in 972 high-school students. Cluster analysis yielded four groups: a low traits group, a second group that was above the mean in callous-unemotional traits and below the mean in borderline traits (moderate callous-unemotional traits cluster), a third group that was well above the mean in borderline traits but low on callous-unemotional traits (borderline traits cluster), and a fourth group that was high on both traits (high traits cluster). The high traits cluster was characterized by the highest level of antisocial behaviors and shared with the borderline traits cluster a high level of depressive symptoms and social anxiety. The moderate callous-unemotional traits cluster and the borderline traits cluster had similar levels of antisocial behaviors that were higher than those of the low traits cluster. This study suggests that there is a significant minority of non-clinical adolescents characterized by the presence of both callous-unemotional and borderline traits, and higher levels of antisocial behaviors and emotional distress.     

Reconsidering research on self-humanizing: The importance of mean comparative judgments

Self-humanization is defined as the tendency to view oneself as more essentially human than others. Researchers have claimed that people attribute human nature traits more strongly to themselves than to others, but not uniquely human traits. In this article we suggest that such claims are based on the misinterpretation of results. Most studies have not presented mean comparative judgments, making it impossible to determine whether people thought they possessed characteristics less strongly or more strongly than the average person. We found that people (N = 256) in Poland, Italy, and Korea perceived themselves as possessing desirable human nature and uniquely human characteristics more than others, as possessing undesirable uniquely human traits less than others, and as similar to others in terms of undesirable human nature characteristics. It seems that being more human than others means possessing some traits more than others and possessing some traits less than others.     

感恩与大学生助人行为:共情反应的中介作用及其性别差异

本研究采用感恩特质问卷、共情反应问卷和助人行为独裁者游戏对629名大学生进行了施测,以探讨大学生感恩影响助人行为的内在机制,并考察共情反应的中介作用及其性别差异。结果发现：（1）女生感恩、共情反应和助人行为均显著高于男生;（2）共情反应在大学生感恩和助人行为之间的关系中具有部分中介作用;（3）共情反应的中介作用在男生和女生样本中均达到显著水平,相对于男生,女生共情反应对感恩与助人行为的中介效应显著增强。研究结论对于高校大学生的感恩教育和道德教育与干预具有参考价值。     

大五人格5个维度及10个面的发展水平——基于我国15～75岁横断样本调查

基于人格毕生发展理论及中国社会文化背景,调查了我国从青少年到老年3192名被试,探究了中国人大五人格5维度及10个面毕生发展水平。总体上,年龄与神经质、焦虑、抑郁、活跃、开放性、审美、创意显著负相关,与外倾性、宜人性、尽责性、自信、利他、顺从、条理和自律显著正相关。在60岁以下的人群中,年龄大的个体神经质更低,而在大于60岁的人群中,年龄大的个体神经质反而更高;在50岁以下的人群中,年龄大的个体外倾性水平相对较高,但50岁之后年龄大的个体外倾性相对较低;整体上,年龄大的个体开放性水平相对较低,而年龄大的个体宜人性水平反而更高;年龄大的个体尽责性水平也相对较高,但较之40到49岁群体而言,50岁以上群体的尽责性则相对较低。男性和女性不同年龄群体的大五人格具有一定差异性,特别是男性的尽责性高于女性,以及女性的神经质高于男性等性别差异。进一步分析了年龄与大五人格10个面的关系,描绘了不同年龄群体10个面的发展水平。     

Social Motives Underlying Rational Selective Exploitation: The Impact of Instrumental Versus Social-Emotional Allocator Orientation on the Distribution of Rewards in Groups

Prior research has demonstrated that allocators frequently distribute lesser rewards to employees with constrained mobility, and that this tendency is more pronounced among more competent employees. This phenomenon is termed "rational selective exploitation." This allocation rule is rational in that it serves to maintain membership among the most desirable group members–those who contribute most to the group's task goals–but is exploitative in that it produces an erosion of equity: Although deserving of high rewards, the outcomes of competent but entrapped employees are lower than those of their counterparts with greater mobility. Four experiments tested several predictions concerning reward allocation processes. First, allocators distributed greater rewards to more competent employees. This tendency was more pronounced under conditions of instrumental allocator orientation than under conditions of social-emotional orientation. Second, allocators distributed greater rewards to more mobile employees. This tendency was more pronounced under conditions of instrumental orientation and constrained labor pool, and was weakly promoted by the anticipation of future allocations. Third, employee competence and employee mobility interacted; the tendency to allocate greater rewards to more mobile employees was especially pronounced among highly competent employees. This interaction of competence with mobility–the rational selective exploitation effect–was stronger under conditions of instrumental allocator orientation than under conditions of greater social-emotional concern, and was weakly promoted by the anticipation of future allocations.