Psychological Flexibility at Work and Employees' Proactive Work Behaviour: Cross‐Level Moderating Role of Leader Need for Structure

How to promote employees to be proactive behaviourally is a significant issue in the literature because it would benefit organisations in several ways. Drawing on the acceptance and commitment model, we proposed a new antecedent, psychological flexibility that might contribute to employees' proactive work behaviour. Furthermore, we investigated how the contextual role of supervisor need for structure exhibits a cross‐level moderating effect on the relationship between employee psychological flexibility at work and proactive work behaviour based on interactionism. Data from 241 full‐time employees and their corresponding 45 managers indicated that employee psychological flexibility was positively associated with proactive work behaviour. More importantly, the supervisor need for structure played a moderating role, suggesting that employees would demonstrate greater proactive work behaviour especially when the supervisors have a high need for structure. Implications for psychological flexibility, proactivity, and person‐situation interactional research are discussed.     

受欺负与青少年外化问题关系的“健康环境悖论”：敌意性归因的中介作用

“健康环境悖论”是指在总体受欺负水平较低的环境中, 受欺负的个体会表现出更多适应问题。本研究以来自47个班级的1764名5年级到8年级学生为被试(男生956人, 平均年龄14.46岁), 考察了班级平均受欺负水平在个体受欺负经历与外化问题间的调节作用及敌意性归因的中介作用。结果发现：(1)受欺负与外化问题的关系存在“健康环境悖论”现象, 即班级平均受欺负水平能调节个体受欺负经历与外化问题的关系, 在班级平均受欺负水平较低的班级中受欺负经历与外化问题的关联更强; (2)班级平均受欺负水平对受欺负与外化问题的调节作用通过敌意性归因的中介作用实现。本研究证实了受欺负与外化问题的健康环境悖论现象, 并首次揭示了敌意性归因的中介作用机制。     

班级环境如何影响受欺负者的适应？健康环境悖论及其发生机制

“健康环境悖论”是指在受欺负水平相对较低的环境中,受欺负个体有更多的适应问题。通过梳理相关实证研究,本文从人际与认知两大方面分析健康环境悖论的发生机制。人际机制强调健康环境会影响同伴群体对于受欺负者的态度和受欺负者的友谊,这些不良的人际关系进一步加剧受欺负者的适应困难。认知机制认为健康环境会通过向上的社会比较和消极归因方式,影响受欺负者的适应问题。最后,我们讨论了中国文化背景下“健康环境悖论”的适用性问题、未来研究的发展方向和对于干预实践的建议。     

Culture and institutional agency: difference in judgments of economic behavior and organizational responsibilities

The current research tested the concept of institutional agency (IA) and its implications for laypeople's attribution patterns related to economic behaviors and organizational responsibilities. The term “institutional agency” refers to a set of lay theories about whether or not an organization can have personhood and related mental properties, such as wishes, desires, intents, and responsibility. Through three cross‐cultural studies, we found that people do form certain beliefs about IA which are similar to the legal discourse of institutional responsibility. However, there are significant cultural differences in views of IA, and the concept is more mentally salient for Americans than for Chinese. In Study 1, we distinguished institutional from group agency by showing the cultural differences on attributions in the scenario with “individual vs. group agency” and the scenario with “individual vs. institutional agency.” In Study 2, we again demonstrated the stronger salience of IA for Americans than for Chinese by including the individual, group, and institutional agencies together in one scenario. In Study 3, we further demonstrated that the concept of IA is more salient for Americans by presenting three different agents in separate scenarios. The practical implications of these cultural differences for cross‐cultural understanding and the psychological effects of economic globalization are discussed.     

Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables

We examined the impact that measurement artifacts (antithetical items that overlap counterproductive work behavior (CWB), agreement response, halo in supervisor ratings) in organizational citizenship behavior (OCB) measures has on observed relationships between OCB and 15 predictors. Respondents were 146 employees and their supervisors who completed surveys that included OCB measures with and without artifacts. Predictors (conscientiousness, emotional stability, empathy, distributive justice, procedural justice, role ambiguity, role conflict, leader–member exchange, affective organizational commitment, job satisfaction, negative and positive emotion, turnover intention, CWB, and task performance) were chosen that related to OCB in prior meta-analyses. Results with the OCB scale with artifacts were consistent with meta-analyses, whereas results with the artifact-controlled OCB scale were not, suggesting that accepted conclusions about OCB’s relationships with many other variables should be reexamined.     

空间工作记忆负载对中央注视线索返回抑制的影响

通过两个实验,探讨空间工作记忆负载对中央注视线索引发返回抑制（inhibition of return,IOR）的影响。实验一通过再认面孔的相似度来控制与中央注视线索相关的空间工作记忆任务负载,结果发现,高任务负载条件下出现IOR,低任务负载条件下中央注视线索促进搜索;实验二在实验一高任务负载的基础上加入与注视线索无关的空间工作记忆任务,结果发现,仅在与注视线索无关的空间工作记忆负载低的条件下出现IOR。结果表明,中央注视线索引发的IOR受到空间工作记忆资源的限制,中央注视线索只有在获得足够的资源时才能引发IOR。注视线索获得空间工作记忆资源多少决定中央注视线索能否引发IOR。     

幼儿父母婚姻冲突与教养方式的关系:父母情绪调节策略的调节作用

以285名幼儿家长为被试,采用问卷法考察婚姻冲突对权威教养和专制教养的差别效应以及父母情绪调节策略在其中的调节作用。结果发现:(1)幼儿父母的婚姻冲突能显著负向预测其权威教养,显著正向预测其专制教养,婚姻冲突对两类教养的预测作用大小无显著差异;(2)父母情绪调节策略对婚姻冲突与权威教养关系的调节作用显著,且这种调节作用不存在家长性别的差异:较少使用认知重评或较多使用表达抑制的家长,其婚姻冲突能显著负向预测权威教养;经常使用认知重评或较少使用表达抑制的家长,其婚姻冲突对权威教养的影响不显著。父母情绪调节策略对婚姻冲突与专制教养关系的调节作用不显著。     

主观幸福感测量研究

主观幸福感回溯式自陈报告测量存在一定的不足,在此基础上研究者们发展了关注时间因素的即时测量方法,如经验取样法(ESM),生态瞬时评定法(EMA),日重现法(DRM),U指数(The U-Index)等.从传统测量走向多样化测量大大提高了主观幸福感测量的生态效度,同时也为国民幸福指数的构建与评估提供了一定参考.