印象整饰的测量及其在人力资源管理中的应用

印象整饰是一个人通过一定的方式影响别人形成对自己的印象的过程。近年来,印象整饰日益受到心理学、组织科学的关注,成为一个重要的研究变量。本文回顾了印象整饰的研究脉络,评介了4种印象整饰的测量工具,概述了印象整饰和人力资源管理关系的研究。对我国开展印象整饰方面的研究特别是组织中的应用提供了一些建议和思路。     

Understanding maladaptive responses to rejection: Aggression with an audience

Logically, responding aggressively to rejection is maladaptive because one is unlikely to seek a relationship with an aggressor. We predict that when concealed, the illogical aggressive response to rejection is more likely, whereas when the rejected individuals’ aggressive responses are perceived as public, the aggressive acts may be reduced. Participants were rejected by others (Experiment 1) or were either accepted or rejected during an online ball-tossing game (Experiment 2) and were then given an opportunity to aggress publicly or privately. Across experiments, when the opportunity to aggress was made public, rejected participants exhibited less aggressive behavior. When concerned about the perception of their public aggressive responses by others, rejected individuals’ aggressive responses diminished compared with those whose actions were private. Crucially, this extended to aggression visible only to neutral others, suggesting that effects cannot solely be due to fear of retribution.     

医务人员的印象管理

医务人员的印象管理有两种技术:一是获得性印象管理,具体手段有:精勤不倦、深究医术,仁爱救人,真诚地称赞和表扬,适当的意见遵从,营销自我,SOLER,工作严谨慎重,角色获得等;二是保护性印象管理,具体手段有:事发前的保护性印象管理与事发后的保护性印象管理.     

应聘者印象管理研究述评

应聘者的印象管理行为在求职面试情境中是一种普遍现象,其目的旨在赢得面试考官的良好评价。应聘者印象管理行为包括有3类策略：获得性策略、保护性策略及非言语策略;同时,对应聘者印象管理行为的测量也要从印象管理策略的测量和印象管理风格的测量两个方面入手。另外,在整合已有文献的基础上,还从面试情境与应聘者印象管理行为、应聘者个性特质与印象管理策略使用、应聘者印象管理行为与面试结果及招聘者对应聘者印象管理识别等4个方面综述了应聘者印象管理研究的发展现状,并指出了现有研究存在的问题及未来研究的方向     

高处不胜寒? 领导工作场所孤独感的多层次双刃剑效应

在组织中,由于存在权力和地位差异等因素,领导者往往难以获得充分的人际关系满足,孤独成为领导者这一群体的普遍体验。事实上,领导者的工作场所孤独感不仅会对领导者自身产生一系列影响,且还具有独特的社会功能,会给团队及其追随者带来后续影响。然而,目前组织管理领域有关孤独感的文献主要集中于探讨员工的工作场所孤独感,罕有研究考察领导工作场所孤独感究竟会造成何种影响。并且,现有研究普遍只关注孤独感的消极效应,缺乏对其潜在积极效应的挖掘。因此,本文将通过3个子研究,结合多层次、多理论、多研究方法的全景研究范式,全面考察领导工作场所孤独感的双刃剑效应及其机制。本研究不仅可以丰富和拓展工作场所孤独感的理论体系,也能为企业发挥领导工作场所孤独感的积极作用与抑制其负面效应提供管理启示。     

从个体印象管理到组织印象管理

组织印象管理（OIM）关注组织如何通过行为和信息的调控来影响受众的知觉问题,成为当前印象管理研究的新领域。组织印象管理与个体印象管理具有互动关系;个体印象管理研究为组织印象管理研究奠定了基础。未来组织印象管理研究的重点领域包括：研发组织印象管理的评价工具,了解组织印象管理的策略,认识组织印象管理策略使用的后效,并突出组织印象管理的在我国的实际应用研究     

Age-Related and Situation-Related Social Desirability Responding Among Chinese Teachers

ABSTRACT

Social desirability responding (SDR) was affected by situation and age. However, most research is only concerned with overall SDR without considering the separation of impression management and self-deception. The purpose of this article is to explore the possible different effects of age and situation on the different components of SDR. A total of 158 teachers completed the BIDR at a 2 (high vs. low SDR situation) × 2 (20–29 vs. 30–39 years old) between-group experiment. The results of multivariate analyses, with gender and tenure controlled, suggested that the effects of age and situation on the four specific components were mixed. Impression management enhancement (IME) and denial (IMD) were significantly affected by situations. The older group had significantly higher self-deception enhancement (SDE) and IME scores than the younger one. Females had significantly higher IME scores than males. More age stages and the main effect of gender should be considered in the future.     

心理学:人力资源管理和开发的一条独特途径

企业竞争中其他资源的无差异化导致了人力资源成为关注的热点问题。研究人力资源问题时,心理学应该突出自己的学科特点和优势：从个体关怀的角度出发;回答“为什么”的问题;重视理论与实务之间的联系;强调意识层面的问题。要想对管理实践起到切实的指导作用,应该掀起一场心理学理论和知识的工具化和可操作化运动。     

工业组织心理学中的社会称许性研究

首先介绍了社会称许性测量中的归因与否认模型、自我欺骗与印象管理模型,相关的研究分别指出社会称许性既具有特质性又具有情境性。其次综述了计算机呈现的问卷测量与纸笔问卷在社会称许性上的差异;称许性反应对组织心理学中构念间关系的影响——称许性对构念间的关系存在调节作用,但并没有想象的广泛;以及称许性反应对选拔中的人格测验的影响。在此基础上提出了一些关于称许性研究对人格测量、职务分析的影响以及控制称许性反应方面的未来研究问题。     

When is sociality congruent with self-care?

Kumar and Epley (2023) argue that people underinvest in spending time, effort, and money on other people, and that consumers' own well-being would improve from increased “sociality.” We pose two questions to enhance understanding of the relationship between sociality and efforts to benefit one's own well-being: (1) when will other-oriented consumption promote versus hinder consumers' own well-being, and (2) what leads consumers to embrace versus forego efforts to improve their well-being (i.e., self-care) that does not involve sociality? We propose that the degree to which the consumer is concerned about incorporating others' preferences, the magnitude of resources involved, and the temporal dynamics of consumption will be relevant factors in addressing these two questions. Future research to explore the proposed three factors and other factors will be important for consumers who seek to improve their well-being as well as marketers who seek to promote it.     

The Impact of Election Outcome on the Display of Political Posters: A Field Study During Communal Elections in Flanders

The present field study was designed to test the relationship between the election outcomes of political parties and the post-election display of posters in favor of those parties. Two days before the Flemish communal elections on 8 October 2000, addresses of private houses in the community of Zele were registered that displayed at least one poster in support of a political party (N = 388). On the day after the elections, two observers checked whether the registered houses still displayed their poster(s). A strongly and positively linear relation was found between the proportional win/loss of each political party (compared with the previous elections) and the percentage of houses that continued to exhibit poster(s) in support of that party: The better the election result, the higher the proportion of houses that still displayed their poster(s).     

Book Reviews

Books reviewed: Doris A. Graber,Processing Politics: Learning From Television in the Internet Age Victor S. Kaufman,Confronting Communism: U.S. and British Policies Toward China Susan J. Pharr and Robert D. Putnam (eds.),Disaffected Democracies: What's Troubling the Trilateral Countries? Judith Torney‐Purta, Rainer Lehmann, Hans Oswald, and Wolfram Schultz,Citizenship and Education in Twenty‐Eight Countries: Civic Knowledge and Engagement at Age Fourteen Mark E. Warren,Democracy and Trust     

内隐印象更新的心理机制

内隐印象更新表现出比外显印象更新更难、自动化或无意识发生和形成越快更新越快的特点。新近研究发现,相对简单的信息就能导致内隐印象的改变,其中,信息诊断性发挥了关键作用,新信息的强度、可信度、重新解释和归因以及预期刻板信息的一致性均是内隐印象更新的重要发生条件。社会认知维度和效价等因素、动机因素和不同的情绪情感等也对内隐印象更新有影响。进一步揭示内隐与外显印象更新差异的加工机制,探究不同信息要素的作用及印象更新的前因与后效,采用多样化的内隐范式及认知神经科学技术提供更多证据,加强本土化和跨文化比较研究将成为未来研究的重要方向。     

偶然情绪对决策的影响

情绪在决策领域中的引入曾历经过一个从刻意回避到日益重视的过程, 大量研究表明, 即使与决策本身无关的偶然情绪也会对人类的决策行为具有重要作用。本文通过梳理本领域的最新研究提出未来应注重考察：偶然情绪的影响条件、具体情绪的作用以及偶然情绪与可选项的情感属性对决策的交互影响。最后, 本文在情绪激发方法、情绪的操纵检测和决策任务实测等方面进行了总结并提出一点研究建议。     

教师生气情绪下EASI模型关键因素对幼儿错误行为的影响

采用实验法;结合情绪即社会信息(EASI)模型;考察认知闭合需求、客观时间压力和教师情绪表达适宜性对幼儿在教师生气情绪表达下错误行为的影响。结果发现认知闭合需求、客观时间压力和教师情绪表达适宜性对幼儿错误行为主效应显著;错误行为频率受客观时间压力和教师情绪表达适宜性交互作用的影响。结果表明;客观时间压力低时;教师情绪表达适宜下的幼儿错误行为频率显著低于情绪表达不适宜;客观时间压力高时;教师情绪表达适宜和不适宜下的幼儿错误行为频率差异不显著。认知闭合需求、客观时间压力、教师情绪表达适宜性均是影响幼儿反馈类型为接受型、拒绝后接受型的独立预测因素。     

伦理导向人力资源管理实践的跨层次作用机制:基于社会情境与社会认知理论

伦理 ¹( ¹ 与组织管理领域的常规做法一致, 本文将伦理与道德看作同义概念, 交替使用。)危机给企业经营带来巨大挑战, 现有文献较多关注微观视角的伦理行为, 缺乏从中观视角对人力资源管理制度开展研究, 导致在实践上无法形成有效的制度化抓手。人力资源管理实践作为中观视角的企业伦理实践之一, 正是针对伦理问题的有效回应。立足于人力资源管理与企业伦理领域的交叉点, 从三个方面构建伦理导向人力资源管理实践的研究框架:(1)基于社会情境理论探讨伦理导向人力资源管理实践对组织伦理绩效的影响机制; (2)基于社会认知理论探讨伦理导向人力资源管理实践对团队伦理建言的跨层次影响机制; (3)基于社会认知理论探讨伦理导向人力资源管理实践对个体伦理建言的跨层次影响机制。研究将丰富人力资源管理理论, 并为企业有效实施伦理导向人力资源管理实践提供启示与帮助。