积极心理资本的结构、功能及干预研究述评*

积极心理资本自提出以来,便备受关注,它超越了人力资本和社会资本,是一种能够被有效开发和管理,并能够对个体的绩效产生重要影响的核心积极心理要素。在以往研究中,研究者提出了积极心理资本的四维结构说、三维结构说和多维结构说,并据此开发了相应的测量工具。在后果变量方面,主要探讨的是积极心理资本与工作态度、工作行为、工作绩效、幸福感等方面的关系。积极心理资本自身也是一个重要的中介与调节变量,而PCI干预模型可有效提高个体的心理资本水平。今后研究的重点包括研究对象与内容的拓宽、研究方法的改进与完善以及本土化和跨文化研究的加强等。     

领导—成员关系、组织支持感、心理授权与情感承诺的关系研究

领导在组织中发挥着至关重要的作用。本研究探讨LMX对员工组织情感承诺的影响。引入心理授权作为中介变量,组织支持感作为调节变量。对于四个企业的423名员工进行问卷调查,运用相关、回归等统计方法对数据进行分析。结果显示:心理授权对于LMX影响情感承诺的中介作用显著,POS对于LMX影响情感承诺的调节作用不显著。领导作为组织与员工的纽带,对于增加员工对组织的情感依赖有着重要的作用。     

变革型领导与员工工作态度：心理授权的中介作用

研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工工作态度。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

职业生涯高原研究述评

职业生涯高原（career plateau）是指个体在当前组织中的一种职业生涯状态,其概念最早由Ference等（1977）从组织职业生涯管理的角度提出。研究发现,职业生涯高原与一些重要的效果变量有比较显著的关系,比如情感承诺、缺勤、心理倦怠等。本文从职业生涯高原的概念、结构、影响因素、影响效果、应对策略等方面简述了西方研究者在此领域的研究情况,并指出了目前存在的内涵过窄、缺乏过程性研究等问题及今后努力的方向。     

心理契约破坏研究现状与展望

心理契约破坏（psychologicalcontractbreach）是雇员对于组织未能充分履行心理契约中承诺责任的主观感知。文章阐述了心理契约破坏的概念界定、它产生的主要原因及其后果,以及相关的跨文化研究,并重点介绍了心理契约破坏对员工工作态度和行为产生影响过程中的相关权变因素（中介变量和缓冲变量）。在此基础上进一步提出未来研究应着重以下几方面：（1）心理契约破坏的心理机制及干预措施研究;（2）跨文化比较研究;（3）个体间差异的研究;（4）研究方法的改进     

心理授权研究的现状

心理授权是授权的个体内心体验的综合体,包含意义、自我效能感、自我决定以及影响四个维度。个体心理授权的影响因素方面包括个体特征、工作特征以及团体和组织特征等三个方面。心理授权不仅能作为自变量对相关工作态度、工作行为及绩效发挥积极的作用,也能作为中介变量对某些因素之间的关系起着中介作用。该文最后在对心理授权的相关研究进行总结的基础上,指出未来的研究有必要加强对心理授权的纵向过程研究等四方面问题的考察     

教师教学自主权与教学反思的关系：心理授权和职业承诺的中介作用

采用问卷调查法对北京23所中小学的教师加以研究，共回收有效问卷数据1341份，使用结构方程模型探讨教师教学自主权对其教学反思的影响，以及心理授权和职业承诺的中介作用。结果发现教师教学自主权对教学反思的直接效应和间接效应均显著，而且，间接效应包含两条路径：教学自主权通过心理授权的单独中介作用以及通过心理授权和职业承诺的链式中介作用影响教学反思。结果表明教师教学自主权与教学反思具有紧密关联，教师心理授权和职业承诺在该关联中发挥重要作用。     

心理资本对员工的工作绩效、组织承诺及组织公民行为的影响

通过对198对直接领导和员工的实证研究,探讨了心理资本及希望、乐观和坚韧性三种积极心理状态与员工的工作绩效、组织承诺和组织公民行为之间的关系。结果表明：在控制了性别和年龄两个人口统计学变量的效应后,员工的希望、乐观和坚韧性三种积极心理状态,都对他们的工作绩效、组织承诺和组织公民行为有积极影响;员工的希望、乐观和坚韧性三者合并而成的心理资本,对他们的工作绩效、组织承诺和组织公民行为有积极影响     

组织承诺研究的进展与展望

该文采取多测度分析的方法,从理论基础,概念性定义和操作定义,量表的信度、效度和影响变量等方面对组织承诺的已有研究进行回顾和分析。发现现有的组织承诺概念比较冗余,需要进行有效的整合,现有组织承诺量表需要在内容效度、汇聚效度和区分效度等指标上进行深入探索;目前关于组织承诺的研究多从离职/留职意向的角度进行探讨,缺乏从雇佣关系的角度进行的系统研究;需要进行纵向研究以获得组织承诺和其他一些员工态度变量之间的因果关系;后续研究可以从中介变量和调节变量的角度,详细考察组织承诺的不同维度的交互作用。     

Unlocking the black box: exploring the link between high-performance work systems and performance

With a growing body of literature linking systems of high-performance work practices to organizational performance outcomes, recent research has pushed for examinations of the underlying mechanisms that enable this connection. In this study, based on a large sample of Welsh public-sector employees, we explored the role of several individual-level attitudinal factors--job satisfaction, organizational commitment, and psychological empowerment--as well as organizational citizenship behaviors that have the potential to provide insights into how human resource systems influence the performance of organizational units. The results support a unit-level path model, such that department-level, high-performance work system utilization is associated with enhanced levels of job satisfaction, organizational commitment, and psychological empowerment. In turn, these attitudinal variables were found to be positively linked to enhanced organizational citizenship behaviors, which are further related to a second-order construct measuring departmental performance.     

Psychological Empowerment and Workforce Agility

Unpredictable, dynamic, and constantly changing environments require an ‘agile organization.’ The notion of an agile workforce has been discussed as critical to creating an agile organization. Despite the increasing recognition that workforce agility is critical to achieve competitiveness, the concept of workforce agility has not yet been systematically studied. The current research has been proposed on the assumption that employee cognition can support agile attitude and behavior. The research has been conceptualized considering psychological empowerment as an important employee cognition capable of promoting workforce agility. Following the Spreitzer, psychological empowerment, in the form of meaningfulness, self-determination, competence, and impact, has been proposed as facilitators of workforce agility. Our result supports the conceptualization implicit in the literature and suggests that psychological empowerment must be considered as an important aspect of an organization’s effort to foster workforce agility. Further, from among the psychological empowerment variables, impact is the most influential variable followed by self-determination, meaning and competence on workforce agility. While the study result agrees with few cognitive theories such as self-determination theory, job characteristics theory, and sense-making theory, the result has important managerial implications.     

A theoretical upgrade of the concept of parental psychological control: Proposing new insights on the basis of self-determination theory

Psychological control refers to manipulative parental behavior that intrudes upon the child’s psychological world. During the past decade, socialization research has consistently demonstrated the negative effects of psychologically controlling parenting on children’s and adolescents’ development. However, there has been relatively little advance in our conceptual understanding of this parenting construct. The present overview aims to enrich the theoretical background of the concept of psychological control by relating it to concepts used in self-determination theory. It is argued that this theoretical background allows for (a) a clearer definition of the concept of psychological control, (b) a more refined understanding of the dynamics involved in psychologically controlling parenting, and (c) a greater insight regarding its generalization across age and cultures. Directions for future research are formulated with respect to each of these three issues.     

Engaged,Committed and Helpful Employees: The Role of Psychological Empowerment

Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.     

CPM领导行为模式对员工利他行为及工作投入的作用机制

通过对我国26个省市企事业单位员工的问卷调查,探讨了CPM领导行为模式对员工利他行为和工作投入的影响途径。采用潜变量路径分析的方法,对两个阶段的模型进行检验和比较,结果表明：（1）C因素和M因素通过信任上司的完全中介作用影响利他行为和工作投入,而P因素则通过信任上司的部分中介作用对它们产生影响。（2）信任上司通过情感承诺的完全中介作用影响工作投入,通过情感承诺的部分中介作用影响员工的利他行为。     

Exploring the factors contributing to empowerment of Turkish migrant women in the UK

This study examined the role of demographic factors (length of stay, education and language level), perceived discrimination, social support, four acculturation attitudes, and psychological distress in predicting empowerment among Turkish migrant women in the UK. The study sample comprised 248 Turkish migrant women (mean age: 34.38; SD: 7.6) living in London. Self-report questionnaires were used to assess empowerment, social support, acculturation attitude and psychological distress. The study hypothesized that perceived discrimination; acculturation attitudes of separation, assimilation and marginalization; and psychological distress would be negative predictors of empowerment and that social support and an integration acculturation attitude would be positive predictors of empowerment. To some extent, the study findings supported this hypothesis. Hierarchical regression analysis indicated psychological distress to be the most significant predictor of empowerment, with other significant predictors including level of education and social support. More specifically, lower levels of psychological distress and higher levels of education and social support appeared to predict greater empowerment. Based on these findings, it can be concluded that level of education and social support may function as protective factors and that psychological distress may function as a risk factor for empowerment in the migration context. The paper discusses the findings of this study in relation to the previous literature and notes their implications for future research and practice.     

共情的相关理论评述及动态模型探新

共情是发生在人际互动过程中的一种心理现象,恰当地共情不仅可以提高亲社会行为的发生几率,还可以有效抑制攻击行为。以往研究者大多从静态的角度对共情的定义、结构和机制等进行探讨,然而,共情作为一种心理过程,以动态的观点阐述其内部机制对于探讨共情的本质是十分必要的。本文首先回顾了以往研究者的共情定义,并在此基础上对共情进行了界定;之后在对共情相关的理论或模型评述的基础上提出了共情的动态模型,并结合以往的研究对动态模型进行了分析比较,最后是总结和对未来研究的展望。