浅议医院领导者的影响力

实施医院领导者的权力是领导者的一种行为。它是一种影响力,或者说是对下属施加影响的过程。通过这个影响过程,可以使下属自觉地为实现组织目标而努力。医院领导者的影响力是指领导者在与下属的交往中,影响和改变下属行为的能力。领导者的影响力包括两个方面,一是权力性影响力,一是非权力性影响力。权力性影响力与组织法定权是密切相关的。组织法定权是由组织机构正式授予领导者,并受法律保护的权力。这种权力具有明显的强制性,它要求下属必须服从。这种权力与特定的个人没有必然联系,它是同职务相关联的。组织法定权是领导者实施领…     

现代领导者应培养创造素质

领导者的素质是领导者的能力发展的基础。现代领导者的创造素质,是现代领导者诸素质中的一个重要方面,是在现时代的条件下,领导者有目的地进行进步的开拓活动的能力基础。现代领导者之所以应培养创造素质是因为: 首先,领导是影响群众的一种力量,是责任、权力、创造三者的统一体,其中责任是     

医患交往中医生权力异化的道德心理分析

医学职业潜规则流行有诸多原因,但对其流行的一个深层原因——医生权力异化几乎还没被关注。分析医生权力异化的道德心理运作机制,可能为解决医学职业潜规则流行难题提供新思路。在病人方面,避害心理、依赖心理、利己心理和从众效应等是导致医生权力异化的道德心理基础。在医生方面,自利心理、补偿心理和规则意识淡漠等是导致医生权力异化的道德心理基础。基于这些心理机制,培育公民的道德心理、规则意识、法规观念等素质,会有助于解决医学职业潜规则流行难题,助力我国医学伦理学建设及健康中国事业的发展。     

亲密关系中的权力认知

亲密关系中的权力是指亲密关系中的一方改变另一方的思想、情感和/或行为以使其与自己的偏爱相符合的能力或潜能,以及抵抗另一方施加影响企图的能力或潜能。二元权力——社会影响模型和权力的关系阶段模型是关于亲密关系中的权力的最新理论进展。研究者通常使用自评法、观察编码法和实验操纵法对亲密关系中的权力进行测量。亲密关系中的权力能够对认知、情绪情感、亲社会行为、攻击行为、性行为产生影响。在未来的研究中,应注意从社会关系的角度看待亲密关系中的权力,并探讨亲密关系中的权力与一般权力的关系、亲密程度对亲密关系中权力效应的影响、以及关系阶段对亲密关系中权力影响策略的影响。     

中小学教师的素质结构及培养

中小学教师的素质结构包括政治思想素质,科学文化素质、身体素质、心理素质、教育能力素质等方面。因此中小学教师的素质能力培养也应从这些方面入手。     

论管理权威

传统的权力观认为,有权就有威,以权树威,从这种观点出发,必然会导致权力的异化。因此,为了克服权力的异化现象,提高管理效率,最终实现管理价值,现代管理者必须彻底转变传统的用权方式,真正树立起被管理客体认同的管理权威。管理权威的实质是指管理者拥有的岗位权力和个人威望的有机整合,是以精神感召力、影响力、凝聚力等使人信服的威望为基础,通过社会组织赋予的权力来影响和改变他人思想、行动的一种支配力量。     

中国当代青少年情感能力现状调查研究

在青少年情感素质的理论框架下,进行青少年情感能力的研究。青少年情感能力是指青少年以情感为操作对象所表现出的一种智力。本研究编制了《青少年情感能力问卷》并在全国范围内实施调查。结果发现:该问卷具有良好的信度和效度;我国青少年情感能力正向积极,但低于总体情感素质平均水平,其中情绪体验因子最高,而情绪感染和情绪调控两个因子则最低;情感能力与师生关系和教师有情施教关系密切。     

绩效约束、制度弹性与有效治理的结构转型——以基础性权力为视角

非对称性的权威资源与权力结构始终存在张力,导致社会治理中的合法性诉求、绩效约束与制度弹性共同作用于科层体制,并消解了其所构筑的制度化与规范化的权力分配与治理模式,从而导致了非制度化治理趋于常态化。诸多文献探讨了绩效与成本约束下社会治理的衍生形态,以及政体类型与治理质量的关系,但在揭示非制度化治理是如何偏离并制约正式制度的各个层面、探求非制度化治理的关键要素以及治理转型的内生机制等方面却远未充分。因此,本文将探讨非对称状态下的权威和权力关系如何影响社会治理的组织结构与制度运作,尝试引入"基础性权力"的概念来研究治理的内生性变迁机制,分析技术化的治理手段如何借助基础性权力的制度化与渗透网络实现从"权力"到"渗透"的转变,进而助推社会治理走向"责任-回应"的互赖结构。     

新时代高校绘画专业教师素质提升刍议

高校教师岗前培训为青年教师提供了学习高等教育理论知识的平台,使得高校青年教师将理论与实际相联系,能切身体会到理论知识的重要性,并且深刻体会到作为高校教师,尤其是艺术专业的高校教师,需要具备良好的职业道德修养、崇高的职业境界、较强的能力素质。结合高校绘画专业特点,进行新时代下高校绘画专业教师的素质培养研究。     

权力的社会认知研究述评

作为人类古老现象的权力,却是社会心理学的一个崭新课题。近年来,社会心理学家从社会认知的视角对权力心理进行了很多具有启发性的研究。理论和实证研究表明,权力的存在或激发广泛地影响了个体有意和无意的社会认知、情绪和社会行为,这些心理和行为既包含消极的成分,也包含中性和积极的成分。文章指出了权力心理学具有“强调社会认知、基础认知甚至神经机制”等特点和趋势。     

3~5岁幼儿职业声望垂直空间、大小双重隐喻发展

为探讨3~5岁幼儿职业声望认知及职业声望垂直空间、大小双重隐喻的发展规律,研究采用将高声望职业人物和低声望职业人物图片放置垂直空间的上方/下方和大/小的人物剪影图片的任务操作。通过2个实验及综合分析结果发现：3岁幼儿职业声望隐喻理解能力开始萌芽,高职业声望为“上”的正极概念隐喻开始出现; 4岁幼儿职业声望隐喻理解能力得到发展,已形成高职业声望为“上”、“大”,低职业声望为“下”、“小”的双重隐喻能力; 5岁幼儿职业声望的双重隐喻能力进一步加强。研究揭示：3~5岁幼儿对职业声望的隐喻加工存在正极优势。幼儿对职业声望的垂直空间和大小双重隐喻理解能力的发展不同步,职业声望的垂直空间隐喻发展优于大小隐喻。     

The interactive effects of perceived external prestige and need for organizational identification on turnover intentions

Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories.     

The interactive effects of perceived external prestige and need for organizational identification on turnover intentions

Recent research has highlighted the importance of understanding the influence of an organization’s external image on its members. Although progress has been made in understanding how perceived external prestige relates to workplace outcomes, researchers have not examined the joint effect of perceived external prestige and individual differences on such outcomes. In this article, we tested the impact of perceived external prestige on turnover intentions, but we also assumed that this influence is moderated by individuals’ need for organizational identification. Using three samples and a longitudinal research design, we found consistent support for this assumption. These results provide empirical support for the theoretical integration of social identity and need-based motivation theories.     

Friendship quality,social preference,proximity prestige,and self-perceived social competence: Interactive influences on children's loneliness

The purpose of this study was to test an integrative model in which peer relations at different levels of social complexity (friendship quality, social preference, and proximity prestige) are associated with children's loneliness, with children's self-perceived social competence acting as a mediator of these associations. A middle childhood sample of 509 Chinese children (233 girls and 276 boys; 3rd to 6th grade) completed a battery of sociometric and self-report questionnaires. Bootstrap analysis showed that self-perceived social competence mediated the relations between each peer variable and loneliness. In the integrative model tested with SEM, the mediating effect of self-perceived social competence in the relation between friendship quality and loneliness and between social preference and loneliness remained significant. However, self-perceived social competence no longer mediated the association between proximity prestige and loneliness, when considering the simultaneous influences of the three peer variables (friendship quality, social preference, and proximity prestige). The whole model accounted for 56% of the variance in loneliness. These findings suggest that self-perceived social competence played an important role in children's loneliness, that the quality and the quantity of direct peer relations (friendship quality, social preference, and part of proximity prestige) were associated with loneliness, and that indirect friends had a relatively lower but significant influence on children's loneliness. The results are discussed in terms of their implications for preventing children's loneliness.     

Estimating occupational prestige

The occupational prestige literature provides evidence of prestige hierarchies that have remained relatively intact for over 60 years. This article draws from the occupational prestige literature in describing the development of prestige estimates for occupations contained in the Minnesota Occupational Classification System III (MOCS III). The first phase of development consisted of an empirical study that involved ranking three sets of 25 occupations. The results provided prestige estimates for 60 occupations and a comparison of prestige scores for 8 “benchmark” occupations. The second phase of development involved testing the comparability of these results with a larger data base. The third phase of development extended the ability to estimate occupational prestige by using a regression equation that allows for assigning prestige estimates to approximately 20,000 occupations. Potential use of the prestige score in the MOCS III is discussed in relation to vocational counseling.     

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.     

General mental ability,conscientiousness, and the work–family interface: A test of mediating pathways

This study proposed a model in which employee general mental ability (GMA) and conscientiousness are linked to work–family conflict and enrichment through their relationship with occupational prestige and coping styles. We evaluated this model in a sample of 709 working adults from the National Survey of Midlife Development II in the United States. Results indicate that, through occupational prestige and subsequent psychological job demands and financial well-being, GMA was related to work-to-family conflict (WFC) and family-to-work conflict (FWC). GMA was also related to work-to-family enrichment (WFE) but not family-to-work enrichment (FWE) through occupational prestige and autonomy. In contrast, conscientiousness did not influence work–family outcomes through occupational prestige. Additionally, GMA and conscientiousness were both related to WFE/FWE through problem coping, whereas conscientiousness was related to FWC through avoidance coping. Examining the relative effects of GMA and conscientiousness, we found that the indirect effects of GMA through occupational prestige were stronger than those of conscientiousness, whereas the indirect effects of conscientiousness through problem coping were stronger than those of GMA. We discuss our findings in terms of the mechanisms through which stable individual differences may exert influences on work–family outcomes.     

L’internalisation des stéréotypes chez les « petits » fonctionnaires : impact du contact avec le public et du prestige perçu

This paper focuses on the internalization of stereotypes among French office workers in the lower category (category C). More precisely, we investigated the impact of two independent factors on this internalization of stereotypes: the perceived external prestige and public contact. Results obtained using questionnaires completed by 175 office workers have mainly showed that, in accordance with previous studies, the external prestige perceived influence significantly the internalization of stereotypes. But, contrary to previous studies, the frequency of contacts with the public has no impact on the internalization of stereotypes in our sample. Our results invite furter work on this population of office employees who is, paradoxically, increasingly confronted with stereotypes but subject of very few studies.     

A LONGITUDINAL MODEL OF SPONSORSHIP AND CAREER SUCCESS: A STUDY OF INDUSTRIAL-ORGANIZATIONAL PSYCHOLOGISTS

Drawing from research on the sociology of science, we hypothesized a model of academic career success in an effort to extend research on particularistic and universalistic influences on career success. Results, based on a sample of 154 members of the Society of Industrial and Organizational Psychology, provided support for the hypothesized model. Specifically, doctoral program prestige and publications as a PhD student influenced prestige of the first job. Furthermore, these 2 variables—along with chair publications—influenced career publications, prestige of the first job and career publications influenced extrinsic success (a composite variable comprised of rank, salary, longitudinal citation rates, prestige of current job, fellowships, and presence on editorial boards), and extrinsic success influenced intrinsic career success (career satisfaction). The results further suggest that individual performance has a stronger influence on the career success of industrial-organizational psychologists than do social networks.     

不同目击者对儿童道德情绪判断与归因的影响

本研究考察不同权威目击者对儿童道德情绪判断与归因的影响。实验以90个7~8岁儿童为被试,采用3(行为情境)×3(目击权威类型)的组间设计,考察了不同权威目击者条件下儿童对不同行为者的道德情绪判断和归因。结果发现,目击权威的类型对儿童道德情绪判断与归因的影响在不同的行为情境条件下是不同的。成人权威目击条件下,儿童对亲社会行为者的道德情绪判断分数最高,即更多判断他们会感到高兴,对损人者的道德情绪判断分数最低,即更多判断他们会感到不高兴。而同龄权威和非权威目击条件下儿童对不同行为者的情绪判断分数不存在显著差异。不同权威目击条件下儿童对行为者的情绪归因存在显著差异,奖惩定向更多出现在成人权威目击条件。研究显示,成人权威对儿童道德情绪的培养具有重要意义,能够显著影响儿童的道德情绪判断与归因。