学习不良儿童对情绪表达规则的认知特点

采用儿童对情绪表达规则的认知访谈故事,比较了学习不良儿童和一般儿童对情绪表达规则认知的发展特点。结果发现,学习不良儿童表情调节知识水平显著低于一般儿童,性别差异不显著,组别与年级交互作用不显著,表明两组儿童发展趋势类似,发展水平不同;学习不良儿童报告出较少的社会定向目标,自我保护目标得分与一般儿童差异不显著;学习不良儿童缺少根据不同人际关系类型灵活运用情绪表达规则的知识,而且较少把情绪表达规则的使用和目标联系起来     

Antecedents and Consequences of Organizational Commitment

The purpose of this study was to examine some antecedents and some consequences of organizational commitment as conceptualized by Meyer and Allen (1991) Meyer, J. P., & Allen, N. J. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–98.[Crossref] , [Google Scholar]. Specifically, gender, ethnicity, branch of the Army, and perceptions of tokenism (e.g., isolation and stereotyping) were examined as antecedents of organizational commitment. Peer-rated leadership performance served as the outcome measure of affective (AC), continuance (CC), and normative commitment (NC). Findings indicated ethnic differences in AC and CC, gender differences in CC, and Army branch differences in AC and NC. Perceived tokenism was associated with lower levels of AC and NC and higher levels of CC. Finally, higher levels of AC and NC predicted higher leadership evaluations, whereas higher levels of CC were associated with lower leadership evaluations.     

Antecedents and Outcomes of Organizational Commitment: A Study of Salespeople

The role organizational commitment plays in salesperson behavior is unresearched. To increase understanding of both causes and outcomes of organizational commitment for salespeople, this study proposed and tested a path model. The model was drawn from the framework for studying organizational commitment proposed by Chornco (1986).

The study results imply that salespeoples' performance is not determined by commitment or by effort, but that it is positively affected by the sales manager, income and education. Commitment was positively affected by anticipatory socialization, work satisfaction and manager satisfaction. Means for building commitment are discussed, as are situations where management should stress salesforce commitment.     

Introductory Comments: Antecedents of Emotional Experiences at Work

Motivation and Emotion -     

Relationships Between Organizational Commitment and Its Antecedents: Employee Self-Concept Matters

Employee self-concept is a critical self-regulatory variable in organizational settings. In this paper, we discuss the relevance of self-concept for organizational commitment, and propose that self-concept levels moderate relationships between commitment and its antecedents. Using an experimental design in which we primed the working self-concept of employed participants, we found support for our hypotheses. Specifically, relationships between affective commitment and its antecedents (organizational support, procedural justice, and company and supervisor satisfaction) were more pronounced for employees with salient collective self-concepts. Alternatively, relationships between continuance commitment and its antecedents (outcome and supervisor satisfaction) were stronger for employees with salient individual self-concepts. We discuss the implications of our findings and suggest directions for future research.     

儿童对情绪表达规则的认知发展

情绪表达规则知识的建构是儿童社会化和情绪健康发展过程中的一项重要任务,该文考察了情绪表达规则的概念及个体对其认知发展的相关理论和测量。同时,对情绪表达规则的认知发展从3个方面进行了探讨：儿童对情绪表达规则认知发展的关键阶段是小学,并且具有显著的年龄差异和性别差异;家庭情绪环境分别从不同方面对儿童情绪表达规则的认知发展水平有显著影响;儿童对情绪表达规则的认知发展水平与其社会能力有显著的正相关。     

特质应对与展现规则对情绪劳动的影响

采用2×3组间设计, 检测特质应对(积极与消极)与展现规则(积极、消极、无规则)对情绪劳动的影响。结果表明, 积极应对引起更多深层动作; 积极规则下出现较少表层扮演(与消极应对比)。积极和消极规则都引起较多深层和表层动作。积极应对在积极规则下表层扮演较少(与消极规则比); 消极应对在积极规则下表层扮演较多(与消极规则比)。研究提示, 特质情绪性可能是调节展现规则与情绪劳动关系的重要原因。     

Antecedents of Goal Commitment: An Empirical Examination of Personal and Situational Factors1

The purpose of this study was to provide a partial test of the Hollenbeck and Klein (1987) model of goal commitment. Four variables from that model (reward structure, social influence, type-A behavior, and self-esteem) were examined as to their relationships with the expectancy and attractiveness of goal attainment and goal commitment. The results, based on 88 college students performing an anagram task, were generally supportive. Significant person by situation interactions were also observed.     

The Influence of Cultural Values on Antecedents of Organisational Commitment: An Individual-Level Analysis

On s'est demandé dans cette recherche si les valeurs culturelles que sont l'individualisme et le collectivisme évaluées au niveau individuel avaient un impact sur le poids des différents facteurs de l'implication organisationnelle. Il est apparu que la satisfaction due au travail et à l'avancement était le déterminant primaire de l'implication affective et normative des salariés qui adhèrent à l'individualisme. Pour ceux qui s'orientent ver des valeurs collectivistes, être satisfait du supérieur était le facteur essentiel de l'implication, devant la satisfaction relative au travail et à la promotion. Des résultats analogues ont été obtenus pour l'implication à long terme. Bien que certains des antécédents de l'implication organisationnelle soient commun aux deux groupes, l'orientation vers la tâche ou vers les relations varie avec les individus relevant d'orientations culturelles différentes.
This study investigated whether cultural values of individualism and collectivism measured at the individual level influence the salience of different antecedents of organisational commitment. The findings indicated that satisfaction with work and promotion are the primary determinants of affective and normative commitment for employees who endorse individualist values. For employees with collectivist values, satisfaction with supervisor was found to be an important commitment antecedent over and above satisfaction with work and promotion. Similar results were obtained for continuance commitment. The results indicate that although some antecedents of organisational commitment are common across the two groups, the emphasis placed on task versus relationships differs across individuals with varying cultural orientations.     

Examining Project Commitment in Cross-Functional Teams: Antecedents and Relationship with Team Performance

Purpose

The purpose of this study was to test a model positing both antecedents and consequences of project commitment for members of cross-functional teams. Signaling theory and previous research guided study hypotheses.

Design/Methodology/Approach

We collected primary data from 142 team members and 31 team leaders across 24 cross-functional product development teams nested within six manufacturing organizations in the US and Canada.

Findings

Findings suggest that project commitment among team members is an important driver of team performance as rated by the team leader. In addition, several factors contribute toward shaping project commitment among cross-functional team members, including team leaders’ encouragement of self-expectation, as well as team members’ perceptions of an organization’s support for the team project.

Implications

Cross-functional teams are often charged with completing projects critical to the profitability, growth, and even survival of a firm. Especially as we show that members’ project commitment is a meaningful predictor of team performance, managers may draw insight from study results as to what actions may be taken to promote the development of this important psychological state among members of cross-functional teams.

Originality/Value

Use of cross-functional teams for accomplishing a wide variety of firm objectives is becoming commonplace in organizations. Although theorized as an important construct in cross-functional team settings, empirical examinations of the nature and implications of project commitment have been limited. By examining both antecedents and potential team performance consequences of project commitment in multiple organizations, we contribute toward filling this gap.     

幼儿教师职业承诺与情绪耗竭:情绪劳动的中介作用

以218名幼儿教师为被试,采用问卷调查法,探讨了职业承诺对情绪耗竭的影响,以及情绪劳动在职业承诺对情绪耗竭影响中的中介效应。结果表明:(1)职业承诺与自然行为、深层行为呈显著正相关,而与表层行为、情绪耗竭呈显著负相关。(2)自然行为、深层行为与情绪耗竭均呈显著负相关,而表层行为与情绪耗竭呈显著正相关。(3)深层行为和表层行为在职业承诺与情绪耗竭关系中起部分中介作用,自然行为在职业承诺与情绪耗竭关系间中介效应不显著。     

儿童对情绪表达规则的理解与策略的使用

从一所普通小学一三五年级学生中选取90名被试,结构访谈法考察儿童对情绪表达规则的理解与表达策略的使用。结果表明,儿童对情绪表达规则的理解在一到三年级阶段获得快速发展,三到五年级变化很小,而且在积极和消极情境下发展趋势比较一致,但性别和情境交互作用显著。不同年级儿童对策略的使用表现出类似对情绪表达规则理解的变化趋势,全部被试中,平静化策略使用最多,掩饰策略次之,在掩饰策略的使用上,性别和情境交互作用显著。     

儿童情绪表达规则认知能力研究述评

情绪表达规则认知能力是儿童社会化过程中的一项重要发展任务,直接影响儿童社会交往能力和情绪情感的健康发展.研究首先对情绪表达规则的概念进行了界定,然后从研究内容和影响因素两个方面分析了该领域的研究现状.最后,从研究对象,内容和方法三个维度探讨了情绪表达规则研究本土化问题.     

The Impact of Emotional Dissonance on Organizational Commitment and Intention to Turnover

In the workplace, emotional dissonance is the conflict between experienced emotions and emotions expressed to conform to display rules. This study is an empirical examination of the impact of emotional dissonance on organizational criteria and its moderation by self-monitoring and social support. Emotional dissonance was theorized to stimulate turnover intentions, either solely through job dissatisfaction or through both job dissatisfaction and reduced organizational commitment. Job dissatisfaction was found to be the sole mediator. Emotional dissonance resulted in job dissatisfaction, which, in turn, stimulated withdrawal intentions. Self-monitoring and social support exerted moderator effects, albeit in opposing directions. Emotional dissonance aroused feelings of job dissatisfaction and reduced organizational commitment among high self-monitors. In contrast, social support lessened the negative impact of emotional dissonance on organizational commitment.     

Emotional Intelligence and Career Decision‐Making Self‐Efficacy: Mediating Roles of Goal Commitment and Professional Commitment

This study is the first to examine the mechanism of the relationship between emotional intelligence (EI) and career decision‐making self‐efficacy (CDMSE) and the moderating role of gender in relevant mechanisms. Analyses of 185 Chinese university students showed that EI could influence CDMSE through goal commitment (GC) and professional commitment, and male students exhibited a stronger relationship between EI and GC compared with female students. This study introduces a new perspective for career development research by establishing a mediation‐based emotion–career framework and provides deeper insights for career counselors to assist clients in career decision processes.     

Deconstructing Organizational Commitment: Associations Among Its Affective and Cognitive Components,Personality Antecedents,and Behavioral Outcomes1

This study tests whether measurement of the cognitive aspect of organizational commitment can explain variance in behavioral expressions of commitment beyond Allen & Meyer's (1990 ) measure of the affective component of commitment. This cognitive component was measured by an index of belief accentuation. Undergraduates (N = 110) completed a questionnaire that measured all variables. Results show that students who polarize their judgments about the appropriateness of behavior at the university support the university more by defending it from criticism and praising it. This effect holds even after controlling for personality and demographic variables. Results also show that extraversion and agreeableness explain variance in the affective element of commitment and that conscientiousness explains variance in the cognitive element of commitment.     

Antecedents of mirror self‐recognition of toddlers: Emotional availability,birth order,and gender

The present study employed a longitudinal design for examining the role of emotional availability of child–mother dyads, birth order of children, and their gender as determinants of mirror self‐recognition of toddlers. It was hypothesized that toddlers who maintained more optimal emotional availability with mother at the age of 12 months would tend to identify themselves more readily at the age of 20 months. We assumed further that first‐born children and females would identify themselves more readily than males and younger siblings. A sample of 54 nonrisk children and their mothers was investigated. Path analysis model showed that emotional availability partly predicted self‐recognition: responsive toddlers identified themselves more often than less responsive peers. No significant effects were found for the other scales of emotional availability. A nonlinear birth order effect was observed, with second‐born children being less likely to show mirror self‐recognition than first‐borns or third‐borns. Child gender was not significantly associated with self‐recognition at the age of 20 months. The data showed further that birth order was significantly linked with components of emotional availability. No significant correlations were found between emotional availability scores and child gender. Results were discussed in light of the different components of emotional availability, and the psychological correlates of ordinal position in the family. ©2002 Michigan Association for Infant Mental Health.     

Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences

The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted.     

情绪表达规则、调节策略与工作倦怠关系的研究

以情绪性工作的控制论模型为理论基础,探索情绪性工作的内部机制。通过问卷调查,探讨了表达规则、情绪调节策略与工作倦怠的关系。结果发现:情绪调节策略中的深层扮演对正面表达规则与工作倦怠起完全的中介作用,部分证实了依据控制论模型作出的预测。提示组织应更多地使用正面表达规则,促进员工采用深层扮演,这会对员工的身心健康和组织的工作绩效产生积极影响。