组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

组织中的变革担当：积极组织行为研究的新主题

变革担当是指员工自愿付出建设性努力来发起组织功能性变革,以便在自己的岗位、部门或组织情境中更加有效地开展工作。文章介绍了变革担当的概念、测量以及前因后效。其中前因包括个体因素（如前瞻性人格、组织支持感、积极情绪等）和情境因素（如工作自主性、管理开放性、创新氛围等）两大类,后效主要有工作绩效评价、工作态度和变革型领导知觉等。未来的研究需要进一步完善测量工具、考察组织外部因素的影响、检验影响后效的其他调节因素以及探讨领导者的变革担当行为。     

Exploratory behavior as a function of motivational orientations and task conditions

Twenty-four boys and 24 girls from the 5th and 10th grades, one-half of whom were predominantly intrinsically motivated (IM) while the other half were predominantly extrinsically motivated (EM), were given an interesting task under task-imposed, task-offered and neutral conditions, and their exploratory behavior was observed during an intermission period. IM Ss both explored less and showed less satisfaction under the task-imposed condition than under the other two conditions, preferred a high level of difficulty across all conditions and showed higher diversive curiosity at 15 yr than at 10 yr of age. EM Ss explored about the same amount in all conditions, were less satisfied under the task-imposed condition than under the other conditions, preferred lower-difficulty tasks in the neutral condition than in the other conditions, showed more diversive curiosity at 10 yr than at 15 yr of age and showed more specific curiosity at 15 yr than at 10 yr of age. Personality integration and variation seeking appear to characterize relatively IM persons more than relatively EM persons. Age and gender differences are discussed, and conceptual analysis of performance expectations as a function of IM, task conditions and personality domains is offered.     

Specific and diversive curiosity and depression in junior high school students of divorced and nondivorced parents.

124 junior high school students (Grades 5 to 8) from a small school district in north central Kansas completed the Beck Depression Scale, the Maze test, and the Which-to-Discuss test. Background information, such as age, sex, grade, and marital status of parents, were also collected. There were no significant differences between boys and girls of divorced and nondivorced parents or across grades for scores on the Which-to-Discuss (specific curiosity) and depression, but boys scored significantly higher on the Maze test (diversive curiosity). No differences were noted between the students of divorced and nondivorced parents or across grades. Scores on Which-to-Discuss test and Maze test were not significantly correlated, but scores on one Maze test and depression correlated positively and significantly. When these students scored as more depressed, although in the normal range, they tended to score higher on diversive curiosity.     

Specific and diversive curiosity in gifted elementary students.

Twenty-nine gifted students in Grades 2 to 6 from the small school districts in north central Kansas completed the Maze test and the Which-to-Discuss test. Background information such as age, sex, grade, and marital status of parents was also collected. There were no significant differences between boys and girls or for students from divorced and nondivorced parents on either the Which-to-Discuss test (specific curiosity) or the Maze test scores (diversive curiosity). The students scored significantly higher on the former test than chance guessing which suggests the students were displaying specific curiosity. Scores of these gifted students on these two tests of curiosity were significantly and positively correlated.     

资质过剩感对个体绩效的作用效果及机制：基于情绪-认知加工系统与文化情境的元分析

近年来, 资质过剩作为一种特殊的个人-环境不匹配现象, 引发了较多学者的关注, 但相关研究结论尚有争议。对包含383项独立研究、945个效应值及575061个研究样本的321篇文献开展元分析：(1)直接效应检验表明, 资质过剩感与消极情绪(愤怒、无聊)显著正相关, 与积极自我概念(自尊、自我效能感)的相关性不显著; 在个体绩效方面, 资质过剩感与消极角色外行为(反生产行为、离职)显著正相关, 与积极角色外行为(创新、组织公民行为等)和任务绩效的相关性不显著。(2) 结构方程模型元分析表明, 资质过剩感能够通过增强消极情绪, 进而增加消极角色外行为、减少积极角色外行为和任务绩效; 能够通过增强积极自我概念, 进而增加积极角色外行为和任务绩效、减少消极角色外行为; (3)集体主义文化倾向在资质过剩感通过情绪-认知加工系统影响个体绩效的过程中发挥调节作用, 在高集体主义文化情境中, 资质过剩感对消极情绪的负向影响较弱, 且能对积极自我概念产生正向影响; 在低集体主义文化情境中, 资质过剩感对消极情绪的负向影响较强, 且能对积极自我概念产生负向影响。(4)资质过剩感与个人-工作匹配相关性较强, 与个人-组织匹配相关性较弱; 与二者相比, 资质过剩感对压力感、离职的预测效果最强。研究结果有助于理解资质过剩感对个体绩效的复杂作用机制和边界条件, 并为组织如何管理资质过剩员工提供参考。     

Job crafting and extra-role behavior: The role of work engagement and flourishing

This study investigates whether crafting of job demands and resources relates positively to extra-role behavior (i.e. contextual performance and creativity) through work engagement and flourishing. We collected data from 294 employees and their supervisors regarding employees' contextual performance and creativity. Results show that seeking resources had a positive indirect relationship with contextual performance through work engagement, and with creativity through work engagement and flourishing. Reducing demands had negative indirect relationships with both contextual performance and creativity through work engagement. We conclude that particularly seeking resources has important implications for extra-role behavior and discuss the practical implications of these findings.     

Gratitude in buyer-seller relationships: a dyadic investigation

In addressing the call for research to understand affect in sales, this research uses moral affect theory and literature on emotional contagion to examine the effects of salesperson gratitude and customer gratitude on downstream relationship outcomes. The findings of this work suggest that salesperson prosocial behaviors account for the positive association between salesperson gratitude and customer gratitude. These prosocial behaviors – information sharing and extra-role behaviors – combined with customer gratitude serve as explanatory mechanisms for the positive effects of salesperson gratitude on customer commitment, which is an important result of buyer-seller interactions and an essential component of long-term relationships. Further, this research finds that salesperson extra-role behaviors and relationship length interact such that salesperson extra-role behaviors cultivate customer gratitude within developing and established relationships, but that these behaviors are particularly beneficial for less mature relationships. Understanding the role of salesperson gratitude and customer gratitude in driving relational outcomes contributes to both a theoretical understanding of the role of affect in sales and practical applications of emotions within buyer-seller relationships.     

Predictors and outcomes of proactivity in the socialization process

This 3-wave longitudinal study aimed to extend current understanding of the predictors and outcomes of employee proactivity (involving information seeking, feedback seeking, relationship building, and positive framing) in the socialization process. Two personality variables, extraversion and openness to experience, were associated with higher levels of proactive socialization behavior. Of the proactive behaviors studied, feedback seeking and relationship building were highlighted in their importance because of their various relationships with the work-related outcomes assessed in this study (e.g., social integration, role clarity, job satisfaction, intention to turnover, and actual turnover). The results also highlighted the importance of 2 control variables (opportunity to interact with others on the job and skill level of the new job) in the experience of socialization into a new job.     

Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance

Organizations must improve their employees’ performance in order to compete effectively. Evidence shows that flow experiences enhance performance. However, a dynamic approach to this phenomenon is needed. Furthermore, different work patterns (based on task profiles) can have specific environmental requirements (office types). This research aims to analyze the dynamic relationship between office workers’ flow and in-role and extra-role performance, considering work pattern–office type fit as a predictor of the initial level of each of these three variables. A total of 83 workers participated in this diary study. Results of the latent growth model showed a positive association between: (1) the initial levels of flow and in-role and extra-role performance; and (2) the changes in flow and in-role and extra-role performance. Furthermore, work pattern–office type fit directly influenced workers’ flow. In addition, flow mediated between work pattern–office type fit and in-role performance. Our results show that workspaces that fit employees’ work patterns are more likely to induce flow, which, in turn, will have beneficial consequences for the organization.     

Helping and proactive extra-role behaviors: The influence of motives, goal orientation, and social context

We explore how two motivational orientations (communion and status striving) influence three extra-role organizational behaviors: proactive engagement, providing help, and seeking help. We propose and confirm intervening mechanisms, in the form of (a) goal orientations and (b) attitudes toward coworkers. Proactive behaviors are predicted by status striving, through the intervening mechanisms of both learning and performance proving goal orientations. Providing help is, in turn, motivated by communion striving, and the relationship is mediated by goal orientations (learning and performance avoiding) and by satisfaction with and commitment to coworkers. Finally, seeking help is a function of communion striving, which influences the outcome through learning goal orientation and satisfaction with and confidence in coworkers.     

Prosocial organizational behaviors: The roles of workplace justice,achievement striving,and pay satisfaction

In this research, the roles of workplace justice, achievement striving behavior and pay satisfaction were used to predict prosocial behaviors. A total of 354 individuals from a consumer products company provided data for this research. Results suggest that achievement striving accounted for unique variance in in-role behavior. Perceived fairness in skill-based pay's certification process showed positive associations with extra-role and in-role behaviors. In support of previous research, pay satisfaction also provided unique contribution to both extra-role and in-role behaviors.     

工作场所排斥与员工角色内外行为：归属感的中介作用

为考察工作场所排斥（包括上司排斥与同事排斥）与员工角色内行为和角色外行为（组织公民行为）之间的关系,以及归属感在上述关系中的中介作用,本研究采用问卷调查法,分两次对全职工作一年以上的员工进行施测,前后共获得247份有效匹配数据,经统计分析后发现：（1）上司排斥与同事排斥均显著地负向预测员工角色内外行为,即工作场所排斥水平越高,角色内行为和角色外行为的表现越差。（2）归属感在上司排斥、同事排斥与员工角色内行为之间发挥了完全中介作用,即工作场所排斥会破坏员工的归属感,最终降低角色内行为。（3）归属感在上司排斥和角色外行为的关系中发挥了完全中介作用,但在同事排斥与角色外行为的关系中仅存在部分中介作用,说明工作场所排斥在一定程度上会破坏员工的归属感,最终影响其角色外行为表现。     

News Coverage of Intimate Partner Violence: Impact on Prosocial Responses

Intimate partner violence (IPV) is a pervasive and widespread problem in the United States, yet the issue is not well understood among the general public. Media portrayals of IPV have a significant influence on public perceptions, including public support for IPV victims and willingness to engage in helping behaviors. In the current study, we tested a path model examining the influence of contextual information about the victim and perpetrator described in a news article on feelings of sympathy for the victim of the described IPV incident, affective perspective taking, and prosocial responses that include: (a) support for public health initiatives to help victims of IPV, (b) preferences for prosocial information seeking, and (c) behavioral intentions toward engaging in protective actions to help victims of IPV. The model demonstrated acceptable fit and provided support for all 6 hypotheses. Results showed that sympathy does not have a direct impact on individuals' prosocial responses to help victims of IPV, but instead has an indirect effect through affective perspective taking. Implications for framing IPV in ways that promote a prosocial, public health–oriented response are discussed.     

儿童资源获取行为对学校适应的影响——一个历时5年的跨文化追踪

以160名中国儿童和133名加拿大儿童为被试,采用实验室观察和问卷调查,考察儿童7岁时的资源获取行为对其11岁时学校适应的影响。结果表明：（1）轮流规则行为对儿童的学校适应具有消极的预测作用,且存在性别差异：男孩的轮流规则行为可以显著正向预测其焦虑,女孩的轮流规则行为可以显著负向预测其学校态度;（2）请求行为可以显著正向预测中国儿童攻击行为,加拿大儿童则没有发现该关系;（3）对于资源获取失败次数少的儿童,求助成人行为有积极的适应意义;（4）儿童资源获取行为的结果在儿童7岁时资源获取行为与11岁时学校适应之间发挥调节作用;对于资源获取成功次数少的儿童,请求行为可以显著地正向预测其攻击行为;对于资源获取失败次数少的儿童,请求行为则显著地负向预测其攻击行为,求助成人行为可以显著地负向预测其孤独感。     

进谏行为与组织公民行为的关系研究：诺莫网络视角

进谏行为和组织公民行为等角色外行为研究近年来备受关注。与组织公民行为相比,进谏行为是一个新的构念。本研究探索了进谏行为的构念内涵,并借鉴诺莫网络思路考察了进谏行为与组织公民行为的关系。问卷研究的结果表明：进谏行为能融入组织公民行为构念,领导公平和情感承诺对两者都具有正面影响,而大五中的宜人性维度对两者的影响表现出差异性;从事角色外行为会导致更高的工作满意感。研究证实了进谏行为与组织公民行为构念内涵的相似性及存在的细微差异。     

Child’s Play: The Creativity of Older Adults

In this article, I discuss Paul W. Pruyser's view presented in his article "An Essay on Creativity" (Pruyser in Bull Menninger Clin 43:294-353, 1979) that creative persons manifest early childhood qualities of playfulness, curiosity, and pleasure seeking and that adaptation is itself a form of creativity. I then discuss his article "Creativity in Aging Persons" (Pruyser in Bull Menninger Clin 51:425-435, 1987) in which he presents his view that aging itself is a potentially creative process, that creativity among older adults is not limited to the talented few, and that older adulthood has several specific features that are conducive to creativity. Significant among these features are object loss (especially involving human relationships) and functional loss (due to the vicissitudes of aging). Noting his particular emphasis on object loss and its role in late-life creativity, I focus on functional loss, and I emphasize the importance of adaptation in sustaining the creativity of older adults who experience such loss. I illustrate this adaptation by considering well-known painters who in late life suffered visual problems common to older adults. I suggest that in adapting to their visual problems these artists drew on the early childhood qualities (playfulness, curiosity and pleasure seeking) that all creative persons possess and that they are therefore illustrative for other older adults who are experiencing functional losses. I conclude with Erik H. Erikson's (Toys and reasons: stages in the ritualization of experience, W. W. Norton, New York, 1977) and Paul W. Pruyser's (Pastor Psychol 35:120-131, 1986) reflections on the relationship between seeing and hoping.     

Curiosity and stimulation seeking across the adult life span: cross-sectional and 6- to 8-year longitudinal findings.

Giambra (1977-1978, 1979-1980) found that 2 scales of the Imaginal Processes Inventory measuring curiosity (i.e., information seeking) did not change across the adult life span, but 2 measuring stimulation seeking (i.e., boredom) for external stimulation need significantly decreased with age. In this study, these outcomes were replicated (1,356 men and 1,080 women 17 to 92 years old). In addition, a 6- to 8-year longitudinal repeat was obtained on 222 men and 124 women. Significant longitudinal declines were obtained for the stimulation-seeking measures. Furthermore, women showed an increase in impersonal-mechanical curiosity and a decline in interpersonal curiosity, though the amount of change was modest. Men were unchanged on both curiosity measures. Gender differences in longitudinal changes apparently reflected effects of socialization as well as tendencies toward displaying increased androgyny with advancing age.     

Neurobiological and memory models of risky decision making in adolescents versus young adults

Predictions of fuzzy-trace theory and neurobiological approaches are examined regarding risk taking in a classic decision-making task--the framing task--as well as in the context of real-life risk taking. We report the 1st study of framing effects in adolescents versus adults, varying risk and reward, and relate choices to individual differences, sexual behavior, and behavioral intentions. As predicted by fuzzy-trace theory, adolescents modulated risk taking according to risk and reward. Adults showed standard framing, reflecting greater emphasis on gist-based (qualitative) reasoning, but adolescents displayed reverse framing when potential gains for risk taking were high, reflecting greater emphasis on verbatim-based (quantitative) reasoning. Reverse framing signals a different way of thinking compared with standard framing (reverse framing also differs from simply choosing the risky option). Measures of verbatim- and gist-based reasoning about risk, sensation seeking, behavioral activation, and inhibition were used to extract dimensions of risk proneness: Sensation seeking increased and then decreased, whereas inhibition increased from early adolescence to young adulthood, predicted by neurobiological theories. Two additional dimensions, verbatim- and gist-based reasoning about risk, loaded separately and predicted unique variance in risk taking. Importantly, framing responses predicted real-life risk taking. Reasoning was the most consistent predictor of real-life risk taking: (a) Intentions to have sex, sexual behavior, and number of partners decreased when gist-based reasoning was triggered by retrieval cues in questions about perceived risk, whereas (b) intentions to have sex and number of partners increased when verbatim-based reasoning was triggered by different retrieval cues in questions about perceived risk.     

基层干部何以担当作为?测量、动机与前因机制

基层政府职能转变和担当离不开广大基层干部的担当作为。但是, 什么是基层干部的担当作为, 如何测量?基层干部担当作为是出于怎样的动机?受到哪些因素的影响?如何促进?这些问题尚未得到系统研究。因此, 基于行为公共管理学视角, 首先以实证的方式研究基层干部担当作为的内涵结构和具体测量; 第二, 突破传统动机研究对利他的依赖和内外动机二分的束缚, 以自我决定理论为基础, 从自主动机(内在调节、整合调节、认同调节)和受控动机(内摄调节、外在调节)精细化研究担当作为动机; 第三, 关注从动机到行为的整合框架, 提出担当角色认同的中介变量, 关注个体因素和组织因素的交互以及中介过程中的调节作用, 解释担当作为动机将如何产生担当作为行为, 并有何种权变因素。通过实证研究, 最终回应基层干部担当作为的测量、管理和激励问题。