仁慈领导对员工沉默的影响：组织内自尊和面子的作用

研究以333名国企员工为研究对象,采用问卷调查法,研究探索了仁慈领导对员工沉默行为的影响以及组织内自尊的中介作用和员工面子的调节作用。研究结果发现：仁慈领导负向预测员工沉默行为,组织内自尊在此过程中起中介作用;面子正向调节组织内自尊和员工沉默之间的关系,即面子意识越高,两者之间的负向关系越弱,不光如此,面子意识还调节组织内自尊对“仁慈领导—员工沉默行为”之间关系的中介作用。     

中西方面子研究综述

本文在详细回顾了过去半个多世纪的面子理论研究之后,得出结论认为目前面子研究中存在的一个最主要的问题是基本概念不清,多停留于理论层次的探讨,缺乏可靠的结论与实际的证据。针对此种现状,笔者建议从与面子具有本质性联系的自尊概念人手针对面子的内涵及其机制进行可行性的探究。     

高自尊的异质性研究述评

自尊不只有高低之分,很多研究者分别从实证研究的结果矛盾性、对自尊的概念及其测量方法的理论思考等方面论述了高自尊异质性存在的可能性,并分别从不同角度提出了高自尊的不同类型及其测量方法,如,不稳定的高自尊与稳定的高自尊、防御的高自尊与真诚的高自尊、相倚的高自尊与真正的高自尊、高外显低内隐自尊与高外显高内隐自尊、脆弱的高自尊与安全的高自尊等,其测量方法也因不同类型而不同。这些研究均说明高自尊存在异质性,需在未来的自尊研究中加以注意     

儿童青少年自尊发展理论建构与实证研究

自尊是包含能力和价值的重要心理资源,是个体心理健康的核心。多年来,我们围绕自尊开展了一系列理论建构及其相关的实证研究。其中,理论建构包括对自尊内涵和本质的探寻、"倒立的金字塔"自尊结构模型的建构。同时,运用多种方法对个体自尊的发展进行了实证研究,包括婴幼儿早期自尊的观察研究、小学生自尊发展与学校适应的关系研究、青少年自尊发展特点横向和纵向比较、特殊群体自尊与心理健康的关系研究。最后,运用实验方法分析了诱发失败情境下自尊对不良情绪的缓冲作用,不同自尊类型被试的记忆偏向和情感反应。这些研究为丰富国内自尊领域的研究成果做出了贡献。     

实践社区成员的面子意识对知识传播的影响

为研究中国人面子意识是否影响实践社区及其成员的知识传播过程,采用自编实践社区成员面子意识问卷以及知识传播过程与效果问卷对重庆、银川、南京和上海等地企业的430名实践社区成员进行测量。结果表明:问卷具有良好的信度和效度;男性的面子意识显著高于女性;工作年限为11~15年的被试"面子—能力学识"得分显著高于其他组别;"面子—人际交往"对"投入程度"、"区外获取"及"传播效果"的预测作用都为正向,而"面子—能力学识"对这三项的预测作用均为负向;"面子—人际交往"和"面子—能力学识"是面子的两个独立维度。     

外显自尊脑机制研究实验材料的筛选

本研究试图检测出与自尊相关的自我评价,以此作为外显自尊脑机制研究的指标,因此对实验材料进行筛选.以积极触及自尊符合词、消极触及自尊不符合词、非自尊符合词和非自尊不符合词作为实验材料,采用"人物对象--人格形容词"评价范式,让180名在校大学生用这四类词语对"自我"和"他人"进行评价.得到以下结果:(1)与自尊相关的自我评价体现为个体用积极或者消极触及自尊词进行的自我评价;(2)个体对正性他人的评价可以作为一个参照指标,由于个体对负性他人评价的一致性较低,因此在脑机制研究中的"人物对象"不包括负性他人.     

自尊社会计量器理论的研究述评

自尊的社会计量器理论（sociometer theory）,从进化心理学和符号互动论的角度对自尊的本质与功能进行了理论阐释,并对自尊社会计量器的理论假设进行了大量研究验证。国外相关研究主要涉及自尊社会计量器理论的思想渊源、基本观点和实证研究,以及新近研究的进展。目前的自尊社会计量器理论片面强调了他人评价对自尊的影响,而忽视其他因素对自尊的影响。未来的社会计量器理论研究应与自尊领域的其他理论相结合,以形成更完善的整合性自尊理论。     

中国人的自尊结构初探

在中国心理学界,学者们普遍将西方心理学中的self-esteem翻译成名词"自尊"并在此基础上进行研究,但是self-esteem与自尊是两个完全不同的概念。研究者设计了"本土化中国大学生自尊问卷",对中国人自尊的结构进行初步探索。研究发现问卷包含三个维度:不卑躬屈膝、不允许言辞侮辱、不允许强力欺压。大学生自尊问卷得分与Rosenberg Self-Esteem Scale得分之间的相关边缘显著,表明自尊与self-esteem是两个不同的概念。大学生自尊问卷中的不允许强力欺压维度与考试作弊意向的相关为-0.37(p=0.0020.01),表明自尊能有效地预测道德行为。理论分析表明,成人自尊结构也有可能是三因素模型。     

自尊研究的现状与问题

自尊概念从诞生以来一直受到不同领域研究者的广泛关注。但在诸多研究和理论的推进之下, 对于其概念内涵与外延的界定并没有达成统一, 与相关概念之间也存在一定程度的混淆与误用。研究以历史为线索, 对自尊概念发展进程中最具影响力的几种观点进行了总结与评述, 并对相关概念进行了比较与辨析。在此基础上, 研究还对现阶段自尊研究的热点话题--真实自尊的概念进行了梳理, 明确了其与虚假自尊或过分追求的自尊之间的本质差异, 即自尊的权变性与条件性, 以期为后续实证研究的展开提供依据。     

有关自我增强跨文化普遍性的争论

文化自我观点质疑自我增强（self-enhancement）的跨文化普遍性,认为东亚人并非像西方人一样拥有对自我保持积极评价的需要,而是自我提升（self-improvement）。然而,另外一些学者则认为东亚人同样会表现出自我增强,其中“对自我的重要性”被看作是一个重要的中介变量。至此,笔者针对有关自我增强跨文化普遍性的争论做了回顾,并在此基础之上提出从面子角度研究东亚人自尊的建议,以期为澄清此争论提供新的思路与证据     

自尊与自我服务偏好的关系述评

 传统研究认为,自尊与自我服务偏好正相关,高自尊者比低自尊者有更强的自我服务偏好。但越来越多的研究对此结论提出了挑战,这些研究主要涉及两个问题：（1）是否只有高自尊者才有自我服务偏好？（2）是否凡高自尊者就有自我服务偏好？文章最后指出未来研究应该对这两个问题进行更深入和更细致的研究比如何种自尊者才有自我服务偏好、自我服务偏好是否只是一种策略及其利弊等     

Fixated on rejection: Attentional blindness following socially rejecting faces in people with defensive self-esteem

People with defensive self-esteem (high explicit and low implicit self-esteem) respond more negatively to ego threat than do those with secure (high explicit and implicit) self-esteem. We examined whether they would also be more attentive to a cue indicating the presence of such threat–namely, a face signaling social rejection. In a rapid serial visual presentation task, participants with defensive self-esteem made more errors than those with secure self-esteem following a picture of a rejecting face than following either an accepting face or a negative control image. Our findings suggest a possible relationship between defensive self-esteem and rejection sensitivity. Potential negative ramifications of this sensitivity to rejection cues are discussed.     

内隐自尊与外显自尊关系的新认识

内隐自尊和外显自尊是自我评价体系中两个非常重要的结构。以往研究基于统计独立性、自身发展性以及双认知系统等角度提出内隐自尊和外显自尊是两个相互独立的结构。但是,越来越多的证据表明,在改善测验工具、动机因素和研究方法之后,内隐自尊与外显自尊显著相关,并且两者之间的关系得到神经机制的佐证。虽然内隐自尊和外显自尊是两个不同的结构,但是它们并不是简单独立关系,而是紧密联系和相互作用于个体的自我评价。     

Corporate social responsibility and work engagement: testing a moderated mediation model

The purpose of this study is to examine the mediating role of collective self-esteem in the relationship between employees’ perceived corporate social responsibility (CSR) and their work engagement. We also explore the moderating role of employees’ concern for face in the linkage between their perceived CSR and collective self-esteem. A two-wave panel data from a final sample of 217 employees in six companies in Wuhan, China, completed the questionnaire survey. Employees’ perceived CSR has a direct and positive effect on their work engagement, which is partially mediated by their collective self-esteem. Furthermore, employees’ concern for face moderates the relationship between their perceived CSR and collective self-esteem. CSR has a stronger effect on collective self-esteem for employees who concern more for face than for those who concern less for face. Understanding the outcomes, the mediating mechanisms, as well as the boundary conditions of perceived CSR on work engagement, help firms to better formulate their CSR strategy. First, we introduce collective self-esteem as an important mediating mechanism in the relationship between CSR and employees’ work engagement. Second, we identify concern for face as an important limiting condition in the linkage between CSR and employees’ collective self-esteem. Finally, previous research investigating employees’ reactions to CSR has predominantly been conducted in the West. We conduct our study in the Chinese or Confucian context to provide some new and complementary insights.     

自尊与人际互动：理论、研究与问题

基于自我确认理论开展的大量研究,有助于理解自尊对人际互动行为的调节作用。然而,研究者对自尊的测量工具不尽相同,筛选实验被试的标准也不尽一致,实验范式忽略了对实际人际互动情境的操纵,单纯采用人际选择反应作为测量自我确认的指标,因而难以形成具有整合性的理论模型。今后的研究有必要在编制合适的测量工具的基础上,将整体自尊与特殊自尊作为两个独立的变量置于整合性实验范式下开展研究,同时采用对人际评价信息的认知判断和对评价者的交往选择的双维指标,以全面揭示整体自尊与特殊自尊对自我确认过程的相对作用及其心理机制。     

攻击性和自尊关系的元分析

以往攻击性和自尊之间关系的研究结论存在很大分歧。为了综合以往研究,明确两者之间的整体关系,分析造成分歧的原因,81项原始研究进入了元分析。结果显示:(1)攻击性和自尊呈中等程度的负相关。(2)自尊的不同结构与不同类型的攻击性呈现不同的相关模式。攻击性与外显自尊和内隐自尊呈负相关;攻击性与自尊稳定性和相倚性呈正相关(3)年级和攻击性量表类型的调节效应显著。攻击性与高自尊异质性之间的关系是将来研究的重点。     

On the social nature of global self-esteem: a replication study

Few researchers have considered the relationship between global self-esteem and the reflected appraisal of others in one's life, or how reflected appraisals and global self-esteem may change as a result of interpersonal feedback. In this study, the authors collected data from 110 undergraduate students on (a) their global self-esteem and the reflected appraisals of multiple others in their lives and (b) how these dimensions changed in hypothetical interpersonal-feedback situations. Results showed that participants' global self-esteem was related to the reflected appraisals of their fathers, teachers, and friends. The results also indicated that others' reflected appraisals and the individual's global self-esteem fluctuated according to the nature (i.e., positive vs. negative) of the hypothetical interpersonal feedback. Overall, the findings emphasize the social nature and regulation of global self-esteem.     

For better or worse? Self-esteem and the contingencies of acceptance in marriage

A longitudinal daily diary study examined the origins and consequences of perceiving a partner's acceptance and love as contingent on professional success. Both members of 154 couples completed a diary for 21 days. Multilevel analyses revealed that low self-esteem men and women felt more accepted and loved by their partner on days when their professional lives were marked by success, and low self-esteem women felt less accepted and loved on days when their professional lives were marked by failure. No such spillover effects between people's professional and relationship lives emerged for people high in chronic selfesteem. A 1-year longitudinal follow-up revealed that people who initially felt less accepted across days reported decreased satisfaction. Men also became especially distressed when their wives felt less accepted initially and (incorrectly) perceived their husbands' regard as contingent.     

Self-esteem,belongingness, and worldview validation: Does belongingness exert a unique influence upon self-esteem?

The current work examined whether belongingness influences self-esteem independently from worldview validation (the extent to which one lives to beliefs that are shared by others). Questionnaire measures demonstrated that people with stronger social ties had higher self-esteem, and that worldview validation did not account for this relationship. Further, belongingness and worldview validation were manipulated such that they pulled self-esteem in opposing directions, yet belongingness still influenced self-esteem. Participants had higher self-esteem after writing about social acceptance than rejection even though acceptance was accompanied by either failing to live up to an important value or having one’s worldviews rejected. This latter effect was most pronounced among participants with high social anxiety. Results indicate that belongingness makes a unique contribution to self-esteem.