资质过剩感与亲组织不道德行为：心理特权与谦卑型领导的作用

运用自我评价理论视角,并采用两阶段追踪调查问卷方法收集数据,探讨了资质过剩感与亲组织不道德行为的关系以及心理特权和谦卑型领导在两者关系中的作用机制。实证分析结果表明：资质过剩感显著正向影响心理特权,心理特权在资质过剩感与亲组织不道德行为之间起到中介作用,谦卑型领导显著负向调节资质过剩感与心理特权的关系。研究对管理实践有一定的启示,丰富了资质过剩感和亲组织不道德行为理论。     

自恋型领导对团队创造力形成过程的多视角研究

领导自恋是组织中的普遍现象, 自恋型领导是否能有效地整合团队知识形成创新是管理者不可回避的问题。在回顾已有研究基础上, 采用聚合观、过程观和社会网络三种视角, 全面地厘清自恋型领导对团队创造力的影响。其中, 聚合观强调个体创造力对形成团队创造力的重要作用, 过程观强调团队成员之间的交互作用在团队创造力形成过程中不可或缺, 而社会网络视角注重团队成员的相对位置和内外关系。三种视角相互补充, 明确了自恋型领导和团队创造力之间关系的内在机制以及边界条件。研究结论将为存在自恋型领导的团队干预策略提供参考, 有助于为管理者提高自恋型领导对团队作用的有效性提供借鉴。     

区分适应性自恋和非适应性自恋:多视角的证据

近40年来, 正常人的自恋得到了越来越多的关注.日益增加的证据显示正常人的自恋可以按照适应功能进一步区分为适应性自恋和非适应性自恋两类.本文对揭示两类自恋差异的证据进行了全面梳理, 包括二者的成分构成,适应功能,人格基础,发展规律和遗传基础.这些结果促进了对自恋复杂性的认识, 加深了对现有研究的理解, 同时也突出了未来区分二者的重要性.将来需要从理论上进一步澄清二者的差异, 编制相应的量表, 探讨二者在其它方面的不同, 特别是二者是否具有不同的神经基础.     

高层伦理型领导作用机制研究:组织诚信视角

通过对286名员工的问卷调查,探讨高层管理者的伦理型领导对员工工作结果(离职倾向、反生产行为)的作用。研究发现:(1)高层伦理型领导与员工工作结果负相关;(2)组织诚信在上述关系中起中介作用;(3)组织集体主义氛围调节了组织诚信与员工工作结果之间的关系,即组织集体主义氛围越高,组织诚信与员工工作结果之间关系越强;(4)组织集体主义氛围调节了组织诚信对高层伦理型领导—员工工作结果的中介作用。     

道德型领导如何减少下属非道德行为:领导组织化身和下属道德效能的作用

道德型领导对下属非道德行为的负向影响已得到了证实,但二者关系的边界条件和作用机制还不明朗。基于社会学习理论,文章首先引入领导组织化身(SOE)概念,考察它在道德型领导与下属非道德行为间的调节作用;在此基础上引入下属道德效能概念,解释SOE具体是如何发挥调节作用的。以237名员工为研究对象,结果表明:(1)SOE在道德型领导与下属非道德行为之间有正向调节作用;(2)这种调节作用是通过下属道德效能的中介而实现的,即对SOE不同的下属来说,道德型领导对其道德效能有不同影响,从而对非道德行为的作用强度有所差异。     

自恋型人格的理论模型与神经生理机制

自恋作为一种人格特质, 核心特征是具有夸张和膨胀的自我观点。当前研究将自恋型人格与不同的自我特征相联系, 这些特征包括了夸张性、崇拜的需要、自我中心和高自尊、情感共情缺乏和述情障碍, 研究表明自恋的夸张性和崇拜需要源自扭曲的自我观点和自我提升。当前研究发现额中回、内侧前额叶皮层、眶额叶皮层、揳前叶和前脑岛与自我提升和自我评估有关。前脑岛、右背外侧前额叶皮层和右侧后扣带回皮层与共情缺失有关。未来研究应注重将遗传学、电生理学、生物化学、脑成像等技术的结合, 构建自恋型人格形成的神经生理模型。     

显性自恋与隐性自恋:自恋人格的心理学探析

自恋是一种形式多样化的综合性人格构造,它具有两种不同的形式,即显性自恋和隐性自恋。本研究在文献综述、开放式问卷调查和个别访谈的基础上,编制了自恋人格问卷。经对大学生被试进行测查,结果表明：（1）自编的自恋人格问卷具有较好的信度和效度。（2）因素分析得出显性自恋的四个维度是：权欲、优越感、特权感和自我钦羡;隐性自恋的三个维度是：易感质、特权感和自我钦羡。（3）显性自恋和隐性自恋与心理健康有着不同的关联：前者与心理异常症状不存在显著相关,而后者存在显著正相关。     

自恋与心理健康:适应性自恋与病理性自恋的不同作用

目的:探讨适应性自恋与病理性自恋对个体心理健康的不同影响。方法:750名大学生完成了一套由自恋人格问卷(NPI)、病理性自恋量表(PNI)和症状自评量表(SCL-90)组成的测验。利用结构方程模型对变量间的关系进行分析。结果表明:病理性自恋的二阶因子自恋易损性对个体心理健康具有显著的负向预测作用,自恋易损性水平越高,个体心理健康水平越低。自恋夸大性和适应性自恋(自恋人格问卷,NPI)对心理健康的正向预测作用达到边缘显著,自恋夸大性和适应性自恋得分越高,心理健康水平越高。结论:病理性自恋的二阶因子自恋易损性对心理健康具有明显的破坏作用,而自恋夸大性和正常/适应性自恋可能对心理健康存在微弱的保护作用。     

变革型领导对组织公民行为的影响

本研究利用197对“管理人员-下属”的匹配数据考察了变革型领导对组织公民行为的影响,层次回归分析与典型相关分析的结果都表明:变革型领导对组织公民行为有显著的正向影响,且能解释的方差变异量明显高于国外同类研究。这一研究结果进一步证实了李超平与时勘所编制的变革型领导问卷(TLQ)具有较高的预测效度。     

儒家自我观与现代组织中的伦理型领导

西方现有的伦理型领导力理论使得组织伦理规范和伦理行为得到了重视和强调,但是其规范性伦理和工具性伦理的思路并不能真正解决组织中的伦理问题和心理问题。西方主流文化所理解的个体,总是要使自己独立于他人,外在的一切关系,不论是他人,还是自然、社会,都是异于"自我"的他者,这很可能会造成内在道德感的缺失和归属感、认同感的匮乏,而儒家的自我是一种关系中的自我,在与他人相互联系、相互依赖和交往中才得以体认和发展。儒家自我观中有关"反求诸己""修己安人""己立立人"等思考,或许可以成为伦理型领导中领导者与组织成员以及相关利益者之间关系构造的基点。     

Seeing and being seen: Narcissistic pride and narcissistic humiliation

Seeing and being seen are important aspects of narcissism, where self-consciousness is always a feature, and one which becomes acute when a patient loses the protection of a narcissistic relationship and is obliged to tolerate a degree of separateness. Having felt hidden and protected, he now feels conspicuous and exposed to a gaze which makes him vulnerable to humiliation. This often has a devastating and unbearable quality to it, particularly when it is felt to arise in retaliation to the patient's own use of gaze to establish a superiority which allowed the patient to look down on others. The need to avoid or cut short such humiliation may be so acute that the patient cannot deal with guilt and other emotions connected with loss which might otherwise be bearable. The author argues that development is impeded unless the patient is able to gain support to make the humiliation better understood and hence better tolerated. He describes some sessions from an analysis to illustrate how, in some analytic situations, much of the patient's concern and many of his defensive manoeuvres aim to reduce or to reverse experiences of humiliation. An understanding of the mechanisms involved seemed to enable some development to proceed.     

谦逊领导的影响机制和效应:一个人际关系视角

谦逊是中华民族的传统美德,然而,现代社会的激烈竞争使得谦逊的有效性受到质疑。传统与现代观点的矛盾使得组织领导对是否表现谦逊以及如何表现谦逊产生疑问。本文基于人际关系视角,探究谦逊领导对员工组织公民行为的影响效应,以及在这个过程中下属归因的领导谦逊动机的作用。采用两阶段295份领导下属配对问卷调查,结果表明在控制了领导成员交换关系之后,谦逊领导通过提高与下属的关系亲近性促进下属的组织公民行为(建言和帮助行为)。同时,当下属归因的领导谦逊印象管理动机高时,谦逊领导的积极作用会被削弱。本文之后讨论了研究贡献以及未来的研究方向。     

The roles of leader emotion management and team conflict for team members' personal initiative: A multilevel perspective

Employees' personal initiative (i.e., their active and future-oriented engagement at work) is of high relevance to organizations that strive for innovation and competitiveness. To better understand its drivers and diminishers, the present study refers to Affective Events Theory and examines the impact of leader emotion management, team conflict, and affective well-being on personal initiative. Data from 300 members of 59 work teams in Germany were gathered from multiple sources at three points in time over the course of 2 weeks. Multilevel analyses indicated that leader emotion management positively affected team members' personal initiative and that this effect was mediated by team members' affective well-being. Data also revealed a contrasting negative indirect effect of task conflict within the team on team members' personal initiative via team members' affective well-being. The study's results suggest that the improvement of leaders' emotion management as well as the establishment of work conditions and experiences that foster affective well-being should be seriously considered by organizations wishing to facilitate personal initiative in team settings.     

An examination of when and how leader political skill influences team performance in China: A cultural value perspective

This study examined the relationship between leader political skill and team performance, as well as the mediating (team cohesion) and moderating (power distance) variables of the relationship. Our theoretical model was tested using data collected from employees in a food service company. Analyses of multisource and lagged data from 59 teams and 276 members indicated that leader political skill was positively related to team performance via team cohesion. Further, both the relationship between leader political skill and team cohesion and the indirect relationship between leader political skill and team performance were stronger when teams exhibited lower power distance.     

Becoming a leader: catalysts and barriers to leader identity construction

ABSTRACT

In response to increased calls for research that can provide greater understanding of the relational and contextual issues surrounding leader identity construction processes, this qualitative study aims to provide insights into the subjective experience of constructing a leader identity within the context of organizations. Drawing on data from 50 semi-structured interviews, this paper focuses on significant sub-themes, which were grouped into two categories, namely identity catalysts (e.g. issues that participants identified as positively aiding in their leader identity construction process) and identity barriers (e.g. issues that participants identified as negatively impacting their leader identity construction process). These catalysts and barriers will be elaborated upon and their relationship to leader identity explained. This paper provides new insights into the leader identity construction process by using Leadership Identity Construction Theory as a lens for interpretation, and offers notable implications for theory, research and practice.     

领导者行为一致性研究:过去、现在与未来

领导者行为一致性是指员工关于领导者言行匹配程度的知觉模式。行为一致性是一个本身不存在善恶之说但对于达到道德上的善却非常必要的附属性美德。领导者行为一致性的测量方法包括情景测量法和量表测量法。在实证研究模型中,领导者行为一致性通常扮演因变量、自变量、中介变量和调节变量等角色。未来研究应该关注领导者行为一致性的多元测量方法,情景变量的调节效应,领导者行为不一致性,以及行为一致性概念在集体层次或员工层次上的应用等方面。     

The security to lead: a systematic review of leader and follower attachment styles and leader–member exchange

ABSTRACT

Attachment styles can predict the quality of organizational relationships, particularly in reference to leader–member exchange (LMX). However, there is much work to be done in articulating and summarizing these findings and in detecting gaps in the literature. This systematic review fills a critical niche by providing a review of the attachment/LMX relationship. Using the PRISMA framework, this review integrates research on attachment styles and LMX by evaluating associations between secure, anxious, and avoidant attachment styles with LMX for leaders and followers. Across 10 studies, we review the evidence for associations between leader and follower attachment and LMX. We seek to investigate if secure attachment is associated with high-quality LMX and if insecure attachment is associated with lower quality LMX. Our review in general provides mixed support for these propositions, although the association of avoidant attachment for followers with LMX received consistent support. Furthermore, our results highlight the need to consider potential moderating and mediating factors within the attachment/LMX relationship. Based on the patterns of these relationships and the methodological gaps in the literature, we discuss the managerial implications for attachment styles in work and organizational psychology and suggest several directions for future research on the attachment–LMX relationship.     

The humble Bayesian: Model checking from a fully Bayesian perspective

Gelman and Shalizi (2012) criticize what they call the ‘usual story’ in Bayesian statistics: that the distribution over hypotheses or models is the sole means of statistical inference, thus excluding model checking and revision, and that inference is inductivist rather than deductivist. They present an alternative hypothetico‐deductive approach to remedy both shortcomings. We agree with Gelman and Shalizi's criticism of the usual story, but disagree on whether Bayesian confirmation theory should be abandoned. We advocate a humble Bayesian approach, in which Bayesian confirmation theory is the central inferential method. A humble Bayesian checks her models and critically assesses whether the Bayesian statistical inferences can reasonably be called upon to support real‐world inferences.     

Narcissistic configurations: Violence and its absence in treatment

'On narcissism: An introduction' constitutes a turning point in psychoanalysis. Although narcissism is a concept which has not been explicitly referred to by many important thinkers for decades, it could be said that there is no paper written in psychoanalysis since Freud that does not implicitly take into account the modifi cations in thinking that the work brought about. In this paper, the author contrasts two types of narcissistic confi gurations: in the fi rst, the intolerance of the other is dealt with by expulsion and violence; in the second, by withdrawal. The author contrasts patients who express manifest violent behaviour with patients for whom the violent behaviour is absent but who, nevertheless, present similar background histories, which might have led to a prediction of violence. They are also profoundly different in terms of what they provoke in the countertransference. In addition, this paper argues that the treatment of narcissistic personalities has allowed in recent years the understanding of a modality of depression. Following Green, the author argues that, instead of a fruitless debate that involves evolutionary issues around the concept of narcissism, it is necessary to distinguish the narcissistic aspect in any analytic relationship, to identify the narcissistic transference in different types of psychopathologies.