高一学生学校适应与教师领导行为关系之初探

采用整群抽样的方法,选取538名学生被试,然后运用“学生在校行为问卷”和“教师领导行为问卷”考察学生的学校适应状况同他们感知到教师领导行为的关系,并分析了不同领导模式下学生学校适应状况的差异及性别因素的影响。结果发现学生的学校适应与其感知到的教师民主行为是正相关,而与权威和放任行为是负相关;民主型的领导模式明显好于权威和放任型的领导模式,而权威和放任之间的差距不明显,该结果不受学生和教师性别因素的影响。     

ESID,Dissemination, and Community Psychology: A Case of Partial Implementation?

Dissemination, the second stage of Experimental Social Innovation and Dissemination (ESID) is a critical, if not defining, element of this social change model. This paper attempts to assess the extent to which community psychology has adopted and implemented ESID's dissemination focus in its training and publications. We identify four levels of commitment to dissemination: dissemination advocate, dissemination activist, dissemination researcher, and experimental dissemination researcher. Content analyses of textbooks, journal publications, and conference papers and a brief survey of doctoral training in the field were conducted. Findings suggest that the dissemination aspects of ESID have been modestly and partially implemented within the field. That is, although there is some evidence of a commitment to dissemination practice (advocate, activist), there is much less evidence of a commitment to dissemination research. The implications of these findings for the effectiveness of the ESID model and for training and practice in community psychology are discussed.     

初级指挥官人格类型与PM领导行为类型有效性的关系

通过对陆军初级指挥官人格心理类型与领导行为有效性的心理学研究 ,探讨个人的领导潜能、人格心理类型对领导行为有效性的影响。研究发现 :1方差分析表明 ,具有不同领导行为的指挥官在人格维度上存在明显的统计学差异。提示了指挥官的领导行为取向与人格因素有密切的关系。2卡方分析结果也表明 ,PM型行为的军官在其人格特征上具有“ESTJ”组合特征 ,而 pm型的军官则正好相反 ;另外 ,pm型的军官在成就动机上获得高分的人数最少。3系统聚类分析显示 ,“成就动机”、“感觉”和“判断”三种人格因素与军事指挥官完成整体领导职能有着更为密切的关系。     

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。     

领导倾听内涵及其多层次效应

面对错综复杂和快速变化的商业环境, 组织要想做出快速响应, 领导者的有效倾听显得非常重要。通过文献综述发现, 现有研究尚未对领导倾听的概念形成统一界定, 且理论视角和研究层次较为单一, 这不利于我们深入理解领导倾听的内涵及其多层次效应。事实上, 作为一种领导行为, 领导倾听不仅会对领导者自身产生影响, 而且会给团队及其下属带来影响。因此, 本研究基于二元互动情境, 从沟通信息和支持员工两方面对领导倾听的内涵进行探索性研究, 并从领导力效能的评价对象(领导者、团队、员工)出发, 结合多层次、多理论、多研究方法的全景研究范式逐步揭示领导倾听对不同对象的不同效应、黑箱机制及边界条件。本研究不仅开拓了倾听研究的新思路和新视角, 而且为企业增强领导倾听的积极效能提供了管理启示。     

领导倾听内涵及其多层次效应

面对错综复杂和快速变化的商业环境, 组织要想做出快速响应, 领导者的有效倾听显得非常重要。通过文献综述发现, 现有研究尚未对领导倾听的概念形成统一界定, 且理论视角和研究层次较为单一, 这不利于我们深入理解领导倾听的内涵及其多层次效应。事实上, 作为一种领导行为, 领导倾听不仅会对领导者自身产生影响, 而且会给团队及其下属带来影响。因此, 本研究基于二元互动情境, 从沟通信息和支持员工两方面对领导倾听的内涵进行探索性研究, 并从领导力效能的评价对象(领导者、团队、员工)出发, 结合多层次、多理论、多研究方法的全景研究范式逐步揭示领导倾听对不同对象的不同效应、黑箱机制及边界条件。本研究不仅开拓了倾听研究的新思路和新视角, 而且为企业增强领导倾听的积极效能提供了管理启示。     

Are Citizens “Receiving the Treatment”? Assessing a Key Link in Contextual Theories of Public Opinion and Political Behavior

The theorization and empirical exploration of contextual effects is a long‐standing feature of public opinion and political behavior research. At present, however, there is little to no evidence that citizens actually perceive the local contextual factors theorized to influence their attitudes and behaviors. In this article, we focus on two of the most prevalent contextual factors appearing in theories—racial/ethnic and economic context—to investigate whether citizens' perceptions of their local ethnic and economic contexts map onto variation in the actual ethnic composition and economic health of these environments. Using national survey data combined with Census data, and focusing on the popular topics of immigration and unemployment, we find that objective measures of the size of the immigrant population and unemployment rate in respondents' county and zip code strongly predict perceived levels of local immigration and assessments of the health of one's local job market. In addition to demonstrating that citizens are “receiving the treatment,” we show that perceptions of one's context overwhelmingly mediate the effect of these objective contextual factors on relevant economic and immigration attitudes. The results from our analyses provide scholars with unprecedented evidence that a key perceptual process presumed in various contextual theories of political attitudes and behavior is, in fact, valid.     

支持型领导行为在工作压力模型中的作用机制研究

本研究调查了 1 3个企业共 2 1 8位员工 ,探讨了支持型领导行为在角色冲突、人际冲突、缺乏成就与发展 (压力源 )和工作满意感、工作焦虑 (压力反应 )之间的作用机制。研究发现 :(1 )支持型领导行为对工作满意感和工作焦虑有主效应 ,但是由于逆向缓冲的存在 ,支持型领导行为的主效应并不总是对的 ,我们必须在更大的范围中考虑领导行为的效应 ;(2 )缓冲效应的六个假设只有一个被证明 ,但是方向相反 ,即支持型领导行为加剧了由人际冲突造成的工作不满意感 ;(3)两个中介模型的部分关系被证明 ,但是我们很难确定是支持型领导行为的弱化效应还是评价作用。为了更好地说明因果关系 ,在将来的研究中纵向研究设计被认为更为恰当。     

Can Voters Predict Changes in Theor Own Attitudes?

Although scholars have established that voters have unstable preferences (e.g., Converse, 1964; Zaller, 1992) and that they are not accurate when recalling past preferences (e.g., Markus, 1986; Niemi, Katz, & Newman, 1980; Smith, 1984), existing research has not systematically explored whether voters can accurately predict the changing nature of their own opinions. The question of whether whether people recognize the instability of their political preferences was explored in a random sample of Pennsylvania registered voters who were surveyed in August and October 1996, during the presidential election campaign. The first survey elicited respondents' positions on two political issues (welfare reform and the environment) and on the two major candidates, and also asked them to estimate the likelihood that each of these positions would change during the next 2 months. The second survey elicited positions at that time and also asked voters to recall their prior positions. Measured both by expectations and recall, respondents tended to underestimate the degree to which their own positions would change or had changed over time. This research has implications for the use of public opinion polling and more broadly for the practice of democratic politics.     

授权型领导对员工反馈寻求行为的影响机制：领导差异化授权两阶段的调节作用

从员工直接感知的角度编制领导差异化授权问卷,并通过构建两阶段有调节的中介模型探讨了授权型领导对反馈寻求行为的影响机制与领导差异化授权在其中的调节作用。对388份问卷数据分析后发现：（1）授权型领导正向预测员工的领导认同与反馈寻求行为;（2）领导认同在授权型领导与反馈寻求行为中起中介作用;（3）领导差异化授权调节授权型领导通过领导认同对反馈寻求行为的中介作用,即调节了中介过程的第一段（授权型领导−领导认同）与第二段（领导认同−反馈寻求行为）。研究结果揭示了授权型领导影响反馈寻求行为的中介与调节效应,可为管理实践中促进反馈寻求行为提供科学参考。     

组织内领导越轨行为研究：概念、诱因与结果

领导越轨行为是指领导者在工作场所中故意违反重要的组织规范的行为。通过整合分析组织内越轨行为和领导行为两个领域的相关研究发现, 领导越轨行为的诱因大致包括个体因素(个性特征、个体知觉和人口学变量)和情境因素(组织文化、工作特征和人际影响)两类, 并且主要通过社会比较、社会心理和社会交换三条路径进一步影响下属的工作绩效。未来研究应从行为客体(组织-人际)和行为动机(利己-利他)两个角度对领导越轨行为的内涵进行纵深拓展, 并进一步考察不同诱因的交互影响以及领导越轨行为的作用机制。