下属越轨创新对主管阻抑的影响——地位威胁感和权威主义取向的作用

主管阻抑作为一种相对隐蔽的负性领导行为,会潜移默化地削弱下属的绩效表现。有鉴于此,探索主管阻抑的发生机制,能够帮助我们更好地预防主管阻抑。本研究基于125份两时间点的上下级配对数据,探讨了下属越轨创新对主管阻抑的影响机理。结果表明:下属越轨创新会诱发主管阻抑,主管的地位威胁感在此过程中起部分中介作用;此外,主管权威主义取向对下属越轨创新与地位威胁感之间的正向关系具有显著的强化效应。     

职场排斥对员工家庭的溢出效应：归属需求和工作家庭区隔偏好的作用

以往研究证实了职场排斥会对员工组织内诸多方面产生危害, 然而关于职场排斥向组织外部特别是家庭领域的溢出效应还知之甚少。本研究基于资源保存理论构建了一个有调节的中介效应模型, 探讨职场排斥对员工家庭贬损和家庭满意度的溢出效应和具体机制, 研究结果表明：(1)职场排斥对员工家庭贬损有显著正向作用, 对家庭满意度有显著负向作用; (2)工作压力中介了职场排斥与家庭贬损和家庭满意度的关系; (3)员工归属需求调节了职场排斥对工作压力的影响, 同时调节了工作压力在职场排斥与家庭贬损、家庭满意度之间的中介效应; (4)员工工作家庭区隔偏好调节了工作压力对家庭贬损和家庭满意度的作用, 并且调节了职场排斥通过工作压力对家庭贬损和家庭满意度的中介效应。     

Causality orientations moderate the undermining effect of rewards on intrinsic motivation

The present study tested the hypothesis that individual differences in autonomy or control causality orientation would moderate the undermining effect of rewards on intrinsic motivation. Equal numbers of autonomy- and control-orientated participants provided solutions to an interesting puzzle under reward or no reward conditions. Participants were then required to provide further solutions to the puzzle in a free-choice period. The time spent in solving the puzzle during the free-choice period constituted the dependent measure of intrinsic motivation. Results revealed a significant interaction effect of causality orientations and reward condition on intrinsic motivation. Control-oriented participants assigned to the reward condition exhibited significantly lower levels of intrinsic motivation compared to those assigned to the no reward condition. In contrast, there was no significant difference in intrinsic motivation levels across the reward conditions for autonomy-oriented individuals. Findings indicate that an autonomy-oriented causality orientation offered a degree of ‘protection’ from the undermining effect of rewards on intrinsic motivation. This is in keeping with self-determination theory in terms of the interactive effects of environmental events and interpersonal factors on intrinsic motivation.     

工作性通信工具使用与双职工夫妻的幸福感：基于溢出-交叉效应的分析

工作性通信工具使用(W_ICTs)是一种新兴的工作行为,指员工在非工作时间使用通信工具处理工作。为帮助组织和个人从整体上了解W_ICTs对员工生活的影响并对其进行管理,以278对配对调查数据为样本,基于溢出?交叉效应视角探讨了 W_I C Ts 与双职工夫妻幸福感的关系及作用机制。结构方程模型分析发现：丈夫和妻子的W_I C Ts均可通过加剧个体的工作→家庭冲突、诱发夫妻之间的社会阻抑行为进而降低双方的幸福感,同时也可通过促进个体的工作→家庭增益、抑制夫妻之间的社会阻抑行为进而提升双方的幸福感;但整体而言,妻子的 W_ICTs会显著降低夫妻双方的幸福感,而丈夫的 W_ICTs不会显著影响夫妻双方的幸福感。研究提示,组织在进行 W_I C Ts管理时,应充分考虑其对女性员工的负向影响;就员工个体而言,男性和女性均可通过加强与配偶的沟通,减少夫妻间的社会阻抑行为,进而预防 W_I C Ts 的不良影响,促进W_I C Ts的积极影响。     

Social Support, Social Undermining, and Coping in Underemployed and Unemployed Persons

Participants (94 unemployed, 77 underemployed) were administered scales tapping social support, social undermining, coping, and distress. We hypothesised that the unemployed would exhibit less social support but more social undermining and distress than the underemployed; females would report more social support but less social undermining; social support would better predict coping than social undermining; social undermining would better predict distress than social support. The unemployed reported less social support, more distress, and poorer coping. Males reported less social support and more emotion-focused coping. Social support significantly predicted distress and coping. No group or gender differences were identified for social undermining, which did not predict distress or coping. We discuss the role of social undermining and distress in the unemployed.     

Supervisor undermining and driving errors in truck drivers: A moderated mediation model

The present study focuses on the detrimental impact of supervisor undermining behaviors at work on driving errors for truck drivers, arguing for the mediating role of burnout. Moreover, this research highlights the moderating role of general self-efficacy in the relationships between supervisor undermining and burnout, and between burnout and driving errors, respectively. The data collected from a sample of 190 Romanian drivers supported a moderated mediation model in which burnout partially mediates the relation between supervisor undermining and driving errors, while self-efficacy moderates both aforementioned relationships. The conditional indirect effect of supervisor undermining on driving errors was significant when self-efficacy was low and non-significant when self-efficacy was high. Overall, our results emphasize the negative impact that supervisor undermining and burnout have on driving errors, while also highlighting the buffering effect of self-efficacy.     

Setting limits on children's behavior: The differential effects of controlling vs. informational styles on intrinsic motivation and creativity

The imposition of external constraints on an activity has frequently been shown to undermine intrinsic motivation. Given that limits must often be set upon peoples' activities, especially in parenting and education, the present study addressed the question of whether limits can be set without undermining intrinsic motivation for the activity being limited. Using cognitive evaluation theory, contrasting limit setting styles of either a controlling or informational nature, or no limits, were placed upon forty-four first- and second-grade children engaged in a painting activity. The intrinsic motivation, enjoyment, creativity, and quality of artistic production were expected to be decreased by controlling limits relative to informational and no-limits, which were not expected to differ from each other. The results provided substantial support for these predictions, suggesting that limits can be set without undermining intrinsic motivation if they are informational in nature. Support was also found for the consensual assessment of creativity method recently developed by Amabile (1982a). Results of the study are discussed along with the general relation between creativity and intrinsic motivation.     

Stress‐buffering or stress‐exacerbation? Social support and social undermining as moderators of the relationship between perceived stress and depressive symptoms among married people

This prospective panel study examined social support and social undermining from the spouse as moderators of the relationship between perceived stress and depressive symptoms. Participants were 181 married people who completed questionnaires at two points in time. The interval between time 1 (T1) and time 2 (T2) was approximately 6 weeks. Multiple regression analysis showed that T1 perceived stress and T1 spouse undermining, but not T1 spouse support, predicted increases in depressive symptoms from T1 to T2. T1 spouse undermining, but not T1 spouse support, moderated the association between T1 perceived stress and T2 depressive symptoms. These findings supported a stress-exacerbation hypothesis for the effect of spouse undermining on the stress process. Discussion focuses on possible mechanisms for the stress-exacerbation effect.     

领悟社会支持对社交焦虑的影响:反刍思维的中介作用和社会阻抑的调节作用

本研究旨在探索领悟社会支持对社交焦虑的影响,深入探讨社会阻抑和反刍思维对该影响的作用。方法:采用问卷法,以471名职员为被试进行调查,数据结果分析采用Bootstrap分析方法。结果显示:(1)反刍思维在领悟社会支持和社交焦虑之间起中介作用。领悟社会支持通过降低反刍思维的水平,减轻社交焦虑。(2)社会阻抑调节领悟社会支持→反刍思维→社交焦虑中介模型的前半路径,社会阻抑改变了领悟社会支持对反刍思维作用的大小。     

Social Undermining, Support Satisfaction, and Affect: A Domain-Specific Lagged Effects Model

Using a latent variable structural equation modeling approach, relations among social undermining, support satisfaction, and affect were studied in a sample of 330 college students. Longitudinal analyses revealed lagged reciprocal relations over a 1-week interval between (1) social undermining and negative affect and (2) support satisfaction and positive affect. Cross-domain associations, by comparison, were nonsignificant; social undermining was unrelated to positive affect and social support was uncorrelated with negative affect. These results provide support for a domain-specific model of social relations and affect.     

削弱效应是否存在：工作场所中内外动机的关系

外部动机是否削弱内部动机？已有研究结论并不一致。澄清这一问题的有效途径是对外部动机的恰当分类。研究以165名企业员工为研究对象, 针对动机的动态性特点, 采用两时点纵向研究的方法, 以自我决定理论对外部动机的分类为基础, 探讨3种不同内化程度的外部动机--外在动机、内射动机和认同动机与内部动机的关系及外部动机内化程度与自主支持的关系。研究结果表明：(1)控制性、非内化的外部动机, 即外在动机和内射动机削弱员工的内部动机; (2)自主性、内化的外部动机, 即认同动机不会削弱员工的内部动机, 而是促进和保护内部动机; (3)自主支持环境促进员工外部动机内化的程度(即认同动机的增加)。最后, 研究对所取得结果的管理意义进行了讨论。     

A test of the self-perception explanation of the effects of rewards on intrinsic interest

An experiment was conducted to test the proposition that rewards undermine or enhance intrinsic interest in a task to the extent that individuals interpret their behavior as being motivated by the reward. It was predicted that when subjects were denied the opportunity to develop and confirm this attribution, rewards would not produce an undermining effect, but rather would enhance dispositions and behavior. Subjects were recruited to evaluate a new sugar-free soft drink. Two levels of incentives (reward-no reward), two levels of examination (opportunity-no opportunity), and three levels of outcome (good-neutral-poor) were employed. The results support the prediction that an incentive's effect depends on the examination opportunity. In the examination condition, rewarded subjects attributed their behavior more to external factors than did unrewarded subjects, but gave more negative product evaluations only after tasting it. In the no examination condition, there were no differences in the attributions made by rewarded and unrewarded subjects, and rewarded subjects were more positively disposed toward the product both before and after tasting it. These results are explained as a consequence of two properties of rewards, enhancement through reinforcement and undermining through discounting, and of hypothesis-testing processes.     

领导—部属交换对员工家庭贬损的影响研究：一个有调节的中介模型

关于领导-部属交换理论的研究主要集中在职场范围内,少有研究关注领导-部属交换对员工家庭生活的影响。本研究以工作家庭增益理论（Work-Family Enrichment Theory）、领导权变理论（Contingency Theory）为基础,构建了领导-部属交换、资源获取、负向情感特质和员工家庭贬损之间的关系模型。以成都市某银行的193名员工及员工配偶为样本对研究假设进行了实证性检验,研究结果表明:（1）领导-部属交换对员工家庭贬损具有负向的影响;（2）领导-部属交换对员工资源获取具有正向的影响;（3）员工资源获取对员工家庭贬损具有负向影响;（4）员工资源获取在领导-部属交换和家庭贬损之间起着完全中介的作用;（5）下属的负向情感特质越强,领导-部属交换对员工资源获取的直接影响以及对员工家庭贬损的间接影响就越强。     

Bottom-line mentality as an antecedent of social undermining and the moderating roles of core self-evaluations and conscientiousness

We propose that an employee's bottom-line mentality may have an important effect on social undermining behavior in organizations. Bottom-line mentality is defined as 1-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. Across a series of studies, we establish an initial nomological network for bottom-line mentality. We also develop and evaluate a 4-item measure of bottom-line mentality. In terms of our theoretical model, we draw on social-cognitive theory (Bandura, 1977, 1986) to propose that supervisor bottom-line mentality is positively related to employee bottom-line mentality (Hypothesis 1). On the basis of conceptual arguments pertaining to bottom-line mentality (Callahan, 2004; Wolfe, 1988), we hypothesize that employee bottom-line mentality is positively related to social undermining (Hypothesis 2). We further predict a moderated-mediation model whereby the indirect effect of supervisor bottom-line mentality on social undermining, through employee bottom-line mentality, is moderated by employee core self-evaluations and conscientiousness (Hypothesis 3). We collected multisource field data to test our theoretical model (i.e., focal-supervisor-coworker triads; N = 113). Results from moderated-mediation analyses provide general support for our hypotheses. Theoretical and practical implications of bottom-line mentality and social undermining are discussed, and areas for future research are identified.     

Virtue Epistemology and Epistemic Twin Earth

A popular form of virtue epistemology—defended by such figures as Ernest Sosa, Linda Zagzebski and John Greco—holds that knowledge can be exclusively understood in virtue‐theoretic terms. In particular, it holds that there isn't any need for an additional epistemic condition to deal with the problem posed by knowledge‐undermining epistemic luck. It is argued that the sustainability of such a proposal is called into question by the possibility of epistemic twin earth cases. In particular, it is argued that such cases demonstrate the need for virtue‐theoretic accounts of knowledge to appeal to an independent epistemic condition which excludes knowledge‐undermining epistemic luck.     

Relations between coparenting and father involvement in families with preschool-age children

A sample (N = 112) composed primarily of European American and middle-class two-parent families with a resident father and a 4-year-old child (48% girls) participated in a longitudinal study of associations between coparenting and father involvement. At the initial assessment and 1 year later, fathers reported on their involvement in play and caregiving activities with the focal child, and coparenting behavior was observed during triadic family interactions. Structural equation modeling was used to test cross-lagged associations between coparenting behavior and father involvement. Overall, paths from father involvement to coparenting behavior were significant, but paths from coparenting behavior to father involvement were not. Specifically, greater father involvement in play was associated with an increase in supportive and a decrease in undermining coparenting behavior over time. In contrast, greater father involvement in caregiving was associated with a decrease in supportive and an increase in undermining coparenting behavior. Multigroup analysis further showed that these cross-lagged relations did not differ for dual-earner families and single-earner (father) families, but these relations appeared to differ for families with focal daughters and families with focal sons. These findings highlight the potential for fathering to affect coparenting and the importance of the role of contextual factors in coparenting-fathering relations.     

Inducing disbelief in free will alters brain correlates of preconscious motor preparation: the brain minds whether we believe in free will or not

The feeling of being in control of one's own actions is a strong subjective experience. However, discoveries in psychology and neuroscience challenge the validity of this experience and suggest that free will is just an illusion. This raises a question: What would happen if people started to disbelieve in free will? Previous research has shown that low control beliefs affect performance and motivation. Recently, it has been shown that undermining free-will beliefs influences social behavior. In the study reported here, we investigated whether undermining beliefs in free will affects brain correlates of voluntary motor preparation. Our results showed that the readiness potential was reduced in individuals induced to disbelieve in free will. This effect was evident more than 1 s before participants consciously decided to move, a finding that suggests that the manipulation influenced intentional actions at preconscious stages. Our findings indicate that abstract belief systems might have a much more fundamental effect than previously thought.     

What happens during the free-choice period? Evidence of a polarizing effect of extrinsic rewards on intrinsic motivation

The “undermining effect” [e.g., Deci, E. L., Koestner, R., & Ryan, R. M. (1999) A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation, Psychological Bulletin, 125(6) 627–668], whereby extrinsic rewards decrease intrinsic motivation, is typically tested using the free-choice paradigm. The arbitrary length of the free-choice period, however, might obscure the process of undermining. We used a foreshortened free-choice period – immediately and after 1 week – to glimpse the process of undermining with 61 college students who engaged in an intrinsically interesting activity under a reward or no-reward condition. Analyses revealed a polarizing effect of extrinsic rewards on intrinsic motivation for the immediate and delayed assessments. We consider this effect in relation to the process of undermining, and suggest a potential personality-based moderator of the effect.     

婚姻质量对父母协同养育的影响：基于共同命运模型的跨层中介分析

共同命运模型(common fate model, CFM)是在家庭或二元层面研究中值得信赖的模型, 其更好地解释了亲密关系内在的相互依赖性。本研究基于共同命运模型探讨了家庭整体婚姻质量对父母协同养育程度的影响, 以及教养能力感在两者间的跨层中介作用。采用问卷法分层整群抽取上海市幼儿园中孩子(平均年龄5.14岁, 年龄范围4~7岁)的父亲与母亲参与调研, 分两个时间段(T1, T2; 间隔1年)收集数据, 最终得到650个家庭的父亲、母亲的婚姻满意度问卷(T1), 教养能力感问卷(T2)和协同养育感知问卷(T2)数据进行分析。结果发现: (1)基于共同命运模型, 家庭层面的婚姻质量正向预测家庭层面的支持性协同养育, 并负向预测家庭层面的破坏性协同养育; (2)家庭层面的婚姻质量正向预测父母各自的教养能力感; (3)父母各自的教养能力感正向预测家庭层面的支持性协同养育, 并负向预测家庭层面的破坏性协同养育; (4)父母个人层面的教养能力感在家庭层面的婚姻质量与家庭层面的支持性协同养育和破坏性协同养育起中介作用。总之, 本研究基于追踪数据运用共同命运模型, 并结合家庭层面(婚姻质量和协同养育)和个人层面(教养能力感)探讨了教养能力感在婚姻质量与父母协同养育间的跨层中介效应, 为营造良好的家庭环境提供一定的理论支持与指导意见, 并进一步促进了共同命运模型发展。     

The social context of undermining behavior at work

We developed a fairness theory perspective to explain the experience of being “singled out” for social undermining from supervisors and coworkers, and tested our predictions across four distinct social contexts. We argued and predicted that attitudinal and behavioral reactions to undermining (from supervisors and coworkers) would be strongest when a correspondingly low level of undermining was found in the social context. The hypothesized cross-level interaction was supported for supervisor and coworker undermining among a sample of officers from the national police force in the Republic of Slovenia (Study 1), replicated for supervisor undermining among soldiers in the US National Guard (Study 2), and further replicated with group-member undermining among a sample of individuals working in student teams (Study 3). We then predicted that justice perceptions would mediate the singled out interaction and tested the mediated-moderation model in a coworker-network context among employees of a restaurant chain (Study 4). The results substantially supported the mediation prediction. These findings from diverse settings demonstrate that considering the social context is important when trying to understand the effects of social undermining behaviors at work.