物质主义对绿色消费的影响：促进还是抑制?

在物质主义价值观盛行的当今中国社会, 如何推进绿色消费这一举措是值得关注的问题。以往研究对于物质主义与绿色消费的关系得出了矛盾的结论。针对这一现状, 本研究以绿色产品本身的特征(炫耀性/非炫耀性)为切入点, 首先考察物质主义影响绿色消费的边界条件, 即绿色产品炫耀性的调节作用, 然后进一步探究物质主义促进炫耀性绿色消费及抑制非炫耀性绿色消费的心理机制, 最后在此基础上进行自然接触的干预研究, 以期为解决现有研究分歧提供全新的思路, 同时为企业和政府引导绿色消费提供管理建议。     

An outcome management program for extending advances in choice research into choice opportunities for supported workers with severe multiple disabilities

We evaluated an outcome management program for increasing choice opportunities provided by 2 job coaches for 5 supported workers with severe multiple disabilities in a community job. The program involved specifying and monitoring behavioral outcomes among workers and staff, training staff, and supportive and corrective feedback. Increased choice provision occurred for both job coaches across a 1-year period. Results indicate how outcome management can help translate advances in choice research into routine practice.     

Video training of support staff in intervention plans for challenging behavior: Comparison with live training

We compared video versus live training as respective components of a program for training support staff in individualized intervention plans for people with severe disabilities and challenging behavior. Procedures constituting behavior plans for three individuals were presented to staff through an initial training session and then follow‐up assessment and training on the job. Twenty staff received the initial training in small groups by watching a video of a behavior analyst describing a plan along with informational bullets, and 18 staff received the initial training in live sessions with the behavior analyst. Results of knowledge quizzes and on‐the‐job observations and questions with staff indicated video and live training were both effective. Video training was more efficient regarding time required by staff trainees and trainers' direct‐contact time with staff. However, additional trainer time (and staff videographer time) was required to make the videos. Both types of training were well received by staff, though live training was slightly better received based on staff ratings. In light of results supporting effectiveness of video training, suggestions are offered regarding when such training is likely to be more and less advantageous from an efficiency perspective. Future research areas discussed focus on the ways to enhance the utility of video training. Copyright © 2008 John Wiley & Sons, Ltd.     

Depressed nursing home residents' activity participation and affect as a function of staff engagement

Behavioral interventions for depression target activity engagement and increased positive reinforcement, particularly from social interaction. Nursing homes provide limited opportunity for meaningful social engagement, and have a high prevalence of depression. Often residents obtain most of their social contacts from staff members. We present intra-individual correlations among positive staff engagement, resident affect, and resident activity participation from behavior stream observations of residents who were participants in an ongoing trial of an intervention for depression. Sixteen residents were observed 6 times weekly for 8 to 45 weeks, 5 minutes per observation. Positive staff engagement during the observations was significantly correlated with resident interest and pleasure. Positive staff engagement was related to resident participation in organized group activity; however, residents tended to be more engaged and show more pleasure when in informal group activities, especially those residents receiving the behavioral treatment. Positive staff engagement was not related to time in activities of daily living. Results have implications for understanding mechanisms and potential targets of interventions for depression.     

竞技运动项目教练员工作倦怠量表编制

从竞技运动项目教练员工作特点和工作倦怠主题入手,以文献研究和已有相关问卷、量表为基础,结合半结构问卷调查和访谈所获得资料,编制竞技运动项目教练员工作倦怠问卷。对514名竞技运动项目教练员进行了施测,并对测试数据进行探索性因素分析和验证性因素分析。探索性因素分析的结果表明,竞技运动项目教练员工作倦怠主要表现在情绪衰竭、去个性化、个人成就感低、知识枯竭感4个方面;验证性因素分析结果表明,所提取的4个因素与构想模型拟合较好,编制的竞技运动项目教练员工作倦怠量表的信度、效度均达到心理测量学上的要求,可以作为今后测量竞技运动项目教练员工作倦怠状况的工具。     

Job Satisfactions and Job Activities of School Counselors

This study examined the relationships among the job satisfactions and job activities of 168 school counselors. An intercorrelational matrix was developed using personal data, 8 job-satisfaction dimensions, and 6 job-activity areas. Establishing and maintaining staff relationships and providing guidance services to individual students were the activities most related to the job-satisfaction dimensions. Promoting the general program was not significantly related with any job satisfaction. Some differences between men and women counselors were found in both job satisfactions and activities. The student-counselor ratio was relevant to the activities of the counselors but not related to their job satisfactions.     

Extra‐Role Behavior among Mexican Employees: The Impact of LMX,Group Acceptance,and Job Attitudes

The current field study took place within a Mexican work setting, consisting of 100 white‐collar employees representing a variety of professional job categories. The study investigated the direct effect of the supervisor–employee relationship (leader–member exchange) quality and group acceptance on employees' propensity to engage in activities beyond their formal work roles (extra‐role behavior). The mediating influences of the employees' job satisfaction level and organizational commitment were also taken into consideration when accounting for extra‐role behavior. Results suggest that relationships Mexican employees share with their supervisor have a direct impact on their extra‐role behavior. Social exchange, key to both extra‐role behavior and leader–member exchange, is proposed as the operating mechanism associating the two constructs. Results also indicate that organizational commitment plays a partial mediating role between leader–member exchange and extra‐role behavior.     

MULTICOMPONENT INTERVENTION FOR AGITATED BEHAVIOR IN A PERSON WITH ALZHEIMER'S DISEASE

We evaluated a multicomponent intervention for agitated behavior in a man with probable Alzheimer's disease. Hypotheses about variables controlling his agitated behavior guided intervention design. Based on staff interviews, direct observations, and brief experimental probes, intervention components were chosen to increase rate of reinforcement and decrease aversive aspects of his job. Intervention reduced agitated behavior without disrupting his work rate.     

敬则不逐物——敬畏对炫耀性消费倾向的抑制：小我的中介作用

以往炫耀性消费研究多囿于自尊补偿视角,本文着眼于驱动炫耀性消费动机的自我增强属性,提出敬畏的自我超越属性可以降低个体对自身目标重要性的评估（即提升“小我”水平）,进而降低炫耀性消费倾向。四个研究采用三种炫耀性消费倾向测量方式,通过测量特质敬畏（研究1a）和操纵状态敬畏（研究1b）均验证了敬畏对炫耀性消费倾向的抑制作用。研究2表明敬畏不影响非炫耀性消费倾向。研究3发现“小我”在敬畏与炫耀性消费倾向之间起到了中介作用。     

A TECHNOLOGY FOR PROGRAM MAINTENANCE: PROGRAMMING KEY RESEARCHER BEHAVIORS IN A STUDENT HOUSING COOPERATIVE

Behavioral researchers play critical, but often unanalyzed, roles in the programs they develop. Unless they replace their key activities with standardized procedures, their continued participation may be essential to program success—a situation that is often not only impractical but may be prohibitively expensive and disliked by local staff. This study was conducted in a student housing cooperative that is dependent on close researcher supervision for its continued health and survival. A key activity of the co-op researchers was to provide public recognition for good job performance by co-op members. The purposes of this study were (a) to replace that idiosyncratic recognition with systematic procedures so members, instead of the researchers, would provide public recognition to each other for good job performance; and (b) to evaluate those procedures by comparing job performance when member-delivered recognition was provided and when it was not. When the procedures were in place, job performance increased and fines for poor job performance and complaining at meetings decreased. This study suggests that procedures can be developed to reduce program reliance on the researcher that are effective, inexpensive, sustainable, and acceptable to the participants—a first step toward developing a technology of program maintenance.     

Behavior Ratings and Observations of Externalizing Symptoms in Girls: The Role of Child Popularity with Adults

This study examined staff ratings and live observations of externalizing behavior in 149 girls with and without attention-deficit/hyperactivity disorder (ADHD), who participated in all-female naturalistic research camps. Girls' popularity with adult camp staff was hypothesized to explain discrepancies between ratings and observations. Compared to behavior observations, staff ratings overestimated the externalizing behavior of girls who were disliked by staff. In contrast, ratings and observations were consistent for girls who were liked by staff. Among girls who were disliked by staff, unpopularity with peers predicted a larger discrepancy between staff ratings and observations, but peer status made little difference in rating–observation discrepancies of girls liked by staff. All results held after controlling for the participants' ADHD versus comparison status. Results suggest that staff ratings may be biased by personal feelings about children and that direct observations may be more immune to such bias.     

Concurrent reinforcement schedules: behavior change and maintenance without extinction

We evaluated the effects of concurrent schedules of reinforcement on negatively reinforced problem behavior and task completion with 3 children with autism. Results indicated that problem behavior occurred at high levels and relatively few tasks were completed when problem behavior produced a break (from tasks) and task completion produced either no consequence or a break. By contrast, problem behavior was eliminated and tasks were completed when problem behavior produced a break and task completion produced a break with access to preferred activities. Treatment gains were maintained without the use of extinction when the response requirement was increased and the schedule of reinforcement was thinned.     

Evaluating the quality of training delivered by direct-care staff in a state mental retardation center

This study evaluated a center-wide training system in a state-operated mental retardation center. Staff performance was assessed under varying conditions with collateral measures collected on resident behavior. The quality of training delivered by direct-care staff was measured following the completion of an inservice training program and when individual feedback and praise were available or a group contingency where feedback, praise, and money were available. Inservice training was not found to be sufficient to maintain staff training skills. Providing feedback and praise had mixed results in maintaining staff behavior. A group contingency using feedback, praise, and money was found to be immediately effective in improving and maintaining staff behavior. Collateral measures on student behavior were also provided that indicated that consistent, quality training by staff resulted in increased student skill acquisition. These results are discussed within the framework of conducting research in applied settings.     

Examining Positive Affect and Job Performance in Sport Organizations: A Conceptual Model Using an Emotional Intelligence Lens

In this conceptual article we introduce a model examining emotional intelligence (EI) and its effects on job performance in team sport. Moreover, we propose that both coaches and athletes actively engage in emotional labor (EL) as a means to performing in their respective job roles. A conceptual model linking EI to EL, positive affect, and subsequently job performance is introduced to serve as a conceptual foundation for better understanding the role of EI in sport. Concurrently, research propositions are introduced linking EI to job performance. Finally, implications for future research and practice, as well as potential limitations, are discussed.     

Fitness of Job Type and Management by Objectives: Mediating Effects of Perception of Effectiveness and Goal Commitment and Moderating Effects of Supervisor's Behavior

Abstract : This study investigated the influence of job type (line or staff) on perceptions of management‐by‐objectives (MBO) effectiveness, goal commitment, and goal‐attainment behavior, as well as mediating effects of perceptions of MBO effectiveness and goal commitment and moderating effects of supervisor behavior. Participants were 152 employees of a factory that manufactures drugs for a Japanese pharmaceutical company. The primary duties of line personnel involved production. The duties of staff personnel who supported production included supplying materials and production planning. Results indicated that line personnel perceived MBO as a more effective system for improving individual performance and showed higher goal commitment and more active behavior related to goals than staff personnel. Although perception of MBO effectiveness was related to goal commitment, it had no mediating effect. Goal commitment mediated between job type and goal‐attainment behavior. Supervisors’ goal‐setting behavior had different positive effects on goal commitment and goal‐attainment behavior for those in line and staff positions. MBO was a better fit for line positions than staff positions. However, supervisor behavior increased goal‐attainment behavior in staff positions. The results indicated that it is important for supervisors in a business organization to operate a management system flexibly.     

THE EFFECTS OF SELF-MONITORING AND SUPERVISOR FEEDBACK ON STAFF PERFORMANCE IN A RESIDENTIAL SETTING

We evaluated the effects of a self-monitoring procedure to increase staff on-task behavior and adherence to scheduled activities. Self-monitoring involved the use of activity cards that staff members completed and carried with them to assist in determining the activities for which they were responsible at any given time. Increases in both on-schedule and on-task behavior resulted. Supervisor feedback was subsequently added because some staff members did not maintain consistently high levels of performance. Generalization data indicated that staff members implemented the procedure during evening hours without specific programming. The advantages and limitations of using a self-monitoring procedure for improving performance of staff members in residential settings are discussed.     

Personality,Social Activities,Job-Search Behavior and Interview Success: Distinguishing Between PANAS Trait Positive Affect and NEO Extraversion

Past research has found that trait positive affect as measured by the Positive and Negative Affect Schedule (PANAS) and extraversion as measured by the NEO-Five Factor Inventory (NEO-FFI) are highly correlated. We examined the relation between these two measures within the context of three social behaviors. Approximately 4 months before graduation, college seniors entering the job market completed the PANAS and the NEO-FFI and reported on their social activities during college. Three months later, these students were contacted again and described their job search strategies and success at obtaining follow-up job interviews. Trait positive affect scores and extraversion scores were highly correlated and both predicted behavior in each of the three areas investigated. Regression analyses indicated that trait positive affect predicted behavior in all three areas after the effects of extraversion were removed. However, extraversion did not add significantly to predicting behavior in any of the three areas after the effects of trait positive affect were removed. The findings have implications for the conceptual relation between extraversion and trait positive affect.     

心理契约破裂、工作满意度与建言行为-神经质的调节作用

摘要：通过对551名企业员工问卷调查,研究心理契约破裂、工作满意度与建言行为的关系,并探讨人格特征的神经质维度在以上关系中的调节作用。结果发现：（1）心理契约破裂感知与建言行为显著负相关。（2）工作满意度在心理契约破裂感知与建言行为关系中起部分中介作用;（3）神经质显著调节了心理契约破裂通过工作满意度影响建言行为这一路径。     

工作情境中的人格研究：回顾与展望

人格研究对任何层次的组织行为都产生了深远的影响,大量元分析都显示了人格特质对工作动机、工作绩效、员工幸福感、压力与应对、团队效能、冲突与谈判、权利与政治、领导以及反组织行为等组织行为指标具有良好的预测力。但是人格研究在组织中的应用因为人格测验的效度和被试在测验中“作假”而饱受争议和批评。人格理论的拓展及其跨文化的适用性,人格特质的负面作用以及结合组织情境的动态研究都是今后研究值得关注和探索的方向。