对我国综合医院绩效评价指标体系的研究

通过对卫生部属（管）综合医院的调查,根据世界卫生组织的医院绩效评估框架,利用聚类分析手段筛选并建立了医院绩效评估指标体系。指标体系包括四大类,即技术、配置、质量和经营四个效率共22个指标,同时运用秩和比法对卫生部属（管）八所医院绩效进行综合评价与分析。     

高校就业思想政治教育的绩效评价

就业思想政治教育绩效评价是加强和改进高校就业工作中的思想政治教育,提高其有效性的良好机制.本文在理论研究和实践分析的基础上指出了目前高校就业思想政治教育绩效评价中的问题,提出实施就业思想政治教育绩效评价的目标和原则,进一步从大学生素质结构指标,包括职业能力素质、职业动力素质、职业心理素质和职业行为素质四个方面,以及绩效指标,包括就业率、违约率、响应度等三个方面,提出运用综合目标比较分析和360度考评的方法,对就业思想政治教育的绩效进行评价.     

行业差异下高管团队特征对企业绩效影响关系研究——基于HLM模型的实证研究

已有文献对高管团队特征与企业绩效之间的关系研究结论各异,甚至相互矛盾。本文以2012-2014年沪深两市A股上市公司为样本,运用多层线性模型分析了行业差异下高管团队特征对企业绩效的影响,得出以下结论:(1)高管团队作为企业最重要的人力资本资源,其特征对企业绩效存在显著影响;(2)分别从同质性和异质性两个角度考虑高管团队特征对企业绩效的影响,二者与行业特征产生了不同的交互作用,对于企业绩效都具有显著的正向促进作用;(3)外部行业环境和内部价值资源共同作用于企业绩效。将行业因素引入高管团队特征与企业绩效之间的关系丰富了资源基础理论和产业经济学的研究,为不同行业特征下的企业进行合理的高管团队建设提供了借鉴与参考。     

组织文化预览对企业并购绩效的影响

在Weber和Camerer实验范式的基础上,基于真实并购预览概念提出了组织文化并购预览,通过实验室模拟研究探索了组织文化预览对并购后绩效的影响。结果表明:(1)组织文化预览对提高并购后组织绩效有积极作用,其中双向组织文化预览对改善并购后的整体绩效以及主、并双方各自的绩效都有显著的积极作用,而单向组织文化预览未显示出显著的积极影响;(2)组织文化预览可能主要起效于并购后初期,在并购后短期内对整合组织文化有积极促进作用,利于并购后的快速整合。实验结果为组织文化预览在企业并购整合中的应用提供了理论依据和实证支持。     

团队虚拟性的“双刃剑”效应——基于团队发展的视角

团队虚拟性意指团队成员分散工作并借助虚拟沟通工具进行协作的程度。提高团队虚拟性已成为组织顺应数字经济发展,应对疫情冲击的重要举措。然而,学界尚未能对团队虚拟性究竟是促进或阻抑团队绩效这一问题给出明确答案。这不仅会造成理论认知的缺陷,也难以为组织充分发挥团队虚拟性的优势以提升团队绩效提供有效指导。本项目基于团队发展视角,围绕“团队虚拟性对团队绩效是利还是弊以及如何扬长避短”等问题开展三个研究：(1)引入团队发展阶段这一动态权变因素,剖析团队虚拟性在团队不同发展阶段对团队绩效的差异化影响;(2)探析团队虚拟性促进与阻抑团队绩效的双重路径,诠释在团队不同发展阶段何种路径起主导作用;(3)探索团队领导在团队不同发展阶段如何增强/削弱团队虚拟性对团队绩效的积极/消极影响。本项目为剖析团队虚拟性对团队绩效的“双刃剑”效应构建了一个新的理论分析框架,并可为团队领导根据团队发展阶段匹配对应的管理干预策略提供决策支持。     

部门预算执行绩效审计模式

本文在现有绩效审计模式的基础上,结合部门预算执行绩效审计的特点,构建了以目标为导向的部门预算执行绩效审计模式。该模式依据审计目标确定审计的内容、范围,选取科学的标准和方法对项目绩效进行评价,以解决绩效审计由于没有明确目标约束抓不住重点的问题。     

照明环境与LCD显示界面背景饱和度的交互效应对视觉绩效的影响

摘 要 采用E-prime编排认知实验研究照明环境与TFT-LCD视觉显示终端界面背景饱和度的交互效应对视觉绩效的影响。依据字母视力表设计原理制作认知材料,以认知速度与准确率为视觉绩效评价指标。结果发现,照度与饱和度的交互效应对视觉绩效存在显著影响,色温与饱和度的交互效应仅对准确率存在显著影响,三因素交互作用对准确率存在显著影响。结果表明,不同照度、色温下,通过调节显示终端界面背景饱和度可改善视觉绩效。     

“结果导向”式政府绩效评估的前提性条件——突破我国政府绩效评估简单模仿窘境的路径

在"工具理性"的借口下,我国各地模仿甚至照搬了国外"结果导向"式政府绩效评估的做法。各地共同性的做法是将政府绩效评估视为一种包括了行政目标分解、具体化为绩效指标体系、评估实施等主要环节的"链式工具",这忽视了它萌生的前提条件,以致在我国引发了各种问题。被忽视的前提性条件主要包括公民主义、政治-行政两分体制、管理工具的路径依赖性、依法行政传统、绩效预算与绩效评估的协同作战、绩效评价的非人格化等。要使得政府绩效评估在我国充分发挥其作用,就需要尽量创造它发挥作用的前提性条件,同时重点开发本土性、"在地化"的绩效评估模式。     

不同提示方式的多元图形视觉显示工效学研究

以图形作为实验材料,感觉辨别力和元素权重为实验指标,高可靠性图形的提示方式(没有提示、颜色、亮度、闪烁)为自变量．本文研究了不同提示方式对被试决策绩效的影响,确定图形显示时较优的提示方式。研究结果表明提示能够显著提高被试的决策绩效,在颜色、亮度、闪烁三种提示方式中,较优的提示方式是闪烁。     

管理者责任心和工作绩效关系的研究

本研究旨在探讨管理者责任心和工作绩效间的关系。通过对236名管理者施测自编的管理者责任心问卷和修订的工作绩效问卷,结果发现：(1)服务取向和可依赖性对人际促进的预测效果较好;(2)服务取向、个人品德和有计划性对任务绩效的预测效果较好;（3）个人品德、有计划性和成就取向对工作奉献的预测效果较好;(4)管理者责任心对关系绩效的预测高于对任务绩效的预测。     

Criterion Shaped Behaviour: Pitfalls of Performance Appraisal

Behavioural consequences of performance appraisal, of students, teachers, and schools, or of workers, managers, and offices, are analyzed in terms of a newly proposed theory of Criterion Shaped Behaviour (CSB). Unstated assumptions of advocates for the extensive use of performance appraisal, using performance-based rewards and punishments, are scrutinized, and many are found to be insupportable. CSB Theory predicts that numerous behavioural effects, not all of which are desirable, will be shaped by the use of rewards and punishments made contingent upon criterion measure scores. Using cognitive expectancy theories of learning and performance, in conjunction with traditional measurement theory, it anticipates the types of behaviour change likely to result from imposition of different performance appraisal systems, and suggests alternatives less likely to result in undesirable effects.     

The influence of identity leadership principles on followers' challenge and threat states and motor performance

It has been theorized that a follower can draw upon support from individuals they identify with when approaching competitive situations to improve psychophysiological challenge states, and performance potential. As such, we examine how perceptions of identity leadership influence resource appraisals, cardiovascular reactivity, and performance in a pressurised motor task across two laboratory experiments. In Study 1, 80 participants took part in a within-subjects double-blind design with two conditions: identity leadership (IL) vs no identity leadership (no IL). Results indicated that when instructions align with identity leadership principles (vs. not), followers reported greater resource appraisals to, challenge cardiovascular reactivity to, and motor performance within a motivated performance situation. In Study 2, 120 participants completed a 2 (identity leadership: IL vs. no IL) X 2 (appraisal: challenge vs. threat) between-subjects double-blind design. It was found that when instructions aligned to identity leadership (vs. not), followers reported greater resource appraisals and motor performance. When leaders used challenge (vs. threat) instructions this led to challenge cardiovascular reactivity on approach to competition. Advancing leadership and stress theory, we provide evidence that perceived identity leadership is salient for followers' resource appraisals, cardiovascular reactivity, and motor performance.     

Coach identity leadership behaviours are positively associated with athlete resource appraisals: The mediating roles of relational and group identification

BackgroundThere is growing evidence identifying the positive effects of sport and exercise leaders engaging in identity leadership. Yet we have limited knowledge of how identity leadership is associated with athletes’ resource appraisals (e.g., self-efficacy) and performance, the underpinning mechanisms that explain such relationships, and changes in relationships across a sporting season.MethodsIn Study 1, 412 amateur and professional athletes completed seven questionnaires directly prior to athletic competition in a cross-sectional design. In Study 2, 136 athletes completed seven questionnaires directly before competition, and one questionnaire directly after competition both at the start and the end of the athletic season.ResultsIn Study 1, relational identification and group identification mediated the positive relationship between identity leadership and self-efficacy, control, approach goals and social support. In Study 2, identity leadership at the start of the season predicted self-efficacy at the end of the season through relational identification. Group identification did not significantly mediate the identity leadership-resource appraisal relationship. Perceived social support at the start of the season predicted greater performance satisfaction at the end of the competitive season.ConclusionsFindings provide evidence that sport coaches’ engagement in identity leadership is key to forming a shared social identity, which in turn, is broadly adaptive for stress appraisals and performance satisfaction both cross sectionally and longitudinally.     

Shared identity content between leader and follower influences intentional mobilization and challenge and threat states

ObjectivesResearchers have examined how leaders' representation of shared identity content allows them to mobilize group members towards success in competitive tasks. However, research is yet to determine the psychological and physiological implications of shared identity content with a leader when approaching competitive tasks. The present research addresses this gap within a two-phase experimental study, examining the effect of shared identity content on follower intentional mobilization, self-efficacy, perceived control, approach and avoidance goals, cardiovascular challenge and threat and motor performance within a competitive task.DesignA 2 × 2 between-participants two-phase experimental design, with two shared and two non-shared conditions.MethodWithin phase one, 220 sport and exercise undergraduate students imagined themselves in one of four scenarios and responded to measures of mobilization (e.g., willingness to invest time on a task). Then, a pre-screening questionnaire was used to evidence the students' authentic identity content when competing in sport, which informed condition within phase two. Of those who consented to phase two, a laboratory experiment with 120 undergraduate sport and exercise students was used. Within this experiment, the sharedness of identity content between leader and follower was manipulated through the students' authentic pre-screening questionnaire responses. Within phase two, competition related self-efficacy, perceived control, approach and avoidance goals, cardiovascular challenge and threat and motor performance was assessed.ResultsPhase one results indicated that when identity content is shared (vs. non-shared) between leader and follower, group members' willingness to invest time on a task is increased within a hypothetical scenario. In phase two, it was evidenced that when identity content is shared (vs. non-shared) between leader and follower, followers reported greater intentional mobilization, self-efficacy and perceived control when approaching a competitive task. Shared identity content with a leader did not predict cardiovascular challenge states nor greater motor performance (relative to non-shared identity content).ConclusionThe present research provides evidence that a leaders' capacity to mobilize effort of group members and enhance psychological appraisal of competitive events is dependent on their ability to build shared identity content.     

When bystanders become bothersome: The negative consequences of bystander conflict and the moderating role of resilience

Bystander conflict is a situation in which employees are hindered in their work by parties not involved in the primary process. Public service employees and emergency care workers, such as ambulance employees and firefighters, often encounter this kind of conflict with potentially far-reaching detrimental effects for public or patient safety. Unfortunately, until now, bystander conflict has hardly received scientific attention. In this paper, we will present the results of an experiment (Study 1) and a simulation study (Study 2). Taken together, the results indicate that bystander conflict is negatively related to the affective, behavioural, and cognitive outcomes of individuals. Higher levels of bystander conflict were associated with more negative and less positive feelings (Studies 1, 2), unfavourable bystander appraisals (Studies 1, 2), and lower levels of performance (Study 2). Additionally, Study 2 revealed that bystander conflict was negatively and indirectly related to positive affect and performance through cognitive capacity. We investigated the moderating role of resilience, in order to provide insight into potential factors alleviating these negative associations. In both studies, resilience alleviated the negative associations of bystander conflict. Overall, the results of the two studies provide a first step towards a theory on bystander conflict.     

Theoretical note: When is a coping strategy not a coping strategy?

Abstract

This paper discusses the issue of differentiating between cognitive coping behaviors and appraisal processes. Although these can be separated in theory, and experimental procedures can manipulate appraisals independantly of coping, it is difficult to separate these constructs in naturalistic studies on appraisal and coping responses to real life stressors. The ability to separate these constructs requires knowledge of an individual's precise motivation, an age-old stumbling block in psychological research. It is proposed that, at least in naturalistic studies on stress, appraisal and coping, perhaps the best that can be achieved is to record a particular behavior and report it as such, without attempting to guess at the motivation underlying it.     

What emotional reactions can tell us about the nature of others: An appraisal perspective on person perception

The present research aimed to assess how people use knowledge about the emotional reactions of others to make inferences about their character. Specifically, we postulate that people can reconstruct or “reverse engineer” the appraisals underlying an emotional reaction and use this appraisal information to draw person perception inferences. As predicted, a person who reacted with anger to blame was perceived as more aggressive, and self-confident, but also as less warm and gentle than a person who reacted with sadness (Study 1). A person who reacted with a smile (Study 1) or remained neutral (Study 2) was perceived as self-confident but also as unemotional. These perceptions were mediated by perceived appraisals.     

Progress in the development of a multidimensional measure of fear of failure: The performance failure appraisal inventory (pfai)

Abstract

Measuring fear of failure (FF) is a tremendous challenge for researchers and practitioners because (a) existing measures have demonstrated limited support for the validity of their score interpretations, and (b) existing measures are unidimensional while accumulating evidence suggests that FF is multidimensional. The Performance Failure Appraisal Inventory (PFAI) was developed to measures a set of empirically-derived congnitive-motivational-relational appraisals associated with FF. Results indicated that PFAI scores represented fears of (a) experiencing shame and embarrassment, (b) devaluing one's self-estimate, (c) losing social influence, (d) having an uncertain future, and (e) upsetting important others. Correlations with external measures of achievement goal orientations, trait anxiety, and social desirability were consistent with theoretical predictions. PFAI scores correctly classified 76.5% of participants' perceptions of underachievement.     

The appraisal basis of anger occurrence and intensity revisited

In a diary study we examined the relation between anger appraisals on the one hand, and the occurrence and intensity of anger experiences in frustrating situations on the other hand. The appraisals of frustration, other presence, other-accountability, and hostile intention are shown to be jointly sufficient for the occurrence of anger experience. Absence of one or more of these appraisals further results in a smaller proportion of anger occurrences, in lower anger intensities, and in both within- and between-person differences in anger occurrence. These results are interpreted in terms of anger experience as a categorical phenomenon for which the jointly sufficient set of appraisals acts as a cognitive point of reference. Willingness to go for anger categorisations in appraisal patterns that deviate from this cognitive point of reference is, at least in part, subject to dispositional individual differences.     

A path analysis of stress appraisals, emotions, coping, and performance satisfaction among athletes

Objectives

In this study we examined athletes’ stress appraisals, emotions, coping, and performance satisfaction ratings using a path analysis model. This is the first study to explore all of these constructs in a single study and provides a more holistic examination of the overall stressful experience that athletes encounter.

Design

Cross-sectional.

Methods

Participants were 557 athletes, aged between 18 and 64 years (M age = 22.28 years, SD = 5.72), who completed a pre-competition measure of stress appraisals and emotions. Participants also completed a coping questionnaire and a subjective performance measure after competing, with regards to how they coped during competition and how satisfied they were with their performance.

Results

Path analysis revealed that appraisals of uncontrollable-by-self, stressfulness, and centrality were positively associated with the relational meaning threat appraisals. Threat appraisals were associated with unpleasant emotions, prior to competition, and pre-ceded distraction- and disengagement-oriented coping. The pre-competition appraisals of controllable-by-self, centrality, controllable-by-others, and stressfulness were associated with challenge relational meanings, which in turn were linked to task-oriented coping during competition. Task-oriented coping was positively related to superior subjective performance.

Conclusions

Our findings support the notion that stress appraisals, emotions, and coping are highly related constructs that are also associated with performance satisfaction.