大学生物质主义与冲动性购买行为:金钱态度的中介作用

采用物质主义价值观量表、冲动性购买行为量表以及金钱态度量表对720名大学生进行调查,考察了物质主义价值观(包括以财物定义成功和以获取财物为中心)与大学生冲动性购买行为的关系,以及金钱态度在其中的中介作用。结果发现:(1)金钱态度与以财物定义成功、以获取财物为中心、冲动性购买行为呈正相关,冲动性购买行为与以财物定义成功、以获取财物为中心呈正相关;(2)金钱态度分别在大学生以财物定义成功与冲动性购买行为、以获取财物为中心与冲动性购买行为之间的关系中起着部分中介作用。     

中学生价值观、自我概念与生活满意度的关系研究

用问卷法对7省市958名中学生的价值观、自我概念与生活满意度进行研究,结果表明:(1)中学生具有较高的总体生活满意度;(2)男生在身心状况和学习状况两领域的满意度显著高于女生;高一学生在物质生活领域的满意度显著高于其他三个年级,在社会适应与社会支持领域的满意度显著高于高二,在学习状况领域的满意度显著高于初三,在社会发展与国际政治领域的满意度显著高于高三;(3)价值观中的金钱权力、法律规范家庭价值取向和自我概念各因子对物质生活满意度具有显著的预测作用;价值观中的法律规范价值取向和自我概念中的人际关系自我、学习能力自我和外貌自我对身心状况满意度具有显著的预测作用;价值观中的法律规范、家庭价值取向和自我概念中的人际关系自我、学习能力自我和外貌自我对社会适应与社会支持满意度具有显著的预测作用;价值观中的金钱权力、法律规范、家庭价值取向和自我概念中的理想自我、人际关系自我、学习能力自我对学习状况满意度具有显著的预测作用;价值观中的金钱权力、法律规范、家庭、公共利益价值取向和自我概念中的学习能力自我对社会发展与国际政治满意度具有显著的预测作用.     

青少年物质主义与幸福感的关系：感恩的中介作用

采用物质主义量表、感恩问卷、主观幸福感量表、心理幸福感量表和身体症状问卷对701名中学生进行调查,考察了青少年物质主义与其幸福感的关系,以及感恩在其中的中介作用。结果发现：（1）青少年物质主义与其负性情感显著正相关,与正性情感、生活满意度、心理幸福感和身体健康显著负相关;（2）感恩在青少年物质主义与其生活满意度、负性情感、心理幸福感和身体健康关系之间起着部分中介作用,在青少年物质主义与其正性情感关系之间起着完全中介作用。     

物欲之蔽：物质主义对亲环境态度及行为的影响

纵观现有研究,物质主义较稳定地负向预测个体的亲环境态度、公领域亲环境行为以及私领域亲环境行为中的资源回收和节约行为。至于私领域亲环境行为中的绿色消费,研究结果在发达国家和发展中国家间存在不一致。基于环状价值观模型和价值-信念-规范理论,物质主义可以同时影响亲环境态度及行为,也能通过亲环境态度影响行为。未来研究应当增加对物质主义与亲环境态度、行为间因果关系、内在机制的探讨,以及提升现有研究结果的应用价值。     

物质主义对大学生整容手术态度的影响：身体监控和社交外表焦虑的双向中介作用

本研究基于消费文化模型,探讨了物质主义对整容手术态度的影响以及身体监控和社交外表焦虑发挥的中介作用。采用物质主义量表、整容手术接受程度量表、身体监控量表和社交外表焦虑量表对856名大学生进行调查。结果发现：物质主义同时通过身体监控和社交外表焦虑的中介作用预测整容手术态度;物质主义既可以通过从身体监控到社交外表焦虑的路径也可以通过从社交外表焦虑到身体监控的路径预测整容手术态度。基于此,可以通过引导大学生树立正确的价值观,将身体监控和社交外表焦虑作为干预的目标,避免盲目整容带来的不良后果。     

物质主义价值观研究的理论、方法与缓解干预策略

物质主义价值观是聚焦于拥有物质财富的重要性,过多追求物质需求,关注物质利益的一种观念和生活方式。心理学范畴的物质主义价值观研究,将物质主义价值观作为一种日常生活的生存智慧,对于人类的发展和社会的进步有着重要意义。当前对物质主义价值观研究取得了许多重要进展,无论在理论探讨和实证方法方面都有创新。但是,在如何克服物质主义价值观的消极影响,树立理性的物质主义与精神超越相结合的价值观,显然是心理学价值观研究中必须关注的问题。     

青少年物质主义的成因、测量与干预

物质主义是一种看重个体所拥有的财物的价值观。本文回顾了青少年物质主义的成因、测量与干预方法。青少年物质主义价值观的形成主要受家庭、同伴和媒体等因素的影响。常用的测量方法包含青少年物质主义量表、物质主义价值观量表—儿童版以及消费者卷入度等自陈量表,操作性测量工具——拼贴画,以及想象、观看社会榜样视频等启动青少年物质主义的方法。干预活动主要通过家庭、学校、媒体和社会等渠道展开。未来研究值得关注下述两点,一是从新角度考察环境对青少年物质主义价值观的影响;二是开展本土化的青少年物质主义研究。     

父母物质主义与大学生网络强迫性购物:序列中介效应分析

本研究基于生命历程范式,探讨父母物质主义与大学生网络强迫性购物的关系,并在此基础上建构了一个序列中介效应模型,考察大学生物质主义和社会比较的中介作用。采用方便抽样法对武汉市一所综合性大学858名具有网络购物经验的学生进行问卷调查,结果显示：（1）父母物质主义、大学生物质主义、社会比较和网络强迫性购物两两显著正相关;（2）在控制了性别和家庭社会经济地位之后,父母物质主义对大学生网络强迫性购物具有显著正向预测作用;（3）大学生物质主义和社会比较在父母物质主义与大学生网络强迫性购物之间起中介作用。具体而言,父母物质主义通过两条路径影响大学生网络强迫性购物,一是大学生物质主义的单独中介作用;二是大学生物质主义和社会比较的序列中介作用。上述结果表明,父母物质主义对大学生网络强迫性购物具有一定影响,且这种影响是通过个体因素（物质主义）和同伴互动因素（社会比较）共同作用形成的。     

主观社会阶层对亲环境行为的影响: 物质主义价值观的中介作用

研究旨在通过两个实验分别探讨主观社会阶层对亲环境行为的影响及作用路径.结果发现:(1)主观社会阶层对亲环境行为具有显著正向影响,即主观社会阶层感知高的个体更愿意保护环境并为环境活动贡献金钱.(2)物质主义价值观在社会阶层影响亲环境行为中起完全中介作用,即高社会阶层的个体物质主义程度较低并更加亲环境,而低社会阶层的个体则...     

社会比较对大学生抑郁的影响:有调节的中介效应

探讨社会比较对大学生抑郁的影响机制,采用社会比较倾向量表、物质主义价值观量表、正念注意觉知量表和抑郁问卷,对980名大学生进行了调查研究。结果表明:1.社会比较和物质主义价值观都显著正向预测了大学生抑郁; 2.物质主义价值观在社会比较对大学生抑郁的影响中起部分中介作用; 3.正念在社会比较通过物质主义价值观对大学生抑郁产生影响的中介过程中起调节作用,正念调节了中介过程的后半路径。因此,在社会比较对大学生抑郁的影响过程中,物质主义价值观起到了部分中介作用,正念起到了调节作用。     

How Do Income and Its Components and Perception Relate to Alienation?

This study examines the relationship between individuals' financial reality and alienation—a psychological state that negatively affects employee performance. Using hierarchical regression to analyze 311 questionnaires completed by full‐time employees, income‐related variables were found to explain a substantial part of the variance in alienation. A negative relationship between income and alienation was identified, but was moderated by the value that individuals attributed to money and was related to pay satisfaction. Pay composition had an independent effect on alienation: Higher control over amount of income and a recent increase in income were related to lower levels of alienation beyond the effect of income level. Potential practices to reduce alienation include spreading wage increases, enhancing pay transparency, and linking pay to performance.     

绩效薪酬感和自我效能感对薪酬满意的影响

本研究就薪酬满意的结构这个具有争议的问题以及个体差异与薪酬满意的关系进行了考察,尝试探讨绩效薪酬感知、自我效能感对薪酬满意的影响。研究以浙江省东部地区机关和事业单位的256名科技人员为样本。因素分析发现机关和事业单位科技人员的薪酬满意是一个多维结构的构思,包括薪酬水平满意、福利满意、增薪机制满意和薪酬管理满意四个维度;多层分步回归分析结果表明绩效薪酬感知对薪酬满意有显著作用,科技人员的自我效能感在这种作用关系中有缓冲效应,研究结论表明绩效工资制度并不一定带来高水平的薪酬满意水平,科技人员的个体差异对薪酬满意有不可忽视的影响作用。讨论和结论部分给出了研究的局限性和未来研究展望。     

PAY SATISFACTION AND ORGANIZATIONAL OUTCOMES

Using multi level and multi method data, we investigated the relationship between pay satisfaction and outcomes at the organizational level of analysis. Individual-level survey data on pay satisfaction (including satisfaction with pay level, satisfaction with pay structure, satisfaction with pay raises, and benefits) were collected from 6,394 public school teachers. Organizational-level outcome data, both survey and archival, were collected from the 117 public school districts employing these teachers. With respect to its influence on organizational outcomes, pay satisfaction was positively related to school district-level academic performance and negatively related to average teacher intention to quit. We also explored the relationship between district-level union satisfaction and pay satisfaction, which was found to be positive. We discuss implications of our findings for for-profit companies that are knowledge based and human capital intensive (e.g., the service sector) and address possible future directions for research on pay satisfaction.     

Keeping up with the Joneses: a field study of the relationships among upward, lateral, and downward comparisons and pay level satisfaction

The authors examined the relationship between the direction of pay comparisons and pay level satisfaction. They hypothesized that upward pay comparisons would significantly predict pay level satisfaction, even when controlling for other comparisons. Results reported in 2 samples (U.S. sample, N = 295; Belgian sample, N = 67) generally supported this hypothesis. Analyses showed that individuals who were paid much less than their upward pay comparison were dissatisfied with their pay level. The highest levels of pay level satisfaction were observed when actual pay was congruent with the upward comparison pay level. There was also evidence that individuals who were paid much more than their upward pay comparison were dissatisfied with their pay level. However, the negative effects of overreward on pay satisfaction were considerably smaller than were those of underreward.     

Understanding multiple dimensions of compensation satisfaction

We conducted meta-analyses of multiple dimensions of compensation satisfaction. An examination of 213 samples from 182 studies yielded several interesting findings of importance to practice and future research. We examined the relationships among four dimensions of compensation satisfaction (pay level, pay raises, benefit level, pay structure and administration satisfaction), and found that the three dimensions related to direct pay are highly related to one another. The relationships between benefits and the three direct pay dimensions were modest. We also analyzed antecedents, correlates, and consequences of the four compensation satisfaction dimensions. The antecedents of pay raise satisfaction have received the most attention, and our results indicate that both perceptual (e.g., perceptions of the basis for a pay raise) and objective (i.e., the amount of the pay raise) antecedents play roles in determining pay raise satisfaction. Previous research on the relationship between employee costs for benefits and benefit satisfaction have been inconclusive. The meta-analysis yields a modest, negative relationship between employee costs and benefit satisfaction. Additional results provide the foundation for our discussion of the current state of research in these areas, recommendations for practice, and suggestions for future research.     

‘Numerical trap’. A new look at outcome representation in studies on choice behaviour

In almost all experimental studies on choice behaviour the consequences of choices are limited to denumerable goods (usually money) and represented in a numerical way. It is argued that a different way of representing consequences would cause differences in social orientations. In an exploratory study (1) the kind of consequences (money, satisfaction with money and satisfaction with the situation) and (2) the way of representing consequences (numbers, rectangles, and faces) were varied. No differences were found between the three kinds of consequences represented by rectangles. Representation of money by numbers did not differ from representation of money by rectangles. However, subjects in the condition in which satisfaction with money was represented by faces were more cooperative and altruistic and less equality-oriented than subjects in the corresponding condition in which satisfaction with money was represented by rectangles. Additional correlational analyses showed differences between ways of representing consequences. It was concluded that both for theory and for future research it is important to consider how consequences are represented.     

Attitude toward environmental policy measures related to value orientation

Moderated mediation effects on attitude toward environmental policy measures of a self‐enhancement vs. self‐transcendence value orientation were examined in two studies. Study 1 (n = 91) showed that for policy measures incurring nontransparent personal costs, influence of value orientation on attitude is fully mediated by environmental concern, whereas for measures incurring transparent personal costs, influence is partially mediated by environmental concern. Study 2 (n = 71) showed that while influence of value orientation on attitude toward eco‐labeled electricity is not mediated by environmental concern, it is fully mediated by reluctance to pay surcharges for eco‐labeled electricity. Value orientation was also shown to moderate influence of reluctance to pay on attitude in that reluctance had an effect only for a self‐enhancement value orientation.     

消费者态度满意与行为忠诚关系的一致与分离

态度满意是指消费者对产品可感知的效果与期望值之间的差异函数, 行为忠诚是指消费者重复购买的次数。本文将二者关系分作两类, 一类是低满意低忠诚、高满意高忠诚的一致性关系, 另一类是低满意高忠诚、高满意低忠诚的分离性关系, 在此基础上, 进一步介绍了相关理论研究, 主要包括线性关系和约束关系研究。文章最后指出, 未来研究应加强对态度满意的价值属性、结构一致性、社会属性等的研究, 以提高消费者态度满意对行为忠诚的预测力。     

THE RELATIONSHIP BETWEEN PAY-FOR-PERFORMANCE PERCEPTIONS AND PAY SATISFACTION

A study was conducted with 104 hospital employees to assess the relationship between pay-for-performance perceptions and pay satisfaction. Unlike previous research examining this relationship, a multi-item measure of pay-for-performance perceptions and a multidimensional measure of pay satisfaction were used. As hypothesized, the results indicated a positive relationship between pay-for-performance perceptions and pay-raise satisfaction, pay-level satisfaction, and overall pay satisfaction even after the effects of salary level, salary increases, performance ratings, job tenure, job satisfaction, and promotions were controlled. The importance of gathering perceptual data on characteristics of the pay system believed to have differential relationships with the subdimensions of pay satisfaction are discussed.     

Rewards and organizational commitment across structural characteristics: A meta-analysis

This article uses meta-analysis to summarize previous empirical studies which examine the relationship between actual income/pay satisfaction and organizational commitment (OC) across different structural settings. Twenty-one studies with correlational data on the relationship between OC and income, and 27 studies dealing with OC and pay satisfaction are examined; these studies include 23 and 31 independent samples, respectively. The findings reveal a moderator effect related to type of occupation in the OC-income relationship, and to sector in the OC-pay satisfaction relationship. The findings also show the moderating effect of measurement of OC on pay satisfaction. Theoretical and methodological considerations pertaining to the OC-rewards relationship are discussed. Directions for future research and practical implications are indicated.The authors would like to thank HelenJane Shawyer and Marion Lupu for their editorial assistance.