The Structure of Affect in a Non-Western Culture: Evidence for Cross-Cultural Comparability

We investigated the structure of affect in the Filipino culture and compared our results to those in Western studies. Four samples of students (ns = 397 to 530) rated their mood for today, the past week, or in general, using near-comprehensive sets of Filipino mood adjectives. Results of exploratory and confirmatory factor analyses supported a hierarchical model of affect and the cross-cultural comparability of self-report mood dimensions (i.e., higher-order Positive and Negative Affect, plus specific affects corresponding to hypothesized universal or basic emotions). The results were more consistent with biological theories of affect than a strong social constructivist perspective.     

以色列文化对我国医院文化建设的借鉴意义

通过对以色列开放的移民政策、求是的氛围、包容的学术文化和敬业的精神等的阐述,总结了以色列医疗卫生领域的文化特点.以色列的包客文化和人们的敬业精神保障了其医疗卫生工作的高效、有序和创新.中国应借鉴犹太民族古老优秀的文化传统,在医院文化建设中鼓励包客与敬业.     

Perceptions of Organizational Culture and Women's Advancement in Organizations: A Cross-Cultural Examination

This study is a cross-cultural examination of the relationship between organizational culture and women's advancement to management in organizations. The source of data for this study was the Global Leadership and Organizational Behavior Effectiveness Research Project, a cross-cultural study of societal culture, organizational culture, and leadership. The results of this study indicate that aspects of organizational culture typically associated with women are related to women's progress. In organizations in which organization members reported shared values of high humane orientation and high gender equity, organization members also reported high percentages of women in management relative to other organizations in their society. In addition, organizational cultural practices that emphasized high humane orientation, high gender equity, high performance orientation, and low power distance were also related to reports of high percentages of women in management relative to societal norms. Results of regression analysis predicting the percentage of women in management from the dimensions of organizational culture indicated that gender equity practices and values emphasizing humane orientation contributed significantly to the prediction of the percentage of women in management. Organizational cultural practices related to gender equity were found to be the most important predictor of the percentage of women in management. This study adds to the literature on women's progress in organizations by further extending the focus from individual and structural characteristics to characteristics of organizational culture. The findings suggest that change agents focused on increasing opportunities for women in management should attend to organizational culture, particularly aspects of culture related to gender equity practices.     

主观幸福感与文化的关系研究综述

西方研究者建立了四个文化模型来解决主观幸福感的文化普遍性和特殊性的争议。遗憾的是,现有的模型各执一端。实证研究也偏重于幸福感的文化特殊性研究。近年来,国内开始重视主观幸福感的跨文化研究,并发现了幸福感的中西差异。未来研究的重点是整合有关理论,解决文化争议,采取主位研究策略,提高实证研究的效度。     

组织文化的参与性与员工满意感的相关研究

通过对各类企业188名员工和管理者的测试,探讨了组织文化的参与性及其各个因素与员工满意感之间的关系。同时,探讨了性别、职位等因素在员工满意感上的差异。结果发现:组织文化的参与性及其各个因素与员工满意感相关显著,其中,能力发展与团队导向因素对员工满意感有很好的预测作用。性别、职位等因素在员工满意感上差异显著。     

A Critique of Miller and Rohling's Statistical Interpretive Method for Neuropsychological Test Data

A critical review of the 24-step procedure of Miller and Rohling's (in press) proposed standardization of clinician's use of neuropsychological assessment batteries is presented. Each step is examined for statistical sources of invalidity. It was concluded that parts of the procedure are quite vulnerable to between-battery variability that cannot be easily estimated or controlled, leading to significant errors in analysis and classification. A second fatal flaw is the failure to distinguish in the procedures between standard error measurement and standard error of the estimate in calculations in several steps. The purpose of the process remains viable, however, and is an important contribution toward the improvement of clinical diagnosis.     

组织管理诚信与组织承诺之关系研究

本研究的主要目的乃探讨组织管理诚信的内涵及现状;揭示组织管理诚信与组织承诺之关系。通过文献分析和问卷调查,研究者发现:组织管理诚信行为主要包含诚实、守信、诚直和精诚四个方面的内容;员工对当前组织管理的评价总体趋向于诚信,其中对守信因子的评价最高,对诚直因子的评价最低;组织管理诚信对组织承诺存在着积极的影响。     

Personality Moderating Variables: A Warning about Statistical Artifact and a Comparison of Analytic Techniques

ABSTRACT Personality moderating variables act to qualify the relationship between a personality trait measure and a relevant behavioral criterion. Two data analytic techniques that can be used to test for significant moderating effects are the "median split" (MS) approach and the "moderated multiple regression" (MMR) approach. The goals of the present research were ( a ) to apply the MS approach to computer-simulated data in which the moderator and trait extremity are confounded, to determine the extent of artifact, and ( b ) to compare the performance (Type I and Type II error rates) of the two approaches when applied to confounded and nonconfounded data. It was found that when the MS approach was applied to confounded data in which no real moderating effect existed, this approach produced an alarming rate of apparent, but spurious, moderating effects. When the MMR approach was applied to the same data, the rate of spurious effects was reduced to that expected by chance. When both approaches were applied to simulated data which contained genuine moderating effects, the MMR approach consistently resulted in more correct detections of these effects than the MS approach. We conclude that researchers should always employ the MMR rather than the MS approach when testing for personality moderator variable effects.     

中国文化下组织政治技能的结构及问卷的编制

本文旨在探讨中国文化背景下,组织政治技能概念的内涵和结构以及编制相应测量工具。研究先对11人进行了关于组织政治技能概念内涵的半结构化访谈,然后以667人为被试,按照严格的心理测量学程序,探讨了中国文化背景下组织政治技能的结构,并编制了一套相应的组织政治技能量表。结果表明：中国文化背景下的组织政治技能为二阶因子模型,量表既包含了以往研究的成果,又体现了中国文化的独特性,具有较好的效度和信度,并具有广泛应用前景。     

Assessing Organizational Behavior Models: A Comparison of Linear and Nonlinear Methods1

This study highlights the use of nonlinear statistic techniques in a behavioral model that incorporates dispositional and situational variables. When ordinary least squares and log-linear/logit results were compared, various unique associations were found between job satisfaction, job complexity, locus of control, and the number of available benefits. Overall, the findings prove that more nonlinear modeling is needed in the behavioral sciences.     

A Framework for the Study of Relationships Between Organizational Characteristics and Organizational Innovation

This paper presents a taxonomy of organizational characteristics that was developed as part of a large scale job analysis project conducted for the Department of Labor (DOL). Based on research and theory related to organizations, a hierarchical taxonomy of organizational characteristics was developed with six construct domains at the highest level: organizational structure, leadership, human resources (HR) systems and practices, goals, and organizational values. The taxonomy has been empirically tested using data from over 300 organizations, and a summary of these results is presented. This taxonomy is then used to organize and review research on the relationships between organizational variables and innovation. Implications of the taxonomy for understanding relationships between organizational size, industry type, “high-performance” practices, and innovation are discussed.     

佛法与国法:规范合力与意义勾连——佛教与传统法律研究述评

佛教与传统法律的关系在学界一直受到关注,从宏观到微观的专题研究也取得了越来越丰富的成果。这些成果对二者的关系从静态描述到动态发展阐述,从单向性影响到双向性互动,从大传统到小传统,从历史现象到现实意义,各个领域都有了一定的积累。在进一步的研究中,规范分析方法的运用、民间文本的重视和司法领域的关注,是取得新突破的有效途径。     

Social Networks and Subjective Well-Being: A Comparison of Australia,Britain, and China

This paper is a comparative study of formal and informal social networks and their effects on subjective well-being in Australia, Britain, and China. Formal social networks are measured by group affiliations, and informal social networks are measured by personal connections with kin, friends, and acquaintances. An analysis of the national representative sample surveys from the three countries shows that the formal networks are of notable importance in increasing people’s subjective well-being in Britain and urban China, but the informal networks have much greater impacts in all three countries, particularly in rural China. We propose a cultural–structural interaction framework to explain the observed differences in the network influence on subjective well-being in the three countries.     

Homogeneity of Personality in Occupations and Organizations: A Comparison of Alternative Statistical Tests

Purpose

The attraction?Cselection?Cattrition (ASA) model has served as the foundation for numerous investigations. However, the generally supportive evidence for ASA??s homogeneity hypothesis has often been based on statistical tests (e.g., MANOVA) that rely on between-group differences to evaluate within-group agreement. The primary purpose of this article was to discuss advantages of direct statistical tests of homogeneity??average deviation (AD) and r _wg??when testing ASA??s homogeneity hypothesis, and advantages of other statistical tests for testing other aspects of ASA theory. A secondary goal was to evaluate the extent to which occupational homogeneity is distinct from organizational homogeneity.

Design/Methodology/Approach

Data were obtained from the Center for Creative Leadership (CCL) and included scores on the Myers-Briggs Type Indicator^? (MBTI) personality measure for 1,103 managers from 25 organizations and 17 occupations.

Findings

Results were generally supportive of the homogeneity hypothesis. AD values showed that most groups were homogeneous on most assessed personality dimensions. A comparison analysis using traditional statistical tests (i.e., MANOVA) indirectly suggested within-group homogeneity by revealing a significant between-groups effect. In addition, results suggested possible boundary conditions to ASA; notably, meaningful heterogeneity was observed for the S?CN (sensing-intuition) MBTI^? dimension.

Implications

The current study provides direct support for ASA??s homogeneity hypothesis for both organizations and occupations and offers guidance for future research on ASA theory and its possible boundary conditions.

Originality/Value

This is one of the first studies to test the predictions of ASA in both organizations and occupations using a direct index of agreement.     

Effects of Perceived Organizational Support on Objective and Subjective Career Success via Need Satisfaction: A Study Among French Psychologists

The authors examined potential links between perceived organizational support (POS) and objective and subjective career success through the satisfaction of the 3 basic psychological needs (BPNs) posited in self‐determination theory. The inclusion of BPN satisfaction as a mediator provides an interesting route, suggesting it is a condition for POS to lead to career success. The authors submitted an online questionnaire to 379 French counseling psychologists and examined the responses using a cross‐sectional design with only 1 measurement. The results indicated the indirect effects of POS on objective career success via the satisfaction of the 3 BPNs and on subjective career success via satisfaction of the needs for autonomy and competence.     

Performance and Perceptions of Brainstormers in an Organizational Setting

Employees of a corporation who had undergone considerable training for effective teamwork were asked to brainstorm about a job-relevant issue in groups of four or alone. One half of the groups brainstormed alone first, and the other half brainstormed as a group before brainstorming alone. Participants were also asked to rate their performance and indicate whether they would perform better in groups or alone on a brainstorming task. Consistent with past laboratory research, groups generated only about half as many ideas as a similar number of individuals (nominal group), and group brainstorming led to more favorable perceptions of individual performance. Participants also believed that they would brainstorm more effectively in a group than alone. These results indicate that productivity losses in brainstorming groups are not restricted to laboratory groups. Such losses occur even in groups who work together on a daily basis, have considerable training in group dynamics, and are dealing with a job-relevant issue. The sequence of alone to group brainstorming did not influence overall productivity. The relation of this research to that of facilitated and electronic brainstorming is discussed.