An Application of Generalizability Theory to the Consistency-Specificity Problem: The Transsituational Consistency of Behavioral Persistence

We assessed the behavioral persistence of 65 elementary school children in five situations to explore further the consistency-specificity, or trait-situation, issue. We predicted that the cross-situational consistency of persistence would co-vary with gender, socioeconomic status, and intelligence. The data were analyzed within the context of generalizability theory, and some of our predictions were supported by the results. We contend that the consistency-specificity issue can be profitably studied by direct behavioral assessments within the context of generalizability theory. The implications of the findings for the consistency-specificity issue, and for personality assessment in general, are discussed.     

企业员工组织政治认知量表的构建

应用自行研制的组织政治认知调查问卷,通过对29家企业员工共1647名被试的调查,对组织政治认知结构维度进行了探讨。探索性因素分析结果表明,组织政治认知由三个因素构成。三因素结构的结果在验证性因素分析中得到了验证。由此得出结论,组织政治认知有三维结构：自利行为、薪酬与晋升和同事关系。最后,对组织政治认知维度构成和内容进行了讨论     

The Centrality of the Response Process in Construct Validity: An Illustration via the Rorschach Space Response

Recently, psychologists have emphasized the response process—that is, the psychological operations and behaviors that lead to test scores—when designing psychological tests, interpreting their results, and refining their validity. To illustrate the centrality of the response process in construct validity and test interpretation, we provide a historical, conceptual, and empirical review of the main uses of the background white space of the Rorschach cards, called space reversal (SR) and space integration (SI) in the Rorschach Performance Assessment System. We show how SR and SI's unique response processes result in different interpretations, and that reviewing their literatures with these distinct interpretations in mind produces the expected patterns of convergent and discriminant validity. That is, SR was uniquely related to measures of oppositionality; SI was uniquely related to measures of cognitive complexity; and both SR and SI were related to measures of creativity. Our review further suggests that the Comprehensive System use of a single space code for all uses of white space likely led to its lack of meta-analytic support as a measure of oppositionality (Mihura, Meyer, Dumitrascu, &; Bombel, 2013 *Mihura, J. L., Meyer, G. J., Dumitrascu, N., &; Bombel, G. (2013). The validity of individual Rorschach variables: Systematic reviews and meta-analyses of the Comprehensive System. Psychological Bulletin, 139, 548–605. doi:10.1037/a0029406[Crossref], [PubMed], [Web of Science ®] , [Google Scholar]). We close by discussing the use of the response process to improve test interpretation, develop better measures, and advance the design of research.     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Studies of Abnormal Behavior in the Rat: XVII. Guidance Versus Trial and Error in the Alteration of Habits and Fixations

Formation of a God concept, in accordance with the developmental hypothesis of object relations theory, includes the utilization of representations acquired within the context of significant relationships. Previous researchers have attempted to determine the comparative extent to which parent representations give rise to an individual's God image. In this study, we measured the similarities between subjects' composite parental ratings and their image of God. As predicted, the parental composite was significantly closer to the God rating than were the singular parent representations.     

The Formation of Political Sub-Climates: Predictions from Social Identity,Structuration, and Symbolic Interaction

Merging the climate and politics literatures, this study evaluates whether organizations have a singular, shared political climate or whether sub-climates, “pockets of politics,” exist. Sub-climate formation is investigated by utilizing both political and climate explanations to determine the level of formation. The sample consisted of 891 employees of a retail services firm and the results of the study indicate that political climates do exist and may be best distinguished by defining the employee’s interactional patterns.     

组织气氛与员工参与的关系

员工参与是提高组织绩效的重要一环 ,也是组织提高运作效率和使员工产生积极心态的关键 ;组织气氛是影响员工参与的一个重要因素。文章探讨了组织气氛与员工参与之间的关系 ,对全国各地区共 14 8家企业的90 4份调查问卷进行了单因素方差分析和逐步回归分析。研究结果表明 ,员工参与变量有显著的所有制差异和地区差异 ;低科层性的、创新性的和支持性的组织气氛会显著地提高员工参与水平 ;企业的科层式管理体制 ,是影响员工参与水平的最显著因素。研究结果对我国企业管理者有重要的启示     

Protestant Clergy and the Culture Wars: An Empirical Test of Hunter's Thesis

Examinations of culture wars typically assess the attitudes of the American public. This study instead focuses on culture wars among religious elites—clergy—and tests three aspects of the culture wars thesis: (1) whether religious elites are engaged in culture wars, (2) whether clergy attitudes are polarized on these issues, and (3) whether religious authority or religious affiliation is more salient in creating culture wars cleavages. Using data from a large random sample of Protestant clergy, we find a substantial amount of engagement in culture wars by all types of Protestant clergy. The amount of polarization is more attributable to views of religious authority (i.e., biblical inerrancy) than to religious tradition. Moreover, polarization among clergy is somewhat more evident on culture wars issues than on other social and political issues. These findings are generally supportive of the culture wars thesis and should help return examinations of culture wars back to where they were originally theorized to be waged: among elites.     

Assessment of Coping: An Empirical Illustration of the Problem of Inapplicable Items

The prevalence and effects of inapplicable items on the Ways of Coping Questionnaire (WOC) were studied. Three hundred seventy-six college students completed the WOC twice, referring to both heterogeneous (i.e., different types of) and homogeneous (the same) stressors. In addition to the standard procedure for administering this questionnaire, subjects were asked to identify items that were inapplicable to the stressors with which they were coping. Item inapplicability ranged from 2.1% to 83.9%, with a mean of 21.5% inapplicability across all WOC items. Application of a correction for item inapplicability demonstrated that situational effects are confounded by this phenomenon and may not hold up when the correction is applied. Implications of these findings include the possibility that previous research has over- or misidentified situational effects on coping.     

The Cross‐Level Mediating Effect of Psychological Capital on the Organizational Innovation Climate–Employee Innovative Behavior Relationship

Organizational innovation climates have been found to be effective predictors of employee creativity and organizational innovation. As such, climate assessments provide a basis for useful organizational interventions in enhancing creativity and innovation. Researchers now call for better articulation of the motivational mechanisms that link social context to employee innovation. In responding to the above call, this study found that employee positive psychological capital (PsyCap) is more influential than organizational innovation climate on employee innovative behavior. With a large sample (N  = 781) from 16 organizations and a cross‐level analysis, we examined the relationship between organizational innovation climate and employee innovative behavior with employee PsyCap as mediator. The results showed that both organizational innovation climate and employee PsyCap significantly affect employee innovative behavior, and more importantly, employee PsyCap fully mediates this relationship. The innovation journey is a challenging and risky one with many frustrations and discouraging moments from idea generation to idea implementation. The research results presented here imply that to be innovatively effective, organizations are advised to manage both social (organizational innovation climate) and psychological (PsyCap) resources of employees in enhancing employee innovative behavior. Other theoretic and practical implications are discussed.     

企业员工组织社会化内容的结构维度

采用自行研制的组织社会化内容问卷,通过对全国14个城市854名员工进行问卷调查,对企业员工组织社会化内容结构维度进行了探讨。探索性因素分析（N=472）表明,我国企业员工组织社会化内容由组织文化、工作胜任、人际关系和组织政治4个维度构成。四因素模型在验证性因素分析(N=382)中得到了较好地验证。文章最后对组织社会化内容结构的含义、与已有西方研究成果的异同以及不同人口/组织学变量的员工组织社会化内容的差异进行了分析与讨论     

员工创造性:概念、形成机制及总结展望

员工创造性是指产生新颖且有潜在价值的事物或想法,包括新的产品、服务、制造方法及管理过程等。组织创新是员工创造性和团体创造性成功运用的最直接成果。在早期研究框架的基础上,研究综合探讨了工作特征、个人特质、团队/组织/领导因素对内在创造动机及随后的员工创造性的影响;并结合创造性认同、创造性自我效能感模型,建立了员工创造性形成机制全模型。     

员工工作倦怠对其个人主动性行为的影响过程研究

采用工作倦怠量表、组织承诺量表、主动性氛围量表和个人主动性问卷调查了34家企业的231名员工和34名主管,使用多层线性建模进行数据分析,结果发现：工作倦怠和组织承诺、个人主动性负相关;组织承诺在工作倦怠和个人主动性之间的关系中起到部分中介作用;主动性氛围和个人主动性正相关并在组织承诺和个人主动性的关系中起到缓冲作用。研究提出了工作倦怠对个人主动性影响的一种过程模式,并对其理论和实践含义进行了讨论。     

Workaholism in Organizations: Measurement Validation and Replication

Although workaholism in organizations has received considerable attention in the popular press, our understanding of it based on research is quite limited. This deficit is the result of absence of both suitable definitions and measures of the concept. This study reports the replication of earlier work undertaken by Spence and Robbins (1992) applying their measures to a managerial population (N = 530). Considerable support was found for the usefulness of their measures based on reliability and construct validity data.     

沉默的声音：组织中的沉默行为

组织沉默指的是员工了解组织运行中潜在的问题,但是出于某种目的而没有表达个人观点的行为。该文在以往研究的基础上概括了组织沉默的定义、维度以及测量手段。由于沉默行为的原因是多种的,该文从领导和组织、同事以及员工个体特征三个方面阐述影响组织沉默行为的因素,并总结了组织沉默行为对组织和员工的负面影响,特别是对组织学习过程的影响。最后提出了组织沉默行为研究的意义和展望     

组织中的政治技能及相关研究

政治技能是个体在工作中影响他人以实现组织目标的能力,对个体的工作绩效和某些工作态度、缓解工作中压力带来的紧张感等具有一定的作用。个体的洞察力、控制、亲和力、主动影响及发展经验被视为政治技能的影响因素,通过实践练习、替代学习等方法可实现政治技能的培训和开发。在未来的研究中,对政治技能概念的理解、测量多源性等方面的问题还需要进一步的探讨     

政治与关系视角的员工职业发展影响因素探讨

通过对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,文章探讨了员工的组织政治技能、政治知觉,以及他们与直接上司的关系对于员工职业发展的关系。多层线性分析模型（HLM）结果表明：员工的政治技能有助于促进其与领导之间形成良好的关系（guanxi）,并籍此积极影响个人在组织中的职业发展,员工－领导关系是政治技能与职业发展之间的中介变量。另外,组织政治知觉影响政治技能对领导关系的作用,在政治氛围浓重的组织中,员工－领导关系更易受到员工政治技能的影响     

组织创新气氛的概念、测量及相关研究热点

组织创新气氛是Litwin所提出组织气氛概念中有关创新维度的深入延伸和具体阐述,是个体对其创新能力养成、发展和运用产生影响的心理认知与组织情境体验。该文在总结回顾近二十年该领域的相关研究后,对组织创新气氛的概念构建、影响因素、测量工具及相关变量的实证研究进行了系统的梳理总结与评价;同时,指出目前该领域研究中在概念建构、工具开发、相关实证研究等方面存在的问题,并就今后国内开展本土化研究所应注意的方面提出建议。