不作为惰性的影响机制:有中介的调节模型

本研究旨在考察前后机会比较对不作为惰性的影响,探索社会比较的调节作用以及预期作为后悔和价值评估的中介作用。本研究采用问卷法和实验法,以842名大学生为研究对象进行调查,采用Bootstrap方法对中介效应进行分析。结果显示:(1)社会比较在前后机会比较与不作为惰性之间的调节效应显著;(2)预期作为后悔和价值评估在前后机会比较与不作为惰性之间起中介作用。(3)社会比较的调节效应以预期作为后悔和价值评估为中介变量。     

论公共服务供给中“协同惰性”及其超越

在公共服务实践中,"协同惰性"能够深刻影响协作的进程与成败,它表现为政府出于"卸责心态"而"不想协作"、企业基于"撇脂倾向"而"不愿协作"、社会组织困于"志愿失灵"而"不能协作"、公民由于"边缘地位"而"不便协作"。虽然协同优势理论试图从目标、权力、信任、成员结构和领导力五个纬度揭开"协同惰性"的理论面相,但是并未提出令人信服的超越方案。而本文的研究认为:引发"协同惰性"的深层症结在于公共服务协作体系中主体间关系的"中心一边缘"结构。所以,只有构建起以公共性为导向、以"平等、共赢、自治"为特征的合作型公共服务模式,主体间"中心"与"边缘"的对立才能得以消除,公共服务供给中的"协同惰性"才有被超越的可能。     

中国传统政治伦理文化的惰性因素及其现代置换

对中国传统政治伦理文化的研究,学界多纠结于其"德治主义"抑或"德治道统"的演绎上,对其惰性因素及其负面效应却少有问津。诚然,传统政治伦理文化是一个民族的精神家园,也是人们安身立命的根本。但传统政治伦理文化中的"惰性"因素,如专制道统、礼仪制度、宗法等级观念等,以其既有的社会传导功能阻滞着人之现代化实现。它消解着人们的法治意识,破坏了人们社会生活的应然秩序和价值期待,并造就了当今政治道德生态的多种症候。在现代化的追梦中,必须摒弃传统政治伦理文化的"惰性"因素,实现政治伦理文化的现代置换,真正构建一种以人民利益至上,平等精神、责任意识、公正意识和服务意识为主要内容的现代政治伦理文化。     

包容型氛围感知对员工建言的影响：心理安全感与惰性感知的双重路径

基于社会信息加工理论视角,通过对816名员工与其直接上级进行两时间点配对取样,探讨包容型氛围感知对员工建言的影响,以及心理安全感与惰性感知在两者关系中的作用机制。研究结果表明：员工包容型氛围感知对其建言行为起到促进作用,并通过心理安全感与惰性感知间接影响建言行为。研究结果不仅从理论上丰富与拓展了包容型氛围的效应研究,同时对实务界管理员工建言有一定的实践启示。     

黎明模拟光照对晨起睡眠惰性的影响

本研究采用单因素被试内设计对清晨唤醒后睡眠惰性对个体主观情绪、警觉性和认知加工的影响，以及利用动态黎明模拟光照能否对睡眠惰性产生有效的对抗作用进行了考察。结果发现：（1）被试的积极情绪、主观警觉性在刚唤醒时显著低于基线水平，之后随时间推移逐渐提升。（2）被试醒后立即进行测试的认知加工成绩最差，随后逐渐提高，且主要表现在加工速度的回升上。（3）黎明模拟光照对被试醒后在积极情绪、主观警觉性、持续性注意和抑制功能的缓解上产生了明显的促进作用。这表明睡眠惰性会对个体的主客观活动产生显著的负性影响，而使用黎明模拟光照可在一定程度上对抗睡眠惰性带来的负性影响。     

多团队成员身份及其作用机制

多团队成员身份(multiple team membership)是指员工在一段时间内以正式身份参与多个团队的工作状态及工作模式。以往围绕“团队数量”和“团队成员身份多样性”展开的研究未能对多团队成员身份的效应形成一致的认识和研究结论。因此, 在系统回顾发展历程、厘清概念内涵的基础上, 提炼出多团队成员身份“多重团队情境”和“多重团队认同”两个关键特征, 并从注意力资源视角、社会网络视角和社会身份视角梳理并发展多团队成员身份的作用机制。最后, 针对以往研究对多团队成员身份关键特征的关注缺失、社会网络视角和社会身份视角下有意义却尚未被探索的问题, 综合技术和时间等因素提出了未来研究建议。     

再论课堂气氛的分类及对教学的影响

课堂气氛(classroom climate)是指在课堂教学情境中,各成员的共同情绪状态,它是班级社会体系中各个成员之间互动而产生的。一旦产生,便成为一种社会压力(social press),对班级成员的价值、态度及行为发生重大影响,从而影响课堂教学。我国对课堂气氛的研究,侧重点在于课堂气氛类型的划分及对课堂教学的影响上。然而在分     

“后单位时代”的“社会基础秩序”重建

社会基础秩序,指的是基本的社会联结机制,包括社会成员之间,以及社会成员与公共问题关联的方式、制度与文化。以单位体制的确立为坐标,晚清以降的百余年间,中国社会经历了"前单位社会"、"单位社会"及"后单位社会"三种不同形态。与此相应,社会基础秩序也在不断演进。社会基础秩序的形成,既是特定历史条件下,国家与社会关系设置的产物,亦对社会运行的其他方面产生着显著的影响。"后单位时代"中国社会在一定范围内出现了值得警惕的"社会原子化"现象,表现为社会成员之间,以及社会成员与公共事务缺乏关联的管道,社会领域出现无序互动和失范频仍的乱象。究其实质,在于"后单位时代"社会基础秩序尚不稳固。是故,社会基础秩序的重建,乃是当下社会治理的核心议题。     

再探究不确定状态下违背“确定事件”原则的原因?

确定事件原则是规范决策理论的基本原则之一。本研究通过选取具有不同文化背景的被试、构建和修改一系列问题情境来考察违背确定事件原则的原因。结果表明,在双重理由的分离情境中,确定事件原则被违背了;而在单一理由的分离情境中,确定事件原则得以遵循。实验结果支持“基于理由的假设”而不支持“思维惰性假设”。文章最后讨论了本研究的理论及现实意义。     

领导力的社会认同理论：主要内容及研究进展

作为“以下属为中心”的领导力理论,领导力的社会认同理论是社会心理学与领导力研究结合的代表.该理论采用社会认同解释领导力产生和发挥作用的过程,主要命题为：（1）群体成员通过社会认同选择有效的领导,具有高群体原型代表性的领导者最具有效性;（2）领导者可以通过塑造下属成员的社会认同来实施领导.除了以上内容外,还对该理论的实验证据及优缺点也进行了系统阐述,同时与其它领导力理论进行了整合,最后提出了未来研究的方向.     

Follower Jealousy at Work: A Test of Vecchio's Model of Antecedents and Consequences of Jealousy

The present study tests the validity of Robert P. Vecchio's seminal work on antecedents and consequences of jealousy. Specifically, we examine whether antecedents such as in-group status, supervisory considerateness, and supervisory differentiation of subordinates are associated with jealousy. In addition, we examine whether jealousy is associated with the outcome variable of social loafing. Leaders (n = 73) and their followers (n = 303) working in business organizations in Norway contributed data. Multilevel analyses showed that a high-quality working relationship with one's supervisor was inversely related to reports of jealousy. In addition, supervisors who displayed high levels of considerateness, for example, by providing followers with positive emotional support, were better able to reduce subordinate jealousy. This is a novel observation since previous research failed to demonstrate such a relationship. Finally, jealousy was positively associated with social loafing, suggesting that jealous followers engaged in an active counterproductive resistance response. The present study contributes to the extant literature by identifying unexamined antecedents of jealousy and a dysfunctional behavioral response to jealousy in the form of social loafing in the workplace.     

That’s not my place: The interacting effects of faultlines,subgroup size,and social competence on social loafing behaviour in work groups

Taking a social relations approach to team diversity, we propose that faultlines—hypothetical dividing lines that split a team into relatively homogeneous subgroups—impact the team members’ propensity to exhibit social loafing behaviour. We further propose that this individual-level reaction to the faultline structure of the team can differ among team members, depending on the size of their subgroup and on their individual social competence. We tested the assumptions with a sample of real teams working on an intellective task during which social loafing behaviour was video-coded. In partial support of the hypotheses, generalized mixed models revealed that social loafing behaviour was most common for team members who were part of a team with strong faultlines, who belonged to the larger subgroup in their team, and who exhibited low levels of social competence. The results therefore highlight the benefits of taking a multilevel approach to the effects of faultlines.     

Social Behaviors as Determined by Different Arrangements of Social Consequences: Diffusion of Responsibility Effects With Competition

Abstract

According to a recently proposed synthesis, social loafing, social facilitation, and deindividuation can be viewed as different ways of arranging social consequences (B. Guerin, 1999). The effects of such arrangements have been measured in past research as productive output (social loafing and social facilitation) or as antinormative behaviors (deindividuation), but all 3 effects are manipulable by changing individual identifiability, evaluation, social identity, task difficulty, and presence in a group. The synthesis also predicted that these same variables would apply to other measures and other arrangements of social consequences. To this end, in the present 2 experiments, the author varied the arrangements for consequence diffusion in a competition situation by varying small and large competing groups and measured productive output and antinormative behaviors simultaneously. The 2 experiments showed social-consequence effects in competition situations with college students, giving further support for the social-consequence synthesis and the idea that the verbal naming of phenomena in social psychology is arbitrary.     

Withholding Effort in Organizations: Toward Development and Validation of a Measure

Field research into the topic of withholding effort and its variants (shirking, loafing, free riding, and job neglect) has been limited due to a lack of measures that are applicable to organizational settings. This study used a multi-phase process to ascertain a measure of withholding effort that can be used in organizational settings. Items were generated through literature review and discussions with practitioners; culled by the authors; and tested in a field study in multiple, diverse organizations. Exploratory and confirmatory factor analyses found the construct of withholding effort to be multidimensional, but not necessarily as previous theoretical work in the area would suggest. Correlations of the various dimensions of withholding effort scales with existing scales tapping a wide range of employee attitudes were consistent with a priori expectations. Implications for the use of these scales in future workplace research and their practical application in organizations are discussed.     

Gender and Theory of Mind in Preschoolers’ Group Effort: Evidence for Timing Differences Behind Children’s Earliest Social Loafing

This study explored mental state reasoning within the context of group effort and possible differences in development between boys and girls. Preschool children (59 girls, 47 boys) were assessed for theory of mind (ToM) ability using classic false belief tests. Children participated in group effort conditions that alternated from one condition, where individual effort was transparent and obvious, to one where individual effort remained anonymous. The aim was to investigate if emergent mental state reasoning, after controlling for age, was associated with the well-known phenomenon of reduced effort in group tasks (“social loafing”). Girls had slightly higher ToM scores and social loafing than boys. Hierarchical regression, controlling for age, indicated that understanding of others’ false beliefs uniquely predicted social loafing and interacted weakly with gender status.     

创造性任务情境下社会惰化影响因素研究

研究一,采用单因素组间设计(合作组、名义组、个人组)检验创造性任务情境下是否存在社会惰化效应,结果显示:合作组状态下个体努力水平显著低于名义组,与个人组差异不显著;研究二,采用三因素组间设计(4×2×3)探讨创造性任务情境下社会惰化影响因素,结果显示:目标难度、绩效评估变量主效应显著且存在交互作用,而中期评估变量主效应不显著。研究结果提示:高难度目标、评估个体对群体的贡献可减弱创造性任务情境下的社会惰化效应。     

Chinese working in groups: Effort dispensability versus normative influence

Chinese participants were found less likely to social loaf when working in groups than did North Americans. This result was attributed mainly to the collectivism and individualism characterizing Chinese and North Americans, respectively. However, this explanation does not address how Chinese people's social loafing tendency may vary across situations. If Chinese participants are concerned about their relations with coworkers, they should be more likely to conform to the performance level of their coworkers. This prediction is in opposition to effort dispensability, which is usually found among North Americans, whereby individuals adjust their effort in reverse to that of their coworkers. Consistent with our prediction, findings from three studies revealed that Chinese participants tended to conform to the performance level of their coworkers when their performance is made public ( vs kept anonymous) and when they have high ( vs low) relational concerns. These findings have implications for unpacking nuanced cultural influences on behaviours.     

Teacher perceptions of student behavior as a function of class size

In an attempt to describe class size effects on student behavior that might be predictable from one setting to the next, the author proposes a social psychology framework. He hypothesizes that social loafing, deindividuation, and social facilitation can explain patterns of student participation, off-task behavior, and in-class performance, respectively, as a function of the size of the class. Data from interviews with eight middle-school teachers suggest that these concepts are marginally applicable to the behaviors in question. At the same time, other class size effects on student behavior are described which may be inherent in class size and thus be reasonably predictable. Josh Englehart is a recent PhD receipient from Cleveland State University. He is currently a public school Physical Education teacher in Painesville, Ohio. His research to date has included class size effects on various outcome variables, teacher perceptions of student intelligence, and student motivation.     

Exploring the Relationships Between Perceived Coworker Loafing and Counterproductive Work Behaviors: The Mediating Role of a Revenge Motive

Purpose  The purpose of this study is to explore the relationships between perceived coworker loafing and counterproductive work behaviors toward the organization (CWB-O) and toward the coworkers (CWB-I). Design/Methodology/Approach  Data were collected from 184 supervisor–employee pairs from multiple sources (i.e., self-rated and supervisor-rated). Structural equation modeling (SEM) analyses were conducted to test our hypotheses. Findings  The results of SEM showed that perceived loafing was positively related to CWB-O (self-rated) and CWB-I (self-rated and supervisor-rated). Moreover, a revenge motive toward the organization fully mediated the relationship between perceived loafing and CWB-O, whereas a revenge motive toward coworkers fully mediated the relationship between perceived loafing and CWB-I. Implications  This study advances our understanding as to how and why perceived coworker loafing increases employees’ CWB-I and CWB-O. Our investigation also highlights the important cognitive mediator: revenge motive in the perceived loafing–CWB linkage. Originality/Value  This is one of the first studies which examines the relationships between perceived coworker loafing and two facets of CWB, and investigates a cognitive mediator (i.e., a revenge motive) that underlines the perceived loafing–CWB linkage. In addition, we respond to Bennett and Robinson’s (J Appl Psychol 85:349–360, 2003) call to test the nomological network of CWB in a collectivist culture (i.e., Taiwan).