大学生羞怯问题研究

以中国在校大学生为被试.对Henderson的大学生羞怯量表进行修订,并在此基础上进一步探讨在校大学生自尊水平、孤独程度和人际情境觉察能力与大学生羞怯的关系.研究发现,修订后的大学生羞怯量表在中国文化背景下具有较好的信度和效度;大学生羞怯的结构包括:寻求赞成、自责、对拒绝的恐惧和表达的自我限制4个维度;大学生羞怯与自尊及五种人际情境觉察能力呈显著负相关,与孤独呈显著正相关;羞怯、孤独与自尊对人际情境觉察能力有显著的预测作用.     

中国员工基于组织自尊的内容探析：概念构图法的应用

基于对26名来自不同组织、有不同职业背景员工的深度采访,本文运用定性和定量相结合的分析方法——概念构图法,实证探索了中国员工基于组织的自尊（OBSE）的内容。本研究发现,中国员工自尊包括五个维度：基于工作单位的自尊、基于工作绩效的自尊、基于工作角色的自尊,基于领导的自尊和基于下属和同事的自尊。本文通过对OBSE的实证分析详细介绍了概念构图法的过程和应用,为如何对新概念、新现象进行探索性研究提供了参考。     

自尊与心理性应激的关系初探

自尊水平影响着个体在应激情境中的内分泌反应,在以人个人主义文化下的研究发现,由于低自尊具有较低的内部控制力,因此在应激情境中的唾液皮质醇反应更强烈。但是在中国集体主义文化中,由于集体性自我的评价是自尊的一个重要组成部分,高自尊更加期望集体或社会的积极性评价,因此假设在心理性应激情境下（即个体的能力被否定的时候）,高自尊的应激反应会比低自尊更加强烈。本研究以健康大学生为被试,分别以Rosenberg自尊量表和特里尔社会应激测试（TSST）为实验手段,以自尊量表得分、主观应激报告（5点量表）和客观应激参数（心率和唾液皮质醇）为指标,在中国文化背景下探讨自尊与心理性应激的关系。结果发现,在TSST开始时（20分钟）自尊与心率呈正相关,自尊水平越高,心率越快;在TSST结束后（60分钟）自尊与唾液皮质醇水平呈正相关,自尊水平越高,唾液皮质醇水平越高。总体来说,相对于低自尊被试而言,高自尊被试在心理性应激情境中的反应更为强烈。     

印象管理图式的反应特点和加工机制

以中学生为对象考察了印象管理自我图式、语义图式的反应特点和加工特征。研究一在预测的基础上运用自编制情境问卷探讨了两个图式下不同角色的印象管理反应特点,结果发现语义图式下印象管理水平高,尤以人际道德角色更高,自我图式下能力角色高掩饰。研究二通过现场情境实验检验了两种图式下高中生对印象管理词汇和诚实反应词汇的回忆辨别力和判断标准,发现词汇辨别力和判断标准出现了指数性分离,自我图式判断标准更严。结论:印象管理自我图式加工有更强的内隐性,语义图式下的印象管理行为具有刻板化和程式化倾向。     

自尊与心理性应激反应的关系：社会认可需求的中介作用

国外研究者认为高自尊个体的内控性高,因此其在心理性应激情境中的反应不那么强烈,而国内研究者从集体文化(中国)考虑,则认为高自尊个体的社会认可需求较高,因此在心理性应激情境中的反应更强烈.本研究采用特里尔社会应激测试作为应激情境,采集41名中国大学生被试在这一情境下的客观参数(心率)作为心理性应激反应的指标,通过问卷测量被试的自尊水平、内控性水平和社会认可需求水平,考察自尊影响心理性应激反应的机制.结果发现被试的自尊水平与应激情境下的心率呈正相关,并且社会认可需求在自尊与心理性应激的关系中起着显著的中介作用.本文从文化差异角度提出自尊预测心理性应激反应的模型可能需要在不同文化背景下来分别探讨.     

三种情境下4～8岁儿童自尊发展的实验研究

依据对儿童自尊结构的研究,发现儿童自尊是由重要感、自我胜任感和外表感三个因素构成。本研究采用表情实验方法,通过个别施测,考察了150名4~8岁儿童在重要感、自我胜任感、外表感三种不同结构情境下自尊发展特点。结果表明:(1)4~8岁儿童自尊总体发展存在非常显著的年龄差异;4岁儿童自尊发展水平最高,5岁儿童水平最低。(2)儿童自尊发展存在显著性别差异,女生发展水平显著高于男生。     

中国组织情境下破坏性领导行为的诱因：一项追踪研究

破坏性领导行为的危害不容忽视, 然而, 学术界对于这一领域的探究尚处起步阶段。本研究首先在中国组织情境下, 采用质化研究与量化研究相结合的方式, 探讨破坏性领导的结构维度, 开发破坏性领导的测量量表; 然后以"管理者及其下属配对"为研究对象, 采用追踪研究设计, 收集"管理者－员工"配对数据, 运用结构方程模型、多元回归分析以及多层线性模型技术进行统计分析, 探讨破坏性领导行为的诱因。具体包括三个研究：(1)中国组织情境下破坏性领导的结构与测量研究; (2)破坏性领导行为的诱因：基于个体特质与组织情境视角的跨层次的追踪研究; (3)破坏性领导行为的诱因：基于下属特征视角的追踪研究。研究结果有助于澄清中国组织情境下破坏性领导的内涵与维度结构, 识别与测量中国组织情境下的破坏性领导行为, 揭示个体特质对破坏性领导行为的影响效应, 探明诱发破坏性领导行为的组织情境因素和下属特征因素。     

外强中瘠、虚饰以财?自我威胁情境下异质性高自尊与物质主义的关系

通过3个研究探讨异质性高自尊与物质主义的关系, 以及在自我威胁情境下异质性高自尊与物质主义的关系是否会发生变化。研究1采用问卷法考察异质性高自尊与物质主义的相关关系, 结果发现, 安全高自尊者的物质主义显著低于脆弱高自尊者; 研究2通过要求不同高自尊者与吸引力高/低的同性进行对比操纵自我威胁, 然后测量外显物质主义, 结果发现, 在吸引力威胁情境下, 安全高自尊者的外显物质主义显著低于脆弱高自尊者的外显物质主义; 研究3通过虚拟的智力测验排名反馈操纵自我威胁, 然后测量内隐物质主义。结果发现, 在智力威胁情境下, 安全高自尊者的内隐物质主义显著低于脆弱高自尊者的内隐物质主义。据此可认为, 异质性高自尊既是解开高自尊与物质主义矛盾关系的切入点, 也是瓦解自我威胁与物质主义正向关系的突破口。     

从自尊的文化差异说起

在不同的文化背景中,自尊既有相似性,也有差异性。在东西方文化中,自尊在其根源性、包容性及表达性等方面均存在差异。树立文化差异性与普遍性的意识,加强对自尊文化差异的研究对于科学地认识社会心理现象和学科建设都具有重要意义。未来可以从自尊的内涵、自尊研究的内容及研究方法等方面开展自尊的中国化研究。     

自尊与人际互动：理论、研究与问题

基于自我确认理论开展的大量研究,有助于理解自尊对人际互动行为的调节作用。然而,研究者对自尊的测量工具不尽相同,筛选实验被试的标准也不尽一致,实验范式忽略了对实际人际互动情境的操纵,单纯采用人际选择反应作为测量自我确认的指标,因而难以形成具有整合性的理论模型。今后的研究有必要在编制合适的测量工具的基础上,将整体自尊与特殊自尊作为两个独立的变量置于整合性实验范式下开展研究,同时采用对人际评价信息的认知判断和对评价者的交往选择的双维指标,以全面揭示整体自尊与特殊自尊对自我确认过程的相对作用及其心理机制。     

It is not all about the Benjamins: Understanding preferences for mates with resources

We contend that preferences for mates with resources or money might be calibrated on where a potential mate gets her/his money. In three studies (N = 668) we examined the nature of individuals’ preferences for mates who have resources or money. Both sexes preferred a long-term mate who has earned her/his money over other sources. In particular, women preferred mates who earned their money over other potential means of getting resources (i.e., inheritance, embezzlement, and windfall). Women maintained a high level of interest in mates who earned their money regardless of duration of the mateship whereas men became less interested in a mate who earned her money in the context of short-term relationships. Overall, the sexes preferred a mate who earned their money more strongly in the long-term than the short-term context. Results are discussed from evolutionary and sociocultural models of mate preferences.     

A meta‐analysis of the predictors and consequences of organization‐based self‐esteem

Organization‐based self‐esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta‐analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work‐related variables than did general self‐esteem and we found evidence that OBSE mediated the relationships between general self‐esteem and work‐related criteria.     

Organizational supports and organizational deviance: The mediating role of organization-based self-esteem

Drawing upon belongingness theory, we tested organization-based self-esteem (OBSE) as a mediator of the relation between organizational supports and organizational deviance. Data from 237 employees were collected at three points in time over one year. Using structural equation modeling, we found that OBSE fully mediated the relation between organizational supports and organizational deviance. Controlling for preexisting predictors of deviance, including personality traits (agreeableness, neuroticism and conscientiousness) and role stressors (role conflict, ambiguity, and overload), did not eliminate the relation between OBSE and organizational deviance. The implications for the OBSE and deviance literatures are discussed.     

组织支持感对组织认同的影响:内部人身份感知和自尊的中介作用

检验了内部人身份感知(PIS)和基于组织的自尊(OBSE)在组织支持感(POS)对组织认同的影响过程中的角色和地位。采用多样本结构方程建模的方法,通过对中国2家企业的员工的问卷调查所获取的452份有效数据进行分析,结果表明:(1)POS对PIS和OBSE有直接的显著影响;(2)同时借助于PIS和OBSE的中介作用对组织认同产生间接的影响。     

Being Helped and Being Harmed: A Theoretical Study of Employee Self-Concept and Receipt of Help

Employee self-concept has long been recognized as a critical factor determining employee performance-related outcomes. As such, a considerable amount of research attention has been paid to exploring employee self-concept. However, relatively little is known about how an employee’s self-concept may be affected when the employee is the recipient of help-giving behavior exhibited by other organizational members. Consequently, we attempt to develop a theoretical model describing how an employee’s self-concept, in the forms of task-specific self-efficacy (TSSE) and organization-based self-esteem (OBSE), is affected by receipt of help. Additionally, we investigate the moderating roles of locus of control (LOC) and individualism–collectivism. In particular, we propose that higher levels of help received result in lower levels of TSSE and OBSE perceived. Moreover, we posit that internal LOC strengthens the negative impact of receiving help on TSSE and OBSE. Furthermore, we argue that individualistic tendencies strengthen the negative relationship between receiving help and TSSE and OBSE. Consequently, our theoretical model provides important insights into understanding employee self-concept in the organization.     

学业自我概念的建构:内/外参照模型研究述评

内/外参照模型在理论上同时考虑了社会比较和维度比较两种比较方式在建构个体学业自我概念过程中的作用。近年来,对内/外参照模型的研究进展主要体现在三个方面:对该模型进行跨文化一致性检验;提出了维度比较理论;与大鱼小池效应相整合。这些研究表明学业自我概念具有学科特异性,研究者要更加注重学业自我概念及其它学业变量的学科特异性研究,并加强内/外参照模型的调节因素研究,教师及家长要引导学生合理选择比较方式。     

The Association of Externalizing Behavior and Parent–Child Relationships: An Intergenerational Study

We investigated the influence of the child’s behavior on the quality of the mutual parent–child attachment relationships across three generations. We did so using a prospective longitudinal study which spanned 20 years from adolescence through adulthood. Study participants completed in-class questionnaires as students in the East Harlem area of New York City at the first wave and provided follow-up data at 4 additional points in time. 390 participants were included in these analyses; 59% female, 45% African American, and 55% Puerto Rican. Using structural equation modeling, we determined that externalizing behavior in the child was negatively related to the mutual parent–child attachment relationship for two generations of children. We also found continuity in externalizing behavior for the participant over time and from the participant to his/her child. Additionally, we found continuity in the quality of the mutual attachment relationship from the participant’s relationship with his/her parents to the participant’s relationship with his/her child. Finally, the mutual attachment relationship of the participant with his/her parents had a negative association with the participant’s externalizing behavior in adulthood. Based on these results, we propose that family interventions should focus on the role of the child’s externalizing behavior in the context of the parent–child attachment relationship. Furthermore, we suggest that prevention programs should address externalizing behavior as early as possible, as the effects of externalizing behavior in adolescence can persist into adulthood and extend to the next generation.     

How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization-based self-esteem as a moderator

Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization-based self-esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario-based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.     

THE ROLE OF JOB EMBEDDEDNESS ON EMPLOYEE PERFORMANCE: THE INTERACTIVE EFFECTS WITH LEADER–MEMBER EXCHANGE AND ORGANIZATION‐BASED SELF‐ESTEEM

Although job embeddedness was originally conceptualized to explain job stability or “why people stay” in their organizations, this investigation examines the role of job embeddedness as a hypothesized moderator of relationships among leader–member exchange (LMX), organization‐based self‐esteem (OBSE), organizational citizenship behaviors (OCBs), and task performance. Findings from 2 studies involving 367 employees and 41 supervisors, 1 in a telecommunications company and another in a manufacturing setting, support hypotheses concerning job embeddedness as a moderator of the relationship between (a) LMX and task performance within a telecommunication sample and LMX and OCBs in a sample of manufacturing employees, and (b) OBSE and OCBs in a manufacturing sample. Further, a hypothesized 3‐way interaction involving job embeddedness, LMX, and OBSE on task performance was found in a sample of manufacturing employees. The implications of these findings for studying and managing job embeddedness in relation to employee performance are discussed.